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Ignorance Is Not Bliss: It’s Time To Enact A Meaningful Sexual Harassment Policy

Posted By Kristi Feist, Payday HCM, Thursday, March 8, 2018

 

Each day more and more women come forward to share their stories of abuse within the workplace. People are listening.

As women become more emboldened to speak up and as the public becomes more receptive to listening, employers have more to worry about than just the legal repercussions. In the year 2018, merely an accusation could end a career, or even bring down a business. Thus, it is more important now than ever for employers to implement workplace procedures for preventing harassment and properly handling accusations.

Addressing sexual harassment requires first understanding what it looks like. It might surprise you to know that harassment is likely much broader than you think. In general there are two types of sexual harassment—quid pro quo and hostile work environment.

Sexual harassment falls under the category of sex discrimination, which is impermissible under Title VII of the Civil Rights Act of 1964. To be actionable under Title VII, the conduct must be “sufficiently severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment.” Meritor Sav. Bank v. Vinson, 477 U.S. 57, 67 (1986). A worker need not suffer an adverse economic effect to meet this standard. Rather, the focus is on the unwelcome nature of the behavior.

Thus, even conduct that appears to be tolerated by a subordinate or coworker may constitute sexual harassment if the advances are unwelcome. Considering that the courts struggle with the concept of unwelcome versus welcome conduct, employers and their supervisors should hesitate to assume that seemingly innocent behavior is ok with a female (or even a male) colleague.

When employers receive a complaint of sexual harassment, they must act. In the current climate, the public will not accept a company’s claim of ignorance. Sticking your head in the sand is no longer a viable option when a woman comes to you to say “me too.”

 

 

Payday HCM offers comprehensive on-site HR Consulting Services to help you navigate sexual harassment claims, and proactively create policy to manage your work environments. Our experts can provide you with a complete suite of services, including:

  • Handbook and policy formulation
  • EEOC Manager Training
  • Harassment and discrimination investigations
  • Risk mitigation
  • Interactive trainings on the responsibilities and requirements or managers
  • Interactive trainings on the responsibilities and rights of employees

 

Payday HCM is available on-call and at your location to advise management and employees on subjects such as disciplinary actions, terminations, unemployment claims, performance improvement, federal and state audits, FLSA, FMLA, ADA, ADEA, EEO, Workers’ Compensation, and other applicable regulations and laws. We work with our clients to resolve any employee related issues and maintain compliance with employee related documents: 

http://paydayhcm.com/human-resources-hr-consulting.

Contact our HR Consulting Team today at hr@paydayhcm.com.

 

Tags:  Business  HR  Human Resources  Policy  Small Business 

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What You Need to Know About Overtime!

Posted By Kenyatta Turner, LegalShield Independent Associate, Monday, June 26, 2017
WHAT YOU NEED TO KNOW ABOUT OVERTIME

 

If your employees work more than 40 hours per 7-day workweek they may be entitled to overtime pay. New overtime rules were set to take effect late in 2016. These regulations would have expanded the number of employees eligible to receive overtime pay but they are currently tied up in federal court. It is vital that you observe the current regulations to avoid potential fines or litigation. If you have questions about state or federal overtime rules, contact your LegalShield provider law firm.

  • Current Rules - Federal overtime regulations are part of the Fair Labor Standards Act (FLSA). The FLSA entitles employees working more than 40 hours in a workweek to one and one-half times their regular pay rate. If your business has, “an annual gross volume of sales made or business done of $500,000 or more” you are required to pay overtime. All schools, hospitals, medical facilities and public agencies are required to pay overtime. Click here to determine whether FLSA applies to your business.
     
  • State Regulations - Many states set additional rules for overtime pay. California, for example, requires overtime for those who work more than 8 hours in a day and double pay for those who work more than 12 hours in a day. Other states set specific thresholds for businesses that must comply with overtime rules. Arkansas requires employers with more than 4 employees to pay overtime. Click here to view a map highlighting current state overtime laws. It is important to understand both the federal and states regulations where you do business.
     
  • Exempt Employees – There are exemptions for some executive, administrative, computer professionals and other professional service employees.

From the Department of Labor:

A. Currently, to qualify for exemption, a white-collar employee generally must:

  1. be salaried, meaning that they are paid a predetermined and fixed salary that is not subject to reduction because of variations in the quality or quantity of work performed (the "salary basis test");
  2. be paid at least a specific salary threshold, which is $455 per week (the equivalent of $23,660 annually for a full-year employee) in existing regulations (the "salary level test"); and
  3. primarily perform executive, administrative, or professional duties, as provided in the Department's regulations (the "duties test").

Certain employees are not subject to either the salary basis or salary level tests (for example, doctors, teachers, and lawyers).

  • New Rules from 2016 – Overtime exemption thresholds were set to nearly double in December of 2016; however, the new rule is currently tied up in court. There is a great deal of speculation about the fate of the new rule with many expecting a change in direction from the new administration. The U.S. House of Representatives recently passed a bill that would allow certain employers to offer comp time instead of overtime pay. The bill still must pass the Senate but it is yet another sign that changes are coming. It is important for all businesses to follow these changes carefully.  If you have any questions, contact your LegalShield provider law firm or Kenyatta Turner at 602-367-1069 or kenyattaturner@legalshieldassociate.com.

Tags:  Accounting  business owners  business resources  business risk  business services  employees  Employers  Hiring  HR  human resources  labor  legal  legal services  management  small biz  small business  small business owner  startup  tax  wage hour lawsuits  women-owned business 

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Friday Fever: Keeping Your Employees Engaged at Work

Posted By Niki Ramirez, HRAnswers.org, Sunday, June 5, 2016

Employee engagement is important every day, but let's just talk about tackling Fridays for now.

You probably already know how it goes… It’s 2:30 p.m. on Friday and the far-away looks on your employees’ faces are easy to read. It’s only natural for employees to want to wind down as the week comes to a close. So there they are, sitting at their desk, thinking about weekend plans with family and friends.

Rather than look the other way and allow them to just "wait it out" on Fridays, here are three great ides to try to address this weekly downturn in engagement and productivity:

Make time to socialize and connect: when the afternoon lull hits, bring your team together in a more social setting to keep energy high and ideas flowing.

Gather everyone in a common area (like a training room, conference room, etc.) or head out to a local coffee shop or bowling alley to talk about what the next week holds, what folks are looking forward to, and what you can do to support one another. Share a snack, drink or other treat as well. Organizational psychologists agree that eating together increases connectedness and feelings of unity. Bottom line: time spent getting to know your employees, listening to their ideas and building relationships will always be time well-spent.

Just for Fun Friday: from ping-pong battles to chess tournaments, allow your employees to let loose and have some fun.

The human brain thrives on fun and novelty. We all perform better and are more successful when our lives are balanced with work and play – and it's not a new idea, we know that work and play CAN go together! I’ve read about teams that leave together (early) on Friday’s and employees go to the gym together and pump iron for the last 2 hours of the week. And here are a few other cool ways to end a Friday at work:

·        crafting and coloring time

·        bring in a yoga instructor or provide employees with chair massage

·        host a chili cook-off, parking lot BBQ, or cookie exchange

The easiest way to ensure that the activities planned really are meaningful and fun for your team is to allow a handful of employees to form a “social committee” – give them a budget and let them go to it, planning activities that they know everyone will truly enjoy!

Allow employees to set their own Friday schedule: this may sound pretty far out, but what if you just let your employees go home on Fridays when they felt they were in a good position to do so?

Employees who know they can leave when they are "done" will work diligently to knock out their to-do list in order to get their weekend started. If you do try this tactic, make sure you keep in touch with your employees throughout the week so that you have a pulse on what they have to get done before they call it a wrap. It goes without saying that this will not work for every employee, in every circumstance. Some positions will lend themselves to this far more easily than others.

Just Do It!

There is immeasurable value in making time to connect, have fun and socialize with your employees; and allowing your employees the autonomy to set their own schedule on Fridays (or any day, really!) can prove to be an equally powerful tool. 

Get organized, talk to your employees and start small. You'll discover that your team is more cohesive and productive in no time.

There are a wide variety of strategies that business leaders use to increase and maintain employee engagement, what ideas do you have? Please share in Comments.

 

About the author: Niki Ramirez is a seasoned professional consultant, speaker and coach with a knack for engaging business leaders.  She has a successful track record partnering with a wide variety of local businesses to analyze current human resources and business operations with the objective of collaborating to design cost-effective training, employee relations programs, develop employment policies and procedures, and help business leaders exceed their goals.
Maybe most importantly, Niki is the proud momma to three strikingly gorgeous, intelligent kids.  She loves to horseback ride and get outside to hike and explore the world every spare minute that she has.

Tags:  employee engagement  employees  HRteam  human resources  management  managing people  small business  success  team building 

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Identity Thieves May Be Targeting Your Employees

Posted By Kenyatta Turner, LegalShield Independent Associate, Monday, May 16, 2016

Wednesday, April 27, 2016

By Erin Stubing

 

Most corporate managers are familiar with the scam involving a thief sending a fake bill to a company’s accounts payable department, hoping that the accounting clerk would simply pay the bill without verifying its legitimacy. Thieves can use this simple scam to great effect, often tricking employees into sending money to the fraudster. 

However, the tactics used by data and identity thieves have evolved. Thieves are now targeting employees for bigger payments, as well as sensitive employee data. The thieves’ best ploys look very legitimate and play on the employee’s desire (and requirement) to answer a company executive quickly and with full cooperation. A common scam involves obtaining W-2 data by tricking an employee into thinking the CEO has requested it. This, of course, makes your employee vulnerable to having their identity stolen. 

Tax- or wage-related fraud was the leading form of reported identity theft in 2015, comprising 45% of all consumer complaints reported to the Federal Trade Commission (link opens PDF). W-2 data has been a popular target lately and it is likely due to the ease with which tax return fraud is perpetrated. Forty-five percent of all of the identity theft claims collected by the Federal Trade Commission in 2015 related to tax- or wage-fraud. In fact, there was a 47% increase in the number of identity theft complaints received by the FTC in 2015, and they stated that tax- or wage-fraud was responsible for the bulk of that increase.

To get an idea about how rampant the W-2 scheme is, just perform an internet search on “phishing scams W-2” in order to find multiple news reports about businesses that experienced a W-2 phishing scam.  All types of businesses have been affected: a grocery store chain, financial firms, health care providers, entertainment companies, universities, technology companies and even a concrete supply company.

Human resources and other corporate managers would do well to be vigilant, to help protect their employees' personal information. LegalShield's identity theft partner Kroll has prepared a flyer that outlines how employers can help protect their workers. Download it and share it with your managers!

For more information about LegalShield or IDShield for yourself, your family, your business, or your employees, please contact Kenyatta Turner, Independent Associate at 602-367-1069 or KenyattaTurner@LegalShieldAssociate.com.  Worry Less...Live More!

Tags:  data breach  employee benefits  fraud  human resources  identity theft  kroll  phishing scams  small business  w2 

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5 Traits of a Disengaged Employee and How You Can Turn Them Around

Posted By Margaret Jacoby SPHR, MJ Management Solutions, Inc., Thursday, February 11, 2016

employee engagementImproving employee engagement is often at the forefront of every manager’s HR solutions list. Disengaged employees often harm a small business’s growth, so taking care of the problem as soon as possible is vital to your company’s bottom line.

5 Obvious Disengagement Traits

How do you know if employees are engaged, and what can you do about it? Though the list of characteristic traits of disengaged employees could go on and on, here are five major signs to watch for, as well as some ideas to turn these employees’ attitudes around.

1. Lack of Enthusiasm
Does it seem like one of your employees simply doesn’t care? When she talks about the work she’s doing, does she seem enthusiastic or apathetic? If the latter applies, then there’s your first sign. Sure, everybody has down days, but if the lack of enthusiasm becomes a regular thing, it’s time to make a change.

2. A Complaining Attitude
Employees who are disengaged tend to complain a lot, even about the smallest things. If someone in your office seems to constantly make a big deal out of something as minor as the kind of coffee available, he may be experiencing decreased employee engagement.

3. Independence
Someone always wants to work alone, rather than as part of a team? This could be a sign of disengagement. When an employee stops caring about the success of a company, he or she likely won’t feel the need to work with others in that company.

4. Failure to Take Responsibility
Excuse-making is another sign of struggling employee engagement. Those team members who truly want to do well in their jobs and advance their careers will readily admit their faults in order to better themselves.

5. Lack of Initiative
Just doing the basics to get by each day is a major red flag. It shows an employee has no desire to move up or stay with your company—or she doesn’t think it’s possible—which often leads to disengagement. If you notice someone barely meeting deadlines or only giving input when asked, consider the possibility that she may be in need of encouragement.

How to Improve Employee Engagementengage your employees

So how can you combat this phenomenon? It’s all about communication and appreciation. Be invested in your employees, and they’ll be invested in you. Here are a few ideas:

  • Give people inside information. There’s no better way to make an employee feel valued than to clue them in on management’s goals, challenges, etc.
  • Celebrate personal wins. People want to be acknowledged when they’ve accomplished something, no matter how small. After all, every tiny victory contributes to your success as a business.
  • Have fun on purpose. Go to lunch with your team members or close early on a Friday afternoon to go on a company-wide outing.

If your company seems to be in a rut as a result of disengaged employees, reach out to MJ Management Solutions today. We can assist you with engagement and offer various other HR solutions.

Margaret Jacoby, SPHR, is the founder and president of MJ Management Solutions, a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive.

Let’s connect: LinkedIn | Twitter | Facebook | Google+

 

Tags:  employee engagement  entrepreneurs  human resources  small business 

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Holiday Office Parties – Naughty or Nice?

Posted By Margaret Jacoby SPHR, MJ Management Solutions, Inc., Tuesday, December 15, 2015

The holidays are upon us—‘tis the season for cheer.

Holiday office parties are a great way to get your employees together, have a little fun, and celebrate the season. But they can also be detrimental to your small business HR efforts. All that hard work you put in throughout the year to come up with efficient HR solutions could be down the drain with just one drink too many.

What’s an employer to do?

The Naughty List

Unfortunately, a good time can quickly turn sour an employer when things go wrong due to intoxication. The actions of your employees reflect on your company, even if you had no part in said actions. Liability can fall on you in numerous ways.

Here are some of the legal repercussions of your team playing naughty at your holiday party.

  1. Respondeat Superior. This theory says that an employer may have liability for its employees’ harmful actions against a third party if those actions were committed within the course or scope of employment. So if Joe Schmoe leaves the holiday office party intoxicated and injures someone while driving, you could be held responsible.
  2. Workers’ Compensation. Unlike the respondeat superior theory, worker’s compensation laws protect employees who’ve been injured while at work or a work-related function. These laws sometimes exclude injuries that occur at recreational events, but the guidelines vary by state.
  3. Wrongful Death and Survivorship. Under these acts, a law suit can be filed by a representative of the deceased against an employer when alcohol-related incidents are involved.
  4. Harassment. Alcohol lowers inhibitions. Mix that with office parties, and you’ve got the recipe for harassment law suits. These parties are the perfect environment for unwanted sexual advances.

The Nice List

Office parties can be a positive experience for employer and employees alike. In fact, it can provide an opportunity to plug holes in your human resources policies by getting people to talk about the work environment. You can limit the exposures by limiting the adult beverages you serve or permit. One celebratory champagne toast can be enough.

Here are a few reasons to hold holiday parties for employees:

  1. Building Relationships. Casual parties can provide an opportunity for managers and staff to get to know each other on a different level. The atmosphere can allow for better communication and break down silos. The employees with career ambitions will appreciate the opportunity to "connect” with those in positions they aspire to attain.
  2. Expressing Gratitude. What better way to say "thank you” to the people who make your business a success all year than by hosting a holiday party?
  3. Recognizing Achievement. Distributing awards or just acknowledging the accomplishments of your hard-working staff goes a long way to building loyalty and commitment.
  4. Celebrating a Successful Year. You’ve had a busy, productive year. Giving your team the chance to celebrate that is a great way to build morale. Take time to give a "State of the Company” address and remind employees of their role in that success.

Santa’s Elves to the Rescue

When it comes to alcohol and the holidays, it doesn’t have to be all or nothing. Just like Santa’s little helpers, we’ve built something for your enjoyment.

Instead of a toy, it’s a list of ways you can have alcohol at your party without putting your company at risk. With these five tips, you can have the best of both worlds: a little bit of naughty and a little bit of nice.

  1. Write and enforce a clear policy regarding alcohol. It should include the obvious rules about drinking on the job, as well as the behavior that’s expected of employees during recreational functions. It’s a good idea to include a detailed explanation of consequences that will result from poor choices due to intoxication.
  2. Put in writing that all recreational activities are purely voluntary and that attendance is not required. Making it known that these are social gatherings will help protect you in the event that something happens.
  3. Limit alcohol consumption at parties. You can do this by setting a numerical drink limit or by only allowing alcohol to be served during a short period of time. Side note: Be sure to prohibit supervisors from buying or providing drinks for their employees.
  4. Assign a monitor to make ensure everyone has a safe ride home or provide a company-paid taxi service for employees. This small step can make a huge difference.

With these policies in place, you’ll enjoy everything this season has to offer—without worrying about destroying your well-planned activities.

Need some help in developing a good policy addressing workplace parties and alcohol? Contact us and rest easy this holiday season.

Margaret Jacoby, SPHR, is the founder and president of MJ Management Solutions, a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive.

Let’s connect: LinkedIn | Twitter | Facebook | Google+

Tags:  arizona small business  entrepreneurs  Human Resources  small business 

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Tips For Managing Generation Z Employees in the Workplace

Posted By Margaret Jacoby SPHR, MJ Management Solutions, Inc., Tuesday, November 10, 2015

In previous articles on Traditionalists, Baby Boomers, Generation X, and Generation Y/Millennials, we’ve highlighted the characteristics and best management strategies for these generations of workers. Now we turn our focus to Generation Z.

While employers have been working hard to understand and appreciate their Generation Y workers for years, now they have an entirely new generation to engage with: Generation Z employees. Generation Z, much like the Millennials, aren’t always easy to figure out. And if you aren’t doing what you can to tap into and leverage their unique contributions, you may find it difficult to retain these highly valuable employees.

Generation Z workers are essentially the future of your company. While they likely don’t hold important positions in your business yet, you can groom them so they are ready to take on those roles in the future. They can teach smaller businesses how to create an impression on customers and have the impact of a much larger company. They also adopt new technology faster than before and set the pace for what everyone wants but doesn’t know how to voice.

Who Are Generation Z Workers?

Generation Z employees were born between 1995 and 2012. Right now they comprise about 7 percent of the workforce, but by 2019 it is estimated that 30 million will be employed. This generation has grown up with uncertainty and often has more radical differences than the other generations. (Click to Tweet)

Generation Z employees are highly energetic and enthusiastic, but many lack the social skills you would expect from employees—including those who entered the workforce at a young age.

What Generation Z Workers Expect From Management

Generation Z workers typically connect via smartphones and other portable devices. They like information at their fingertips at all times, and don’t handle it well when they have to wait to receive an answer. They are used to constant streams of data, which means they expect management to provide them with instant access to the information they need.

While Generation Z workers are high maintenance, they’re good employees as long as their unique needs are met. (Click to Tweet)

Tips for Managing Generation Z Employees

To bring this generation of workers up and help them grow within your company, you must:

  • Create high-intensity relationships: They react better to highly defined, small workgroups that have a strong peer leader. There must be an easy to identify chain of command when it comes to management. They respond best to managers that teach while leading.
  • Invest in training: Generation Z workers may need more training, especially in the area of interpersonal and communication skills. If they’re entering customer service positions, create a training program that focuses on behavior—showing them the right skills and communication techniques to fulfill the role of their job.
  • Provide lots of awards: This generation has grown up used to rewards for even the smallest accomplishment. To encourage performance and growth, offer periodical rewards and continue redesigning the rewards to meet the changing expectations.
  • Offer dream positions: Generation Z workers thrive on opportunity. If you want to keep them interested and motivated at your company, show them their dream position is within your business and help them work toward getting there.

Generation Z workers are complex, challenging, and entrepreneurial. By understanding what makes them tick and customizing your management of them, you can keep your workers for the long-term. Learn more about how to effectively retain all generations of your workforce by getting your copy of Practical Tools to Manage Costly Employee Turnover today.

Subscribe to Tips and Tools, our weekly newsletter that provides human resources tips to grow your small business.


Margaret Jacoby, SPHR, is the founder and president of MJ Management Solutions, a human resources consulting firm that provides small businesses with a wide range of virtual and onsite HR solutions to meet their immediate and long-term needs. From ensuring legal compliance to writing customized employee handbooks to conducting sexual harassment training, businesses depend on our expertise and cost-effective human resources services to help them thrive.

Let’s connect: LinkedIn | Twitter | Facebook | Google+

Tags:  HR  human resources  small business 

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5 Stages of the Human Resources Life Cycle in Need of Improvement

Posted By Margaret Jacoby SPHR, MJ Management Solutions, Inc., Tuesday, October 13, 2015

Like many other areas of life and business, human resources has a unique life cycle. However, instead of focusing on the biological aspects of development, the HR life cycle involves the stages employees go through and the role HR takes on during those stages.

Each stage of the human resources life cycle has its own challenges, opportunities, and benefits.  For instance, if your small business is experiencing excessive employee turnover, it’s likely that the Motivation stage of the HR life cycle needs attention. If an employee’s skills aren’t improving, you will want to address the Evaluation stage.

When there’s a breakdown at any stage of the cycle, you need to take the necessary steps to correct the problem so both your employees and your business continue to grow. 

The Circle of Life For Your Small Business

The typical employee experiences five different stages during their employment with your business:

  1. Recruitment
  2. Education
  3. Motivation
  4. Evaluation
  5. Celebration

1. Recruitment

Growing your business starts with hiring the right people. Hiring decisions play a critical role in turnover, productivity, and growth. In order to succeed in the recruitment phase of the HR life cycle, your human resources department needs to:

  • Create a strategic staffing plan that includes understanding positions that need to be filled, what will be expected of an employee, a strategy for attracting the best of the best, and other hiring concerns
  • Analyze compensation and benefits packages to see if they’re competitive enough to attract the top talent
  • Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening

2. Education

Begin the education process from the moment employees start in their new position. They should know their role in the company, your expectations, and their responsibilities. During this phase of the human resources life cycle, it’s important for HR to:

  • Communicate your company’s culture and values
  • Train new hires until they fully understand their job’s duties and responsibilities
  • Assign a coworker to new employees to support their transition and help them feel more connected with your company
  • Introduce new employees to the rest of your staff, and make sure they have everything they need to get started (including passwords, voice mail, parking passes, etc.)

3. Motivation

Turnover is highest in the first ninety days, which is often due to a lack of motivation.  Leaders who focus on building bonds with employees in the first ninety days retain employees longer than those who do not make this effort.  HR can effectively motivate new hires by:

  • Keeping them engaged, performing at a higher level, and showing commitment to your company
  • Offering reasons to stay motivated, such as better compensation, benefits, and opportunities for growth
  • Providing recognition to employees who perform at a high level
  • Appreciating their contribution to help make your business more successful

4. Evaluation/Feedback

In this stage of the human resources life cycle, a supervisor evaluates and measures an employee’s performance. The review gives leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following:

  • Challenge, support, and evaluate employees while offering constructive feedback on a regular basis (not just at evaluation time)
  • Conduct performance conversations based on facts, not on feelings
  • Spend more of your time discovering employees doing a good job rather than constantly criticizing
  • Offer training and professional development to help employees reach their goals and move further ahead in your company

5. Celebration

The fifth stage of the HR life cycle gives you the opportunity to reenergize your staff, thank employees for their hard work, and recognize important milestones. Show your appreciation by offering unique benefits (such as flexible work schedules, gift cards, and extra paid time off). Great businesses find a way to motivate in such a way that employees want to follow them to achieve company goals. A smart leader makes employees feel empowered by giving them a sense of ownership.

The End of the Cycle

All cycles must come to an end—including HR life cycles. Sometimes it ends with retirement, leaving to return to school, leaving for more pay or better benefits, to tend to family responsibilities, or involuntary downsizing for economic or strategic reasons.

 

Investing the time to do termination right is just as important a part of the employee lifecycle as recruiting, training, or development. 

Get Assistance

While going through these critical stages of the human resources life cycle may seem overwhelming to a small business owner or an "Accidental HR Manager,” it doesn’t have to be. 

HR Solutions helps you avoid costly employee challenges that distract from the productivity of your business.  With practical advice tailored to your organization from an expert in small business human resource needs, HR Solutions is available by phone or email without breaking the bank.  Subscribe or call 480.924.6101 to get started today.

Tags:  Human Resources  small business 

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