Small Business HR Tips
Here are 10 more Small Business HR Tips for your company:
Three forms you should have in your new hire packet…😃
When we work with a client, oftentimes, we realize they are missing some major elements to their processes and documents. One of those being their new hire packet. Here are 3 forms you should add to your new hire packet…
1. Activity Acknowledgement: This form is very beneficial if you have voluntary company events, like team building, or dinner parties. This will help protect you and your business from a lawsuit if an accident happens during a voluntary company activity!
2. Return and Care of Company Equipment: Do you provide laptops, cellphones, printers, etc. to your employees? Do you want them back in the same condition as they were given out? This form will help document what is being given out to who, as well as the condition of the product. Also, be sure to add the serial number to this document to be sure the laptop that you gave out is the same one you are getting back!
3. Benefits Form: If you offer company benefits, be sure to have all employees accept or deny coverage. There could be major fines associated with this issue if you cannot prove that benefits were offered and denied!
Three things you must understand about the unemployment process…
This process can be tough if you have not gone through it before, and also if you have! 😑😑😑
1. Your response to the claim MUST be postmarked within 10 days!
2. You Must have backup documentation to build a proper defense.
3. Your managers may be required to testify in the hearing (this is why we include this in our management training…why do they need to document? HINT: It is not just because we love reviewing paperwork ;) it really matters!)
Top three policies you should review, update or add to your employee handbook…
✅ Remote Work: An updated remote work policy is something very important. Most of our clients have remote employees, some, their entire workforce is remote! Defining what that means for your business is crucial to your continued success.
✅ Work Etiquette: Not only should you have a clear remote work policy, but you should also have a policy that covers proper etiquette. That means when your employees are talking to each other, vendors, and clients, you have drawn out your expectations. This can apply to phone, email, zoom, and more!
✅ Employment of Relatives: Many small businesses employ multiple members of the same family. To never seem impartial, a clear policy surrounding these situations is vital!
5 steps that you do NOT want to miss in your hiring process… Don’t rush it, very often, one of the first issues that must be addressed when working with a new client, is to assist in dealing with a problem employee. Many times, that is because the hiring process was not built out completely by a certified HR professional and steps are missing…
1. Managerial References: not just general references, you want to speak with someone who is credible and has managed this employee. 😃
2. Background Screens: Background screens are vital when hiring new employees or promoting employees into managerial positions. Proper background screening can save you a ton of time and money, for example, defending against a negligent hiring lawsuit!
3. Job Posting Requirements: Be sure to check your state law! Many states now require that you post internally and externally.
4. Scheduling Calls with Candidates: This tactic will show if candidates are punctual!
5. Send an email to the candidate and ask for a response. This tactic will allow you to see if they are capable of emailing properly and up to your standards! If the job requires them to be detail-oriented and they are not able to spell your company’s name properly, this may be a red flag that this is going to be an issue down the line. Remember…there is no common sense in Small Business HR and that is why this is included in our Small Business HR Tips.
Clear boundaries and expectations are very important! Employee/employer accountability is vital to the success of an organization. Employees appreciate boundaries, and you should too as a business owner. Being clear with your expectations is something that will help create a more positive working environment.
Allow your managers to have skin in the game.
Collaborate with your management team, and empower them to manage issues by providing them with the proper training and support. Allow your managers to own their processes! Urge managers to participate in the process of building your business, and let them assist with new policy creation and planning!
When we work with clients we work alongside them to help them continue to build out their culture. Managers are much more willing to implement policies if they have had a hand in creating them. 👋 Learn from each other. 😃
Four Tips to Improve Your Onboarding Process…
As I’ve said before, you only have one chance to make a good impression. Make it a professional one.
1. Update your new hire checklist, there is nothing worse than an employee walking in on the first day and having no clue what is going on.
2. Create a buddy system! A buddy system is great for a small business. It allows the new hire to get acquainted with the business and their department while feeling comfortable asking questions they may not want to ask their boss. (HINT: Think…Is this skirt appropriate? when is lunch? etc.)
3. This is my favorite one…a handwritten welcome note from the CEO or owner! This takes only a few minutes and makes a huge impression. If you have multiple hires, get the cards to the C-team ASAP and they can write them at the same time.
4. First-day team lunch. This is fun, allows the new hire to get to know their team more personally, and opens the door for future communication.
The number 1️⃣ item that you should include in your off-boarding process❓
In our experience, exit interviews! Particularly, exit interviews completed by an unbiased party! 👍(which happens to be something we are partial to, as we do these for our clients all the time.)
Very often, employees can feel more comfortable being honest with an unbiased third party, which is exactly what we want! 😀
If there is an issue that seems to be recurring, it must be addressed, no matter how uncomfortable that is. 😌 Let us know if you have questions on how to build out a clean off boarding process.
Two big things to remember when you are terminating an employee 😰😰😰
Be SURE that you have the proper documentation and all of your ducks in a row! Have a certified HR professional review all documentation for you. The goal is to PREVENT this issue from going so far as to needing to call in your attorney.
CYB Human Resources is AKA the stop between Google and your attorney. Our secret? Prevent an issue from escalating – again, something we spend a lot of time doing with our clients! 😉
2. Start the conversation by clarifying why you are having this meeting, “unfortunately, today will be your last day with the company.” This sets the tone for the conversation, and although terminations are never fun, it sets expectations and can move the process forward more seamlessly. This is definitely one of our top Small Business HR Tips.
Be sure to Manage Issues Head On with Professionalism 😵
Why are regular employee temperature checks important? To be sure to check the pulse of the organization! You want to stay ahead of any issues before they occur.
The last thing that you want is for your entire team to quit because they thought that no one cared about an issue. The issue may have been easier to address before the employees gathered and decided it was a bigger issue than it could have been.🙃 🙃 🙃
Have an HR Office Hours!
We have regular office hours with our client’s employees. 😃
These can be weekly, bi-weekly, or monthly, depending on the season of your business.
HR Office Hours are in our Small Business HR Tips because it does double duty!
1. This gives the employee the opportunity to be heard (which is usually what they want/need the most) and makes them feel safe and that they have a place to go. Both of these are very important!
2. This allows management to make any changes or adjustments before an issue affects the company negatively as a whole.
Provide employees with an unbiased outlet to discuss concerns, ask questions and speak openly! Sometimes employees just want to be heard, and at a small business that is not always easy. Provide an option for employees to voice concerns and suggestions, and to speak freely without fear of retaliation. This will improve your culture and provide an opportunity for overall growth. You can learn about our Concierge HR Hotline here! This hotline is managed by our team of HR Experts – you can trust your issues are being handled professionally.
Trust the experts, particularly HR Experts.
There are so many Small Business HR Tips and Tricks from our HR Experts that we do not have enough space to add them all.
We would love to learn more about your business!