We all know how hard it is to find quality talent. Generally speaking, we hire too quickly and fire too slowly. As many of us start to have aging workforces, we need to be mindful of what they want or need and what is best for the business.
Date: Wednesday, June 15, 2016
Time: 9:00 am - 9:45 am PDT
This webinar will take you through why it's important--for both you and your business--to have a LinkedIn profile.
You will learn:
- Just how powerful your LinkedIn profile can be.
- How to build a highly targeted referral network.
- LinkedIn success stories.
Presented by Julbert Abraham, Managing Partner of Abraham Global Marketing .
**NOTE: If you cannot attend live, simply register anyway and you will be emailed a recording to view in your own time.
Date: Tuesday, June 28, 2016
Time: 10:00 am - 11:00 am PDT
On December 1, 2016, 4.2 million salaried workers across the US will become eligible for overtime pay. While many CA employers are ill-prepared to adjust to the new Federal threshold of $47,476, some CA employers will face minimum wage increases even sooner in their cities. On July 1, 2016 at least seven Bay Area cities will raise their minimum wages to $11-$13, thus raising exempt white collar salaries even higher.
Join us online to learn the facts about Federal white collar salary increases, CA minimum wage increases and how to prepare your organization to be ready. This free one hour webinar will provide an easy to understand description of the new rulings, who is impacted, and how you can prepare for the change while controlling your labor budget.
You will leave the webinar with a step by step plan for implementing the changes in your organization, and keeping your employees informed.
After registering, you will receive a confirmation email containing information about joining the webinar.
Speaker: Sheila Dundon, SPHR, SHRM-SCP
Date: Wednesday, March 23, 2016
Time: 9:00 am - 9:45 am
Your employees are your most important asset. But how much time are you spending managing staff and the variety of associated HR issues?
Join us to learn how you can employ a solid Human Capital Management (HCM) strategy, that will protect your business from potential fines & lawsuits, but more importantly, will free up your time to work on why you really went into business… your personal vision!
We publish wage ranges for every position. It solves the problem of employees asking “How much more will you pay me?” on each anniversary. When they max out in a position, they know they have to learn new skills or stop getting increases.
Don’t assume that you know what motivates your employees. Ask them for a list of their top 10 motivators at work and in their personal lives. Use these as a form of reward and motivation as much as you’re able.
One way to show employees you care is to invest in their professional development. Make sure you understand their career goals and then send them to classes, make online classes available to them, start a company library with books or audio/visual resources that they can borrow. Also make sure you forward employees key articles or other information that you receive that will further their development. You don’t have to spend a lot to get a lot in return. Employees will appreciate the effort and this will go far in making them more loyal to you and your company.
Several years ago, we moved into a new building. We were trying to decide how to decorate the blank walls. An employee had an idea to use photographs from company staff to give our office a personal feel. We established an internal contest where employees could submit "gallery type" photographs with the content to be landscape, travel, urban, etc. We received over 150 entries for 25 spots! We enlarged them and had them framed, with the top three vote "getters" being super-enlarged and having prominence in location. The entire company was very proud of the space, and we intend on renewing the art using this method annually. We continue to get positive comments from our clients with some wanting to try the idea in their office.
If you have to deliver bad news to your employees, such as layoffs or benefit reductions, remember to cover three areas in your speech or memo, as follows.
- Deliver the bad news up front. Don’t make it the last thing you talk about.
- Offer hope for the future. Talk about how you’ve taken the action to secure jobs and security going forward.
- Finish with a call to action. Remind your employees that it takes commitment by everyone to succeed going forward.
Have employees take turns chairing meetings. Meetings will be better attended and the participants more attentive. The employee chairing each time will do things to change up the meeting – adding spice and driving friendly peer competition among future chairs.
Sometimes all that’s needed to resolve a problem is to get one or more of my employees to focus on it. I recently grew tired of constantly having to remind my warehouse crew to promptly take care of our surplus inventory. I got their attention. I went to a sporting goods store and picked up small pistol targets. I began taping a bulls-eye to any piece of excess inventory that I passed in the warehouse. No need for dialog or angry words, the bulls-eye got their attention and got it done.
I’ve long appreciated that building accountability in my employees and myself was critical to success. The demanding pace of our business makes it easy to fall into the day-to-day trap of just operating the business with little time for improvement-level work.