Archive for July, 2015


Company Jeopardy: How Much Would Your Employees Win?

How much do your employees know about your company? While you most likely included a company history or manual with each new hire’s training packet, chances are slim that they actually read it—let alone remember the information. But knowledge of the organization’s history, goals and external connections sets employees up for success and ultimately improves the bottom line.

Company history is an essential foundation of company knowledge, but goal alignment is a key process that allows employees to visibly see how organizational goals fall across departments and between roles. It promotes productivity, collaboration and purpose, which means goal execution becomes less of a rarity and more commonplace. To bring this concept into practice, HRinMotion, LLC provides training and development programs to help your staff understand how company goals relate directly to daily work processes.
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For businesses of all sizes, bottom line improvement is just as crucial as relationships. Whether growing, maintaining or nurturing, employees at every level of the ladder need to know who’s who and how they impact company operations and potential. Not only could employees look incompetent and unprepared if an external company or potential client asks for company-specific information, but a deficiency of company knowledge shows a lack of care and investment on their part.

Company knowledge creates a great company culture. To ensure your employees know the significance of company foundations, keep them engaged in goal-setting and create a meaningfully connected workplace— if they see how invested you are, they’re bound to follow suit.

Why You Need Outside Eyes When Hiring New Employees

Want to prevent hiring headaches and maximize success when hiring new employees? Use external people, processes and firms. Hiring with fresh eyes provides an outside perspective that will open up your organization and hiring initiatives to innovative ideas, critical thinking and cross-functional involvement.

Outsourcing your hiring efforts gives you access to expertise and professional knowledge unavailable in-house, meaning you can save time by avoiding inexperienced prospects and better controlling recruiting and hiring methods. Whether you’ve been promoting from within and simply need new blood, have high turnover and need to find dedicated employees or simply don’t have time to search for high-value hires, using “outside eyes” allows you to take a step back and reexamine procedures and goals to hire smart.
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External people and organizations have uncontaminated eyes and ears, which means they have a clear perception of how a new hire will impact the position, and ultimately the company’s bottom line. HR managers may live in a bubble—fully immersed in the technical, mechanical and tedious processes rather than considering the end goal associated with a new hire. While HR directors may understand people, they may not be as business-minded as you think—which could factor into a new employee’s overall fit into the organization. An outside perspective, like HRinMotion, LLC, can bridge that gap between HR and leadership to hire with a balanced mindset.

Embrace a fresh perspective when recruiting, hiring and training new hires—it will give your organization a breath of fresh air, the potential for incredibly successful employees and insight on how effective your business and HR strategies are supporting corporate growth.

Does Your Annual Performance Review Process Need a Review?

A consistent practice among many companies, annual reviews can be dreadful, inconsistent and meaningless for both the employer and employee. More than three-quarters (77%) of organizations conduct annual performance reviews, according to the Society for Human Resource Management/Globoforce Survey: Employee Recognition Programs. But when was the last time you updated yours?

To start, consider switching up the time of year annual reviews are performed. Many tend to fall during project-heavy or holiday seasons when work is hectic and minds are scrambled. Ask the employee when is best for them given their workload and consider more frequent communication between reviews.

Paul Falcone describes three components of the performance review cycle in his book 2600 Phrases for Effective Performance Review: Goal setting and planning, ongoing feedback and coaching, and appraisal and reward. Ensure the meeting is a collaborative effort that is employee-focused by allowing the employee to review their own work—and even the employers—before giving feedback.

To ensure annual performance reviews are most effective, HRinMotion, LLC helps your company establish metrics to ensure reviewers are equipped with timely and constructive feedback. Keeping tabs on good and bad performances year-round—instead of scrambling to compile a few examples the day before the review—allows for a consistent evaluation and productive conversation.

But when it comes down to it, an annual performance review needs practical insight and post-meeting action steps. During the meeting, provide motivating, yet actionable items that the employee can implement in their daily work and set both short- and long-term goals. Give employees tools and resources that are clearly directed toward their weakness and follow-up on a consistent basis.

Annual performance reviews processes should be updated on a regular basis. Allow HRinMotion, LLC to help yours reach its full potential.

5 Reasons Why the C-Suite Should Have Seasonal Lunches with Employees

5Business owners and CEOs are often removed from the daily operations of their company and employees—a disservice to them as high-level decision makers and mentors. While annual performance reviews remain a valid form of measurement, informal and seasonal lunches provide a laid-back conversation where both sides of the table can benefit from understanding each other’s concerns, triumphs and goals. Here are five reasons why executives should take the time every season to eat lunch with their employees.

  1. Keep tabs on daily operations. It’s easy for business owners to maintain a top-down mindset and operational focus in the C-Suite. But when it comes down to it, the day-to-day operations determine company survival.
  2. Instills a sense of care and appreciation. Not only do employees deserve regular recognition for their work, but it’s an essential component of company morale. An executive taking the time to eat lunch with their employee shows an extra degree of appreciation that a gift card or in-office meeting just doesn’t do.
  3. Evaluate company performance. A CEO doing high-level, strategic planning should have all the facts. Employees at all levels and in every department have hands-on experience with the company’s processes and can provide extra insight into how smoothly things are running.
  4. Preserves motivation. Having a seasonal lunch, as opposed to an annual review, requires greater frequency in communication—and consistency in sharing progress reports. Use seasonal lunches to keep the momentum going.

At HRinMotion, LLC, we understand the importance of effective communication between all levels of the hierarchical ladder. Don’t let business owners and CEOs miss an opportunity to gain perspective on their company’s performance and workforce.

How to Find, Hire and Train Summer Employees

If your company hires summer or seasonal employees, you understand the aches, pains and benefits of the process. Summer hires require a specialized recruiting, hiring and training strategy due to the short-term and low-intensity work. HRinMotion, LLC is here to help you throughout the process.

Hiring: 4Start early and begin with clear job descriptions that align with your organization’s mission. Because you’re competing with numerous other seasonal opportunities, start with previous summer staffers or referrals from part-time employees who are already familiar with the company. But don’t sacrifice the business’s bottom line—look for those who are passionate, flexible and hungry to learn.

Recruiting: Consider reaching out to channels with obvious seasonal employee candidates such as higher education institutions, and be willing to stray from industry-specific spaces. HRinMotion, LLC provides you with talent planning strategies and recruitment development to ensure you find the right employees for your seasonal needs.

Training: Be both patient and focused when getting seasonal employees up to speed quickly. Give your new hires the tools and resources to get there and provide consistent feedback so both employer and employee have an efficient and worthwhile season. Consider training on a few specific tasks and areas, instead of a wider spread of organizational operations so the short season’s work is more concentrated.

But once the summer ends, how do you go about re-staffing? While some summer employees could blow you out of the water and prompt a job offer, it’s important to evaluate your summer staff as a whole and determine any gaps or areas of work that still need to be addressed. Once you define areas of focus, begin the process again with recruitment for fall and winter staff.

Why Your Company Needs an Extreme Makeover

The ABCs of an Extreme Company Makeover

Most business owners know the world of business is in constant flux—which makes it necessary to make frequent and sometimes inconvenient changes to business strategy.

The question is, what steps can you take to make the transformation as painless as possible?

New Growth

3Is your business growing beyond your basement? Do you need to hire employees or move to a new location? Congratulations—that’s a major accomplishment! But many business owners make the mistake of tackling these substantial shifts without the counsel of a well-versed legal team and human resources manager.

Hiring new employees or moving staff to a new location involves plenty of complex decisions. If you’re hiring new employees, have you thought about benefits and telework policies? If you’re moving to a new location, have you considered parking and transit times for your current staff? These are all issues an experienced human resources veteran can address while you pack the moving van.

Company Facelift

Considering a company re-brand? Any changes you make should be a reflection of your company—not a projection of what you want it to be. According to Entrepreneur.com, “you must ensure that the customer experience equals the expectation, or no amount of image revamping will work—at least in the long run.” Even if it’s just an aesthetic change to your logo or office space, a seasoned HR manager will want to be in the loop so they can anticipate potential legal and organizational challenges.

Where to Turn?

If you feel your business needs an organizational shift, now is the single most important time to consult with an HR manager. Hiring, firing and job function changes are one of the main challenges a business owner faces that a strong human resources manager can help solve. HRinMotion, LLC is known for helping business owners develop a talent strategy that enables them to meet strategic business objectives and get the most out of their human capital investment.

Change in business can be as difficult as it is refreshing. Working with HRinMotion, LLC can be a business owner’s best accessory during the makeover process.

SOURCES:

https://hrinmotionllc.com/talent-acquisition-services-hr-in-motion/
http://www.entrepreneur.com/article/80760
http://moving.about.com/od/movingabusinessoffice/a/moving_employees.htm
https://www.sba.gov/blogs/does-your-businesss-brand-need-makeover