SimpleHR Today Blog

Develop & promote internally.
Invest in your staff to flex into leadership roles over time. Set measurable objectives for your team where your employees can develop their skills.

Collaborate with frontline managers.
Frontline managers know better than anyone what the department needs are. Work closely with managers to learn more about workflow and to develop new ideas.

Know your people.
You must know your staff on a professional and personal level (with some discretion). Leaders need to be familiar with their team's strengths and weaknesses to provide their staff with the tools they need to perform successfully.

Give underperforming workers a legitimate chance to improve.
Turn employee performance around using a performance improvement plan with measurable goals and expectations. Not only can it redirect employees on the right path, but it can also demonstrate an employer's good faith in counseling employee performance.

Write an employee contract.
Ensure all expectations are laid out in writing to avoid confusion and misunderstandings between the employer and employees.

Invest in Strategic HR.
Training and professional development are important to employees, especially the millennial generation. Career development is an effective way to recruit and retain talent. Training the talent already in your organization is a win-win for your company and the employee.

Start onboarding before day one.
PRE-Boarding is just as crucial as ON-boarding. Be sure to communicate with your new hires before they start. Send them an introduction via phone call or text on what to expect in the next couple of weeks to make your employee feel welcomed & excited to join the team. This little extra touch goes a long way!

Communicate new policies.
Do your employees know your company rules and expectations? Be sure to update your team with the policies relevant to today's workplace landscape.

Provide mentor opportunities.
Mixing and matching different generations on teams allows members to learn from one another while expanding their skill sets and leadership capabilities.

Prioritize employee wellness.
Your employees' wellness can vastly affect their engagement at work. Happy, healthy employees are less stressed, more focused, and more present at work.

Stay transparent.
Whether you communicate with potential hires or current employees, honesty and transparency about expectations will save time and effort for everyone involved.

Share the "why" behind decision-making.
Telling your team members how you came to a particular conclusion will help build trust and buy-in, when your employees are aware of the "why," they often feel more comfortable with the decisions.

Address unspoken questions.
Even if no one has brought up a particular matter, address the elephant in the room. Dancing around uncomfortable topics hinders progress and deters the team from finding solutions to the problem.

Define your culture.
Company culture is an essential aspect for job seekers, and it's essential for you too! Defining your culture will help you assess whether a hire will be a good fit for your organization.

Think twice about using AI.
While utilizing artificial intelligence and automation can be beneficial, make sure it does not diminish the level of service your customers expect from your organization. Remember, nothing beats human-to-human communication!

Create engaging job titles.
Job titles convey not only the job itself but the experience and skills needed to do it. To create exceptional job titles, be specific and clear, keep it short, include keywords, and use job descriptions to get creative.

Review your job descriptions.
The pandemic probably created significant changes in your workplace. Make it a point to review job descriptions annually. Include your staff to ensure their job responsibilities are up-to-date and reflect their duties.

Beware of employee burnout.
If you are not careful, employee disengagement and burnout can sneak up on you. To combat disengagement, make work-life balance part of your culture, screen for potential burnout, and check-in with employees often.

Money is not everything.
If you cannot offer the highest wage, offer more attractive benefit packages. Offering benefits for employee dependents, retirement plans, flexible schedules, and paid time off will help attract and retain talent.

Meaningful recognition does not have to be expensive.
Never assume your employees believe they are appreciated. You can give praise to your staff by assigning meaningful tasks, giving a personal thank you, or offering PTO and permission to use it! Employees love to know that management appreciates them on a day-to-day basis rather than a one-time occurrence during their performance evaluation.

Outsource your human resources.
A full-time human resource services director could cost your company $60,000-$100,000 per year or more. A Human Resource Outsourcing provider can cost considerably less. For more information on how our team can help you, give us a call today at 850-650-9935.