December 2021 - Prescott HR

Kimberly Prescott
Blog
December 28, 2021

Reducing Workplace Negativity

A positive workplace culture is important to any organization, large or small. When your employees are unhappy and fostering an environment of negativity, it makes everyone’s job more difficult. One of the best ways to combat workplace negativity is to lean on an organization that specializes in HR management services to help resolve these issues. At Prescott HR, we have several recommendations for mediating tough workplace negativity situations that we’ve outlined below. Have a read and please contact us if we can be of service to help resolve any workplace negativity at your organization.

Three Steps to Reducing Workplace Negativity

Step One: Identify the Main Issue

Like all problems, workplace negativity stems from a larger problem overall. One of the best first steps you should take is a full inventory of where the larger issue may stem from. For example, employees can feel unhappy about any number of potential issues, like:

Burn out due to excessive work assignments or unrealistic deadlines
Misunderstandings with coworkers or office gossip
Lacking resources to complete their work effectively
Feeling underappreciated, underpaid, or not valued in their position

Once you understand the root cause of where this workplace negativity is coming from, your team will have a better chance of overcoming the issue(s) and then moving forward.

Step Two: Create a More Inclusive Workplace Environment

Developing a positive workplace culture is going to be your most effective way to reduce workplace negativity. When your employees are feeling valued and respected by the team, there will be little room for complaints, drama and workplace negativity. Here are ways that Prescott HR suggests to build a positive work environment:

Regularly show genuine appreciation for the work your team performs. Find authentic ways to say “thank you” even if it’s just a small handwritten note acknowledging an employee’s efforts. A little can go a long way!
Plan fun team bonding exercises or outings. Regularly make sure your team is getting together and having fun outside of the office. Group lunches or team building days are always a great idea to boost morale.
Always encourage communication. If you suspect that workplace negativity is starting to happen, then talk with your employees to find out what’s happening or if you can do anything to help the situation before it becomes a bigger problem.

Step Three: Create a Culture of Growth

One of the most positive ways to turn around a negative environment is to give employees something to look forward to or work towards. This can be in the form of a new program or outside educational/training opportunities for your employees. If your team has something to work towards, they will feel more connected which can help boost morale.

Need Help With Reducing Workplace Negativity?

Prescott HR delivers high-quality HR consulting for businesses that are experiencing issues like workplace negativity. We’ve developed actionable and replicable strategies for numerous organizations to help them grow and thrive. We’re ready to help your business, too. Get an HR Audit today by calling 443-351-8818.

Kimberly Prescott
Blog
December 13, 2021

How to Build a Successful Internship Program

Most organizations can benefit from a successfully-run internship program, preferably through their human resources department. Not only is it fulfilling to teach a new generation about your organization’s skills, but it’s also helpful to your business to bring in a fresh perspective. Successful interns can help your organization check tasks off the to-do list while also providing support in areas you may not be as strong at, like technology and social media management. In order for an internship program to be successful, your organization has to take into account several different considerations. We’ve rounded up a few suggestions for how to start an internship program that is efficient and rewarding.

Create a Clear Job Description

Before you even think of posting an open internship position, you have to get clear what the position entails. Understand that most of the interns you will hire are probably still in school and unaware of how businesses run day-to-day. Plus, no one works well under little direction. So before you start looking for interns, sit down with your team to discuss what you need help with. Try to come up with a list of actionable and realistic items for an intern (or interns) to accomplish. This can be anything from filing documents to cleaning up computer documents. Make sure all your expectations for the role are written down with clear details on the job description.

Assign or Hire an Internship Coordinator

It’s very important that when establishing a new internship program that someone will be in charge. This person should be the one that all interns turn to if they have questions about day-to-day tasks. You don’t want to bog down other employees with an intern who asks a ton of questions when they are trying to get their work done. Depending on the scale of your internship program, this may require your organization to hire a full-time person to oversee the interns.

Connect Your Intern with a Mentor

Once you hire the right interns, it’s important that they feel connected to your organization. We recommend connecting each intern with a different mentor within the company. Their mentor should be the person they reach out to when they don’t understand an aspect of the industry as a whole. Especially as a younger person with little experience in the real “working world,” providing someone for your intern to turn to when they don’t understand something fully can be invaluable.

Have Fun!

When an intern leaves your organization, you want them to have fond memories of their time at your business, especially if that intern is considering a position in your industry. When it comes time for them to graduate school and find a job, the positive experiences they had during their internship may lead them to apply for a full time position with your company.

Prescott HR offers a wide range of outsourced HR solutions that can help you establish a successful internship program for your organization. Our UnIntimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.

Kimberly Prescott
Blog
December 10, 2021

Outsourcing HR Consulting for Multi-State Businesses

Having a business that operates in multiple states is a considerable achievement. As a business owner, you’ve made it further than the vast majority of your peers. However, now that your business has expanded, it’s time to solidify human resources processes. Whether you need help with recruiting, payroll, or other human resources solutions, outsourcing HR consulting can provide the services that you need. In this post, we’ll show you how HR consulting for multi-state businesses can make your life easier.

HR Consultants Understand Compliance for Multi-State Businesses

One of the biggest issues that multi-state businesses face is compliance. There are a lot of requirements and regulations when it comes to employment law, payroll taxes, health insurance, and other HR practices across multiple states.

Some of the biggest compliance issues multi-state businesses face include:

Processing payroll
Benefits
Wage laws

Trying to keep track of all of these elements can be a daunting task, but that’s where HR consultants come in. They have the experience and knowledge necessary to help your business stay compliant with all applicable laws.

Running Payroll Across Multiple States

Managing employee paychecks and tax withholdings can be a complicated process, especially when you’re dealing with different state laws and regulations. You’ll need strong HR consulting for multi-state businesses to help you set up a streamlined payroll process compliant with all applicable laws.

Very important tip: if you have employees in other states, you must register with that state and its tax authorities to correctly handle employment taxes. You’ll also need to register as a foreign entity in that location and submit relevant certificates or permits, depending on if you’re doing business there.

Help With Recruiting and Hiring for Multi-State Businesses

Another big challenge for multi-state businesses is recruiting and hiring. Trying to find qualified candidates in one state is difficult enough. You’ll need HR specialists with access to an extensive network of contacts with experience navigating larger regional candidate pools. They can also help you develop effective recruiting strategies to acquire top-notch talent.

Talent acquisition is vital, but developing talented individuals and ensuring they stay is a whole different ball game. To make things easier, outsourcing HR consultanting can help your organization develop a strong onboarding strategy. For instance, employee handbooks and organizational policy documents can set new hire expectations and develop uniformity for your business.

Need Help With Your Multi-State Organization?

Prescott HR delivers high-quality HR consulting for multi-state businesses. We’ve developed actionable and replicable strategies for numerous organizations to help them grow and thrive. We’re ready to help your business, too.

Get an HR audit today: 443.351.8818.

Kimberly Prescott
Blog
December 6, 2021

Looking Ahead at HR Trends in 2022

A new year is upon us! The last two years have been anything but uneventful as businesses have learned to navigate in a pandemic. We’re ready to see what 2022 has in store for us all. As Human Resource professionals, we are always monitoring the latest trends and studies from experts in the industry. Continually educating and providing information to our clients is a top priority for our organization. We’ve rounded up some of the latest trends to look for in Human Resources in the coming years, according to what the experts are saying. Read more below!

The Great Resignation is Still Lingering

This past year has shown us that employees are becoming more selective with the companies they decide to work for. The Great Resignation refers to US employees quitting their jobs in droves in search of more fulfilling and valued work. Experts are predicting that this trend will continue into the new year and maybe even longer. Employers have to adapt to this changing landscape and understand that they are among many organizations that are hiring right now. Offering big perks to attract new talent, like remote work or better employee benefits, are going to help organizations stand out and keep their top talent.

Employee Health Will Continue to be a Priority

Employee health is being reimagined in a way we’ve not seen before. Not only are we prioritizing the physical health of employees, but we’re also seeing that organizations are strongly promoting that an employee takes care of their mental health and wellbeing as well. In the past, this was not something that employers felt they needed to take into consideration. However, with the widespread feelings of burnout that many employees have experienced during the pandemic, it’s been crucial for organizations to check in with their employees about their current mental health.

Flex or Remote Work is Still Popular

One of the most fascinating aspects that organizations had to adapt to during COVID-19 was the transition to work-from-home or flex work options. Now that some organizations have returned to the office, they’ve found that some employees don’t want to return to in-person office environments. This is one of the trends we’re seeing this year that should continue into next year. Organizations have to be willing to be more flexible with work environments. Allowing your employees to be fully remote, or at least have some hybrid office opportunities, is going to be a trend we continue to see in the new year.

Quality HR Services to Help Your Business Thrive in 2022

With the New Year just around the corner, now is the time to evaluate if your organization needs help with their Human Resources needs. If you need outsourced HR services, Prescott HR can help your organization thrive in the New Year. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.