January 2022

• Kimberly Prescott
• Uncategorized
• January 24, 2022

Work Perks That Won’t Break the Bank

As an employer, it’s important now more than ever to show appreciation for your employees. With record numbers of employees quitting their jobs, employers have to stay competitive and adapt to this changing workplace landscape. One of the most effective ways to retain your employees is to offer workplace benefits that are meaningful and valued by your employees. Workplace benefits, or “work perks,” can motivate your employees to perform better and stay with your organization for longer. Here are a few work perks for businesses that won’t break the bank while leaving your employees feeling valued and appreciated.

Flexible Workplace Model

The COVID-19 pandemic has shown many organizations that not all employees need to be in the office 40 hours per week to be effective at their job. Many employees are recognizing this too, and searching for employment opportunities that allow for flexible work arrangements. Creating an environment that encourages better work/life balance is best for every member of your business. Flexible workplace models can vary. Your organization can offer flex days a few days per week, where they login from home. Other organizations offer unlimited Paid Time Off, as long as their employee’s work is getting done. There is also the option to pivot toward a fully-remote workplace, if possible for your organization. Also consider offering more flex time around holidays and summertime. 

Employee Wellness Initiatives

The COVID-19 pandemic opened up many doors for employers to value and prioritize their employee’s mental health. Consider implementing inexpensive personal mental health initiatives into your company culture. One example is to reimburse your employees a percentage of what they pay for exercise classes or gym memberships. Allow for your employees to take a set number of “mental health” days to prioritize their well-being. Another interesting initiative is to pay our employees for volunteer days; allowing them to get out and serve their community can be very rewarding on a personal level. 

A Relaxed Workspace

If your industry allows it, transition to allowing a more relaxed workspace for employees who’ve returned to the office. There are many ways to go about this, including offering “dress down” casual days a few times a month. If you have an office of dog lovers, allow them to rotate bringing their furry friend into the office on Fridays. 

Workplace Freebies

It’s always nice to work in an office that includes a well-stocked kitchen. We recommend keeping your company kitchen stocked with lots of nutritious snacks and beverages, plus plenty of free coffee and treats. Also, check into possible partnerships your organization can create with other local businesses. For example, say your company designs posters for a local concert venue – why not negotiate a certain amount of free tickets for your employees to access per month. Little things like that go a long way and do not cost you as the employer too much.

Quality HR Services Can Help You Retain Employees

Prescott HR offers a wide range of services that can help you implement beneficial work perks 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
• Uncategorized
• January 17, 2022

How to Conduct an Exit Interview

Industries across the world are in the throes of the Great Resignation, a phenomenon where employees are quitting their jobs in droves. The COVID-19 pandemic has created a challenge for many employers, especially as members of their workforce quit unexpectedly. In the event of an employee’s exit, emotions can sometimes run high. Sometimes employees surprise management with the announcement of their departure. That’s why Prescott HR recommends implementing an Exit Interview system for every employee that chooses to leave your organization. If you are unsure what an exit interview is or how to properly conduct one, keep reading for some helpful tips from the team at Prescott HR below!

What is an Exit Interview?

Before we begin, you may be wondering what an exit interview is from an employers standpoint. An exit interview is a survey that the employer conducts with the employee who has given their notice of resignation. The exit interview often happens sometime in the employee’s two-weeks resignation or transition period out of their role. It’s helpful to have an HR representative in the exit interview to document answers to employer’s questions. Above all, an exit interview should be conducted in a positive and friendly manner. As an employer, an exit interview can be very helpful to gain deeper insight into employee turnover at your organization. Answers to questions can reveal issues within the workplace that you may not have been aware of until an employee’s exit interview. An exit interview also lets other current employees know that their views and perspectives are important to you and the organization. You want your employees to feel heard and valued, even in the event of one of them leaving.

What Should Employers Ask During an Exit Interview?

Now that you understand the importance of conducting an exit interview, here are a few suggestions for the kinds of questions you should ask your employee.

• Workload: This is a great opportunity to understand how the employee perceives their current workload. Are they leaving because they have too much on their plate and they are experiencing burnout? Is their current role not challenging them enough and they’ve become bored? Get to the bottom of how their day-to-day is run and find ways to improve the position before hiring someone new to fill it.
• Management: The exit interview is a powerful time to gain insight into your current management team. An exiting employee will unlikely hold back from expressing how they feel about their manager’s leadership style. This is an important step to identify managers who need additional training or leadership adjustments.
• Learn About Your Competition: It’s also helpful to question what kind of position they are transitioning to after they leave. Is the employee staying inside your industry, and if so, what kind of benefits did their new employer offer that appealed to them? It’s important to stay relevant with other company’s benefit packages and work perks. 
• Ask for Honest Feedback: In this position, the exiting employee should be willing to speak candidly. Ask them for ways to improve the position or the company culture as a whole. They may offer a perspective you never considered, or that other team members have not expressed to management. 

Quality HR Services Can Help You Retain Top Talent

Prescott HR offers a wide range of services that can help you to find and retain top talent 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
• Uncategorized
• January 10, 2022

Crafting Your Organization’s Mission

Crafting the vision and mission statement for your organization is one of the most important steps to building a successful business. Mission statements help the entire team stay focused, bring meaning and purpose, and collectively contribute to a larger goal. There are many benefits to sitting down and mapping out your organization’s mission statement and values. If you aren’t sure where to start, Prescott HR has rounded up a few ways to craft your organization’s mission statement below!

The Benefits of a Mission Statement

As mentioned above, a mission statement that is written and shared across the board is extremely important. Clearly stating what your company’s goals and values are will help employees understand what they are working towards together. There are many positive benefits to creating a mission statement. Organizations have reported that mission statements boost morale, help with employee retention, and ultimately create a better workplace environment. Mission statements can help with overall employee job performance, too. A clearly written mission statement can help employees work toward your organization’s long term goal.

The Elements of a Mission Statement

Mission statements can vary from organization to organization, but their core elements remain the same. Here are a few suggestions from Prescott HR:

• Be Concise: While mission statements can be anywhere from one to five sentences, we recommend keeping them short and concise. You want the mission statement to be easy to read and understand without losing someone’s attention.
• Be Compelling: Just as you should run your organization in an authentic and meaningful way, your mission statement should be a reflection of that. The message you craft should inspire the reader to understand the overall company mission.
• Be Realistic: There’s nothing worse than setting a goal you are not able to achieve. When creating your mission statement, be sure to craft a mission that is actually attainable. You want to inspire your employees to work toward a common goal that they can actually achieve. Should your business grow in a different direction, you can always rewrite your mission statement.

What Goes Into a Mission Statement?

Now it’s time to put pen to paper and write your organization’s mission statement! Begin by assembling a team of different company representatives with varying levels of expertise. Meet several times to brainstorm, write and edit your mission statement. We recommend beginning your mission statement with what service your company provides and how they make it happen. Then explain why your company was created and who you serve. Once you’ve landed on the first draft of the mission statement, share it with a larger group of employees to get their feedback. Once complete, don’t forget to share the mission statement company-wide to get everyone excited and on the same page!

Struggling with crafting your mission statement that reflects your organization’s values? Let the experts at Prescott HR help! If you need outsourced HR services, Prescott HR can help your organization thrive. 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.