September 2022 - Prescott HR

Kimberly Prescott
Blog
September 26, 2022

Invest in Diversity, Equity, and Inclusion

It’s been exciting to see many organizations prioritize diversity, equity, and inclusion in their workplace over recent years. Investing in your company’s DEI program can help your business reap many rewards, including higher employee satisfaction, talent retention, and positive workplace benefits.

Keep reading to learn more about why you should invest in diversity, equity, and inclusion at your organization from the experts at Prescott HR.

What is DEI?

Before we begin, let’s define what DEI is first and how it can benefit your organization. DEI stands for Diversity, Equity, and Inclusion. These three concepts should be incorporated within your organization to promote a more inclusive and accepting workplace.

Diversity is the presence of differences, including race, gender, religion, sexual orientation, ethnicity, nationality, socioeconomic status, disability, age, and more.

Equity is the promotion of fairness within your organization’s procedures and resources to ensure that all of your team members are treated fairly and equally.

Inclusion is the effort organizations can make to ensure their employees feel welcomed and invited, which allows your team members to participate in all facets of office life without fear or anxiety.

Why is DEI important?

Studies have shown that incorporating diversity, equity, and inclusion into a workplace can have major positive benefits to your organization as a whole. These include higher revenue, higher rates of job acceptance, better job performance, and more. Plus, organizations that prioritize DEI initiatives are more likely to hire and retain top talent in their field.

Evaluate where you stand

Now that you understand the benefits of DEI, it’s time to evaluate where your organization stands with its current policies. The first step you should take is to look at your executive team. Your company’s top management team is the “face” of your organization, so what does yours look like?

Is management made up of a diverse group of individuals from different backgrounds and demographics? If the answer is no, it may be time to evaluate if there are open leadership opportunities that a more diverse professional could fill.

Create a welcome environment

Many employees leave their jobs when they feel undervalued or underappreciated. It’s your responsibility as an owner or manager to ensure that each and every employee on your team feels valued, heard, and respected.

A few important steps to take as a manager include:

Avoid playing favorites with certain employees
Be courteous to all team members
Celebrate holidays or occasions that are relevant to every team member
Encourage an open forum of discussion and communication in your office

Work with Prescott HR

Is your organization ready to invest in diversity, equity, and inclusion? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current DEI initiatives, plus offer ways to improve on your current policies.

Our unintimated HR practices allow us to be focused and effective, providing your business with precisely what you need. Give us a call today at 443-351-8818 or contact us online.

Kimberly Prescott
Blog
September 19, 2022

Become a Better Leader

Hiring the right leaders to run your organization can make or break your business. That’s why it is crucial to continually train your management team so they can work to improve their leadership skills. Keep reading for a few helpful tips to become a better leader from the experts at Prescott HR.

Listen more than you speak

An effective leader is one who listens more than he or she speaks. Every employee wants to feel heard, no matter their role at the organization. Allowing your employees to speak openly about their frustrations, concerns, or ideas is a great way to promote a positive work environment. A great leader is one who listens and conveys that they value their employee’s opinions.

Lay out clear expectations

Nothing can send an office into chaos faster than an organization that does not clearly communicate expectations and goals for its team. As a leader, it is your responsibility to clearly articulate and outlines your expectations for each team member. An employee can’t succeed if they don’t understand the overall goal they should be working towards. If your employees continue to fail or not meet vague instructions, that can affect overall team morale.

Encourage professional growth

To avoid burning out your team, it’s important to encourage your team to engage in continued education or additional training. As your team members learn additional skills, they will feel empowered to take a more hands-on approach to their career development. That’s great for both your employees and your organization as a whole!

Lead by example with work-life balance

Work-life balance is a tricky subject, which is why it’s your responsibility as a manager to lead by example. Avoid sending team communications in the middle of the night or on weekends, as that conveys a message to your team that you expect them to be working off-hours, as well. A healthy organization is one that prioritizes employee wellness, and that includes a manager’s overall wellness, too!

Give and accept feedback

Honest feedback is crucial to becoming a better leader. Whether you are the one giving honest feedback to your employees, or you are accepting feedback from your team, it’s important to encourage healthy conversations about how to improve. A great way to establish a culture of honest feedback is to schedule one-on-one meetings with each of your team members on a monthly basis.

Find a mentor

Is there a leader in your local community whom you admire? Consider asking them to become your leadership mentor. Leaders lead by example and there’s no better opportunity to improve your leadership skills than by connecting with a mentor who you admire.

Work with Prescott HR

Does your organization need help with leadership development? We are here to help! Prescott HR offers a wide range of services that can help your organization train better leaders. 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
September 12, 2022

Tips to Cut Down Employee Turnover

High employee turnover is something many organizations are experiencing this year, especially since the onset of the COVID-19 pandemic and the Great Resignation. Luckily, hiring and retaining top talent for your organization is a craft that your business can learn and improve on when given the right training resources.

Keep reading to learn a few helpful ways to cut down employee turnover from the team at Prescott HR.

Why does employee turnover happen?

Before you start to cut down on employee turnover, it is crucial to understand the root issue, or issues, of why your team members are leaving. If you are experiencing high employee turnover, it’s important to evaluate different facets of your business that may be contributing to the overall problem.

Here are some common examples of workplace issues that may lead to high employee turnover:

Poor compensation or lack of benefits
Lack of growth opportunities or recognition
Poor leadership or a toxic work culture
Lack of flexibility or work perks

How to prevent high employee turnover

Now that you have a better understanding of potential flaws within your organization that could lead to team dissatisfaction, you can take steps to cut down the turnover. Here are several examples:

Keep compensation and benefits competitive. A major contributor to high employee turnover is poor employee compensation. More organizations are hiring now than ever, and it doesn’t take much effort for your employees to research what other professionals are earning in their roles at other organizations. As an organization, it’s your responsibility to continually evaluate if your business is offering competitive compensation and benefits packages to your employees.
Recognize and reward your team members. Employees need to feel satisfied in their workplace, which goes hand in hand with employees showing gratitude to their team members. If your organization has become toxic or is displaying poor leadership, employees can feel like their contributions are not valued and will be more likely to leave. Make sure that your managers undergo continual leadership training and engage in authentic ways to show employee appreciation to your team.
Offer more workplace flexibility. Workplace flexibility has become a major hiring perk for organizations across the board. Work professionals are seeking more work-life balance, which has led to a demand for more flexible work options. If your organization is not providing this flexibility, like remote work options, then you may experience a higher employee turnover.
Provide opportunities for growth. Many employees can burn out at a job simply because of a lack of opportunity for growth. That’s why it is crucial for every organization to continually offer opportunities for growth amongst their employees. This can include opportunities like continuing education or mentorship programs to make your employees feel like your organization is investing in their professional growth.

Work with Prescott HR

Is your organization experiencing high employee turnover? We are here to help! Prescott HR offers a wide range of services that can help your organization hire and retain top talent in your field. Our unintimated HR practices allow us to be focused and effective, providing your

Kimberly Prescott
Blog
September 5, 2022

Here’s What Quiet Quitting Means

There’s a new workplace buzzword popping up in the news that you may have already heard by now: quiet quitting. If you own or manage a workplace organization, you’re going to want to keep reading about this new phenomenon.

Learn more about quiet quitting from the experts at Prescott HR.

What is quiet quitting?

An important thing to understand about the term “quiet quitting” is that it’s not a literal term. Rather than assume quiet quitting is when an employee decides to leave their job abruptly and without much fuss, there is actually a deeper meaning behind it.

Quiet quitting is when an employee performs all of their regular work but refuses to engage with the “hustle culture” of many workplace organizations by not engaging in work behavior that goes above and beyond their job description.

What are the signs of quiet quitting?

If you run an organization, you may have noticed some behavior shifts over recent years with your employees. Here are several signs of quiet quitting that your team may be performing:

Not engaging in or attending team meetings
Reducing contribution to team projects
Lack of passion or enthusiasm for their role
Arriving late to work or leaving early
Displaying a negative attitude at work or during team functions

Why are employees quiet quitting?

Quiet quitting is far from a new phenomenon. Many employees have been engaging in this behavior for years, as it is not technically required for a team member to go above and beyond in their role to perform their work well.

So why is quiet quitting coming up in the news recently? The COVID-19 pandemic changed many things in the workplace, including team members’ comfort with voicing how they are feeling in their roles.

The rise in quiet quitting could be due to a lack of growth opportunities in your organization, unmanageable workload, low pay, or overall employee burnout. The COVID-19 pandemic has allowed employees to evaluate the overall satisfaction of their careers, which has led many to seek more work-life balance. Quiet quitting can help facilitate that balance.

Why is quiet quitting problematic for employers?

While we are all required to perform our work roles within our designated job descriptions, many companies often rely on employees who are willing to step up and take on extra tasks outside of their usual roles. When an entire workforce starts engaging in quiet quitting, this can disrupt the usual flow of your organization’s business.

Plus, quiet quitting can lead to lower team morale within your organization, which can lead to hiring or employee retention issues.

Work with Prescott HR

Is your organization experiencing team members who are quietly quitting? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate issues that may be contributing to a lack of engagement amongst your employees, including burnout or lack of growth opportunities.

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.