Blog - Page 7 of 7 - Prescott HR

Kimberly Prescott
Blog
January 3, 2022

How to Retain Employees in the Great Resignation

We’re in the midst of what human resources professionals have labeled “The Great Resignation” and it doesn’t appear to be slowing down anytime soon. During these challenging times, employers are unsure of how to keep their top talent from leaving. Prescott HR is here to help explain The Great Resignation, how we got here and what employers can do to retain their workforce.

What is the Great Resignation?

If this is the first time you’re hearing about it, here is a brief explanation of The Great Resignation. During the course of the COVID-19 pandemic, employees have quit their jobs in droves for new opportunities. Resignation rates are highest among mid-career level employees. While this is affecting industries across the map, resignation rates are highest in the healthcare and technology industries. As employees reevaluate their career paths, a record number of jobs remain open in the United States.

Why Is This Happening?

The Great Resignation is a confusing concept! Many organizations are wondering why employees are quitting their jobs in record-numbers. There are several different theories for why this is happening (and may continue to happen):

Workers want more flexibility and remote offices that not all organizations can adapt to
Women have left the workforce in alarming numbers due to caretaking responsibilities
Workers are looking for more fulfillment from their career
Employee burnout has reached an all time high

So, How Can Employers Improve Their Employee Retention?

There are several options that organizations can implement to keep their workforce in place. While a professional HR audit would allow us to dive deeper, here are three suggestions from Prescott HR:

Identify the Problems: We are two years into a global pandemic and employee burnout is at record levels. If there are personnel or company culture issues happening within your organization, it’s time to address them. Look into compensation structures, promotion opportunities, performance evaluations, training and continuing education opportunities. Is your organization staying ahead of the curve and offering the best possible workplace environment?
Communicate: One of the most effective steps moving forward is to be open, transparent and communicative with your team. Meet with each individual team member and hear out any transgressions or issues that they may be experiencing.
Create a Culture of Positivity: Negativity is a dangerous thing and it can seep into every facet of your organization, if you let it. Look for new ways to improve your organization and create a culture of positivity. Find authentic and meaningful ways to show gratitude with your employees. Celebrate your wins and work together through the losses. Ultimately, you want to create an environment that employees would be upset to walk away from.

Quality HR Services Can Help You Retain Top Talent

Prescott HR offers a wide range of HR 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
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.

Kimberly Prescott
Blog
November 12, 2021

How to Encourage and Reward Remote Employees

Recognizing and rewarding your employees is important whether you have an in-house team or a fully remote workforce. In fact, studies have shown that both job productivity and satisfaction increase when people are recognized for their hard work.

As remote employment becomes more common, it’s still just as important to show your team that you’re grateful for their contributions to your organization. It may look a little different than when everyone was in the office together or regularly able to attend work functions. Below are some ways you can encourage and reward your remote employees.

Send a Remote Work Gift Bag

It’s great to send gifts when you’re first onboarding new employees, but it can also go a long way for long-time employees that have transitioned to working from home. Helping them to create an office space that is comfortable and accessible is something that they are likely to appreciate.

While you can always go with branded gifts, they aren’t necessarily the only option. Some businesses have even sent plants as part of a work-from-home gift bag since plants are supposed to improve morale.

Whatever you choose to send, include a heartfelt note that lets your employees know you care and you appreciate everything they do.

Create a “Thank You” Group Chat

A Slack Channel or group chat dedicated to giving kudos is a great tool to bring the team together and build camaraderie. Encourage employees to give each other kudos whenever someone goes above and beyond. Management can also pass kudos on to their own teams or to other teams who have significantly helped theirs.

Simply reaching out can increase team engagement – plus, the public kudos will make people feel good about what they’re doing. It’s a win-win situation.

Allocate a Budget Towards Meals and Equipment

Did you provide catering as a perk when everyone worked in the office? Consider adding a small meal stipend for your employees so they can still enjoy the benefits that they signed up for when they were working in an office setting. You may also want to provide a budget for office supplies and occasionally consider sending small gifts like a free donut on National Donut Day.

You’ll be surprised at how far little gestures can go!

Continue to Promote from Within

One of the best ways to encourage and reward remote employees (or any employees, for that matter) is to remind them that they are a critical part of your business. Make sure that you’re offering regular trainings, opportunities to learn, and chances to grab a promotion to your existing team.

When people feel valued and know that there is a path towards growth, they are much more likely to remain with your business. This helps prevent employee turnover, saving your organization money and likely improving the overall client experience.

Remember that your team needs kudos, even if they aren’t in the office every day for you to see what they’re doing. Communicate often and make sure that your people know that they’re appreciated!

Questions about how to continue encouraging and rewarding remote employees? Contact Prescott HR today. We offer a wide variety of HR services to help you manage your remote team.

Kimberly Prescott
Blog
October 29, 2021

4 Ways Business Strategy Alignment Can Benefit Small Businesses

One of the best feelings is when things seem to line up just right. Whether it’s a perfect schedule or dishes that fit together perfectly, there’s always that little feeling of satisfaction. A fully aligned business strategy is no different.

When starting a small business, alignment isn’t always the first thing on a business owner’s mind, though. The beginning, especially, can feel overwhelming. Once a business is established, it’s time to really start considering all the ways a business strategy alignment can benefit the organization.

1. Improve Decision-Making Practices

When a business is well-aligned, decision making is much easier. All employees know the goals, vision, and mission of the company, as well as how their decisions affect the business. Having this knowledge also empowers employees to more effectively make decisions on their own without feeling the need to run everything up to higher management.

One company that has historically shown this again and again is Southwest Airlines. Everyone from the ground crew to the pilots knows exactly what is expected of them and what they can do to deliver top-quality service to their customers.

This allows them to create unique experiences that often result in great press for the company.

2. Engage Your Employees

Employee buy-in and engagement are critical for any successful business. Happy employees result in less turnover and overall better customer experiences. When employees are able to see exactly what their role is in the company, they can better understand how they impact the whole process.

A strategically aligned business also shows employees where they can go within the business as well as how they can step into any missing opportunities with their existing skillsets. People need to know that there’s potential for growth, and strategic alignment in your small business will give them just that.

3. Save Money and Reduce Wasted Time

Unclear objectives make it too easy to waste time on unnecessary tasks or projects. When a business is working in alignment, everyone knows whether something is contributing to the overall strategy and success of the business or just wasting time.

Reducing wasted time allows your business to do more with less and ensures that your employees are doing work that aligns with their skillset, too. Saved time is saved money – and every small business is looking for ways to increase its bottom line.

4. Enhance Accountability from the Top Down

When your business strategy is aligned, each member of your company has clear objectives. From the C-suite to junior members, everyone knows exactly what they’re accountable for. Accountability is one of the first steps in creating a culture of trust that starts at the top and trickles down.

Business strategy alignment ultimately allows all employees to understand how they collaborate with each other to bring the goals of the business alive. Have you updated or reviewed your business strategy alignment recently?
If not, Prescott HR can help. We believe that unintimidated HR is the way forward and will use that strategy to help you improve your business alignment. Give us a call today at 443.351.8818 or contact us online for more information.

Kimberly Prescott
Blog
October 21, 2021

How to Retain Top Talent

When you have worked hard to surround yourself with top-notch talent, the last thing you want is to see them leave. It can be challenging to find team members that fit well within your culture and also consistently deliver work that is both on time and done well.

Additionally, replacing team members can result in a strong financial burden on your company. Did you know that replacing an individual on your team is estimated to cost approximately six to nine months of that person’s salary in training and recruiting costs?

Turnover can also put additional stress on your team, resulting in the loss of more team members. If your company is currently experiencing a revolving door, it’s time to learn how to retain top talent.

Conduct Stay Interviews

Most companies conduct two types of interviews – hiring and exit. One type that your HR team may be overlooking is the stay interview. A stay interview should be conducted at least once per year. However, if you notice that a top employee is starting to become restless, you may want to consider sitting down with them more often.

In these interviews, you should talk to your employee about what makes them happy, what they want to see happen differently, and if there’s anything that they’re missing to make them want to stay with the organization long term. Listen carefully, respond, and be sure to make the changes that they ask for, within reason.

Offer Flexibility

The past two years have been tumultuous, to say the least. If there is one positive thing that has come from the COVID-19 shutdown, it’s that employers are beginning to realize the importance of flexibility for their employees.

For many, being able to work at home for at least part of their week is a huge bonus. It helps them to save money and time on commuting. As people begin to reprioritize time for self-care and family, the flexibility to set their own hours or work from home can make all the difference.

Provide the Benefits Your Employees Want

Benefits are not one-size-fits-all. It’s important to remember that your employees are human. They have different wants and needs. Asking them what their preferences are for benefits when you’re in the hiring process can give you leverage to bring the right people on.

In order to retain top talent, you may need to specifically tailor your benefits package to their requests. Obviously, these requests need to be within reason and make sense for your company. Be sure to discuss any and all benefits with your HR team before agreeing, but there is often wiggle room to create a package that will help you hold on to your best employees.

Invest in Career Growth

Nobody wants to feel like they’re stagnant – especially not your highest achievers. Provide options for career growth, including training, advancement opportunities, and leadership roles. One of the top reasons that employees leave is that they feel like there’s no room to grow.

Providing a clear path to new roles and titles can help you retain top talent in your organization.

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.