• Kimberly Prescott
  • News
  • September 26, 2022

Invest in Diversity, Equity, and Inclusion

Invest in Diversity, Equity, and Inclusion

Invest in Diversity, Equity, and Inclusion

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.

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  • Kimberly Prescott
  • News
  • September 19, 2022

Become a Better Leader

 

Become a Better Leader

Become a Better Leader

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. 

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  • Kimberly Prescott
  • News
  • September 12, 2022

Tips to Cut Down Employee Turnover

 

Tips to Cut Down on Employee Turnover

Tips to Cut Down on Employee Turnover

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

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  • Kimberly Prescott
  • News
  • September 5, 2022

Here’s What Quiet Quitting Means

Here's What Quiet Quitting Means

Here’s What Quiet Quitting Means

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. 

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  • Kimberly Prescott
  • News
  • August 29, 2022

How to Hire on LinkedIn

How to Hire on LinkedIn

How to Hire on LinkedIn

It should come as no surprise that LinkedIn is a powerful recruitment tool for hiring new employees. After all, LinkedIn was designed as a social media platform specifically for professional networking. With over 830 million members, LinkedIn should absolutely be part of your recruitment strategy when looking to add more employees to your team. Keep reading for a few helpful ways to hire on LinkedIn from the experts at Prescott HR. 

Polish Your Company Page

Does your company’s LinkedIn page need a facelift? The first place to start is on your organization’s profile page to ensure that it properly represents your company’s brand. Be sure that all listed contact information is accurate and up-to-date. You will definitely want to start posting regularly to the page so that potential candidates can get a feel for what your organization is like. Use your company profile page to post hiring-related content, like employee testimonials, press releases, recruitment videos, and more.

Expand Your Network

Once your LinkedIn page is on par with your company’s brand, it’s time to verify that your current employees are linked to the page. Invite all current employees to follow your organization’s LinkedIn page and connect them as an employee to the profile. Ask your employees to regularly share corporate posts to their own personal LinkedIn profiles to expand your audience reach.

Join Different LinkedIn Groups

LinkedIn offers an assortment of specialized groups you can join to connect with other professionals in your industry. Build connections with potential employees by sharing insights or experiences they may relate to. You can also sift through the different group members to see who might be actively looking for a job (LinkedIn users can indicate on their profiles when they are looking for new opportunities.) 

Allow Users to Apply Through LinkedIn

One of the best features of LinkedIn is the ability for applicants to apply directly through the platform’s job board. It’s always helpful to make the application process as easy as possible for potential candidates. In just a few clicks, they can apply by sending a LinkedIn resume straight to your inbox.

Try Not to Spam People

One warning for those who want to recruit new team members through LinkedIn: try not to spam potential applicants with too many LinkedIn InMail requests. If you are interested in reaching out to a candidate through InMail, it helps establish a mutual connection. You should always aim to send an authentic message that’s been tailored to the individual, not a mass message-type email.

Work with Prescott HR

Does your organization need help hiring on LinkedIn or recruiting more team members? We are here to help! Prescott HR offers a wide range of services that can help your organization hire top talent in your field. 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. 

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  • Kimberly Prescott
  • News
  • August 15, 2022

Avoiding Ageism in the Workplace

Avoiding Ageism in the Workplace

Avoiding Ageism in the Workplace

You may be surprised to learn that ageism in the workplace is still alive and well. Even with the advanced training opportunities and HR resources available to organizations, some will inadvertently practice age discrimination, which can lead to expensive lawsuits and harm employee morale. Keep reading about how to avoid ageism in the workplace from the experts at Prescott HR!

What is Ageism?

In short, ageism is age discrimination; but ageism isn’t always “in your face” apparent. Ageism practices can be discreet and sometimes unknown to the organization that is committing it. An example of ageism in the workplace is creating a job description that seeks “an energetic, recent college graduate.” Ageism does not just affect older generations, too. Ageism in the workplace can happen when a younger employee is overlooked for management positions, simply because “they are too young for the role.” 

Ageism is Illegal

In 1967, the United States passed the Age Discrimination in Employment Act (ADEA). This Act prevents employers from discriminating against employees based on their age, including hiring, firing, assigning work, and promotions. It’s important to note that the ADEA protects employees at organizations with 20 or more employees; so if your company has less than 20 employees, this Act does not apply.

What does ageism look like in the workplace?

As we mentioned above, ageism is not always blatantly noticeable in the workplace. Here are some examples of workplace incidents where ageism may be affecting decisions:

  • Unfair tasks are given to more senior members of a team
  • Leaving more senior team members out of group activities
  • Being passed over for promotions for being “too young” 
  • Learning opportunities are available to younger employees, but not older

Consequences of Workplace Ageism

Now that you have a better understanding of what ageism in the workplace looks like, it’s important to note that there are serious consequences for organizations that commit ageism. Studies have shown that organizations that commit ageism are more likely to see higher rates of employee turnover and an overall loss of productivity. Plus, if your organization is sued for ageism, you are looking at an expensive lawsuit or settlement. 

How to Avoid Ageism in the Workplace

Above are just a few examples of how ageism can play out in the workplace. So how can your organization avoid ageism? Here are some helpful tips: 

  • Promote a culture of diversity. Always be sure to hire a diverse group of employees with a range of ages and life experiences. 
  • Never apply stereotypes. Don’t assume that younger employees are able to navigate technology easier than older generations. Keep all employee interactions and requests equal. 
  • Avoid harmful terms. There are many phrases we include in our everyday lingo that may have tones of ageism. For example, avoid using phrases like “old-fashioned” or “ancient.” 

Work with Prescott HR

Does your organization need guidance to prevent ageism in the workplace? Hire the experts at Prescott HR to help you. Prescott HR offers a wide range of services that can help your organization understand ageism. 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.  

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  • Kimberly Prescott
  • News
  • August 8, 2022

Six Ways to Show Employee Appreciation

Six Ways to Show Employee Appreciation

During the height of the COVID-19 pandemic, organizations had to get creative with how they show their employees their appreciation. Now that many businesses are returning to the office after years of remote work, there are many great in-person ways to demonstrate how much you value your team. Keep reading to learn six ways to show your employees appreciation from the professionals at Prescott HR. 

Meeting Shout Outs

Aim to start each in-person meeting with a special moment of recognition for one employee. Before the meeting, select one individual who overperformed in their role that week and give them a special shout-out for their efforts. Recognition in the midst of work peers can go a long way when making a team member feel valued.

Create a Wall of Recognition

With your team returning to the office, they now have the opportunity to visually see who is performing in the current role. Consider establishing a “wall of recognition” in a shared use space, like a breakroom or main hallway. Highlight an Employee of the Month or a team member who is excelling in their work. 

Gift an Unexpected Treat

Everybody loves an unexpected surprise! Create a schedule and rotate surprising your team members with a special treat, like a gift card to a local coffee shop, or a “go home early” pass. These are small and affordable initiatives that your employees will appreciate in a big way. 

Host an Employee Appreciation Day

Get the team together and celebrate their successes with an employee appreciation day! Plan a fun day out for the whole group. We recommend receiving input directly from your employees about how they would like to spend their day. Some ideas include a team lunch, put-put golf, a movie theater trip, or group happy hour.

Treat Them to Lunch Out

If your budget will allow it, rotate taking a different employee out to lunch once per week. This is a great opportunity to get to know your employee on a personal level and to allow them to voice any ideas or frustrations they are currently experiencing in their role.

A Simple Post-It Note

If you have a limited budget, or you’re pressed for time, then don’t underestimate the power of a simple post-it note. Take five minutes out of your day to write down a thoughtful message, words of encouragement, or a bit of praise for an employee and leave it at their desk on their lunch break. It makes a world of difference to feel appreciated, even in small ways like a handwritten message.

Work with Prescott HR

Does your organization need assistance with showing employee appreciation? We are here to help! Prescott HR offers a wide range of services that can help your organization demonstrate authentic ways to show your gratitude to your team. 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. 

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  • Kimberly Prescott
  • News
  • August 1, 2022

Four Qualities to Look for in a Job Candidate

Hiring a new employee is no longer about crafting the perfect job description and uploading it to the internet. Your organization will need to be strategic about recruiting new employees, especially talented candidates that will grow with your company for many years to come. So how can you identify the best candidates for the job? The experts at Prescott HR are sharing four key qualities to look for in all job candidates below. Keep reading to learn more!

Timeliness

You can spot the right job candidate very early in the interview process. Take note of the candidates who respond to your interview or phone call requests promptly. If you email a job candidate to set up an interview, but then don’t hear back from them for a week, that shows a lack of attention to detail that you would not want on your team. You should also take note of what time an employee shows up for their scheduled interview: are they ahead of schedule or running fifteen minutes late? Of course, things happen that are out of our control and maybe your potential recruit had unforeseen circumstances that made them late. But generally, you can get a sense of when a job candidate is dependable and able to meet deadlines from the time window they show up for their interview.

Self-Motivated

It’s not enough for your potential employee to have a strong work ethic; they need to demonstrate self-motivation, too. Organizations can get overloaded with tasks from time to time and the right employee needs to be able to take initiative and make things happen without direct oversight 24/7. Self-motivated individuals are the kind of professionals who are not there to just “work for a paycheck.” Instead, they are motivated to learn and build a career with your organization that allows them to excel.

Resilient and Adaptable

If COVID-19 has taught us anything, it’s that most humans are incredibly resilient. Always look for job candidates who are adaptable and willing to take on a challenge. A great screening question during the interview process is to ask your potential employee to describe a challenging situation and how they came up with solutions to fix it. 

Team Player

There’s no “I” in “team,” so remember that during your hiring process. Employees who are able to work with other team members are essential to the success of your organization. You can spot team players right on a job candidate’s resume: look for words like “collaborated” or “advised” to spot candidates who are familiar with a team-centered work environment. 

Work with Prescott HR

Does your organization need help with hiring the right job candidate? We are here to help! Prescott HR offers a wide range of services that can help your organization recruit new talent, including creative hiring ideas. 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. 

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  • Kimberly Prescott
  • News
  • July 25, 2022

Setting Your Workplace Up for Productivity

Nothing can kill a team’s productivity quite like a workspace full of clutter and distractions. When your team spends hours upon hours at their desks each day, even the little things can hinder overall productivity – and even your team’s wellbeing. That’s why the experts at Prescott HR are sharing a few helpful tips to seat your workplace up for productivity. Keep reading to learn more!

Proper Lighting

This may surprise you, but good lighting is essential to a productive workspace. In fact, studies have shown that good lighting can improve your work output, as well as your overall health. And natural lighting is best of all. If it’s possible, situate your desk in a position that gets the most possible natural light, like from a window or skylight. If natural light is not an option, there are many lamps on the market that simulate daylight. Speaking of light, you also want to make sure that your desk does not have too much light, which can cause a glare on your computer screen.

The Right Chair

If you think about it, we typically spend an eight-hour workday sitting in a chair. That’s more than a third of your entire day! You deserve a nice chair to work in. Make sure that your chair is set to the right height above your desk, so you’re not straining or leaning too much in it. The right chair should offer proper lumbar and seat depth support, so you can keep your body as healthy as possible during the day.

Declutter Your Space

This step is so important! You will be hard-pressed to stay productive if your desk is filled with distracting items, like piles of papers, stacks of folders, etc. We recommend taking ten minutes at the end of each week to organize your desk for the work week ahead. File or store all paperwork in a place that is not the surface of your desk and wipe down your space with a disinfectant. You will thank yourself on Monday when you walk into a clean and organized workspace, ready to start a new week.

Get a Houseplant

Houseplants have a surprising amount of benefits for increased productivity and overall health. Not only will adding a plant to your desk help create a pop of natural color, but houseplants have been shown to decrease anxiety and stress. Make sure that you select the right plant for your desk, especially if you work in an area without a lot of natural light.

Work with Prescott HR

Does your organization need help creating more productive workspaces? Hire the experts at Prescott HR to help you. Prescott HR offers a wide range of services that can help your organization get more productive. 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. 

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  • Kimberly Prescott
  • News
  • July 18, 2022

Financial Wellness Programs in the Workplace

In today’s competitive job market, companies are always looking for new ways to stand out and recruit top talent. One suggestion to gain a competitive advantage over other organizations is to offer financial wellness programs to your employees. If you haven’t heard of a financial wellness program, keep reading to learn how you can help your organization stand out and hire top notch talent. 

What is a Financial Wellness Program? 

Most employees do not wake up and come to work each day for the fun of it. They are there to earn an income, save for retirement, pay off debt, or other financially-motivated reasons. A financial wellness program can help empower your employees to achieve their personal financial goals. 

The Benefits of Implementing Financial Wellness Programs

There are many positive benefits to implementing a financial wellness program in the workplace. One major example is helping your employees decrease the chances of a major financial event that could affect their ability to come to work. Another important factor is that having less financial problems can alleviate individual stress. Offering financial wellness programs to your employees also sends the message that you value your team members and their contributions to your organization. 

Examples of Financial Wellness Programs

Employee financial wellness programs can include helpful training in areas like debt relief, student loan repayment options, retirement savings plans, and more. Here are some financial wellness programs your company could consider offering in the future: 

  • Educational Programs: If your team members are concerned about student loan repayment or retirement savings, have an expert from that field come into the office and help educate your team. These experts can provide guidance and coaching that your team members can implement in real life.
  • Benefit Matching: Many employees seek careers with organizations who are willing to match certain workplace benefits, like retirement savings. Consider offering a 401K match, a 529 match, or student loan repayment match to all employees. 
  • Build Financial Awareness: There are many programs available out there to help professionals succeed. Why not offer a free lesson to your team members? We recommend a monthly lecture series that focuses on different topics that would be helpful to your team. Some examples include a health savings account specialist, a mortgage lender to discuss home loan assistance, how to avoid identity theft, or an expert in medical bill negotiations. 

Work with Prescott HR

Does your organization need help selecting a financial wellness program to offer your employees? Hire the experts at Prescott HR to help you. Prescott HR offers a wide range of services that can help your organization plan for one or more layoffs within your organization in a compassionate and authentic way. 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. 

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