News

• Kimberly Prescott
• News
• May 23, 2022

Writing Inclusive Job Postings and Descriptions

A well-written job description is one that welcomes professionals of all abilities and backgrounds to apply for an open position at your organization. Studies have shown that a more inclusive workplace can create a better sense of community, increase worker engagement, and promote a more positive workplace culture. That’s why it’s critical to be sure that you are writing inclusive job postings and descriptions when hiring for a new role. If you need a few tips for writing inclusive job postings and descriptions, keep reading for some expert advice from the professionals at Prescott HR!

Remove Gendered Words and Pronouns

Organizations can sometimes unknowingly assign gendered words and pronouns to their job descriptions. If your organization implies through these words that a job may be more suitable for one gender over another, then you are missing out on a pool of qualified candidates. Some examples of gendered words include using words like nurture, support, compassion, or share, which are often considered female-coded words. Whereas words like aggressive, confident, assertive, or driven can be associated with male-coded words. Removing gendered words or pronouns from your job descriptions can show that your organization is inclusive of all potential applicants. 

Avoid Racial Bias

In today’s modern world, employers should be aware of underlying racial bias that may make its way into job postings and descriptions. Pay careful attention to the words and phrases you use in your job descriptions to avoid showing racial bias. For example, never mention race or national origin in your job description. Using phrases like, “strong English-language skills” can deter non-native English speakers from applying for the job.

Welcome Disabled Workers

The rise in remote work and telework options has allowed disabled workers to apply for positions they maybe once would have avoided. There are certain keywords you can include in your job posting and descriptions that would be welcoming to disabled workers. For example, you wouldn’t want to say, “Must be able to stand for the entirety of a shift.” Instead, use more inclusive language like, “Must be able to remain in a stationary position during the entirety of a shift.” 

Avoid Ageism

Ageism is a very real issue in the modern-day workplace. It’s important to not reference age or ability in job postings and descriptions, so as not to deter older workers from applying for the position. One way to do this is to make sure your organization does not ask for GPA scores when applying, which implies that you are only looking for recent graduates. It’s also helpful to avoid using “Junior” or “Senior” as part of job titles.

Work with Prescott HR

Does your organization need help with writing inclusive job postings and descriptions? Hire the experts at Prescott HR to help you! Prescott HR offers a wide range of services that can help your organization recruit a diverse and talented group of professionals. 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
• News
• May 16, 2022

Minimizing Workplace Distractions

Workplace distractions are continually on the rise. From smartphones to social media, it’s becoming harder than ever for employees to sit down and concentrate on one task. Studies have found that multitasking, instead of concentrating on one task at a time, can crush employee productivity. So how can employers help their team members minimize workplace distractions? We’re sharing a few helpful considerations to keep your team focused and on track below.

Keep Workspaces Organized

One of the best ways to minimize workplace distractions is to ensure that your employees keep organized workspaces. When your team keeps their desks tidy and clean, they are more likely to focus their energy on the task in front of them. If your employees have a chaotic workstation, they can become distracted by the papers or items surrounding them.

Provide Time Management Workshops

Sometimes we all could use a helpful reminder about time management. Consider hosting a workshop for your employees that provides tips to minimize workplace distractions. You can hire a presenter to share time management and organizational advice for employees to follow.

Limit Technological Distractions

Limiting technology can be tough. We are constantly surrounded by it, from our smartphones to our desktop computers. That’s why we recommend that employees minimize technological distractions as much as possible. Encourage your team members to turn off email or text notifications, and instead time block certain hours of the day to correspond on those platforms. There are even apps that your team can download that can limit the number of distractions they pull up on their computers or phones. Also, be sure to have your employees reserve their lunch hour to conduct personal calls or scroll through social media. 

Limit Unnecessary Meetings

This is something employers don’t always think about. Not every meeting is necessary and sometimes it can lead to your employees being less productive. Instead, only call meetings when they are essential. Forcing routine meetings at the same time each week can actually drain an employee’s productivity, plus it takes away from valuable time that they could be working. 

Have Employees Timeblock Their Day

Sometimes distractions can be a good thing. You don’t want your employees working every minute of every hour, because that will lead to less productivity and eventually burnout. Instead, encourage your employees to time block their days to incorporate healthy break times. If your employee knows they can take a 10-minute walk around the building to break up their morning, it may encourage them to hunker down and knock out their work beforehand.

Work with Prescott HR

Are your employees experiencing workplace distractions? Hire the experts at Prescott HR to help you! Prescott HR offers a wide range of services that can help mediate workplace issues like distractions. 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
• News
• May 9, 2022

Evaluating Your Organization’s PTO Policy

Summer is just around the corner and some of your employees may be thinking of relaxing vacation days ahead. Major corporations like Netflix, Roku, and Grubhub offer what’s called unlimited PTO, or unlimited paid time off. Organizations that offer this “policy-that-isn’t” are making headlines across the globe for their progressive stance on employee vacation time. If you are considering reevaluating your organization’s PTO policy, keep reading for a few helpful tips from the professionals a Prescott HR. 

What is PTO?

Before we begin, it’s helpful to understand what PTO is and how it works within different organizations. PTO stands for paid-time-off and is a benefit typically offered to full-time employees. There are several options available to employers when establishing a PTO policy, including:

• Accrual PTO: This is when employees accrue a certain number of PTO days over time. For example, an employee can earn one PTO day per month, totaling 12 PTO days by the end of a calendar year. This is a beneficial PTO policy if your organization experiences high turnover. One downside to accrual PTO is that it requires attention to detail by your admin staff to keep track of days accrued per employee. 

• Frontload PTO: Frontload PTO can alleviate the burden on your administrative staff by blanket approving a full year’s worth of PTO at the beginning of each year. One downside to this kind of policy is that you have to be prepared for your employee, or employees, to take their full PTO time right away. 
• Unlimited PTO: Unlimited PTO is a growing trend in the working world. Some companies, like Netflix, believe that employees can be trusted to manage their time properly to get the job done- which does not require monitoring set hours. Unlimited PTO policies are not right for every business, but the conversation has definitely been brought to the forefront in recent years as companies try to retain top talent. 

The Benefits of Healthy PTO Policies

Your organization may want to consider restructuring its PTO policy to keep up with today’s competitive hiring market. Some benefits of offering healthy or generous PTO policies include:

• Better work-life balance
• Improved employee morale
• Prevent employee burnout
• Attract and hire top talent
• Can lead to more productive employees

What does the law say about PTO?

Laws vary from state to state, but generally speaking, an organization is required to uphold the Fair Labor Standards Act (FLSA). Technically the FLSA does not require payment for time not worked, but there are separate provisions for employers in different industries. Some states even require PTO for certain circumstances, like in California where employers are required to provide at least 24 hours of paid sick leave per year. 

Work with Prescott HR

Is it time to evaluate your organization’s PTO policy? Prescott HR wants to help! 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
• News
• May 2, 2022

How to Address Office Gossip

Nothing can kill productivity quite like office gossip. As humans, it is natural to gossip. Some find it necessary for team cameradie and to bond with fellow employees. However, office gossip can have detrimental effects on team members and you will want to address any issues right away. Here are several tips for addressing office gossip from the experts at Prescott HR. 

What is considered toxic office gossip?

First, it’s important to understand what unhealthy gossip looks like so you can avoid allowing it in your workplace. Gossiping is part of human nature and a way to build bonds amongst one another. Some even consider it a social skill. Gossip doesn’t always have to be a negative thing. One example is if a coworker gets engaged- that can be exciting news for employees to share with one another. It’s the bad gossip you need to look out for, including negative gossip that intends to harm someone or lower their morale. An example of bad gossip is making an assumption that a coworker may get fired and then spreading that rumor to other employees. 

How to Mitigate Office Gossip

As a business owner or manager, you want to be sure to address negative office gossip immediately. It’s important to send a message to your employees that you will not allow negative office gossip of any kind in your organization. Here are a few helpful tips:

Nip Gossip in the Bud

As we mentioned, you have to address rumors or negative office gossip immediately upon hearing it. Identify who is contributing to the gossip and set up either individual or group meetings to address it. 

Never Contribute to Gossip

Gossiping is human nature, but as a manager, you should never involve yourself in workplace rumors or gossip. When you’re in a leadership role of any kind, you have to do just that: show leadership. Avoid partaking in overly personal conversations among your staff. If you hear someone gossiping about another employee, point out that the employee they are discussing is not here to defend themselves and they should disperse right away.

Establish an Office Gossip Policy

If you find that these measures are not working, then you may want to consider establishing an office gossip policy. Layout the rules in your office handbook and be sure to communicate the new policy to your employees. In your policy, it’s a good idea to:

• Clearly outline what constitutes unaccepted office gossip
• List topics that are off-limits in office discussions, like politics, salaries, employee performance, etc.
• Explain the disciplinary actions if an employee violates the policy

Work with Prescott HR

Are you still unsure of the steps you can take to address work gossip? Hire the experts at Prescott HR to help you! Prescott HR offers a wide range of employee services that can help you address workplace gossip, including progressive discipline and more. 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
• News
• April 25, 2022

Should Your Company Take a Stand on Political Issues

There is so much happening in the world right now. The breaking news cycle feels endless and your organization may be wondering how or if they should join the conversation. We understand that taking a stance on political issues in the workplace can be a touchy subject, so we’ve rounded up a few helpful considerations that your organization may use as a guide. Please note that laws vary from state to state and your organization should look into guidelines on a local level.

Respect Above All Else

The most important thing your organization needs to communicate to all employees is that respect is a priority. Political issues can get emotional quickly. People have strong feelings about what is right and wrong outside of the workplace, which can lead to feelings of stress, anger, frustration, or sadness. While you don’t have to take a stance politically, your organization does need to communicate that all employees are expected to respect one another, no matter their views or beliefs. 

Consider Your Organization’s Values

If you are considering taking a political stance or supporting an organization, make sure that the message aligns with your company values. When you support a cause or a political issue, you are essentially aligning your company with a specific side. Be sure that you are lending your organization’s voice to a mission that directly supports your business’s values. 

Create a Safe Space for Open Communication

As we mentioned above, taking a stance on political issues can get emotional. It’s important that your organization provides a safe space for all team members that encourages open communication. Employees are around one another for most of the workweek and they may want to discuss or share thoughts on politics or current events. We recommend creating a safe space for productive conversations for employees who want to participate in discussions. By no means should this be required of every employee. However, a safe space for conversation could help open up a dialogue and serve as an example of civilized conversation.

Consider Implementing a Political Expression Policy

It may be helpful to sit down with your human resources department and management team to establish a political expression policy. This can serve as a guideline for what your organization allows when it comes to political expression. Be sure to make this policy clear, concise, and reasonable. Always be sure to enforce the policies within the document and not allow certain employees to express themselves outside of the guidelines.

Ask the Professionals at Prescott HR

Do you have questions about if your organization should take a political stand? 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.

• prescott
• News
• April 19, 2022

Prescott HR Ribbon-Cutting

Prescott HR is still celebrating the recent ribbon-cutting ceremony for our new office space in Downtown Columbia. Our beautiful new and larger space – worthy of a growing business – is ideal for client meetings and team collaboration alike.

We are so grateful to have the support of our community partners, colleagues, and clients as we grow and expand. In addition to our friends, family, and colleagues who stopped by, we’re thankful to Howard County Executive Dr. Calvin Ball and Howard County Chamber of Commerce President & CEO Leonardo McClarty for attending our event and showing their continued support.

If you haven’t had a chance to view our office in person, catch an informal virtual tour of our new space in the video below which highlights our HR services and what makes us unique. Need expert help aligning your people and business strategies for your growing company? 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 to learn more.

Learn more about the Prescott HR team. Check out our videos about CEO and Founder Kimberly Prescott and Vice President of Operations Valerie Dzbynski.

• Kimberly Prescott
• News
• April 18, 2022

How to Continue Supporting Your Employees During the Pandemic

As we enter year three, the COVID-19 Pandemic feels far from over. New variants and outbreaks continue to spread throughout the globe, even as employees are returning to the office. While there’s no way to know what the future holds, it’s important now more than ever to continue supporting your employees during the pandemic. The experts at Prescott HR have rounded up a few helpful ways to show your employees support in these unprecedented times. Keep reading for more!

Listen

The most important way to be supportive of your employees is to listen to them. There could be any number of external issues happening in their lives from the pandemic. Women especially have taken on larger roles as caretakers in the last several years. We recommend setting regular meetings to sit down with each employee individually to check in with them. Take an interest in what’s happening in their lives or their current feelings by listening. Sometimes to avoid burnout, people just want to be heard.

Communicate

Communication is huge in both the workplace and in life, especially right now. As an organization, you don’t want there to be a great deal of “unknowns” for your team. It’s important to communicate important changes in the workplace. Here is one important example: if your staff has decided to return to the office, be sure to properly communicate this with your employees early and efficiently. There should be a clear timeline outlined and your organization should address any and all questions as soon as they arise. 

Respect Employee Privacy

As we mentioned above, there could be any number of external factors affecting your employees right this very moment. It’s important to remember to respect their privacy, even if you’re only trying to help. If your employee is taking more sick days than usual, try not to push for an answer as to what’s happening. Respect that they are going through something and be sure to communicate that your door is always open if they need to talk. 

Focus on the Future

In such uncertain times, it’s nice to be able to work towards something important. That’s why we recommend having your teamwork toward a group goal. When you present your employees with a goal they can collectively reach, it will help boost morale and give your team something to look forward to. This can also be an individual incentive presented to your employees. See if there is any interest in providing continuing education or certifications to your team. 

Hire a Professional

Are you still unsure of the steps you can take to become a better boss and leader? Hire the experts at Prescott HR to help you! Prescott HR offers a wide range of services that can help you grow as a leader. 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
• News
• April 11, 2022

Common HR Mistakes New Companies Make

Have you recently started a new company or organization? If so, you definitely have a lot on your plate right now: hiring team members, setting up administrative tasks, organizing finances, just to name a few. One important area that you cannot overlook is your Human Resources department. We’ve compiled a list of common HR mistakes that new companies can make, which could cost you money in the long run. Keep reading to learn more! 

Not Having an Employee Handbook

In the excitement of starting your own company, it may be easy to overlook the mundane tasks, like building an employee handbook. Employee handbooks are extremely important to keep your team members on the same page. An employee handbook can help your organization communicate important company policies to your team. Having all the information an employee requires organized in one place is critical to avoiding violations.

Inefficient Hiring Process

It’s important to make sure that your hiring team is on the same page before you start interviewing candidates. Rushes interviews or unclear job descriptions are a recipe for disaster when hiring new employees. Take the time to sit down with your team and clearly outline everything a job role requires and then clearly communicate it within your job description. When booking potential recruits for interviews, be sure to allot them enough amount time to get to know them. We also recommend not stacking one interview after the other without breaks. You need to give your hiring team a short break, so they have the energy to ask the right questions.

Poor Training for New Employees

As a new company, it’s essential to sit down and write out what your employee onboarding process looks like. Employees need clear direction as to what’s expected of them in their new roles. If you as the employer cannot provide them that, it can cause serious confusion and possibly make your new employee feel alienated when starting work. Make sure you give your new employees the tools they need to be successful in their new role.

Improper Employee Documentation

When filling out the paperwork for your new hires, it’s crucial to properly document how the new employee will be classified. If they are an independent contractor, make sure they have the right forms and understand that they will be responsible for paying their own taxes. If they are a full-time employee, be sure to have them fill out the right documents and set up withholdings, so you are in adherence with state labor laws. Improperly documenting an employee can be a costly mistake in the longrun.

Work with a Professional HR Consultant

Are you starting a new business and have concerns about your HR practices? Prescott HR wants to help you! Prescott HR offers a wide range of outsourced HR solutions that can help you establish a successful onboarding process at 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
• News
• April 4, 2022

Signs of Employee Burnout

As we enter the third year of a global pandemic, it’s no secret that employees are feeling burned out. In fact, up to 75% of workers have reported that they’ve experienced burnout specifically during the COVID-19 Pandemic. There are many contributing factors to employee burnout, like poor work-life balance, dysfunctional workplace environments, feeling emotionally drained, and more. As an employer, it’s important to recognize when your team members are struggling or starting to burn out. If you are able to provide intervention, you can hopefully help your employee get past burnout and increase their peace of mind. Keep reading for a few clear signs of employee burnout from the experts at Prescott HR. 

Disengaging or Retreating

One clear sign of employee burnout is when an employee starts disengaging or retreating from their work. You may notice that an employee is no longer participating in the things they once found enjoyable, like socializing in the office or eating lunch with the team. Noticeable signs can be not returning work emails or phone calls, not showing up to team meetings, or avoiding taking on more work. 

Complete Exhaustion

A big sign of employee burnout is when he or she shows up to the office and they already appear to be completely drained. Employees who are suffering from complete exhaustion will be more prone to making mistakes on the job, disengaging, or having difficulty focusing on a task. Keep in mind that there may be factors you are unaware of in your employee’s home life, like increased caregiver responsibilities during the pandemic. It’s important to discuss the situation with your employee to find the root cause of their exhaustion and try to help remedy it.

Recurring Absences or Tardiness

Constant stress and fatigue can wear on the body. If you notice that one of your employees continues to miss work for illness, it could be their immune system reacting to burnout. An unhealthy immune system is a tell-tale sign that your employee needs to take better care of themselves physically and mentally to get better. 

Irritability or Negative Mindset

One way burnout can manifest is through our emotions. If you notice that your employee is being very irritable or lashing out during interactions, it may be that they are suffering from burnout. Another sure sign is when they bring negativity into the workplace. As a worker’s passion for their job begins to decrease, this can have a negative effect on their mood. Be sure to intervene and try to offer support before your employee’s burnout reaches this stage, as a negative workplace environment can be toxic to your other employee’s well-being.

Hire a Professional

Are your employees experiencing burnout? Hire the experts at Prescott HR to help you! Prescott HR offers a wide range of services that can help mediate workplace issues like team burnout. 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
• News
• March 14, 2022

Best Practices for Managing a Company LinkedIn Page

No matter your industry, LinkedIn is an incredible platform for companies across the globe. LinkedIn features over 800 million users from 200 different countries and that number only continues to grow! Because it’s such a popular platform, business owners need to be aware of best practices for managing their company’s LinkedIn page. The experts at Prescott HR are sharing a few helpful tips and considerations for managing a company LinkedIn page, so keep reading to learn more!

Recruitment and Hiring

One of the foremost reasons to use LinkedIn is to hire new employees to join your team. Recruiting employees is an art and one that takes significant investment to pull off. LinkedIn hiring is no exception. If you plan to set up a LinkedIn profile for your company, be sure to post updates that are consistent with your organization’s message and be patient through the process. Hiring top talent does not happen overnight!

Networking

We are still in the midst of the COVID-19 Pandemic, which has made networking in-person difficult and sometimes not possible. That’s where LinkedIn networking can help. LinkedIn is a powerful tool to network with relevant local businesses in your area through posts, updates and InMail messaging. 

Highlighting Company Culture

As a business owner, you want to remember that potential employees and customers will frequently look at your LinkedIn page. That means that you are responsible for conveying important messages that your customers or employees need to hear! Use LinkedIn to highlight your company culture and values with authentic updates or posts.

Thought Leadership

LinkedIn is a great way to develop thought leadership to set your business apart from the rest. Allow your employees to share their thoughts about industry topics and help create more content for your LinkedIn page. 

Be Authentic and Stay Concise

Authenticity is incredibly important, no matter the social media channel your organization is utilizing. Remember to be authentic in how you convey your organization’s message and brand when posting on LinkedIn. Also, to better connect with other busy individuals using LinkedIn, consider keeping your posts and updates concise. Aim to make updates under 150 words and keep your writing direct and to the point. 

Post Consistently

Business owners and managers can get very busy and let social media postings fall to the wayside. It’s important to keep in mind that if you want to invest in a social media channel like LinkedIn, you have to be consistent with your posting. We recommend creating a short calendar of the content you’d like to share throughout the month. Plan out your month in advance so you don’t even have to think about what to post each week.

Work with Prescott HR

Navigating a company’s LinkedIn page has many nuances that your organization needs to consider. You want to be sure that your efforts are focused and compliant with your overall brand messaging and 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.