How to Establish a Severance Plan

No business owner or manager wants to think about letting employees go. Unfortunately, it is a part of doing business that your organization should be prepared for. Help your business prepare for the unexpected by setting up a severance plan with the tips below from Prescott HR. 

What is a severance package?

A severance plan includes a set lump sum payment that a terminated employee receives when they are let go from a company through no fault of their own. You may have seen this in the news recently as tech companies like Meta and Twitter laid off large numbers of their staff. Companies typically have to lay off employees for reasons like economic hardship or when they downsize. It’s important to note that severance packages are not required by law. However, establishing a severance package is a gesture of goodwill as an employer that you want to take care of your staff in the event that unforeseen layoffs or downsizing. 

 

What’s included in a severance package?

Your organization’s severance package can include a variety of different benefits. It should be designed to help carry a terminated employee through several months of unemployment while they search for a new job. Here are some considerations to include in your organization’s severance package: 

  • A lump sum of money, usually based on the salary and number of years the employee has worked at the company 
  • A continuation of insurance benefits, including health, vision, dental, or life insurance
  • A lump sum payout of any unused sick days or paid-time-off days
  • Stock options, if your organization has them
  • Assistance with finding a new position for the terminated team member

 

Document your organization’s severance package

When you’re ready to form a severance package for your organization, it’s essential to put the plan in writing to keep your team on the same page. A severance package should be a legal document that clearly states the terms of the agreement the organization is taking with any future terminated employees. Discuss your options for drawing up this legal agreement with a lawyer or your organization’s legal team. The purpose of creating a legal document for your organization’s severance package is to prevent a terminated employee from filing a future lawsuit. This agreement should include why the employee was terminated, the conditions the terminated employee must meet to receive the severance package, and the right of the organization to end or change the severance package. You can even include a non-disclosure agreement that the terminated employee must sign to receive the severance package. 

 

Work with Prescott HR

Does your organization need help with establishing a severance package? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies and incorporate new ones, as needed. 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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12 Tips for Better Team Building

As a business owner or manager, you probably already know how important team building is to overall company culture. Effective team building exercises can help your team be more productive while creating a positive and uplifting workplace environment. If your organization is not sure how to implement effective team building exercises, keep reading for some tips and ideas to help get you started!

12 Tips for Better Team Building

Have Full Team Participation

In order to make your team building exercises as successful as possible, you have to make sure that your entire team is on board and involved. That’s why we recommend trying to make any team building exercise a company requirement. You want full participation from each member of your organization to ensure that no one feels left out. Team building exercises promote bonding, so you don’t want to exclude an employee from an exercise. 

Be Creative

When it comes to planning a team building exercise (or a full day of exercises) you want to think outside the box. Gathering your employees into the conference room to play standard ice-breakers like “two truths and a lie” are not going to cut it. Instead, get creative and find ways to engage your employees in team building exercises. Here are a few unique and fun ideas:

  • Game Day: Block off an afternoon on a Friday to host a “game day” in the office. This can include board games, card games or puzzles. Encourage your employees to unwind and have some fun while playing different games. 
  • Scavenger Hunt: A fun way to get outside the office is to host a company-wide scavenger hunt. Have upper management hide different clues around the exterior of the office. Your team can work together to solve clues and find the items.
  • Learn a New Skill: Another creative idea is to host a seminar where your employees can learn a new skill. One example is to bring in someone to teach your team how to crochet or knit. Your team will have fun learning a new skill and bonding together during the presentation. 
  • Get Outside the Office: If you want to take your team building outside of the office, there are no shortage of fun activities to facilitate team bonding. Try an Escape Room, where your employees will have to work together to complete various challenges. 
  • Take a Class: Another fun idea outside of the office is to take a group class. There are an assortment of class options available, like a cooking class or a group pottery throwing class. Find something exciting for your team members to experience and learn together.

Reach Out to Prescott HR for Team Building Tips

Prescott HR offers a wide range of services that can help you find team building exercises to implement within 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. 

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Onboarding Best Practices

The COVID-19 pandemic has changed many things, especially how organizations onboard new employees. As workplace environments shift to incorporate remote workers and staff who have returned back to the office, many organizations are reevaluating how their onboarding process looks. The experts at Prescott HR are here to share several tips for onboarding best practices below! 

Onboarding Best Practices

Get Prepared Before Their Start Day

Before your new employee even begins their first day, make sure your office is prepared to welcome them. Start by gathering all the right materials to make their first day as easy as possible. If you are unsure of what your employees use from day to day, ask around with employees in a similar role. Be sure to have all the right paperwork printed out and ready for the employee to sign. Prepare a list of passwords and important information regarding technology for the new employee to review. The goal is to have everything ready so that you are not printing out anything on their first day, which can make you seem unprepared. 

Involve Your Team

It’s helpful to prepare your team when a new employee is starting, if possible. You want to let others in the office know that someone is joining the team and when their start date is, so they will be welcoming on the new employees start date. 

Take Care of Paperwork Early

When your new employee arrives for their first day, it’s helpful to get the paperwork and logistics of the job completed early. Once this step is completed early, it will give your employee more time to focus on learning about new team members and the office.

Create a Buddy System

Starting a new job can be overwhelming, which is why we recommend setting your new employee up with a “buddy” during the onboarding process. This can be an employee in a similar role who can help answer questions, show them the layout of the office, and just feel like a friend to your new employee. 

Provide Opportunities to Connect with Other Coworkers

If creating a buddy system is not something you’re interested in, you can find other ways to help your new employee connect with team members. One great example is to allow your new employee to go out to lunch or coffee with a teammate to learn a bit about the organization from outside of the office. You could also host a team-building exercise so that the new employee has a chance to get to know their new team members quickly.

Conduct Check-In Meetings

Another helpful tip for onboarding a new employee is to regularly complete “check in” meetings between management and the new employee. These can be casual and informal short meetings where management can answer questions and help foster a positive professional relationship with the new employee.

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.

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Flexible Work Schedule Options


The COVID-19 Pandemic has changed many things, especially when it comes to traditional workspaces. At the start of the pandemic, nearly every organization across the globe was forced to shift to a remote-work environment. As the pandemic continues, it’s becoming clear that remote work and flexible work options are here to stay. So how can your organization stay ahead of the curve? If you are thinking of offering flexible work options to your employees, here are a few ways to do so from the experts at Prescott HR!

Flexible Work Schedule Options

Remote Work

The most obvious of flexible work options is to allow your office to become fully remote. As mentioned above, nearly every organization was forced to work remotely at the start of the pandemic. Some companies have found that their employees are just as successful working from home as they would be in an office setting. There are many advantages to fully remote offices, like less overhead expenses. One of the major benefits of remote work is that you can hire employees from all over the world. As long as the employee can operate under the required time zone, then a fully remote office will allow you to hire from a much bigger pool of potential employees.

Hybrid Work

If you aren’t quite ready to close down the physical office and move to a fully remote workplace, then hybrid work is an option. Hybrid work has become immensely popular over the last couple of years as companies work to figure out which environment is best for its employees. Hybrid work can include many different arrangements, based on what the employee prefers. Employees can be fully remote, or they can choose to work in the office a few days out of the week. There are many benefits to hybrid work models, especially when it comes to traditional work hours. 

Flextime

Not every employee thrives in the traditional 9-5 work hours; some prefer to work very early or late at night. Hybrid work gives employees the options to get the work done within their time frame, as long as deadlines are being met. Flextime options can be especially helpful to working moms and dads. We are still in the midst of a pandemic and with the recent virus surges, daycares and schools are closing unpredictably. Flextime work allows for working families to complete their tasks at a time that’s best for them and their personal life.

Do you have questions about how to implement a flexible work schedule within your organization? 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.

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Creative Hiring Ideas During the Great Resignation

We are almost two years into the COVID-19 pandemic and the Great Resignation is in full swing. Millions of Americans are quitting their full-time jobs in search of a more meaningful career path. Industries across the board have been affected by the Great Resignation and experts are predicting that it’s not slowing down anytime soon. So how can organizations set themselves apart when it comes to recruiting new employees when it feels like every business is hiring right now? The experts at Prescott HR have rounded up a few creative hiring ideas for hiring new employees below.

Implement Flexible Work Benefits

One of the simplest ways to start recruiting talented new employees is to reevaluate your organization’s office policies. During the initial COVID-19 pandemic lockdown, workers were introduced to the beauty of remote work. Many have quit their jobs in search of an organization that allows for remote work, so that professionals can spend more time with family or travelling. To keep your organization competitive, it’s helpful to evaluate office work policies. If a fully-remote workplace is not realistic for your organization, there are other options like flex-days where employees only work remotely a few days per week. 

Utilize Social Media

A new trend in hiring includes a platform that your organization probably uses every day: social media! Social media has become a helpful hiring tool for organizations who want to stand out from the rest. Businesses are beginning to use their social media channels to highlight company culture and work perks, with some organizations even creating separate social profiles for hiring purposes. Social media is a powerful tool that can share the team’s day-to-day life to help recruit new talent. Plus, you can get your office culture in front of new audiences when you ask your employees to like, engage and share social media posts to their own followers. 

Employee Referrals

Speaking of employees, your current workforce is a powerful recruitment source that you may not be utilizing yet. Word-of-mouth hiring can make an impact, especially when you’ve created an office culture where your employees are proud of the work they do and want to share the organization’s accomplishments with their network. Try implementing a referral bonus program with your current staff. If your organization hires a referral, your employee is eligible for a referral bonus after the new employee hits their six-month work anniversary. 

Showcase Your Values

A driving force behind the Great Resignation is that professionals are looking for more meaningful and fulfilling careers. When looking for a new employee, be sure to highlight how your organization is committed to professional and personal growth for each team member. One idea is to allow paid time off opportunities for your team to volunteer in the community. 

Quality HR Services Can Help You Hire New Talent

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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Work Perks That Won’t Break the Bank

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

work perks

Flexible Workplace Model

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

Employee Wellness Initiatives

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

A Relaxed Workspace

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

Workplace Freebies

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

Quality HR Services Can Help You Retain Employees

Prescott HR offers a wide range of services that can help you implement beneficial work perks for your organization. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need.

Give us a call today at 443-351-8818 or contact us online. 

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How to Conduct an Exit Interview


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

How to Conduct an Exit Interview

What is an Exit Interview?

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

What Should Employers Ask During an Exit Interview?

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

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

Quality HR Services Can Help You Retain Top Talent

Prescott HR offers a wide range of services that can help you to find and retain top talent for your organization. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online. 

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Crafting Your Organization’s Mission

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

Crafting Your Mission

The Benefits of a Mission Statement

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

The Elements of a Mission Statement

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

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

What Goes Into a Mission Statement?

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

Struggling with crafting your mission statement that reflects your organization’s values? Let the experts at Prescott HR help! If you need outsourced HR services, Prescott HR can help your organization thrive. Our unintimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.

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