HR Archives | Prescott HR

Kimberly Prescott
Blog
August 3, 2026

Letting Go of HR Without Losing Control

Most founders build their companies by staying close to everything. Every hire, conflict, and hard conversation goes through them. That instinct is part of what makes the business work in the early years.

But this is also what makes HR the hardest thing to hand off. Sales and operations can feel like they belong to someone else eventually. HR feels personal. It’s your people, your culture, your calls. Giving that up can feel less like delegating and more like losing your grip on the company.

Kimberly Prescott
Blog
February 2, 2026

Still Running Without HR? Here’s What You’re Probably Missing

Most small businesses don’t skip HR out of neglect. They skip it because the day-to-day work is loud and urgent, so “people stuff” gets handled on the fly. That works until something goes wrong and there’s no clear policy, process, or paper trail to lean on.

Without an HR function, companies usually get hit in three places: compliance gaps, hiring chaos, and culture drift.

Kimberly Prescott
Blog
November 10, 2025

What’s Causing Low Engagement and How HR Can Help Fix It

Low engagement doesn’t appear overnight. It develops quietly through subtle changes that managers and HR often notice before it shows up in survey data. People stop offering new ideas and collaboration feels forced. Conversations shrink to quick updates and status reports. And by the time annual engagement results confirm the problem, motivation has already dipped.

When employees disengage, it usually traces back to three recurring patterns.

Disconnect between goals and daily work. When employees can’t see how their effort connects to something meaningful, focus drops.
Communication without clarity. Digital channels multiply, yet actual understanding fades when managers assume messages are landing.
Recognition that feels hollow. Sporadic or generic praise can do more harm than good when it seems routine or insincere.

Each of these can spread quietly until they become part of the culture.

Kimberly Prescott
Blog
July 14, 2025

I Don’t Have Time to Deal with HR—But It’s Hurting the Business

When you’re running a business, some things feel impossible to prioritize. You’re juggling sales, operations, client needs, and maybe even taking out the trash. HR? It ends up on a post-it note at the bottom of a long to-do list. It’s not that it isn’t important. It’s that it never feels urgent… until it is.

Kimberly Prescott
Blog
June 9, 2025

HR in the Age of AI: How Automation is Changing the Workplace

The role of HR has never been static, and today it’s evolving faster than ever. Thanks to AI-powered tools, HR professionals are finding new ways to save time, improve accuracy, and focus on what really matters: people. From applicant tracking to ongoing engagement, workplace automation is reshaping how HR teams operate.

Here’s how AI in HR is changing everyday practices and what that means for organizations looking to stay ahead.

Kimberly Prescott
Blog
September 12, 2022

Tips to Cut Down Employee Turnover

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

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

Why does employee turnover happen?

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

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

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

How to prevent high employee turnover

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

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

Work with Prescott HR

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

Kimberly Prescott
Blog
September 5, 2022

Here’s What Quiet Quitting Means

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

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

What is quiet quitting?

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

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

What are the signs of quiet quitting?

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

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

Why are employees quiet quitting?

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

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

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

Why is quiet quitting problematic for employers?

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

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

Work with Prescott HR

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

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