human resources department Archives

Kimberly Prescott
Blog
December 19, 2022

Setting Your Organization Up for HR Success in 2023

With the new year just around the corner, you may be wondering how to improve systems around the office in 2023. We recommend beginning with your HR department. A proper HR department should be a resource for trust among your employees. An effective HR department should look out for the well-being of your team and streamline the communication between upper management and employees. Keep reading to learn how to set your organization up for HR success in 2023!

Have a Written Handbook and Policy Document

If you haven’t already, the new year is a great opportunity to develop a written handbook or policy document that outlines important facets of your organization. A written handbook allows your organization to clearly communicate expectations to your employees. It should serve as a reference to review in times of uncertainty. Your handbook or policy document should include items like office dress code expectations, onboarding procedures, payroll information, set office hours, and more.

Organize Your Employee Files Efficiently

Start the new year off on the right foot by ensuring all employee files are organized in an efficient manner. Don’t waste your time digging through files in 2023, and instead get organized before the new year starts. All personnel files should be in alphabetical order by the department for easy access. You may even want to consider securely backing up these documents on the cloud, safely.

Reevaluate Your Employee Benefits Package

The start of a new year means that your employee benefits clock has reset. Now is a great time to evaluate the types of employee benefits you offer to your team. Look for ways to improve, like offering more competitive paid time off, health insurance benefits, expense stipends, wellness benefits, or educational assistance.

Assess Your Office Culture

Have you noticed that employee morale was slipping in 2022? Or maybe you have had to resolve multiple conflicts amongst employees over the past year? Take this time before the new year begins to assess your organization’s office culture. Think about how you can improve the work environment to create a better office for your team. At the end of the day, the kind of culture you determine for your organization should align with your business’s core values.

Make Sure Everyone is on the Same Page

In order to run a successful business, every team member needs to be on the same page when it comes to overall goals and visions for the organization. Take the start of a new year as an opportunity to communicate your company’s overall vision for the future. Be sure to allow your employees time to ask questions and provide suggestions for improvement, too.

Work with Prescott HR

Are you ready to set your organization up for HR success in 2023? We are here to help! Prescott HR offers a wide range of services that can help your organization evaluate your current policies,incorporate new ones, and more. 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.

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.

Kimberly Prescott
Blog
December 13, 2021

How to Build a Successful Internship Program

Most organizations can benefit from a successfully-run internship program, preferably through their human resources department. Not only is it fulfilling to teach a new generation about your organization’s skills, but it’s also helpful to your business to bring in a fresh perspective. Successful interns can help your organization check tasks off the to-do list while also providing support in areas you may not be as strong at, like technology and social media management. In order for an internship program to be successful, your organization has to take into account several different considerations. We’ve rounded up a few suggestions for how to start an internship program that is efficient and rewarding.

Create a Clear Job Description

Before you even think of posting an open internship position, you have to get clear what the position entails. Understand that most of the interns you will hire are probably still in school and unaware of how businesses run day-to-day. Plus, no one works well under little direction. So before you start looking for interns, sit down with your team to discuss what you need help with. Try to come up with a list of actionable and realistic items for an intern (or interns) to accomplish. This can be anything from filing documents to cleaning up computer documents. Make sure all your expectations for the role are written down with clear details on the job description.

Assign or Hire an Internship Coordinator

It’s very important that when establishing a new internship program that someone will be in charge. This person should be the one that all interns turn to if they have questions about day-to-day tasks. You don’t want to bog down other employees with an intern who asks a ton of questions when they are trying to get their work done. Depending on the scale of your internship program, this may require your organization to hire a full-time person to oversee the interns.

Connect Your Intern with a Mentor

Once you hire the right interns, it’s important that they feel connected to your organization. We recommend connecting each intern with a different mentor within the company. Their mentor should be the person they reach out to when they don’t understand an aspect of the industry as a whole. Especially as a younger person with little experience in the real “working world,” providing someone for your intern to turn to when they don’t understand something fully can be invaluable.

Have Fun!

When an intern leaves your organization, you want them to have fond memories of their time at your business, especially if that intern is considering a position in your industry. When it comes time for them to graduate school and find a job, the positive experiences they had during their internship may lead them to apply for a full time position with your company.

Prescott HR offers a wide range of outsourced HR solutions that can help you establish a successful internship program for your organization. Our UnIntimated HR practices allow us to be focused and effective, providing your business with exactly what you need. Give us a call today at 443-351-8818 or contact us online.