Harassment in the workplace recently entered the public arena with the growth of the #MeToo movement. Believe it or not, these incidents occur at all levels and in all industries. Instead of acting as if it couldn’t happen to your company, you need to be prepared when a harassment report is filed so you can act immediately. If you aren’t sure of how to respond, follow these steps.
Social media is an unavoidable force in 2018. Whether you enjoy it or not, it is crucial for your company include it in its overall strategy. More than merely having social accounts for your business, you must have a plan in place to ensure you’re using the correct platforms and meeting the needs of your customers and visitors. Once you’ve established the goal of your social media, use these three easy ways to brand your company through social media.
Irreverent, humorous, and enlightening; sometimes all at once. You can find a podcast to suit any of your interests, whether it’s the folklore that shaped our stories today, movie reviews, history, or just news. And that’s just scratching the surface – there really is something for everyone, and then some.
Whether to keep a department in-house or outsource the work is always a consideration for businesses. Each offers its own pros and cons, so at the end of the day it comes down to what will work best for your unique operation. If you only require certain marketing projects throughout the year, an agency you work with when needed is likely the best budgetary decision for you. Another department worth considering is human resources.
Over the last 40 years, HR as a concept has been revolutionized by evolving policies and procedures. Before, it was an area focused on simple tasks, including mediating employee disputes, hiring, and letting employees go. Instead of HR falling under another department, it now needs a dedicated presence to ensure compliance. Because of this, many companies, especially small businesses, are electing to outsource some or all of their human resources work. If you’re wondering which the right option for you is, ask yourself the following three question.
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When a new hire comes on board, whether they become a long-term value-added employee or quickly gone painful subject depends on what you do once they start. It’s possible they might leave quickly for personal reasons, but most of the time the responsibility falls on you. Instead of saying goodbye to your next great employee, try these four steps to keep them around.
Few managers wake up in the morning excited to provide some negative feedback to an employee. On the contrary, many will avoid having these conversations, especially early in their time as a supervisor. Despite the challenge and potential awkwardness of these conversations, sometimes they are necessary. Next time you have to discuss a hard topic with an employee, follow these tips.
Something about summer always stirs a change in employee behavior – most notably a drop in productivity. Perhaps it’s because, for 13-plus years, you know the approaching warmer weather means school is almost out and it’s time to relax for three months. Alternatively, maybe after a long winter, no one wants to stay inside.
Good business leaders understand that cross-training employees can yield several benefits for both the employees and the company that they work for: it offers flexibility within a company by giving your employees the abilities they need to fill in roles outside their primary job responsibilities temporarily.
Any great business knows that the long-term success of any company is heavily dependent on worker quality and worker loyalty. As hard as it is to measure the full value of quality workers, we all know that whom you hire is very important. The economic cost of workers is staggering: they influence not only the hard numbers regarding a company’s profit – but also things that are hard to quantify like customer relations and customer satisfaction.
For businesses to thrive in today’s economy, finding and retaining rockstar employees is crucial. When turnover is high, employers face the increased costs associated with recruiting, hiring and training replacements. There are also the costs that are hard to quantify – declines in productivity, low morale, and damage to company culture.