Best Use of an External HR Professional

Best Use of an External HR Professional

The best use of an external HR professional is to help ownership or managers brainstorm to develop HR strategy, tactics, policies, and training. The external HR professional can be an honest third party that privately helps and advises owners and managers. It may be helpful to allow owners and managers to learn in private so they don’t get called out or humiliated in front of the rest of the employees.

What Your First HR Advisor Should Do?

What Your First HR Advisor Should Do?

When you hire or contract your first HR professional, the first things you need to get them to do is create or update your pay grid, create or update your HR policies, have one-on-one needs assessments with all managers, have one-on-one needs assessments with all employees, develop training plans for all managers and employees, conduct an employee engagement survey, and create a simple employee evaluation process.

Get Feedback from Owners and Managers

Get Feedback from Owners and Managers

Getting feedback from owners and managers means creating the right brainstorming environment, asking the right brainstorming questions, and getting owners and managers to be honest. Human Resources must become the facilitator for getting feedback from owners and managers. We all concentrate on getting employee feedback, but getting feedback from owners and managers is equally challenging.

Managers Need HR Support

Managers Need HR Support

Owners and managers need HR support because they may not be experts in people, corporate culture, work environment, and the laws of the land. These typically are all skills that have nothing to do with the actual “work” of the organization.

My Employee Has COVID-19

My Employee Has COVID 19

If your employee has tested positive for COVID-19 or is suspected of being in close contact with a positive person, then you need to do the following. First, you need to understand and follow all local or national COVID-19 health regulations. Second, you need to support your confirmed sick employee. Third, you need to protect the rest of your healthy employees.

My Employee is My Friend

My Employee is My Friend

When an employee you supervise is also a friend it can be difficult to manage that close connection professionally. For a friend to understand your situation as a supervisor of them you must communicate regularly, discuss work roles, and avoid nepotism or bias.

Top Employee Issues

Top Employee Issues

The top employee issues are employees are always late, calling in sick, starting late and ending early, having low performance, not getting along, not doing as instructed, don’t participate in meetings, and keep quitting.