4 Training Options to Introduce a New Employee to Your Business

pexels-photo-533444Hiring isn’t easy. You may have spent weeks, if not months, ensuring you hire the perfect employee for your business. So, how do you ensure they are set up for success in their new role? Since as much as 25 per cent of new hires leave within 45 days of their start date because their expectations aren’t met, it’s important that you have them prepared from day one.

In order for your new employee to be at peak productivity for your business as soon as possible, they likely need to go through some form of training. Here are some training options I frequently recommend to business owners:

Prepare in Advance of the Start Date

If you already have an idea of the kinds of tasks the employee will need to perform, let them know ahead of time. This will allow them the opportunity to brush up on programs or software they haven’t used in a while. Some new hires may even welcome the opportunity to join your office or work environment part-time, prior to their official first day.

Gain Another Shadow

Reading information packages and manuals may not be the best learning method for every employee. For those that need more than written words before diving into their work, assign them to job shadow a coworker who performs a similar role. Assigning workplace mentors may also be an option to consider by pairing a new employee with a more senior member of the team, from whom they can seek advice. You may also want to consider allowing the new employee to sit in on meetings that don’t directly apply to them, so they can better understand the workings of the business as a whole.

On-the-Job Training

Some employees learn best by being put to work immediately. However, I don’t suggest throwing them in the deep end with a “sink or swim” mentality; we don’t want to allow the employee the chance to sink. Give them the opportunity to learn on their own, but make sure to check in regularly to ensure they are on the right track.

Let the Student Become the Teacher

After the employee has been with your business for a few weeks, consider asking them to create a presentation to teach you everything they have learned so far. Who are your clients? What does your business do? What are your business goals? There are two benefits to this teaching method: 1) If the employee was incorrect about any information, you can correct them before the mistake negatively impacts their work. 2) You will know where to improve other training areas based on the accuracy of the presentation.

With a dedicated onboarding process and the support of a TAB peer advisory board, you can streamline employee development. For more tips and information, contact me today!

 

 

Advertisements

Holiday Pay: Is It Worth It?

K-P-32-WorkSchedule-id-1551-jpegThe Victoria Day long weekend is approaching, and as a business owner, you may be debating whether or not you should pay employees holiday pay in order to continue your business operations during this holiday.

To clarify, when I say “holiday pay,” what I mean is the regular holiday pay plus premium pay employers are required to grant employees that agree to work on a public holiday. For guidelines regarding how holiday pay is calculated, you can visit the Ontario Ministry of Labour’s website. In most cases, holiday pay is 2.5 times an employee’s regular salary.

When my clients are making this decision, I suggest they ask themselves this question: Does the cost of paying employees holiday pay outweigh the potential value added to your clients?

Are your clients 24/7/365? Then perhaps your business should be too. If there is a high probability that your clients will need your products/services on a holiday, you may want to consider having employees on hand. Providing availability on public holidays can greatly improve client relationships and ROIs, as it’s an uncommon and possibly lucrative practice.

Since paying employees 2.5 times their regular salary can take a big hit on any small- or medium-sized business’s bottom line, I’d like to share some alternatives to providing holiday pay in order to minimize your costs:

Have Employees Be On Call

If you don’t want to trust the “chance” that clients may need attention, you could have employees be on call rather than officially in the office. However, this won’t be without it’s own price. As a result of Bill 148, beginning on January 1, 2019, on-call employees are entitled to at least 3 hours of pay, even if they aren’t called in to work.

Schedule a Substitute Holiday

In order to avoid the cost of holiday pay or the eventual cost of having an employee on call, you could instead provide employees with substitute holidays. This would save you money, but it may leave you short-staffed on later dates. As a business owner, I know that being only one person short can have a large impact on the productivity of a regular workday.

Is paying employees holiday pay worth it? The truth is, there is no one-size-fits-all formula to decide, even though the government provides a handy calculator to help you figure out the exact cost of an employee’s holiday pay depending on their wage. If you would like some business advice or would like to connect with other business owners in a peer advisory board, contact me today to find out more about TAB!


The Dos and Don’ts of Hiring Negotiations

pexels-photo-872957As a small business owner, you know that hiring quality talent on the first try can be critical to your bottom line. In fact, finding and hiring a suitable candidate can cost your business thousands, or even tens of thousands, of dollars.

When the cost of hiring is so high, what do you do when your offer is countered? Spend the money to start the interview process all over again, or negotiate?

As an owner, being presented with a counter offer may leave a bad taste in your mouth. It’s natural for you to consider the negative personality traits this may reveal about the candidate, such as greed and disinterest. However, in my experience, an attempt to negotiate reveals the following positive personality traits:

  • Intelligence – From the candidate’s perspective, there isn’t much harm in asking for a higher salary. The worst you can say is no, so to not at least ask for a higher salary would be foolish.
  • Confidence – A confident counter offer would tell me that the candidate intends to prove they are worth that value.
  • Enthusiasm – If the candidate only wanted the experience and wasn’t planning on staying with your company long-term, they’d take any offer. It’s understandable for them to want to build a solid base before settling into your business.

If you see these traits in your candidate and want to go ahead with negotiations, you may first want to address this two-part question: How do you negotiate without 1) the candidate changing their mind, and 2) paying more than you can afford? To help guide you, here are some dos and don’ts tips I share with my clients when handling hiring negotiations:

Do

Don’t

  • Welcome negotiation
  • Be insulted by counter offers
  • Initially offer at least $10,000 below the maximum your business can afford
  • Present your best offer at the start
  • Allow the candidate a couple days to consider the offer
  • Let the candidate drag you along for an indefinite amount of time
  • Communicate the reasoning behind your offer
  • Reject their counter offer and stand firm without explanation
  • Consider highlighting or adding to perks other than the salary
  • Go beyond the hiring budget you deemed reasonable

If after a couple rounds of negotiations you two can’t come to an agreement, it wasn’t meant to be. If you are looking for ways to help your business grow including insights on hiring the right candidate on the first try, contact me today!


How to Terminate an Employee Without Decreasing Morale

adult-boss-business-70292Have you made a recent quick hire that isn’t quite fitting the bill? Or perhaps you’ve realized that an employee’s quality of work isn’t what it used to be? For smaller businesses especially, an underperforming employee can have a large impact on the organization as a whole. But what should you do if you encounter such a scenario in your business?

Letting employees go isn’t always the easiest decision to make, but sometimes it’s necessary, especially if all other options, such as coaching and job accommodations, have been exhausted. Before making your final decision, you may want to consider how the termination of an employee could affect your overall business. Consider these factors:

  1. Customers are perceptive. If you have employees with low morale, customers may sense that something is off.
  2. Employees startle easily. Discharging one employee could cause others to worry that they’re the next to go. This can result in a decrease in office morale.

In order to keep your customers happy and avoid employee turnover, I have put together a list of suggestions to hopefully minimize low morale within your business after letting an employee go:

Plan for the Increased Workload

Before terminating the employee, if you don’t already have a replacement lined up, I suggest having a plan in place for the increased workload. One in four Canadians have left an employer due to work-related stress. Note which team members would be best suited to take on which additional tasks, and try your best not to overload any one employee. You may even want to consider taking on some of the tasks yourself, to show your solidarity with the team.

Communicate, Communicate, Communicate

After the employee has been let go, communication is key. Carefully prepare how to explain the termination to your team without possibly opening yourself up to legal repercussions. It’s also important to assure your employees that they are appreciated and that their jobs are secure.

Remember, communication is a two-way street. Not only should you keep them in the loop, but also you should give them the opportunity to provide their input and ask questions. Employees are 4.6 times more likely feel motivated at work if they feel their opinions are heard and valued.

Get Out of the Office

I’ve found that the quickest boost to office morale is getting your employees out of the office. Organize outdoor team-building activities or a team lunch. Maybe put your teamwork to the test in an escape room. Such outings can remind your employees that you care that they are members of your successful, ambitious team.

Deciding when it’s best to dismiss an employee is not an easy task. If you need help preparing your business for change, contact me today!


Four Tips to Deal With Conflict on Your Team

Screen Shot 2018-02-20 at 10.10.03 AMEvery business owner has had some amount of conflict on their team, whether it has been the slamming of doors, a screaming session, or someone walking off a job site. No matter when it happens, or who started it, as the owner you’ll need to address the conflict and provide resolution as soon as possible.

How you approach resolving the issue is a question on the minds of many business owners because conflict resolution can disrupt the momentum you’ve set as an owner, your team dynamics and possibly your entire company. We all know how important it is to confront the issue directly before your workplace becomes toxic. I’ve outlined below four tips to keep in mind when dealing with conflict.

Pick Your Battles

When your staff work alongside each other every day, it’s inevitable that small disagreements will arise, so let these small issues work themselves out. However, when there is hard proof that an employee is causing conflict, it is an ongoing conflict, or other employees are being negatively impacted by this conflict, then it is time for you to intervene. More often than not, your staff is waiting for you to resolve the issue and if you wait too long, it can put your leadership reputation at risk.

Define Roles and Responsibilities

As owners, we are often too busy to create formal roles and responsibilities, but by not creating these documents, it can leave your employees unsure about what is and what is not part of their job. This ambiguity can often lead to one employee blaming another for issues on a project. The best way to ensure any role conflicts do not happen is to create and define each role and responsibility by clearly defining task objectives and expected outputs, and ensuring their job descriptions are up-to-date and reviewed regularly so their role’s purpose and duties are clear.

Don’t Take Sides

Just as there are low-performing employees who can irritate their coworkers, there are also high-performing employees who insist on doing things their way. Sometimes in a small office, we might even have members of our team who we get along with more, but it’s critical as a business owner to ensure that all employees feel heard and understood, and know that their manager is willing to step in and help solve an issue, rather than “side” with an employee who is liked or valued more.

Keep Things Private

Effective and supportive communication is often all that’s needed to solve conflicts in the workplace. Find a private setting, or maybe go grab a coffee with the employee so they feel supported and feel they can speak freely without judgment or embarrassment. They need to feel they can trust you to help resolve the conflict. Trust forms the foundation for every important relationship at work and typically, workplace disputes should not be discussed with the entire team unless it becomes necessary.

Conflict is an issue that you can minimize in the workplace and by doing so, can help you to build a more supportive, welcoming and productive environment. If you’re a business owner dealing with issues like this, don’t face it alone – contact TAB to find out how to become a member, or contact me today.


When Is Hiring A Contract Worker A Good Idea for Your Business?

Screen Shot 2018-01-23 at 10.44.00 AMAs a business advisor, staffing has to be one of top issues that business owners need help with, particularly whether to hire more employees and what type of employee. You may have read in recent media coverage that a growing trend for 2018 is the increased hiring of contract workers by small businesses. We know that a contractor is someone who works for your business on a defined basis, and they can sometimes be referred to as freelance workers or consultants. But it’s very important to remember that contractors are independent businesses, working for you. They can help your business through periods of growth or difficulty, but they are not full-time employees.

Initially, some business owners may focus on the bottom line and think of the hiring of contract workers as a way to save costs. I’ve outlined below some of the key factors you might want to consider when determining if hiring contract workers makes good business sense for you:

  • Your business has turned down major projects due to lack of resources
  • You’re preparing for a seasonal change in business and demand is uncertain
  • You’re trying to remain lean but your budgets are a concern
  • Your business needs someone to hit the ground running
  • You are considering testing out an internal need without a serious commitment
  • The project requires a specialized skill that your company lacks, or as a business owner, you don’t plan to specialize in
  • If you are in an industry that is a fast-growing, such as technology, you can hire a contractor faster than a full-time employee to keep up
  • If you have a virtual office or small space, a contract worker can work offsite

Create a Network
You can hire independent contractors for one-off projects or even long-term business functions such as I.T. or payroll, to help you manage workloads during peak periods. This is why it is so important to create a network of contractors that you trust, so that your business can say “Yes!” to more projects. Being able to hire reliable and available contractors on an ad hoc basis can be a good strategy for growing your business.

Determining your hiring needs and making informed decisions is an area that can be challenging for business owners, and one I see often as a business advisor with TAB. If your business would benefit from the guidance of other business owners who have “been there”, as well as an advisor who has “done that”, contact me to see how I can help!


Hiring Decisions: What To Do If You’ve Hired the Wrong Person

k-158-pom-2068As a small business owner, it’s so important to find the right people for your team. I have spoken with small business owners who are thrilled to see their employees go above and beyond to improve the business. They say they never knew that an employee was so dedicated, or that someone exceeded even their highest expectations. But sometimes, and more often than you’d expect, businesses hire the wrong person and end up suffering certain consequences, which include:

  • Lost time and lost productivity – We’ve all heard the phrase “time is money,” and hiring the wrong person will cost a business both in training time, and in restarting the hiring process again once they’re gone.
  • An unhappy team and workplace – A difficult employee can put pressure on the rest of the team, who must pick up his or her slack, and deal with extra work and stress that they might find unfair.

So, how do we go about dealing with a bad hire? I always try to keep some important questions in mind:

  • Is the employee in the right role? In some cases, the person just isn’t a good fit for their role, but they may still be a good fit within the business. Consider speaking with the employee and changing their role, as that may lead to a happier and more productive employee and team.
  • Are problems arising from simple mistakes, or cutting corners? Mistakes are part of the learning curve, especially for new employees. It’s possible that the employee has made correctable errors, rather than demonstrate a character flaw.
  • Does the employee fit with the company culture? In the end, if the employee is not a good fit within the workplace, it’s best to let them go. Cut your losses early with a bad hire, so that you can save your time and money on finding a better fit, and a more productive employee.

Now that you’ve dealt with a troublesome hire, how do you go about finding the right person? Here are some tips you may want to consider when reviewing possible candidates:

  • Do your research. It’s a given that you do your research on each candidate beforehand, but take a closer look at their resume, LinkedIn profile, and references. Note any gaps in employment or any ambiguous points on their resume, and check their online presence on websites like Facebook and Twitter.
  • Go beyond the obvious. Ask the candidate questions that go beyond their resume and cover letter. Their answers may reveal more about their personality, and the rapport you build with them may show if they’re a good fit within your company culture.

As a small business owner, hiring is one of the many tasks you have to dedicate time to, and though it may be tiring, finding the right team members will be best for your business in the long run. If you’d like to learn more from other small business owners on hiring, and many other strategies, contact me today!