EffortlessHR Blog » Business http://www.effortlesshr.com/blog A comprehensive human resources blog with a focus on small business labor laws and employee issues. Mon, 01 Aug 2011 21:35:01 +0000 en hourly 1 http://wordpress.org/?v=3.3.1 Back To School – Already?! http://www.effortlesshr.com/blog/lead-articles/school/ http://www.effortlesshr.com/blog/lead-articles/school/#comments Mon, 01 Aug 2011 21:20:51 +0000 Lola Kakes http://www.effortlesshr.com/blog/?p=684 When you think of the phrase, “back to school” it can bring up several images – it could bring up memories of when you were a youngster, enjoying the summer and all of a sudden faced with the reality that school would be starting up again very shortly.

It could also bring up the parent’s checklist of making sure all the required shots and immunizations are in place, enrollment forms completed, paper and pencils purchased, new shoes bought, etc.

As a business owner it could mean one of two things and that is what I am going to go over.  What are those two things?

  1. Back to school could mean looking at your current programs to see if you have policies in place for your employees regarding day care, dependent medical coverage, time off requirements, and communication between employees and their supervisor.
  2. The second issue of back to school could be looking at your current tuition policy and how supporting your current employees in furthering their education by going back to school can enhance your business and help retain some key people.

So, let’s look at these two issues.

The first one is probably the issue most employers need to concentrate on to start.  The work/life balance is very important to the family worker who needs and wants the job, but also wants to make sure their children are in school.  If you can make sure you have good clearly stated policies and programs, your employee will be more relaxed and productive at work.  If they feel they have to hide what they are doing from you, they will not be as productive and your business may suffer.

This might be a good time to do an audit of your “back to school” policies and programs.  Do you know what types of programs your employees need?  Have you talked to your insurance broker to find out what types of insurance in available for a family and how to keep the cost down?  Do your policies reflect what you what them to regarding flex time or school visitation?  Some states have specific regulations that allow parents time off to attend school functions.  Does your state have such a rule?  Do you communicate openly with your employees to let them know you care and are flexible enough to work with them on this issue?

The second part of the issue is providing your own “back to school” for your employees.  It could be as simple as adding some specific training that managers might have asked for but you haven’t implemented.  Many employees want to increase their effectiveness on the job by taking classes.  Maybe you can talk to your local community college and see if you can develop a program that will offer your employees the education they are looking for at a reasonable price.  It may or may not be feasible but you won’t know until you ask.

Putting together a reimbursement policy will help define what you will offer and what the employee must do to participate.  You might start with required training classes or supervision classes and see what the response might be.  There are some great on-line courses and training programs.  The bottom line is, if your employees know you care enough to help them go back to school, they will probably stay with you for a long, long time.

Therefore, brush off the heat of the summer and get ready for the new school year.  The economy has been down, businesses have been slow, but you can turn up the pace by getting a jump start on going back to school.

Searches for this article:

Source: Effortless HR Software's HR Blog | Back To School – Already?!
]]> http://www.effortlesshr.com/blog/lead-articles/school/feed/ 1 How to be an effective leader http://www.effortlesshr.com/blog/management/how-to-be-an-effective-leader/ http://www.effortlesshr.com/blog/management/how-to-be-an-effective-leader/#comments Tue, 14 Dec 2010 15:00:16 +0000 Lola Kakes http://www.effortlesshr.com/blog/?p=730 Before we begin to discuss being a leader, we probably should define what a leader is.  This is important because there can be a distinction between being a “boss” and being a “leader”. 

Your position may define you as a boss, which provides you with the authority to accomplish tasks and objectives.  This authority does not define you as a leader, however.  It simply makes you the boss.  Leaders can be defined as a person who influences others to accomplish the tasks and objectives.   A leader makes others want to achieve the tasks and goals they are given.

That isn’t to say that leaders don’t have tasks to perform.  It is just that when they do have tasks they often use the following three “C”s to keep projects running smoothly.  There may be others that are important, but we will just discuss these three for now.

  • Communicate
  • Coordinate
  • Collaborate

Communicate

A “Boss” may have important information.   Having this information may also make them feel important.  How you use the information or what you do with it can make you a “Leader”    The challenge is the sharing of important information.  Other employees may not be eager to share information with someone they don’t know well or do not trust. 

Leaders must work hard at establishing good lines of communication.  Communication helps everyone agree on roles within the organization, the tasks to be accomplished, the time lines to get projects out the door, learning what the customer wants and describing that need to others, and listening to what is being said. 

Coordinate

A “Boss” may just give an employee an assignment and assume it will be accomplished.  A “Leader” will coordinate the completion or hand-off of a project/task with those who can best accomplish the goals.  They know their people and realize who works best in what area.  They don’t just hand an employee a task, they delegate the authority to the employee to get the job done.

Collaborate

A “Boss” may not want to roll up their sleeves and get the job done.  They may not want to get their hands dirty as they may believe the job is not theirs to do.  A “Leader” understands that collaboration requires working side-by-side to meet the goals and objectives of the organization.  Leaders use their collaborative skills to achieve significant accomplishments and they understand, appreciate, and leverage the differences in their people to produce the greatest solutions for complex challenges.

The three “C”s cannot be effectively used, however, unless you have built a solid foundation on TRUST.  The relationships that Leaders build form the foundation upon which a company flourishes.  Leaders understand that by knowing their employees, they know who they can count on to get the job done.  

There are trust builders and trust busters.  Look at the following list and see where you are in building your leadership.

Builders                                                                                          Busters

  • Share needed information                                                     Sharing Confidential Information
  • Loyal                                                                                               Giving information to outsiders
  • Acceptance of others                                                               Withholding information
  • Valuing others                                                                             Vague instructions
  • Awareness of what is happening                                          Hidden agendas
  • Openness                                                                                        Fear tactics
  • Honesty                                                                                          Public criticism or embarrassment

 

And remember, the deepest foundation builder for developing leaders is good communication!

Related Articles

    Searches for this article:

    Source: Effortless HR Software's HR Blog | How to be an effective leader
    ]]> http://www.effortlesshr.com/blog/management/how-to-be-an-effective-leader/feed/ 8 EffortlessHR Announces Free Trial for Web-based Small Business HRIS / HRMS Software http://www.effortlesshr.com/blog/lead-articles/effortlesshr-announces-free-trial-for-web-based-small-business-hris-hrms/ http://www.effortlesshr.com/blog/lead-articles/effortlesshr-announces-free-trial-for-web-based-small-business-hris-hrms/#comments Fri, 28 May 2010 21:08:29 +0000 Aaron Queen http://www.effortlesshr.com/blog/?p=668 That’s right!

    We are bringing back our very popular free trial for our EffortlessHR Online HR Software system.

    Just in case you read the blog, and have never visited our main site ( http://www.effortlesshr.com/ ) , We’ll list some of our exciting existing and new features below:

    Be sure to check out everything we offer, and we’d love to hear your feedback. Click here to visit EffortlessHR.com

    Searches for this article:

    Source: Effortless HR Software's HR Blog | EffortlessHR Announces Free Trial for Web-based Small Business HRIS / HRMS Software
    ]]>     http://www.effortlesshr.com/blog/lead-articles/effortlesshr-announces-free-trial-for-web-based-small-business-hris-hrms/feed/ 2     Building Your Own “Field of Dreams” http://www.effortlesshr.com/blog/lead-articles/building-field-dreams/ http://www.effortlesshr.com/blog/lead-articles/building-field-dreams/#comments Thu, 15 Apr 2010 17:49:37 +0000 Lola Kakes http://www.effortlesshr.com/blog/?p=659 When I first started my own consulting business, in 2001, I was a sole owner/worker and thought I was on top of the world! I was really ready to have people knocking on my door, ready to use my incredible services. As any first time business owner will tell you, this is not an uncommon phenomenon, but it is most likely not reality.

    That passion to be my own “boss” and to have my own business is still there. The difference is that now I understand how to build my specific “field of dreams”. In the movie, “Field of Dreams”, the famous line is, “If you build it they will come.” Many entrepreneurs fall into the trap of merely putting their business together (building it) and expecting customers to flock to them.

    Most entrepreneurs come from a corporate environment, where if they need specific assistance on a project, they pick up the phone and call that department or division and get the help they need. When they start their own business, the reality is they are the total business. They are expected to do all the various functions that make a business viable – logistics, scheduling, customer service, sales, marketing, hiring, writing, calling, — you name it and it has your name on it!

    I remember that wake up call when I had been in business for 6 months and did not have a customer. I didn’t know how to market my services, how to explain my concept, or how to close the deal or how to price anything. I did know how to meet people and talk to people – so I involved my self with ASBA (Arizona Small Business Association) and NAWBO (National Association of Women Business Owners).

    I discovered that the way to build my dream was to surround myself with men and especially women, smarter than I am in areas that I did not have expertise. I discovered that by forming alliances and partnerships with other businesses, I had the ability to develop customer service techniques, sales and marketing processes, writing newsletters and presentations, and how to tell others what I do. I may have been able to reach these areas of expertise on my own, but it would have taken a lot longer and would not have been as much fun.

    So, what type of partnerships am I talking about? There are (in my mind) two types of partnerships:

    1. Formal with written agreements and clauses
    2. Informal with a handshake and an agreement to work on a specific area

    Formal agreements usually come with a fee, and that is okay if that is what you need. I have used formal, paid partnerships and they have proven to be very helpful in my business growth.

    The informal partnerships may or may not be paid, but are usually of a short duration and may reoccur throughout the course of your business.

    Let me give you an example of these partnerships:

    When I first started my business, I realized I needed a website. At a networking function I met Joey Ambrose and I hired him to put together my first website. It was a paid partnership with specific guidelines in place. I was excited and Joey was excited too as he was just starting his dream building. That partnership has developed over the past 7 years to a strong friendship, where we both trust and respect one another. So, when I dreamed about my own Internet HR program, the first person I spoke to was Joey, who helped my through the process and has been a strong supporter.

    An informal partnership is developed over time and relationship building. My example of this type of partnership included my friendship with Ellen Kirton, who started out as my business coach and so believed in my dream that she asked to be able to share that dream. She brings knowledge to the business that I do not have but that is needed. We started with a formal agreement, moved to an informal arrangement and she is now an integral part of EffortlessHR.

    You develop these partnerships/alliances through your involvement with organizations. I have been able to build a strong base through NAWBO and I consider my circle of influence to have grown over the past 7 years. Women, especially, need to develop the networking and building of relationships in their businesses. This is most easily accomplished through the participation in women business organizations where you can look for similar values among the women. Men have long ago established the “good old boy” network and women are now learning the value of these relationships. Our relationships are based more on nurturing and relationships but are long lasting and very, very effective.

    So, my advice is to dream your dream, but surround yourself with smart women who have the experience you need to make the dream a reality. As you surround yourself with them, they are also surrounding their businesses with their supporters. Don’t be afraid to tap into these wonderful resources – we are really all in this together!

    Related Articles

      Searches for this article:

      Source: Effortless HR Software's HR Blog | Building Your Own “Field of Dreams”
      ]]> http://www.effortlesshr.com/blog/lead-articles/building-field-dreams/feed/ 0 Understanding Diversity in the Workplace http://www.effortlesshr.com/blog/employee-issues/understanding-diversity-workplace/ http://www.effortlesshr.com/blog/employee-issues/understanding-diversity-workplace/#comments Tue, 08 Sep 2009 21:52:03 +0000 Lola Kakes http://www.effortlesshr.com/blog/?p=189 As a business owner, consultant, and entrepreneur I have been told by many small business owners that “diversity” is really only applicable to larger businesses. When asked what diversity means to them (the small business owner), many respond it is about differences in race or gender. It is not about making the workplace a better place in which to work, but more about following the law.

      I believe that diversity is really about being open to the global community and being prepared to respond to inquiries and ideas from a diverse community. If one truly understands the diverse culture we all bring to the table, we will have more open communication, better understanding, cultural and economic agreement, and less conflict.

      By bringing diversity to your workplace, you can help to build a stronger organization and provide broader profits and capabilities to your customer base. As technology makes our world “smaller” , bringing cultures together, forcing us to work if not live together, diversity is undeniable and must be managed.

      Let’s start by defining “Diversity”.

      Diversity is bringing together a diverse group of people to work and communicate effectively and efficiently. Diversity is not just about race and gender, but also about diverse thoughts on religion, areas of the country, age, disability, and any other issue where more than one individual working, living, and communicating with another individual brings different thoughts together. Diversity can even be how different people learn, how they communicate (language), and how they perceive a problem or issue. Diversity is defining the differences we all have.

      Look at your family dynamics. The family unit is made up of several types of individuals – for example, maybe different genders, possibly different age groups, different backgrounds and belief systems, different values, different up-bringing and different thought processes. If there was not a desire to learn about one another or to be a part of one another’s life, the family unit would not be there. It is only with the development of understanding between the primary individuals that the family will develop.

      The same is true in a business. Diversity begins at the top, with the primary contact person understanding and looking for individuals that work well together, communicate with one another, and fit the culture of the company. Will there always be agreement? No, and in fact you don’t want blanket agreement. If you always agree about everything, you become stagnant and boring and you won’t move forward.

      Diversity is understanding the differences we all bring to the table and being able to respond to those differences in a positive manner. Grow your business and yourself through association with diverse individuals. You and your business will be glad you did.

      Related Articles