Employee Coaching: The New Benefit
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Employee Coaching: The New Benefit

As organizations face a highly competitive job market, they also face new hiring, development, and retention challenges. Employers are thinking outside the box regarding unique employee benefits. Coaching is on the rise as a powerful method for 1) employee development and more job satisfaction and 2) preventing performance issues and workplace conflicts. It can support…

Exit Interviews are a Must!
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Exit Interviews are a Must!

Do you meet with employees who are voluntarily leaving your organization for their next opportunity? There have been historically high turnover rates over the past year, so the opportunity was indeed present.  If not, your organization is genuinely missing an incredibly powerful feedback loop.  Why bother to spend time? You know why an employee is…

CROWN Act in 18 States Now
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CROWN Act in 18 States Now

The CROWN (Create a Respectful and Open World for Natural Hair) Act and similarly named laws are spreading across our country to stop discrimination based on someone’s natural hair style and texture. These laws ban hair bias, which has affected millions of black people, particularly women and girls, in the workplace and schools. This discrimination…

What to Do When an Employee Starts Crying in a Disciplinary Meeting
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What to Do When an Employee Starts Crying in a Disciplinary Meeting

Many managers delay difficult conversations to avoid the potential for conflict and any related emotions. However, avoidance rarely resolves anything. And the longer you wait, the more challenging the conversation and the harder it is to solve. Early intervention is always the key to more effective feedback and performance improvement. If you find yourself in…

Is It Time for a Pay Analysis? Three Questions to Ask
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Is It Time for a Pay Analysis? Three Questions to Ask

Pay equity issues, rising pay rates, more job vacancies than qualified workers to fill them, and inflation. These are all consistent themes we’ve been hearing for some time that affect organizations, regardless of the industry.  What can you do to address these issues and related concerns? Reviewing your pay practices is a great place to…

Pay Secrecy and Salary History: What Not to Do.
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Pay Secrecy and Salary History: What Not to Do.

Let’s address one of the biggest employment elephants in the room: Wage discussions. If your organization is currently enforcing pay secrecy or asking candidates for their salary history, you need to immediately update your policies. Whether you have a section in your handbook, a stipulation in an offer letter, or you orally communicate your expectation…

What’s Next for Employers?
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What’s Next for Employers?

Bruce Springsteen once said, “When it comes to luck, you make your own.” Don’t wait for things to happen.  Evaluate your organization’s culture, leaders, policies, and practices with a critical eye and take action. Recognize it will be a candidate market for our foreseeable future.  The United States has more jobs than available workforce for…

Upcoming Educational Webinars!
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Upcoming Educational Webinars!

Check out the amazing complimentary events sponsored by HR ROI Consulting! In March, we have an incredible nonprofit peer group event on nonprofit benefits and a desclating violence event open to everyone. In April, our nonprofit peer group will experience “Schoolhouse Rock” NH-style and all employers will have a chance to learn the top ten…

It’s Time for the Great Retention
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It’s Time for the Great Retention

Everything we have experienced since March 2020 has irreparably changed us, and we’ll continue to see that impact indefinitely in the workplace. Employers spent much time experiencing the Great Resignation in 2021. Now it’s time to pivot to solutions and evolve into an environment focused on retention. As Albert Einstein once said, “Life is like…

End of the Road: Termination
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End of the Road: Termination

Deciding to terminate someone’s employment under any circumstances is complicated. The risk means employers must be thoughtful, fair-minded, and strategic. Termination on-the-spot without any investigation, conversation, or prior discipline often backfires. If the misconduct is severe, opt to suspend the employee pending an investigation, and carefully review all the evidence first. Make sure the organization…