{Day One} 7 Hiring Tips: Check Them Out Thoroughly
Today we're kicking off the 7 Hiring Tips for New Employers. This pop-up training series is perfect for entrepreneurs who are ready to hire for the first time. Throughout the series you'll learn valuable information so that you avoid painful mistakes and have a great first hire. Watch the Replay
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In Today's Pop-Up Training You'll Learn
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If you have human resources policies written and have developed some type of employee handbook, I’m giving you big props right now. You’re a step ahead of the game and should be proud that you’ve put some structure around the people part of your business. Now if you haven’t taken the time to write your employee handbook, this post still has some nuggets for you to consider while you’re planning the policies that will form the handbook. (But hey, I seriously want you to get to work on that handbook ok? Good.)
So back to employee handbook having friends, I’m sure you put a lot of thought into what to include in your handbook. You thought through what problems you wanted to avoid, prevent or manage. Even if you copied and pasted something you found online, you had a purpose for including that particular topic. Maybe you even thought through how you wanted to handle various problems that may arise so you and your management team have a framework to use in making decisions about employee behavior instead of just winging it by the seat of your pants on a case by case basis.
But how do you know when it’s time to revise a policy or just toss it all together? Once you write and publish the handbook are you stuck with the thing forever? Absolutely not. Policies get outdated. Your business changes, it grows and so should your employee handbook and the policies contained in it. In fact I suggest a thorough review of the employee handbook at least once a year. This keeps things up to date and relevant. But I see so many small business owners struggling with policies in their employee handbooks while at the same time not wanting to make changes to those policies.
There is no need for this at all. In fact, there are four very concrete signs that you need to toss or revise a policy. These are like warning signs of trouble ahead. However if you’re experiencing any of the four warning signs we’re about to dive into, the alarm is sounding. hey boss, it's almost back to school. it's time to start planning.(yes, you do need a plan.)7/16/2017 
Summer is almost over which means the kids will be back to school soon. In my county the kids go back on August 14th which is less than one month away. Why does this affect you as a small business owner? Because if you employ parents, guardians or people who take care of children back to school affects your business. Your employees may need time off or schedule adjustments to meet their parenting demands.
The best way to support your employees while meeting the needs of your business is planning. And now is the ideal time to start that process. This post will be your plan and guide you through the things to start talking with your employees about now, so that everyone has adequate time prepare for back-to-school. Plus, you can print a ready to use employee communication which makes it super easy (+ fast) to get the conversation started. In this post we will focus on three specific time periods. Those are:
Grab your planner, some coffee and lets get started. BEFORE SCHOOL STARTS
The weeks leading up to the start of school can be super hectic and busy for parents of school aged children. Often activities for preparing for school may require that employee have time off or an adjustment to their schedules. Even more often is that employees let these sneak up on them. Then it becomes a scheduling emergency where you are scrambling to fill a shift because the employee called out from work to be present with their child for a school preparation activity. However, these emergency situations don’t have to cause havoc in your business. Start talking to your employees now about whether they will need time off work or schedule adjustments for any of these events/activities:
Employees should be able to plan in advance for these events. Schools typically release dates for orientations and the school calendar in advance. Also this information is typically easily available on the school district or school website. Encourage employees to find this information now and develop a plan. 
Employee morale. It's something we all want to be at levels in our small business. Healthy employee morale is gold for small businesses. When employee morale is high, employees are happy to come to work and in turn are more productive. That all leads to happier customers that remain loyal to your business and send their friends your way. All that adds up to a growing thriving business. The moral of the story is that when employees are happy with their work, everyone wins. The question now becomes, how do you actually improve and maintain a healthy employee morale?
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