If your company is growing faster than you anticipated, and hiring a full-time staff just to handle the demands of Human Resources and Payroll Administration is more than you can deal with, then consider Leasing your employees from Complete Employee Solutions. [Read more…]
The industry standard for performance reviews used to be either Bi-Annual or Annual. That meant that only once a year did a manager and an employee get to sit down and discuss what was working well for each of them, and what was not. Performance reviews were viewed as a chore for both parties. As it turns out, they weren’t very effective.
Today’s HR guidelines are calling for more regular interaction and feedback between managers and their employees. It would seem to me that waiting an entire year to address an issue is far too long, and on the reverse side, not giving an employee immediate feedback on a job well done is a bad idea as well. I am not advocating either of these be done in an offhanded way, but within a short period of time, it’s important to correct something that is incorrect and to acknowledge whatever an employee has done which shows initiative.
This is an excerpt from an HR site called The Balance which addresses the importance of clear expectations on the part of managers and their employees:
“Performance Review Tips
- The employee should never hear about positive performance or performance in need of improvement for the first time at your formal performance discussion meeting unless it is new information or insight. Effective managers discuss both positive performance and areas for improvement regularly, even daily or weekly. Aim to make the contents of the performance review discussion a re-emphasis of critical points.In the interest of providing regular feedback, performance reviews are not an annual event. Quarterly meetings are recommended with employees. In one client company, job planning and evaluation occurs twice a year. Career development planning for employees is also scheduled twice a year, so the employee discusses his or her job and career, formally, four times a year.
- No matter the components of your performance review process, the first step is goal setting. It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee’s job.
- You need to document this job plan: goals and expectations in a job plan or job expectations format, or in your employer’s format. Without a written agreement and a shared picture of the employee’s goals, success for the employee is unlikely.“
The MOST important thing is understanding. What means one thing to me could mean an entirely different thing to you. Be sure to circle back around to each of the goals and standards and let your employee provide feedback and even pushback. Perhaps your goals for them aren’t exactly the right ones. Give and take is important. Up to a point.
If you could use some advice or training in how to handle performance reviews, make an appointment and we can go over things together.
It’s a great time to find a new job in Indian River County. We have had some new venues open up, new businesses moving to our area, and our service providers are literally begging for people. Companies here in Vero Beach and Sebastian which provide services to the construction trade and to homeowners are the fastest growing market segment. But there is also a need for office personnel, retail associates, and yard maintenance. We are so excited by this trend and we really hope it continues for the foreseeable future.
Not only are we seeing this growth trend, it appears that other areas of the country are as well. Take a look: from the ADP Blog:
“Midsized Businesses Boost Job Growth
Midsized businesses added 78,000 positions in April. Unlike large businesses that may be sensitive to international economic factors such as currency exchange, and small businesses that might struggle to provide competitive wages in a tight talent market, midsized organizations are diverse, and their recent streak is difficult to attribute to any overarching economic trends.
While midsized organizations showed no signs of difficulty adding to the payroll in April, organizations of all sizes would be wise to watch the U.S. job market in the months to come. The rapid-fire hiring that took place in the first quarter of 2017 could indicate that talent is at a premium, and wages could continue to rise to reflect a job market where demand is higher than the supply of talent.
The Service-Providing Sector Continues to Flourish
The service-providing sector added an astounding 165,000 jobs in April 2017. The professional and business services sector was a key contributor, adding 72,000 jobs. The main growth in this area was 53,000 positions added in administrative and support services. While it’s certainly pushing the job market forward, this industry could be associated with temporary jobs that may not indicate future job growth in the economy.”
I disagree with the last sentence, at least for our area. For too long there have been local companies where the owners still spent too much time working IN their business instead of ON their business. With the uptick in demand, I think more companies will have the funding to hire staff and keep them working.
I work with companies throughout Indian River County and I am always pleased when I watch them make a concerted effort to hire veterans. I know that plenty of people are still in need of full-time employment, but there is a special place in my mind for men and women who have served our country. It seems to me that veterans often have a stronger work ethic, more self-discipline and are more reliable than the average joe. [Read more…]
If you are someone who has worked for hourly pay most of your life, then being offered a salaried position can sound like a dream come true. You know exactly how much you are going to be paid each week, you have a better job title, things are coming up roses. But wait. [Read more…]