HR Problem Solvers is a podcast for business owners, CEO’s, or any other professionals given the task of solving their company’s HR issues. The podcast is hosted by Mark Mitford, Managing Director of HR Catalyst Consulting. HR Catalyst provides proven HR solutions and people strategies to drive business success.
HR mistakes can cost small and middle market businesses both time and money. These unintentional missteps arise when small business owners and management teams unknowingly stray from HR best practices and processes. In this episode, we discuss ten oversights that are some of the most commonplace small business HR mistakes.
All companies are experiencing compensation challenges as they struggle to retain talent in a jobseeker’s market. Join us for an informational webinar to get answers to many of the questions business leaders are struggling with as you go into next year’s salary planning cycle. For the video version of this webinar go to our YouTube channel at: https://www.youtube.com/watch?v=a_DZbLlso1k
Some people naturally have grit and others have to develop it themselves, but everyone needs it! Grit is the ability to keep going when the going gets tough. The ability to succeed in the face of adversity. Grit is a recipe and foundation for success. Here we discuss a few tips on how you can add grit to your list of character attributes!
What is going on with all the hiring challenges in the current job market? Today, we discuss the growing divide in the workforce, knowledge workers wanting 100% remote work, more job openings than there are workers to fill them, how applicant tracking systems are making it hard to apply for certain jobs, the importance of a short hiring cycle and competitive pay.
Employee retention is something that is top of mind today. Everyone knows that spending a little time on employee retention can save the company alot of time in hiring and training new employees, but how exactly do you go about retaining your employees when so many seem to be seeking other opportunities? Here we discuss several simple and specific ideas that can be easily implemented and make a big difference in retention.
We all know about the great resignation. What are the factors driving it and how are both employees and employers responding? Today we take a look at some of the many aspects of the resignation, what is happening in the labor market and how the war for talent is leading to changes in the workplace.
Today we are talking about developing resiliency versus putting your head in the sand. How do we problem solve and learn from our mistakes so that we don’t continue to use the same type of thinking that led us to the problem in the first place? We have to always keep growing and keep developing as we work to be better 6 months down the road or 3 years down the road. Managing our emotions and leading by example when things get tough is critical for everyone especially those in leadership roles.
Where do you start when you are building Foundational HR Strategy for a new or growing organization? Today we dive into many areas to consider when building a strong HR strategy that will carry your business forward and allow it to compete in today’s marketplace for hiring and retaining employees which ultimately leads to success and profitability. We discuss ideas around embedding your core values, mission and culture into all the company’s programs and strategies. The subject matter is a great overview on HR Strategy from an HR expert’s perspective.
The 7 C’s strategy helps us simplify the process necessary to creating that team we all need to make our business successful. Here we look at the process as put forth in the book You win in the Locker Room First by Mike Smith former coach of the Atlanta Falcons. It’s a great plan to build a winning team in business, sports and life .
Flexibility has become one of the main things people are looking for in their job. It is interesting that multiple polls are showing that flexibility is ranked above higher pay, more time off, and feeling comfortable in job security.
Holding regularly scheduled one-on-one meetings isn’t just a nice to have management practice. It is an essential component of effective leadership and a key to getting the right results from those that you lead. It is the best way to establish accountable relationships between yourself and your employee and an important tool at the leader’s disposal to influence others.
Pivoting your business means fundementally changing the direction of your business when you realize your products or services aren’t meeting the needs of the market. The main goal of pivoting is to help improve company revenue or survive in the market place. There are several reasons you might need to pivot your business and we discuss some of them here.
Here we discuss the model that is followed in the book Radical Candor by Kim Scott. The book is really focused on 2 basic concepts of leadership: 1) caring personally for your employees as individuals and, 2) challenging your employees directly. Radical Candor has become one of my favorite books and I most recently did a leadership series for a client and used this book as the foundation for the program.
Think of succession planning as having a 2nd string quarterback in the wings. No matter the size of your company, you need to have a succession plan. Here we look at the reasons for having a succession plan and how to implement one. Not having a plan in place could be a huge deficiency in your organization.
Here we take a look at the 3 levels of employee engagement and how it affects performance, productivity and profitability. Research shows organizations with a highly engaged workforce outperform their competitors.
Making sure you have a clearly defined and consistent compensation strategy is critical to retaining, developing and motivating your employees. Compensation involves more than just salary. Let’s take a look at the need for external benchmarking, creating pay bands and pay grades and the importance of paying for performance.
It is the job of every capable leader to bolster their employees’ and organization’s resilience. These actions and behaviors can make you a more thoughtful and effective leader in times of crisis or the best of times. Sometimes going back to the basics of leadership can take you a long way in forging a path forward for your organization.
Top 10 things you can do to increase employee engagement in your organization. These simple no cost initiatives help you build the type of culture that naturally increases engagement. This translates into higher employee loyalty, job satisfaction and work productivity for your company.
Harrison Kim interviews Mark Mitford on managing your top and bottom performers.
What are the most important leadership qualities to have? Here we will discuss a number of qualities that set leaders on the right course to drive team success.
Many companies think employee on-boarding takes place the first day at the company. If done properly, it takes place over the first 90-120 days of employment. Employee on-boarding done right shows an employee how their role fits into the company which increases employee engagement and retention. Implementing the ideas shared here can help decrease turn over and retain your hiring investment.
Many businesses focus most of their attention on the daily and weekly task or the “fire of the day.” With this approach your agenda and strategy go out the window! It is important to spend a set amount of time to work on the business, not in the business. Take a strategic perspective by doing a SWOT analysis to learn your organizations strengths, weaknesses (internal), opportunities and threats (external).
The most successful companies see HR as strategic versus administrative. Human Resources done right plays a critical role in determining great business results. Here are some specific HR strategies that can help your company realize its full potential.
It is vitally important for companies to identify high and low performers among the employee group. Your handful of top performers are the jewels of your organization. These are the people who are driving the success of your business. There are effective strategies for managing these two employee populations. Properly managing your talent pool will raise the performance bar in your organization and bring a higher level of productivity and financial success for your business.
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You don't need to feel constantly frustrated with your HR issues or waste time, money, and energy trying to do it all yourself. Work with us instead to get past those hurdles and move forward growing your business.