This morning, I heard an old Persian Proverb, "Go and wake up your luck". For some reason, this really stuck with me and I have found myself thinking about it at various times today and how it might apply to me, and my business.
I am a fairly motivated person, and spend little time waiting for things to happen. I'd like to think that I am pretty action-oriented. But the proverb doesn't talk about finding "action", it's about finding luck.
Last night my husband and I went out to dinner with some good friends. At the bistro, it was BINGO night, so of course, we played. Wouldn't you know that we had no luck? Not one BINGO was called at our table, despite our concerted efforts to wake up that luck.
This afternoon, I met with a potential client. They are a small company who has experienced the sting of downsizing, financial hardships, and overall lack of business. Throughout our conversation, I realized that, despite thier "bad luck", they remain extremely optimistic, and actually want to invest in the people processes that will help them rebound quickly when the economic opportunity arises. A perfect example of a group of dedicated individuals "waking up thier luck."
I am standing at Luck's door, ready to help the sleeping giant awake. I know that my ability to remain optimistic, seek out and sieze opportunities, and ready myself for the ensuing upswing will result in success.
Best of luck to you.
Ericka Heid
www.h-r-now.com
Friday, October 30, 2009
Tuesday, October 27, 2009
Bliss
Today, I was involved in a discussion with other business owners about following our bliss. Our path to bliss was described as a highway - a fairly straight path with little resistance - that will end in a place of complete happiness, passion, paradise, haven, calmness, etc. Along this highway, though, there are off-ramps, backroads, detours, rest-stops, and the like which distract us from actually getting to bliss.
How often have we taken those off-ramps, thinking that they would end up in bliss - only to find they were a dead end? Perhaps too often. Now, rather than think that each off-ramp is a bad and bliss-less place, I'd like to think of it as an opportunity to learn something. It is a way for us to decide that that place is not bliss at all and, in fact, this place helps us better understand where bliss is or define how to get there more efficiently.
All we have to do now is get back on the highway. Thank goodness for on-ramps.
Today, I will study my map for the location of bliss - but I will be open to what those off-ramps might have in store for me.
How often have we taken those off-ramps, thinking that they would end up in bliss - only to find they were a dead end? Perhaps too often. Now, rather than think that each off-ramp is a bad and bliss-less place, I'd like to think of it as an opportunity to learn something. It is a way for us to decide that that place is not bliss at all and, in fact, this place helps us better understand where bliss is or define how to get there more efficiently.
All we have to do now is get back on the highway. Thank goodness for on-ramps.
Today, I will study my map for the location of bliss - but I will be open to what those off-ramps might have in store for me.
Thursday, October 15, 2009
HR Pitfalls...
In today's workforce, business owners really struggle to keep their heads above water. They are asked to be more productive with less resources, and often times take on the responsibilities of too many areas of their business.
Our external environment affects business owners as well. A new congress and administration in Washington, Supreme Court rulings, and now - healthcare reform. What does it all mean to business owners?
There are several HR pitfalls to avoid. Read on.
Sloppy I-9 procedures - 2007 marked a new record in arrests made by the Department of Homeland Security. Almost 5,000 people were arrested during worksite enforcement activities, and the message was loud and clear - Employers who knowingly employ illegal aliens will pay for it. To stay compliant, make sure that you: 1. Stay within established timelines. 2. Accept only documents that are genuine. 3. Know which documents are acceptable, and reject expired documents. 4. Let the employee decide which documents to give you.
Inconsistent classification of positions under the FLSA - Remember that, in order for you to classify an employee as exempt, the employee's position must meet every criteria under the Fair Labor Standards Act (FLSA). Connect with the Department of Labor
Tripping over service members' rights - Most employers are not aware of USERRA and how that act might impact their business. There are notification, reinstatement, promotion, and benefit rights that employers should know and understand. Link here for more information.
And of course, contact HR Now for any assistance you might need.
Ericka Heid
HR Now
www.h-r-now.com
Friday, October 9, 2009
Business Opportunity!
I am working with Matt Courts, of Carpet Direct. Matt is looking for experienced sales agents to join his growing team.
A supreme opportunity to join a growing and profitable organization. Start a career in sales, build a business to last a lifetime.
Carpet Direct Corp. is a national organization that places customer orders directly to the nation's leading flooring manufacturers on behalf of homeowners, builders, and realtors; people just like you. We are expanding, adding professional sales agents to represent Carpet Direct across the Twin Cities.
If you are an experienced sales person with enthusiam and tenacity, we'd like to meet you. Motivated agents earn $80K-$150 per year, without any start up costs - and lots of support.
Requirements:
-Clean white van or SUV
-Experience as floor sales person, or in retail sales
-Database experience
-A desire to deliver excellent customer service,
-and success!
For more information, please contact Ericka at 763.634.8600
www.h-r-now.com
A supreme opportunity to join a growing and profitable organization. Start a career in sales, build a business to last a lifetime.
Carpet Direct Corp. is a national organization that places customer orders directly to the nation's leading flooring manufacturers on behalf of homeowners, builders, and realtors; people just like you. We are expanding, adding professional sales agents to represent Carpet Direct across the Twin Cities.
If you are an experienced sales person with enthusiam and tenacity, we'd like to meet you. Motivated agents earn $80K-$150 per year, without any start up costs - and lots of support.
Requirements:
-Clean white van or SUV
-Experience as floor sales person, or in retail sales
-Database experience
-A desire to deliver excellent customer service,
-and success!
For more information, please contact Ericka at 763.634.8600
www.h-r-now.com
Tuesday, September 8, 2009
Are You An Employer of Choice?
Employers of Choice – be one!
Despite the economic rumbles and tumbles of 2008 and 2009, many small companies have found a way to stay focused on being a great place to work. Read on for some of the ways these companies are keeping their head above water, and excelling as an employer at the same time.
Cross training – these employers know that expanding the knowledge and abilities of their workforce is a win-win. They get added expertise and resources, and employees are allowed to grow and develop within the organization.
Layoffs as last resort – most of these companies have had to reduce staff. They did so with open communication, strategic thought, and foresight. In one case, an organization found increased productivity because they laid off the right position, the right people - at the right time.
Employee input on cost reductions – bringing employees into the loop and asking for their ideas on cost reduction allows employers to solve budget problems, and employees to feel as though they have a say in how reductions will be handled.
Leadership development – Is leadership a core value? These small businesses put their money where their mouth is – developing the leadership qualities in all employees. This strategy develops their employees in ways that positively affect their bottom line.
Fun work environment – All work and no play makes everyone dull. Laughter and playfulness are motivators in the workplace. Having a fun environment also encourages a higher level of teamwork, resulting in better ideas and programs. Highly effective organizations find the fun in what they do, and reap the benefits of increased comraderie and productivity.
“Culture” orientation – These companies know that “job fit” is not the only predictor of employee performance and retention. Fitting into the culture of the organization is equally, or maybe even more important. Organizations that pay attention to what makes them special…and successful -are better able to articulate that to new employees, bringing them into the folds of company culture and effectiveness much quicker.
Customer service and communication training – Every organization has customers to be served. Every organization needs better communication. The best workplaces know this, and invest in a higher degree of each. Training programs focused on the expectations surrounding customer service and communication have shown to not only increase customer retention levels, but employee retention as well.
Always scouting top talent – Not hiring?? Bad move. Smart organizations are always on the look out for top talent, even if there isn’t a position to be filled. Especially in today’s job market, where so much talent is out there – be on the lookout for the next super star for your organization.
Collaboration – A “we is better than me” mentality helps successful organizations be even better. Bringing teams together, people together, and departments together – working towards a common goal can be the key to increased profits, employee retention, and organizational effectiveness.
www.h-r-now.com
Despite the economic rumbles and tumbles of 2008 and 2009, many small companies have found a way to stay focused on being a great place to work. Read on for some of the ways these companies are keeping their head above water, and excelling as an employer at the same time.
Cross training – these employers know that expanding the knowledge and abilities of their workforce is a win-win. They get added expertise and resources, and employees are allowed to grow and develop within the organization.
Layoffs as last resort – most of these companies have had to reduce staff. They did so with open communication, strategic thought, and foresight. In one case, an organization found increased productivity because they laid off the right position, the right people - at the right time.
Employee input on cost reductions – bringing employees into the loop and asking for their ideas on cost reduction allows employers to solve budget problems, and employees to feel as though they have a say in how reductions will be handled.
Leadership development – Is leadership a core value? These small businesses put their money where their mouth is – developing the leadership qualities in all employees. This strategy develops their employees in ways that positively affect their bottom line.
Fun work environment – All work and no play makes everyone dull. Laughter and playfulness are motivators in the workplace. Having a fun environment also encourages a higher level of teamwork, resulting in better ideas and programs. Highly effective organizations find the fun in what they do, and reap the benefits of increased comraderie and productivity.
“Culture” orientation – These companies know that “job fit” is not the only predictor of employee performance and retention. Fitting into the culture of the organization is equally, or maybe even more important. Organizations that pay attention to what makes them special…and successful -are better able to articulate that to new employees, bringing them into the folds of company culture and effectiveness much quicker.
Customer service and communication training – Every organization has customers to be served. Every organization needs better communication. The best workplaces know this, and invest in a higher degree of each. Training programs focused on the expectations surrounding customer service and communication have shown to not only increase customer retention levels, but employee retention as well.
Always scouting top talent – Not hiring?? Bad move. Smart organizations are always on the look out for top talent, even if there isn’t a position to be filled. Especially in today’s job market, where so much talent is out there – be on the lookout for the next super star for your organization.
Collaboration – A “we is better than me” mentality helps successful organizations be even better. Bringing teams together, people together, and departments together – working towards a common goal can be the key to increased profits, employee retention, and organizational effectiveness.
www.h-r-now.com
On the Rebound
On the Rebound
Taken from Inc. Magazine July/Aug 2009
Companies that start planning for an economic recovery now will have an edge on the competition when the recession ends. Here are some strategies to prepare your business for a brighter future.
Invest in technology. Technological improvements – new billing software, for example, or an online ordering system – will allow you to add new customers with little additional cost when business picks up.
Snap up talent on the cheap. Because of record layoffs, the job market is flooded with qualified candidates. Take this opportunity to hire talented employees at a discount.
Ramp up training. Identify employees strengths and weaknesses and invest in targeted training and development programs to prepare them for the upswing.
Form strategic partnerships. Make the most of the business slowdown by striking up partnerships that will pay off down the road.
Get to know prospective customers. Build relationships with potential customers and learn more about their needs, then tailor your offerings accordingly to position your company for the future.
Cut costs strategically. Instead of making across the board cuts analyze costs carefully and reduce spending in ways that are unlikely to impair future growth. Be sure to put controls in place so spending stays in check after the rebound.
www.h-r-now.com
Taken from Inc. Magazine July/Aug 2009
Companies that start planning for an economic recovery now will have an edge on the competition when the recession ends. Here are some strategies to prepare your business for a brighter future.
Invest in technology. Technological improvements – new billing software, for example, or an online ordering system – will allow you to add new customers with little additional cost when business picks up.
Snap up talent on the cheap. Because of record layoffs, the job market is flooded with qualified candidates. Take this opportunity to hire talented employees at a discount.
Ramp up training. Identify employees strengths and weaknesses and invest in targeted training and development programs to prepare them for the upswing.
Form strategic partnerships. Make the most of the business slowdown by striking up partnerships that will pay off down the road.
Get to know prospective customers. Build relationships with potential customers and learn more about their needs, then tailor your offerings accordingly to position your company for the future.
Cut costs strategically. Instead of making across the board cuts analyze costs carefully and reduce spending in ways that are unlikely to impair future growth. Be sure to put controls in place so spending stays in check after the rebound.
www.h-r-now.com
Wednesday, July 22, 2009
Independent Contractor or Employee?
Q. If hiring an employee as an Independent Contractor, how long can you employ them (full time) without it becoming an "avoiding having an employee/benefits issue"?
A. Great question - Determining whether or not an Independent Contractor (IC) is really an employee can be one of the hardest determinations that a manager can make. Here are some guidelines that must be met in order for an IC to not be considered an employee:
1. An IC has total control over how the work gets done. They do not need to adhere to a certain work schedule, and they make determinations about the tools and training required to complete the work.
2. An IC has the opportunity to realize a profit or incur a loss. Normally, the IC peforms similar functions for other companies as well (or has the ability to do so.)
3. Both the IC and the employer view their relationship as independent of one another. For example, in most IC/employer relationships, there is a contract with expressed statements regarding the independence of the contractor.
There is no "magical" length of time at which point an IC becomes an employee, but generally, if the work is temporary then the employer is fine to keep them at an IC status. Once the work becomes permanent, a good practice is to transition them from IC to employee status.
Thanks for your question!!
Please visit HR Now at www.h-r-now.com
A. Great question - Determining whether or not an Independent Contractor (IC) is really an employee can be one of the hardest determinations that a manager can make. Here are some guidelines that must be met in order for an IC to not be considered an employee:
1. An IC has total control over how the work gets done. They do not need to adhere to a certain work schedule, and they make determinations about the tools and training required to complete the work.
2. An IC has the opportunity to realize a profit or incur a loss. Normally, the IC peforms similar functions for other companies as well (or has the ability to do so.)
3. Both the IC and the employer view their relationship as independent of one another. For example, in most IC/employer relationships, there is a contract with expressed statements regarding the independence of the contractor.
There is no "magical" length of time at which point an IC becomes an employee, but generally, if the work is temporary then the employer is fine to keep them at an IC status. Once the work becomes permanent, a good practice is to transition them from IC to employee status.
Thanks for your question!!
Please visit HR Now at www.h-r-now.com
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