 Here's something I've always believed: the better you know your team members, the easier it is to give them the support and freedom they need to be successful in their work. At my last company, all of my direct reports were with me for at least eight years. We went through a significant portion of our lives together. My team members lost family members, had legal issues and fertility issues, got married, moved and divorced, and I saw it all. I also saw how all these things affected their performance in the office — some were temporary changes, while others were forever. Those experiences also shaped the way I currently run FutureFund, the free fundraising platform for K-12 school groups that I founded. Here's my advice on building strong working relationships to set your organization up for better teamwork and more success. You have to know where people are coming from Some managers don't want to know about their team's personal lives or experiences, but I think that's a mistake. Asking appropriate questions and getting people to open up not only builds trust; it also helps you understand what they're working with — and what they need to work more effectively. Here's an example: I had a first-time manager who was recently promoted, but soon afterward, his performance began to drop. There are two ways to deal with this kind of thing when it happens. The first one is to give an ultimatum. You tell the person that their performance needs to improve or that they have to go. The second is to ask them if everything is okay. That's what I did, and he told me his cancer was back. He was a veteran and had been exposed to some nasty things in Iraq, giving him health problems. Suddenly, the fact that his performance was slipping wasn't the issue anymore. Our priority became getting him the support he needed — and by being able to help him, we were able to help the business. 10 years later, this employee was still with us, and his work was great again. But I never would have been able to ascertain that if I had taken the other approach. Really getting to know someone means asking the right questions and listening carefully to the answers. And it's never too early to start — in fact, you can (and should) begin doing this from the moment you sit down to interview a candidate. It's not about micromanaging Knowing your people isn't the same as keeping tabs on them. Breathe down a person's neck, and they'll come to resent you. But show them you care, and you'll empower them. It's a simple difference but an important one. Mentorship plays a critical role in this process. I've written extensively about the role of mentors in business, but the key is to see yourself as a coach — someone who is actively involved in your team's success. Adopting this perspective keeps your feedback constructive instead of punitive and reassures your direct reports that you have their best interests at heart. However, it also requires some vulnerability on your part. Vulnerability inspires trust and transparency One aspect of effective mentorship is setting yourself up as someone people trust. Not only do you need to be willing to learn about their lives, but you may also need to be comfortable opening up about yours as well. One thing we do as an executive team when we get together is share a personal story. It's usually something about family, and it often involves a personal struggle. It can even result in tears. It's not structured or forced. We just go around, and everyone has the opportunity to share as much or as little as they want. It is the single best activity I've ever done to feel close to the people I work with. Everyone is showing a degree of vulnerability by sharing something private, and it takes a lot of courage. It also creates a level of understanding, respect, and friendship that I've never seen in any other activity that we've done. Strong working relationships have immeasurable benefits When you take the time to really get to know your team — and let them get to know you in turn — incredible things can happen. Many of these have a value that is easy to quantify: a better understanding of each individual's capacity, opportunities for more focused mentorship and coaching, and a sense of what risks people are comfortable taking. But there are benefits you can't measure as well, like loyalty and trust. People don't just give you these things when you tick enough boxes as an employer. They need to feel like you mean something to them. Ask the right questions, listen to the answers, and don't be afraid to open up and share about your own life as well. It might put you outside your comfort zone at first — but as any successful leader will tell you, that's where growth happens. Source: https://www.entrepreneur.com/ Image Credit: Tinpixels | Getty Images
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 A small business can use HR solutions for different reasons. They can create employee benefits policies, handle retention and recruitment, compliance, employee onboarding, and payroll. And those are just a few of the ways they support employers. Human resource employees supplying these tools to business clients numbered 803,067 in 2023. There are many professional human resource services ready to help you boost productivity. Here’s what you need to know to meet your small business HR needs. Remember, hiring one of these companies can save you money and boost your profits at the same time. The Importance of HR Services for Businesses Human resources (HR) services are essential for small businesses for a multitude of reasons. Often, small businesses may not have the bandwidth or expertise to manage all HR responsibilities internally. This is where dedicated HR services come into play, freeing up valuable resources and time, and allowing businesses to focus more on their core operations. Key importance of HR services for small businesses include:
By leveraging professional HR services, small businesses can ensure these crucial aspects are handled efficiently and effectively, reducing the risk of costly errors and enhancing overall business operations. Understanding HR Services HR tools are instrumental in bringing in and developing the right employees. Good ones foster outstanding employee well-being and engagement tools. The Role of HR in a Business A good human resources company will handle the onboarding process. Before that, they handle other aspects of talent acquisition like conducting interviews and advertising job vacancies. HR Services: A Key Business Function These products also monitor and evaluate employee performance. They can also develop procedures and policies for small businesses and other organizations. Choosing the Right HR Services for Your Business Choosing the right HR services for your business is a crucial decision that can significantly impact your organization’s efficiency, compliance, and overall employee satisfaction. Here are some key aspects to consider in your selection process:
By thoroughly assessing each of these aspects, you can ensure that you select an HR service that meets your business’s unique needs and can support its growth and success. Where to Find Reliable HR Services for Your Business A good HR outsourcing choice should support employees and work at maintaining compliance with federal laws. An excellent company craft benefits and provides other solutions too. Here’s a list of consulting firms that can manage these processes. These are just some names that have made a mark in this industry. Bambee You get your own dedicated human resources manager with this organization. They offer an audit for businesses and payroll management. Plus, a host of other features. Jumpstart HR They offer HR outsourcing that includes on-call, monthly, and hourly support. Jumpstart HR outsourcing services can create policy handbooks for items like workplace safety. ADP TotalSource This option boasts a great way to retain talent. Namely, the creation of better benefits for employees that mirror Fortune 500 companies. This professional company has 60 years of HR expertise with benefits administration and general HR administration. BambooHR BambooHR is one of the bigger HR outsourcing services. They offer technical support choices like data management. And they have over 30,000 clients. Gusto GustoGusto has full-service payroll and recruitment options, plus others. Their all-in-one platform service covers other tasks to outsource, like onboarding solutions—and employee retention. Remote Team Solutions These are experienced professionals who can look after the entire hiring process. This HR service helps SMBs get the right employee. Just a few clicks and you get access to their list of possible employees. HR Service Inc. They look after the entire process. They can foster a culture that includes HR service delivery options like compliance, employee relations, and employee benefits. Frequently Asked Questions about HR Services What are HR services? A good HR department provides items to and for employees. The right choice covers practices like access to benefits. And training, plus payroll and employee retention. Some can even add background checks as a part of the service that adds numbers to your team. What role do HR services play in a business? They supply ongoing expertise and support in several critical areas for a business. They add to an efficient, effective company culture and framework. A good service will look after processes like payroll and legal requirements and provide access to employee training. An HR manager works at retaining employees by crafting excellent incentives like retirement plans. Other efficiencies include access to strategic planning. Why are HR services a critical business function? This industry uses software technology for managing data. A good HR focus can support and manage employees. An industry leader can use technology to measure and improve performance. A professional employer organization can do more than hire. They can also manage employee development and training. How do I choose the right HR service for my business? Having the right focus to hire an HR industry leader begins with the proper knowledge.
Once you have some candidates, you can start requesting proposals. Interviews are next. Don’t forget to go over the fine details that would include contractual terms and the pricing structure as well as the features. Where can I find reliable HR services for my business? You can try places like Software Advice if you’re looking for a tech-based platform to manage employee needs. Online marketplaces are good. You can also try to sort through professional associations. That’s where you’ll find educational resources that can lead you to the right company. Like the Academy of Human Resource Development. A great way to get in touch with excellent recruitment services. You can also find a reliable HR service by networking. Attending seminars, business conferences, and specific networking events can help you to get in touch with other professionals. Referrals can help too. Talking with colleagues, other business owners, and industry professionals can point you in the right direction. Finally, if you’re putting together a list you can start by sorting through online reviews. That’s a great way to find technical support services with high employee ratings and excellent compliance tools. Source: https://smallbiztrends.com  Small business owners are proverbially the wearers of many hats. You’re the CEO, the marketer, the salesperson, the head of HR, the customer service representative, and more. It can be tough to keep up with everything, and it’s easy to get bogged down in day-to-day administrative tasks, which takes time away from more important revenue-generating activities. That’s where a virtual assistant (VA) can help. A VA is a remote worker who can provide administrative, technical, or creative assistance to your business. They can handle tasks like scheduling appointments, managing your email, creating presentations, and more. Benefits of hiring a virtual assistant Hiring a VA has several benefits: Time saver As noted above, a VA can help you get more done by working on administrative and other tasks. So instead of juggling creating marketing strategies with sifting through hundreds of emails or scheduling sales calls, you can get the jobs done simultaneously—by you and your VA. Productivity booster A VA can help you improve your efficiency by streamlining your processes and automating tasks. This also frees up your time and lets you look at the bigger picture. Saves you money The cost of hiring a VA is often lower than the cost of hiring a full-time employee. This can save you money, especially if you’re a small business owner with limited resources. Finding and hiring a virtual assistant When looking for a virtual assistant, consider the following factors:
Once you know what you need, there are several places you can find potential VAs. Here are a few options:
After you’ve found a few potential VAs, interview them to see how well they communicate well and if they’re a good fit for your company. How to successfully work with a virtual assistant The key to a successful relationship with a VA is being able to delegate. Delegation, however, is one of the hardest things for many small business owners to do. They often think no one can do as good a job as they can. This is wrong; it’s time-consuming to do everything that needs to be done, and silly to think a business owner's expertise is needed to do administrative tasks. Here’s how to delegate and work with a virtual assistant: Choose the right tasks to delegate Not all jobs are created equal—some are better suited for delegation than others. When choosing which tasks to delegate, consider the following:
Set clear expectations When you delegate a job, setting clear expectations with your VA is important to avoid misunderstandings. Outline what tasks are to be done, be clear about your communication preferences (e.g., do you want to be contacted via email?), how often you want to receive updates, and deadline dates. Provide the necessary training and resources Your VA needs to be trained on your company’s policies, procedures, and software. You may also want to provide them access to resources like your CRM system, social media accounts, or email. Depending on the specific jobs and projects you assign your VA to do, look for tech tools that enhance collaboration; improve communication beyond emailing, such as texting, instant messaging, or a chat app; and assist with project management. Check out tech comparison sites to review your options, such as GetApp, Capterra, and G2. Offer regular feedback It’s critical to provide your VA with regular constructive feedback so they can pivot and improve their performance if they’re not meeting your expectations. Make sure to tell them what they’re doing right and when they exceed your expectations—praise matters. And just as you should provide feedback to your VA, you should also be open to receiving feedback from them. This feedback can help you to improve your delegation skills and better understand the needs of your VA. Source: Rieva Lesonsky Image Credit: Pixabay  When it comes to hiring someone for their team, nearly every employer likely already has an image of their ideal candidate in mind. Whether it’s someone who isn’t afraid to push the envelope or someone who is reliable, trustworthy and gets their work done on time, the “ideal” hire can vary from employer to employer, sometimes making it difficult for potential candidates to know what qualities they should emphasize in their application. To provide a little bit of guidance, business leaders from Young Entrepreneur Council list 11 words they’d use to describe their ideal employees and explain what it is about those specific characteristics that makes someone such a great hire. 1. Motivated An ideal employee is motivated. A motivated employee is passionate, takes initiative, puts in extra effort, seeks growth opportunities and is resilient. They can bring significant value to the organization and have a positive impact on company culture and morale. - Nic DeAngelo, Saint Investment - Real Estate Funds 2. Curious If I had to choose one word to describe my ideal employee, it would be "curious." I'm a firm believer in constant innovation. When you hire employees who do exactly what they are told instead of asking questions and trying to understand why systems are in place, you may create blind spots and miss out on amazing opportunities to grow and evolve. I also like curious employees because they force me to reflect on my decisions, which means I have the chance to ask myself, "Is this really the best way to accomplish our goals?" - Daman Jeet Singh, FunnelKit 3. Responsible The top word I’d use to describe my ideal employee is “responsible.” This is because I run a fully remote company and there's no way to manually track the work of over a hundred people in different time zones. We need people who make an effort to understand what their tasks are and then carry them out. They have to be responsible for their work. Such a characteristic serves employees too because it means that no one is going to micromanage them. Being responsible makes it possible to work your own hours in a remote setting, and it helps me hire people from anywhere in the world too. - Syed Balkhi, WPBeginner 4. Resourceful My ideal employee is resourceful. Rather than bringing every hiccup to the team or their supervisor, this employee is capable of fixing small issues on their own, and they are resourceful enough to present problems alongside possible solutions. By definition, they are a quick and clever worker because they have the confidence to problem-solve on their own. - Leila Lewis, Be Inspired PR 5. Determined I like to say that finding someone who has a “fire in their belly” and who is passionate about what the organization does is the number one nonnegotiable trait I look for in employees. Starting and running a business is hard, and the best companies don't spend time motivating employees. Instead, they hire people who are already motivated by the mission and goals of the company. The best way to build a business with the right people is to ensure everyone is excited about your mission and has that fire in their belly. - Arian Radmand,IgnitePost 6. Adaptable We work in the marketing industry—the sphere that doesn't have a template for anything. When it does, it's probably too late. So everybody on our team has to be able to implement new ways of doing things pretty much every quarter. We realize that this is not for everybody, so it's extremely important that whoever is joining our team is able to thrive in an ever-changing environment. - Solomon Thimothy, OneIMS 7. Solution-Oriented An ideal employee for any brand is one who possesses a solution-oriented or opportunity-seeking mindset. These employees bring with them a unique set of qualities and skills that can significantly contribute to the success and growth of a company. One of the most significant benefits of having such qualities is that it enables employees to approach challenges and obstacles positively and creatively. Instead of feeling demotivated by problems, solution-oriented or opportunity-seeking employees perceive them as opportunities to learn, grow and innovate. This perspective encourages them to think outside the box and explore new and innovative ways to solve problems. This leads to more efficient and effective solutions and helps the company thrive. - Kelly Richardson, Infobrandz 8. Diligent Having a diligent employee helps ensure that tasks are completed on time and to a high standard. This employee is able to stay focused and motivated and is willing to put the extra effort in to get the job done. This is an ideal trait to have in an employee and can help create a positive work environment. - Rachel Beider, PRESS Modern Massage 9. Committed For me, being committed checks all the boxes that make a person the right fit for the respective role. Committed employees won't shy away from learning new skills that can help increase performance, embracing company values, keeping the company's goals before their own, getting the job done and, most importantly, staying devoted to the responsibilities assigned to them. So, onboarding a person who's committed may increase your chances of finding the right fit for the company. - Stephanie Wells, Formidable Forms 10. Independent If I had to pick one word, it would be "independent." Whether someone is working alone or on a team, they also need to be able to take initiative, think for themselves and sometimes come up with their own solutions. An independent employee is someone who doesn't simply follow what everyone else is doing but who looks for new and creative solutions. Of course, they also need to balance independence with being a team player and serving the needs of the project or client. - Kalin Kassabov, ProTexting 11. Proactive Proactive employees are those who take initiative, are forward-thinking and go above and beyond what is expected of them. They take ownership of their work and are always looking for ways to improve processes and outcomes. Proactive employees are self-motivated, adaptable and able to work independently, which can save time and increase productivity. They are also able to anticipate and prevent problems before they occur, leading to improved efficiency and cost reductions. Overall, having proactive employees can help drive innovation and growth within the organization, leading to long-term success and a competitive edge in the market. - Kyle Goguen, Pawstruck Source: Expert Panel Forbes Councils Member Image Credit: https://www.forbes.com |
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