In 2014, New Hampshire passed SB 207, the Paycheck Fairness Act, that prohibits conditioning employment on a promise to refrain from disclosing wages or to waive the right to disclose wages, salary, or paid benefits, and prohibits retaliation for disclosure. In fact, even if you have employees sign a nondisclosure agreement, they still have the right to discuss pay.Continue Reading
Human Resource Tips
By Paula Mathews
Besides worrying about OSHA knocking on your door, which we discussed in the last blog, what else keeps employers up at night?
Not being able to attract and hire good employees. Studies have shown that, out of 100 employees, 92 will come to work every day, do their best, follow the rules, and play well with others. The other 8 have attendance issues, work harder to get out of work than to do it, always have a beef with one employee or another, and cause management 90% of their headaches.Continue Reading
One of my clients recently sent me an e-mail. They stated that some employees are posting things on Facebook that they don’t find appropriate and wanted a policy in regards to that subject.Continue Reading
When you interview job candidates, you want to make sure they’re qualified for the role. But you also might be curious about them personally. However: there are certain legal restrictions that keep you from asking some questions deemed a bit too personal. Here are the top things you can’t ask anyone you’re interviewing.Continue Reading
Interviewing can be fun and exciting—the thrill of adding new capabilities to your team, thoughts of growth and expansion. Yet, we seldom recognize the cost of moving too quickly. Hiring for the wrong reasons. Rushing the process.
The cost of taking time to find the right person—and pay them what they are worth—seldom exceeds the cost of retraining, decreased morale and the other costs that go along with hiring a ‘bad fit.’ We can all think of examples of an employee who didn’t really match the culture and dragged down the productivity of those around them once they were made a part of your team. With all that at stake, it’s important to engage in the interview process seriously.
Here are a few tips to make your interviews go as smoothly as possible:
If you have employees, you are going to encounter employee problems.
The best approach to addressing issues with employees is clear, authentic communication.
Conducting powerful performance reviews is key to maintaining a positive company culture.
When to Conduct a Performance Review
Most performance reviews are held annually, however you have the freedom to hold them as often as you feel necessary. Some owners hold them every six months; some do so even more frequently.
The important thing to realize is that your employees can view performance reviews as negative. When you schedule these reviews, do it in person and explain that it’s a time to have a conversation – not a lecture – about what’s going well and what can be improved.