As a certified peer group facilitator with The Alternative Board (TAB), I get the opportunity to review ideas and insights from TAB facilitators and members from around the world.
Here are my top picks for February 2019…
Working with partners can be tricky business! First use empathy – saying what your partner is thinking. This will diffuse defensiveness. State your intent – what’s important to you and why. Describe what you think is the case (i.e. how you think things are supposed to work) and ask if this is correct.
With insurance liability, it is important to keep a clear wall between personal and business. If you as an owner are seen as paying expenses on behalf of the company, any litigation against the company has a greater chance of spilling over to the owners personally.
Separate Policies from Employee Handbook
Since your Employee Handbook can be treated as a legal document, it’s better to put “rules” and “policies” for your company in a Policies and Procedure Manual. Policies also tend to change more often and so it’s better to get them into a document like the Policies and Procedures Manual that can be updated frequently.
Have your Staff over 2 years give you their top 5 reasons for working at your company and the top 5 things they would change.
Set New Employees Up for Success
As part of your HR policies, it is very important to have a structured onboarding process. The number one reason employees fail in their job is due to a lack of clear expectations. The onboarding process establishes clear expectations upfront, improving your chance of a successful hire.
TAB Metro Baton Rouge Board
When training an employee to do a task, particularly during onboarding for a new job, always remember 4 steps:
It sounds simple, but skipping a step is a recipe for chaos down the road.
What Is, Is Not!
If everything is a priority, nothing is a priority. If everything is important, nothing is important. If everyone is accountable, no one is accountable. If every success factor is critical, there are no critical success factors.
Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.