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Do you have a People Strategy for 2012?

If you have read my blog posts in the past, you know that I typically write about topics in HR news, Compliance, or small business. This post is a little different; I woke up this morning thinking about all of the year end tasks that we must begin working on.  As a business owner, I want to have a solid plan going into 2012 that address issues like:

·         Business Growth/Development

·         Marketing and Communications Strategy

·         Lead Generation through the Holidays

·         Budget and Sales Forecasting for next year

·         Web, Social Media and Brand Strategy

·         Maintaining Service Levels Through the Holidays

In the midst of all this, the one thing that is often forgotten is what I believe to be one of the most important strategic planning steps, your People Strategy.

What is your plan for managing your employees? Do you plan to grow or shrink? Will you give bonuses or raises this year? Will those payments be tied to performance? Will you conduct performance evaluations? What have you allocated for employee expenses in 2012? Will you conduct an end of the year compliance check?

The list of questions can go on and on.  I must admit, when I called for a meeting with my leadership team today, our agenda is full of everything except for people planning.  We have to remember that our employees help move our company forward and we can’t leave them out as we plan and prepare for 2012.

We all know that our employees, whether we have one or one-hundred can make or break the business. Have a plan for developing and growing your staff to be outstanding employees.  This will lead to better customer experiences, higher productivity and will perpetuate business growth.

Now before you start thinking that this could cost you big money, think outside of the box or what is perceived as the norm for Human Resources/People Planning. Find unique solutions that meet the needs of your business within a budget that makes sense for you. Account for these expenses in your 2012 budget and make this a necessity. You have to be a step ahead of your competition at every turn, incorporate a great People Strategy to leverage your business as an industry leader.

I will end this post with a quick tip: If you don’t have a People Strategy for 2012, start working on one today! 

Written By

Melonie Boone MBA, MJ, PHR

Co-CEO and Owner

Complete Concepts Consulting

About us:

Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

 

Complete Concepts Consulting (CCC) Teams Up With GroupHelix

October 26, 2011

Complete Concepts Consulting (CCC) teams up with GroupHelix to help attract new leads to our website, convert leads into clients, as well as manage and analyze customer relationships!



Click here to learn more

GroupHelix is an all-in-one digital platform to help companies attract new leads to their website, convert leads into clients, and manage and analyze customer relationships.  By intertwining the web, social media and mobile technology, GroupHelix, grouphelix.com, offers a custom solution and strategy uniquely fit to the needs of each client.   With a simplistic control panel, CCC will be able to control our website content with a few clicks, we can change our mobile content in less than 10-seconds, control how to get our leads online, monitor our competition, manage our marketing and customer relationships, and measure engagement with click-of-a-button analytics.    

GroupHelix is a custom simplistic and holistic lead generation and customer relationship management (CRM) solution or it can be just a few of these feature bits, depending on what a business needs. “We are very excited about the partnership with GroupHelix. They have captured our vision and produced a one-stop spot for us to engage current as well as potential clients in a fun and creative medium; all while continuing our commitment to being a forward thinking progressive HR consultancy” says Complete Concepts Consulting’s Co-CEO Melonie Boone.

With GroupHelix,  CCC is able to easily take control of our digital world including social media strategy, web content changes and additions, how we track and manage candidates and applicants, segment candidates together according to qualifications and hiring potential, stay connected to those we wish to consider for other positions in the future and build portals for communicating the latest employment regulation updates, and using our new client portal offering training videos or posting content for our client groups.   CCC is able to quickly and easily obtain real-time website and contact metrics to make more informed decisions and move quickly.   With GroupHelix's ongoing partnership, scalable applications and CCC's niche business model, we are poised to continue thriving and now have technology that will enable us on our growth trajectory.

The new site it set to launch on November 7, 2011. Visit www.CompleteConceptsConsulting.com to be a part of the HR Revolution.  Complete Concepts Consulting is simplifying HR for Business!

About Us:

Complete Concepts Consulting (CCC) is a full service human resources consulting agency in Chicago, Illinois specializing in employment law compliance. Human Resources professionals Melonie Boone and Yolanda Macias, co-founders, and their team have worked in the industry for many years and specialize in providing organizations with expert employment law compliance and customized human resources management solutions. CCC offers its clients the ability to enhance business operations by utilizing affordable compliance and comprehensive human resources solutions.

Contact:

Stephen Polutnik

Director, Client Services
Complete Concepts Consulting
spolutnik@completeconceptsconsulting.com
www.CompleteConceptsConsulting.com
(773) 294-0010

Amy Nedoss
Director
GroupHelix
Amy.Nedoss@GroupHelix.com
www.grouphelix.com

###

Are your employees looking for a new job?

So you may be thinking that your employees are happy and even if they’re not, they wouldn’t be thinking about leaving in this economy right?

While there are still millions of people unemployed, it is not stopping those who are employed from looking for better opportunities.  In fact, with the rise in “Unemployment Discrimination” some employers who are hiring will pay more attention to an employed applicant than an unemployed applicant. This new practice is wrong but gives employed applicants’ preferential treatment in the interview process and a greater likelihood of gaining employment with another company, maybe even your competition.

Did you know that nearly 70 % of organizations report having difficulties in replacing staff and one in four of new hires will leave within 6 months? Couple these challenges with employees who feel over worked underpaid and underappreciated and you have disenfranchised employees who are prepared to walk the first good opportunity they get.

So what can you do to retain your employees and minimize the costs of high turnover?

It all starts with hiring the right person.

·    Making sure the candidate is a good fit before the first day of work is critical. It all starts with sourcing candidates from the right place. While Monster and CareerBuilder have always been the staple go to, branch out and explore LinkedIn, niche job boards that pertain specifically to the job function you are recruiting for and don’t under estimate the power of your network. A quick email to your network could result in a referral that is a perfect match.

·    Use the interview as your opportunity to get to know the “real” candidate.  Every time you sit down with a candidate, they put on their interview face . When the candidate has on their interview face they tell you everything you want to hear. They have memorized the job posting, researched good answers to common questions and smile the entire time with great eye contact. To get beyond the interview face combine a structured interview process with behavioral based questions. Set clear company expectations and position requirements. Incorporate more than one hiring manager and don’t hesitate to have follow-up interviews to clarify any concerns.

·    Don’t rush the hire and neglect conducting proper due diligence. We encourage companies to conduct background screenings, always check references and verify the candidates background. Taking this step should be combined with all the information obtained through the interview process to aid you in making the hiring decision.

·    Make it a great start. Once the position has been offered and the first day has been set, start the new hire off on the right foot. A new employee orientation can go a long way in setting the tone for your new employee.  Make them feel welcomed and a part of the team. Training from day one helps build the foundation for a successful relationship.

So you have a great team now how do you keep them?

·    Make employees feel valued.  Create a culture that embraces and celebrates your employees and their accomplishments.  Train, mentor and develop your team from top down. Reinforce your employee’s value through recognition and make your organization the place your employees enjoy coming every day.

·    Provide feedback and opportunity for growth. Incorporate a performance management process that hold employees accountable, provides feedback and promote from within giving opportunity for growth.

·    Build trust and confidence in the leadership team.  Live and breathe your mission, vision and brand!  Employees have to trust their leaders and believe that they have the competence and passion to grow the business.  Inspire your employees to be the best they can be and follow that mantra in everything that you do.

It is no secret that happy employees are one of the most important components of your brand strategy.  Remember if you recruit the best person for the job and nurture them as employees you can create a great place to work and your business will thrive. 

About us:

Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010

Can they really sue me for that?

“Can they really sue me for that!” this is statement made by almost every employer who finds out his employees are suing the company. Many small businesses don’t have the resources to staff a human resources department for their business. Some will go as far as arguing that they do not need it. Small businesses are taxed with day to day operations and growing their businesses; they typically aren’t employment law experts. We mustn’t forget that employees need to be appreciated, motivated and guided.

A recent example of a common compliance misstep is Groupon. They are currently facing a potential class action lawsuit by sales representatives who were not paid for overtime. Groupon is not alone; Wage and Hour laws are routinely violated by an estimated 70% of businesses in the US. The Groupon suit says the three-year-old daily-deal business didn't pay sales employees overtime, or under paid them, violating wage laws. Now the new start up that has not yet made profit is battling with its own employees; spending millions of dollars to resolve these issues. It is critical to have a compliance partner to help your business avoid issues and save money spent on costly lawsuits.

Is your company protected? If not, find a compliance expert that can help you navigate through the employment law maze. Complete Concepts Consulting offers a complementary human resources compliance audit to help you take the first step in protecting your business.  We take care of your HR needs and help you focus on what running your business. Contact us today to learn more about our services and how are simplifying HR for small business.

Contributing Writher

Eugenia Tibamanya

Client Services Intern

Complete Concepts Consulting

About us: Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

Contact Us:
Stephen Polutnik
Director, Client Services
spolutnik@completeconceptsconsulting.com
(773) 294-0010


Sources:
http://www.chicagobusiness.com/article/20110909/NEWS07/110909881/groupon-sued-over-unpaid-overtime

What's keeping you up at night?

The age old question that almost every business owner or CEO is asked "What keeps you up at night," has got me thinking. It's 2:34 am on a Tuesday morning and I am up with my mind on growing my business. Asking myself, what’s our competitive edge? What can we offer our target market that no one else does? How do we market it and get our message out?

These are all questions that you may be asking yourself.

What keeps you up at night?

•  Company growth 
•  Managing employees
•  Being a step ahead of your competition 
•  Evolving your business to meet the demands of the changing economy
•  Or one of the many other complex issues business leaders are facing!

Complete Concepts Consulting was birthed out of the notion that business leaders are taxed with so many issues that keep them up at night and managing employees should not be one of them.

We are a cut above the rest offering HR In-sourcing to the companies that need it most, small to mid-sized businesses.

So you are probably thinking to yourself, what is HR In-sourcing, she must mean HR Outsourcing? The answer is no, I mean HR In-sourcing.

So what is HR In-sourcing? 

HR In-sourcing is the best way to describe our full service HR Consulting Methodology. We function as your in-house HR team for a fraction of the cost of staffing one. What differentiates us is we incorporate HR compliance with non-conventional HR practices to meet the unique need of your business. We work within your organization fostering your company's culture and beliefs and pushing forward you goals. We are on-site working with you from strategic level executive planning through day to day administration and everything in between.

We bring you over 25 years of combined HR and customer service experience; knowledge and most importantly we deliver results that save you money and helps you mitigate risk. Our client first philosophy makes meeting your needs our top priority!

To learn more, contact:

Stephen Polutnik

Director, Client Services

SPolutnik@completeconceptsconsulting.com

(773) 294-0010

What's your plan for Succession?

When Steve Jobs recently retired from Apple, it got a lot of companies thinking about their executive successors. Lucky for Apple its new CEO Tim Cook has been with the company for a long time and had already been standing in as CEO with Steve Jobs absences.

What would you do if you were unable to manage your business or if your best manager left the company?

Here are a few tips that can help so that your management successor is ready when you need them:

       1. Identify

Measure the performance of your employees to help you identify your top talent.  This is an objective way of determining the right employees to include in your succession plan for future management positions.

2.   Development

Other than planning who should succeed, develop your staff so that they will be prepared to succeed. Anything can happen between today and tomorrow so be prepared.

3.   Measure outcomes

Keep track of your employees’ successes. Whether they treated a customer well, or they innovated a product; keeping track of their big and small success helps you evaluate your succession plan easier. 

4.   Keep it simple

Usually companies keep adding exclusive complex assessment criteria to the succession planning process in an effort to improve the quality of the assessment. What they forget is that succession planning is a process, so it doesn’t have to be perfect but improve with time.

5.   Stay Realistic

Always be able to distinguish good leaders from good performers.  Usually while choosing successors we tend to look at our best performer. This is good, because we all know that a good leader should also be a good performer. However, the makeup of a good leader is multifaceted. Focus on your best performer(s) and choose someone who can balance both roles.  

One final point to remember is “Only give the promise of succession if there is a realistic chance of its happening!”

Contributing Writer:

Eugenia Tibamanya

Client Services Intern

Complete Concepts Consulting

About us: Complete Concepts Consulting is a human resources consultancy specializing in compliance for small to mid-sized businesses. We offer a non-conventional approach to human resources management to meet the unique needs of small to mid-sized businesses. Our HR methodology has been proven to reduce costs and mitigate risks for our clients.

For more information contact:
Stephen Polutnik
Director of Client Services
spolutnik@completeconceptsconsulting.com

Sources
http://blogs.hbr.org/goldsmith/2009/05/change_succession_planning_to.html
http://hbr.org/