Difficult conversations can be difficult or uncomfortable for both parties not just the person on the receiving end. One approach is to think about the manne in which you would ant a difficult conversation initiated with you. However, you can rarely go wrong with applying empathy, transparency and sticking to the facts.

• Start from a place of sharing and context – I’d like to share what may be some difficult observations with you

• Clearly frame the issue or concern, what is the expectation

• State the factual information ie. what is the unexpected behavior observed

• Offer the employee the opportunity to share thoughts, opinions, disagree etc.

• Discuss joint solutions that will meet expectations

There is NO perfect candidate or employee….this includes you and me! Hiring an employee is a calculated and strategic risk. More art than science. The actions YOU take on the front end of the hiring process are most critical to a good hire. A simplified method is to first, you will need to define what constitutes the ‘night’ hire or a good hire for your organization. Identify and assess the skills necessary to do the job, determine what you are willing to pay for those skills then go find those skills in the market.

Consistency and prompt action are key in addressing any type of toxic, negative, or unwanted behaviors. Identify and address the behavior when it occurs. Be clear and specific in addressing the behavior. Stick to the facts. Spell out the expected behavior and in what timeframe change is expected. Gain agreement. Document the agreed upon expectations, timeframe, terms, and conditions. Revisit this issue within a specified timeframe.

Clients often believe they need a ton of money for great HR Solutions. However, the HR solution you need is likely more cost effective than you think, especially if the matter is addressed sooner rather than later. A few factors to consider; the work or project that needs to be done, the level of skill needed to complete the work, size and scope of work and a realistic budget. It’s a broad range but $2,500 - $7,500 is a good starting point that will get you an array of HR solutions that will fit you need.

• What is your leadership style? Identify your leadership style, Be able to adjust your leadership style to fit the various styles on the team.

• Empower and trust employees to do and perform in the job in which they were hired.

• Engage employees in the process. Offer opportunities, development, and exposure.

• Clarity, consistency, transparency, vulnerability, and a little bit of fun.

The first step is recognizing that change is necessary. A few signs that might indicate it is time to pivot:

• Rapid growth. You have been working both on and in your business but barely keeping you head above water when it comes to Hr and people issues.

• Little to no HR expertise in-house. Have you or your administrative assistant been performing duties up to this point but have to formal training?

• Undefined or unrecognizable organizational culture. Culture changes quickly especially in the midst of growth and is also critical to your organization’s success.

• Difficulty finding quality candidates. Lack of training and onboarding.

We deliver practical techniques that cover all levels within an organization.