EverythingHR Podcast

Kim Schott, president of Schott Cultural Consulting and author of the Keys to Client Communication System™, joins EverythingHR host Felicia G. Harris   discuss how employees can enhance your brand as ambassadors for the business.  Kim helps small and mid-size organizations get found online easier.

3 Key Points:

1. Schott Cultural Consulting helps international companies doing business in other countries write business plans and strategies in different languages and know the cultural nuances.

2. Make sure your employees are clear on the company culture and policies so they represent the company properly.

3. Offer employee brand ambassador’s image, video, and written company content contests for access to the public spotlight.

What are employee brand ambassadors and why does your company need them?

Your company vision and mission statement should be region-specificEmployees must know their value and how they add value to the companyKeep your policies updated and relevantQuality control is important with marketing materials and online videosCreate appropriate and compelling company contentMake it easy for employees to share company contentHelp your employee brand ambassadors to become an extension of your sales departmentBrand ambassadors can improve a company’s image during a negative public relations eventTrain employees on how to communicate properly about their company during a crisisWhen everyone is engaged in sales and supply chain, everyone is a winner

Colette  Douglas, president of Elite Customer Service in Ann Arbor, joins EverythingHR host Felicia G. Harris to discuss important aspects of excellent customer service such as paying attention to details, having high expectations for employees, being consistent and respectful, and having character and integrity.

Real customer service is about the details

 Ongoing training is really important when it comes to retaining customersCompany policy versus philosophy/cultureEmployee morale is integral to an excellent customer service experienceCustomer service should be focused on both the external and internal customerOrganizations need to have training for multiple generations of employeesHigh expectations are important for a successful companyCustomer service has become the top priority this year Disney and Ritz-Carlton are both excellent examples of elite customer serviceConsistency is keyEmployees have to fully embrace the company’s philosophyCharacter and integrity are necessary in business and in lifeCompanies should make their employee value propositions and employees should make sure to follow themRespect, internally and externally, is invaluable at work and at homeUse a self-evaluation to honestly face what you need to changeCultural sensitivity is also extremely importantDig deep, read, and stay educated

Resources Mentioned

www.elite-customer.com

Linkedin

https://www.linkedin.com/company/everythinghr1

Felicia Harris, CEO of EverythingHR and EverythingHR Financial Services, discusses financial wellness for both business owners and employees. For employers, she explains the ins and outs of financial stress and urges staying balanced and healthy. For employees, she also stresses maintaining a healthy lifestyle and explains a variety of available resources to help with financial stress.

Many businesses fail in their first few years of business. This is often because of poor financial planning.Harris gives a brief overview of financial landscape terminology, including expansion, contraction, recession, and the recovery phase.The “stress test” for financial planningWhy you should develop a financial plan and a relationship with your bankHow to set the culture for wellness

Take breaks, offer healthy snacks to keep energy levels upMake sure to take care of yourself personally.Small business owners are more likely to hold onto employees during economic downturnsResponsibility of employees to manage their own finances, but employers can provide a financial wellness program and tax advice.Employers should also focus on their health and find balance.

Resources:

Financial Planning Association - fpa.orgScore - Free Small Business AdviceVeteran’s Business Outreach Centers - around the nationSmall Business Development Centers - around the nation

EverythingHR -  Twitter, LinkedIn

www.EverythingHRFS.net

Felicia Harris, CEO of EverythingHR and EverythingHR Financial Services, interviews Steve Czerniak, an organizational development expert who works as a volunteer consultant supporting small businesses, non-profit organizations, and start-up companies. The discussion navigates through strategies to build up trust among employees, motivate them if their work feels unchallenging, and how open communication strengthens engagement.

Mr. Czerniak is an organizational development expert who works as a volunteer consultant supporting small businesses, non-profit organizations, and start-up companies.Steve has experience working with a major defense contractor and as an internal consultantEmployees desire financial compensation, security, stability, protection, inclusion, rewards, recognition, challenges, and empowermentHow to retain current employees and reach new employees even if your business can't provide top dollar.How to maintain a positive reputationYou don’t have to be the smartest person in the room, and you shouldn’t have to beHave an understanding of not just “where” you’re headed, but “when” you’re headedCompany culture includes the strong selling point of being able to work with highly talented peopleBeing passive is the worst choice possibleHow do you keep employees motivated when they don’t feel excited by their contributions?Employee value propositions need accountability from the leaders, the company, and the employeesA business is nothing without people, make them feel appreciated.Set smart goals and stretch goals for employee evaluations to help them succeed

www.EverythingHR.net

Felicia Harris, CEO of EverythingHR and EverythingHR Financial Services, interviews a team of lawyers from Littler Mendelson Law Firm regarding employment law updates. They discuss a range of updates and pitfalls including paid time off, minimum wage, immigration, legal marijuana use, firearms, and sexual harassment. 

Littler Mendelson Law Firm is the largest employer-side employment law firm in the world with 1400 attorneys; it is exclusively an employer management defense firmMichigan recent law updates - new paid sick leave going into effect in March 2019There was no mandatory paid sick leave in Michigan before this act was passedTo be in compliance with the new law, any company with 50 or more employees should consult with its legal teamStatus on state Guidance - Guidance from the state would be helpful, but it may not happen Employers should consult with legal teams to know whether specific employees are covered by the new actMichigan state Legislature passed a minimum wage increase law which will again increase at the end of March 2019Current wages for salaried workers and how to calculate work time based on the Fair Labor Standards ActImmigration laws including and recent historical background, necessary forms, and other detailsLittler Mendelson collaborates with someone’s existing legal counsel How the recent legalization of recreational marijuana is impacting labor laws nationwide Firearms in the workplaceThe #MeToo movement and why employers need to take it seriously

Twitter

https://twitter.com/everythinghr1

Linkedin

https://www.linkedin.com/company/everythinghr1/

Connect with Felicia Harris

https://www.linkedin.com/in/felicia-g-harris/

Felicia Harris, CEO of EverythingHR and EverythingHR Financial Services, interviews three millennial staff members about misconceptions, struggles, and stressors of the millennial work generation. The group discusses a range of topics including self-advocacy, problem-solving, social media and technology, employee needs, and retirement strategies.

Interview with millennial EverythingHR staff Common misconceptions regarding millennialsWhy having strategies to advance such as job-shadowing, self-advocacy, and involvement in job evaluation is importantStressful job place areas and what we should do about themIs addiction to technology and social media a millennial problem or a societal one?How to keep focused at workDo millenials lack the ability to communicate face-to-face?Are Millenials highly sheltered? The millennial balancing act - public vs private information; personal vs professionalThe stress of the potential loss of social securityOpinion diversity is important for business success How to prepare for retirement and explore other revenue generating optionsReduce Millennials stress through open communication, opportunity for growth and advancement, flexibility, financial benefits, and work/life balanceWhy having opportunities to shine and advance within a company is important for a millennial

Are you trying to retain the technical knowledge of your company’s retirees? Felicia G. Harris, CEO of EverythingHR and EverythingHR Financial Services, shares how we can retain the mature workforce while contributing to not only the company but also the other age groups of the workforce.

How to hire and maintain a mature workforce without bypassing important lawsThe age group that has the lowest unemployment rateThe top characteristic of a mature workforce and why knowing it is importantKey ways to keep the workforce engaged and involved in the organizationWhy incentives are an important part of retaining valueHow to retain value once the mature workforce retiresThe important role of succession planning in an organizationCater to the needs of the age-groupThe cultural preferences of an older workforce and how they thriveHow you find and hire the mature workforceCreate ways for the mature workforce to share their knowledgeWhat you need to know before using a recruiterThe difference between succession and replacementThe benefits of having a diverse workforceWhy having a mature workforce is beneficial for the company’s vision

3 Key Points:

1. The 65-75 age group has the lowest unemployment rate out of all of the age groups.

2. The top characteristic of this age group is consistency.

3. Offering different working incentives helps to retain this mature age group while they add value to the company.

Twitter

https://twitter.com/everythinghr1

 Linkedin

https://www.linkedin.com/company/everythinghr1/ 

 Felicia Harris HR

 https://www.linkedin.com/in/felicia-g-harris/

Felicia G. Harris,  CEO of EverythingHR and EverythingHR Financial Services, tells us why new hires are a critical part of our business and how we can retain their value and help them thrive.

How to establish a culture that keeps employees thrivingWhy filling out paperwork shouldn’t be the first job for a new employeeEstablish a relationship with your new hire from the first interviewSmall business owners have change as their advantageHow to communicate successfully with your employeesWhy compensation is always going to be an issue with employeesKey questions to ask when hiringWhy Day 1 assessments are importantPeople who develope relationships within the company stay longerHow to avoid toxic environmentsA new hire is a good barometer of your work environmentEstablishing check-ins with a new-hire is a criticalManaging expectations of the new-hire New hires are an important part of taking your company to the next levelA well-defined orientation process is keyThe culture that improves retention rates of employeesWhy bidding wars to retain talent is a dangerous trapWhy its important to have a pipeline of potential new employees

Resources:

Twitterhttps://twitter.com/everythinghr

 LinkedInhttps://www.linkedin.com/company/everythinghr1/Felicia Harris HRhttps://www.linkedin.com/in/felicia-g-harris/