prologichr

Is Your Handbook Helping or Harming?

Thu, 07 Aug 2025 12:08:02 GMT

Is Your Handbook Helping or Hurting?

Why Your Employee Handbook Might Be Doing More Harm Than Good

Employee handbooks are meant to protect businesses and align teams—but in many organizations, they’re doing the opposite. What should be a helpful guide for culture, conduct, and compliance often turns into a bloated, confusing, and fear-based document that undermines trust and flexibility.

At ProLogic HR, we believe HR should empower people—not box them in. So if your handbook feels more like a legal landmine than a people-first tool, it may be time to rethink your approach.

1. Handbooks Are Often Written for Lawyers, Not Humans

We get it—compliance matters. But if your employee handbook reads like a legal brief, most employees won’t absorb the information. Worse, they may feel like they’re already being set up to fail.

Clunky language, redundant policies, and walls of text signal that you don’t trust your people to use good judgment. And that erodes culture fast.

A better way: Speak plainly. Outline your expectations clearly and respectfully. Build policies that communicate trust—not control.

2. They Focus on Control Instead of Culture

Many handbooks are centered around what employees can’t do, rather than what they can. They emphasize punitive measures, restrictive procedures, and zero-tolerance policies over growth, support, and values.

When the first impression of your company culture is “don’t mess up,” that’s not a culture—it's a liability management system.

A better way: Lead with your values. Use the handbook to reinforce your why—what you believe in, how you support people, and how employees can thrive. Make it an invitation, not a warning.

3. Outdated Policies Can Undermine Inclusivity and Flexibility

Is your handbook stuck in 2010? Policies that assume everyone works 9–5 in an office, dresses business casual, and takes traditional PTO are out of touch with how modern teams operate.

Rigid dress codes, vague “professionalism” standards, and outdated leave policies (e.g. for maternity, mental health, or remote work) are not just old-fashioned—they can be exclusionary and disengaging.

A better way: Audit your handbook regularly. Update language to reflect inclusive, remote-friendly, and flexible work realities. Reflect the diversity of your team and the humanity of their needs.

4. One-Size-Fits-All Doesn’t Fit Anyone Well

Many handbooks use generic templates that don’t reflect a company’s size, industry, or culture. This makes them feel disconnected from how the business actually operates.

If your handbook could belong to any company, it won’t resonate with your employees—or support the real-world decisions they need to make.

A better way: Customize it. Use real-life scenarios, examples, and tone that reflect your team’s voice and your organization’s mission. Make it relevant and relatable.

5. They’re Often Ignored Until There’s a Problem

Most employees glance at the handbook during onboarding—and never touch it again. Why? Because it’s not useful day-to-day. It doesn’t answer real questions or provide practical guidance.

Then, when a problem does arise, the handbook becomes a tool of last resort—used more for discipline than direction.

A better way: Make the handbook part of a larger strategy of employee enablement. Integrate its principles into training, team rituals, and everyday conversations. Make it a living resource, not a static PDF.

Reimagining the Handbook with ProLogic HR

At ProLogic HR, we help forward-thinking organizations reimagine their handbooks as tools for trust, alignment, and empowerment—not just legal defense.

Whether you need a complete overhaul or a thoughtful refresh, we bring clarity, compliance, and humanity together in one modern, customized document. Your people deserve a handbook that reflects your real culture—and supports them in doing their best work.

Ready to build a handbook that helps, not harms? Let’s talk.

He Left the C-Suite for a Squad Car: What It Taught Me About People, Purpose, and Performance

afletcher@prologichr.com (Amy Fletcher) — Tue, 03 Jun 2025 00:07:01 GMT

My husband spent more than 30 years in executive operations roles—directing teams, solving complex business problems, and navigating high-pressure environments. He was good at it. Strategic, steady, decisive. And while it served our family well and fulfilled a sense of responsibility, he never really loved it.

What he always wanted to do was be a police officer.

Over the years, he volunteered with local agencies. He did community patrols, supported traffic stops, showed up where he could. It scratched the itch but never fully satisfied it. Then, in what we jokingly call his “pre-retirement retirement,” he joined a local police force full-time. At 60 years old. Bulletproof vest, cruiser, the whole thing.

This week, he was the first on the scene at a home where a man, roughly his age, was unresponsive. No pulse. No breathing. My husband performed CPR until paramedics arrived. The man didn’t make it.

This is not the second act we imagined. It’s physically demanding. It’s emotionally intense. It’s dangerous. But he comes home lit up with purpose. He is more exhausted, more alive, and more himself than I’ve ever seen.

And watching it unfold has shifted how I think about work, people, and what truly unlocks performance.

The Realization

We talk a lot about purpose at work as if it’s the single key to fulfillment. But in reality, purpose is just one part of the equation.

The people who are most engaged and successful, whether they’re writing reports or responding to 911 calls, tend to be doing work that intersects somewhere with three things:

What they’re naturally good at
What gives them a sense of purpose or meaning
And what meets a real need in the world (which, let’s be honest, often means someone will pay for it)

My husband is a protector. He’s calm in a crisis and brave in ways I deeply admire. He believes in the good that law enforcement can do, and he wants to be part of making it better. He’s not doing it for the paycheck, but his role is needed, and the value he brings is recognized.

That alignment....strength, purpose, and need...creates a kind of energy that can’t be faked. Even in the hardest moments, he’s grounded. Clear. Alive.

And it made me think: what if more of us, especially business owners and leaders, thought about alignment this way when hiring, developing, or repositioning our people?

Alignment in Action

For the past decade I have been helping leaders and small businesses develop and retain great people and I see it all the time: smart, capable employees stuck in the wrong roles. They’re hired for a gap, slotted into a job, and expected to flourish based on skill alone. But humans are more complex than job descriptions. They need alignment to thrive. But small business owners don’t always have the luxury of trial-and-error hires or mismatched roles. Every seat matters. Every person carries weight. When someone is out of sync; misaligned with their strengths, disconnected from purpose, or unsure how their work contributes; it doesn’t just affect that individual. It slows the entire team. It drains morale. It creates drag where there should be momentum.

The best leaders I know don’t just hire for experience. They dig deeper:

What energizes this person?
When do they do their best work?
What kind of environment or structure brings out their best?
Do they understand how their role contributes to something meaningful?

It’s not always easy to get this right. People grow, shift, evolve. What was once a great fit may now feel stale. But when we pause to consider these dimensions—not just at the point of hire, but throughout someone’s time with the organization we unlock something far more powerful than performance reviews or incentives: we tap into intrinsic motivation.

Just like my husband found in his second act, alignment isn’t about chasing passion at the expense of practicality. It’s about positioning people where they can contribute meaningfully, grow naturally, and feel connected to a greater purpose. That’s not fluff. That’s strategy.

Three Practical Ways to Spot (and Support) Better Alignment

Understanding and fostering alignment doesn’t require a massive overhaul or complicated assessments. Here are three simple steps any small business owner or leader can take today to help put people in roles where they can truly succeed:

1. Conduct a “Strengths Recheck”
People grow and change and so do their strengths, needs and desires. Take a moment to check in with your team beyond their job descriptions. Ask questions like:

What parts of your work energize you?
What tasks feel draining or frustrating?
If you could spend more time doing one thing, what would it be?

These conversations might reveal hidden talents or interests you hadn’t considered. You don’t have to reshuffle the entire org chart, but small tweaks can unleash big results .

2. Add “Purpose Fit” to Regular Conversations
During one-on-ones, reviews, or casual check-ins, include a question about meaning: “Does the work you’re doing feel purposeful or meaningful to you?” It’s okay if the answer isn’t a resounding “yes.” The goal is to understand what motivates each person and what they find rewarding. This insight helps you support them better and can guide future role adjustments or development opportunities.

3. Map the Alignment Triangle
For each key role or team member, think through these three questions:

What are they really good at?
What gives them a sense of purpose in their work?
What needs does the business have that align with those strengths and purpose?

Even if it’s not a perfect match, this mental mapping helps you identify gaps and opportunities. Sometimes the best solution is a small shift like adjusting responsibilities or pairing team members in complementary roles.

Final Reflection

Watching my husband step away from an role into the demanding, unpredictable world of law enforcement has been a powerful lesson, not just about courage, but about the true nature of work and fulfillment. It reminded me that alignment is rarely simple or static. People aren’t just skills and tasks on a resume; they are complex, evolving beings with multiple dimensions and needs.

For business owners, this means your most valuable asset, the people on your team, thrive when you see them as whole individuals. When you take the time to align what they’re good at, what fuels their purpose, and what your business truly needs, you create more than just productivity. You create engagement, resilience, and a team that can weather challenges and grow stronger together.

It’s not a one-time fix, but an ongoing conversation and commitment. And the ROI? It’s more than dollars and cents, it’s a culture where people want to show up, give their best, and stick around.

If there’s one takeaway I hope you hold onto from this story, it’s this: don’t settle for the easy hire or the “good enough” role fit. Invest in alignment. It’s worth it. For your people, for your business, and quite frankly for the world.

Fueling Your Fire: Discover What Drives You

Mon, 13 Jan 2025 19:31:55 GMT

Unleashing Potential Through Self-Discovery

Fueling Your Fire: Discover What Truly Drives You

In the pursuit of personal and professional fulfillment, one of the most valuable insights you can gain is understanding what makes you tick. Whether it’s a passion for problem-solving, a knack for creative innovation, or a drive to help others, pinpointing what motivates you is the first step toward unlocking your potential. But discovering your true motivators isn’t always straightforward—and that’s where talent assessments paired with expert coaching can make all the difference.

The Power of Knowing What Drives You

Understanding your motivators isn’t just a feel-good exercise; it’s a critical part of achieving success while loving what you do. When your work is aligned with what energizes you, your productivity, engagement, and overall work satisfaction skyrocket. Conversely, operating in a way that doesn’t align with your strengths and passions can lead to burnout and frustration.

For organizations, the stakes are even higher. Leaders need a team that’s not only skilled but also motivated by their work. In Good to Great, Jim Collins talks about getting the right people on the bus (the Who) and then getting them to the right work (the What). The last thing an employer wants to do is lose really great people because they didn't give them work that energized and engaged them. Misalignment between an employee’s drivers and their role can result in decreased performance and unwanted turnover. By identifying what makes each employee tick, companies can cultivate a more engaged and cohesive workforce.

How Talent Assessments Unlock Insights

Talent assessments are a powerful tool for uncovering the unique drivers, strengths, and behavioral tendencies of individuals. These scientifically backed tools go beyond resumes and interviews to provide a comprehensive view of a person’s potential. They evaluate aspects such as:

Personality traits : Are you an introvert who thrives on deep work or an extrovert who excels in collaborative environments?
Cognitive abilities : How do you approach problem-solving and decision-making?
Motivators : What fuels your passion—recognition, creativity, financial rewards, or a sense of purpose?
Behavioral styles : How do you interact with others and handle conflict?

When paired with expert analysis, these assessments offer actionable insights that can guide individuals toward roles that truly fit.

The Value of Expertise

The ProLogic Team helps organizations and individuals unlock their full potential through tailored HR solutions. By combining talent assessments with personalized consultation, we provide:

For individuals : Guidance on career paths, professional development, and aligning work with personal drivers.
For organizations : Strategic hiring decisions, enhanced team dynamics, and actionable plans for employee development and retention.

Our HR experts go beyond delivering assessment results; we partner with you to interpret the findings, identify growth opportunities, and create actionable strategies that benefit both employees and organizations.

Understanding what makes you tick is more than just an exercise in self-awareness; it’s a strategy for success. By leveraging the power of talent assessments and expert consultation, you can align your strengths and passions with the right opportunities—fueling your fire and unlocking your potential.

Help When Disaster Strikes!

afletcher@prologichr.com (Amy Fletcher) — Tue, 05 Nov 2024 19:54:40 GMT

Help for the hurting.

Hurricanes, tornados, floods, earthquakes.....natural disasters can happen to anyone. Living in the upstate of South Carolina, we learned that lesson the hard way. Feeling a natural protection tucked safely at the base of the Blue Ridge Mountains, we had a false sense of security. Tornados tend to break up, hurricanes NEVER reach this far.......until October 2024 when Helene decided to release her fury ripping through our streets with a force and fury I have never experienced. My family was fortunate, a few downed trees and minor damage to fences and one flying trampoline. Others, specifically to our northwest were not so lucky. Lives were lost, livelihoods and homes destroyed. Many will have months, if not years, of putting their lives back together. As an employer, what options do you have? What are tangible ways to help support those in your organization who have experience such loses? Here's how natural disasters can affect your workforce and what your organization can do to provide meaningful support.

1. Emotional and Psychological Impact

Experiencing a natural disaster can cause significant emotional strain. Employees may experience feelings of loss, anxiety, or even post-traumatic stress. The unpredictable nature of disasters often leaves individuals feeling vulnerable, anxious, or overwhelmed. Returning to work amid personal upheaval can be challenging.

What You Can Do:

Consider offering Employee Assistance Programs (EAPs) that provide counseling services. For those who may need extended support, set up virtual mental health sessions or group counseling. These initiatives can help employees process their emotions and offer them tools for resilience.

2. Health Impact

In the aftermath of a disaster, employees may deal with physical injuries, respiratory issues, or other health conditions affecting them or their family members.

What You Can Do:

Be flexible with attendance policies during recovery periods. Encourage employees to take the time they need to heal, and offer sick leave or paid time off (PTO) when possible. Consider working with health providers to arrange health checks or vaccinations if needed, especially if the disaster involved toxic exposure or disease risk.

3. Disruption to Living Conditions

Employees’ homes, vehicles, or other property may have been damaged or destroyed. Lack of shelter, transportation, or access to basic resources can be significant stressors and impact their ability to work.

What You Can Do:

If resources allow, set up a disaster relief fund or partner with community organizations to offer temporary financial support. Consider offering transportation support, temporary housing stipends, or partnering with nearby housing organizations to help employees get back on their feet.

4. Increased Financial Strain

Natural disasters often lead to unexpected expenses, from emergency medical costs to home repairs. These sudden financial burdens can be overwhelming for employees, especially if they were already managing financial responsibilities before the disaster struck.

What You Can Do:

Consider offering financial counseling services or connecting employees with resources to help them access loans, grants, or disaster aid. Some organizations even provide short-term, low-interest loans to help employees cover unexpected expenses. Financial support can alleviate some of the stress, allowing employees to focus more fully on recovery and their work. Additionally, be aware of the 2022 Secure 2.0 Act that allows retirement withdrawals without penalty in certain natural disasters.

5. Impact on Work-Life Balance

Natural disasters often disrupt the daily routines and responsibilities of employees, including their child care, elder care, and family obligations. For example, an employee may need to look after children or elderly family members displaced from their homes.

What You Can Do:

Implement temporary work-from-home arrangements, flexible schedules, or time off to accommodate their altered responsibilities. This flexibility is essential in showing empathy and understanding, and it ensures employees don’t have to choose between work and caring for their families.

6. Changes in Productivity and Morale

Even if employees are physically safe and able to work, natural disasters can still impact productivity and morale. Employees may feel a sense of grief or loss that affects their motivation or concentration. Team members who aren’t directly impacted by the disaster may also experience a dip in morale as they empathize with their affected colleagues.

What You Can Do:

Organize regular check-ins and consider modifying performance expectations temporarily. Encourage teams to support each other and foster a culture of openness about challenges. Hosting a town hall or team meeting to acknowledge what has happened and express empathy can go a long way in showing solidarity.

Natural disasters test a company’s resilience and the strength of its commitment to its people. By acknowledging the personal impact on employees and offering compassionate support, your organization can help them feel cared for and valued. Whether it’s through flexible scheduling, financial aid, or a simple check-in, showing empathy and adaptability can turn a challenging period into an opportunity for a stronger, more supportive workplace culture.

Controlling Attrition: Simple But Not Easy

Thu, 17 Oct 2024 11:30:11 GMT

Attrition: The Good, The Bad and The Ugly

According to the latest statistics from the US Bureau of Labor Statistics, the turnover rate is down to 3.1%. That's great news.....but is it the whole story? If you're in healthcare, manufacturing or heavy blue collar labor industries you know that number can be as high as 40%! That means you are turning nearly 1/2 of your workforce over every year! Putting a dollar amount on that would make your head spin. So how do you stop the bleeding? And when should you stop it?

Turnover and attrition are sometimes used interchangeably. Other times we fondly refer to attrition as something, good, like the sweet step-sister to the evil turnover brother. But the reality is attrition can be good, bad or really bad - downright ugly!

From the dictionary Britannica come these definitions for attrition:

1 chiefly US : a reduction in the number of employees or participants that occurs when people leave because they resign, retire, etc., and are not replaced— called also (British) natural wastage

2 : the act or process of weakening and gradually defeating an enemy through constant attacks and continued pressure over a long period of time

So what are some indicators that attrition has turned into an organizational "weakening" deficit? Let's take a look at both sides.

The Pros

Fresh Talent and New Perspectives

When employees leave, especially those who may have been in the organization for a long time, it opens the door to bring in fresh talent. New hires often bring fresh ideas, updated skills, and new perspectives, which can help the company innovate and stay competitive. Sometimes, the influx of new employees can challenge outdated ways of thinking and foster positive change.

Cost Reduction

While hiring new talent involves costs, attrition can lead to long-term savings if managed correctly. The company might not need to replace every position, especially if the roles can be redistributed across existing staff, potentially reducing payroll expenses. This can be especially beneficial for organizations going through a downsizing phase or trying to streamline operations.

Opportunity for Internal Growth

Attrition can create opportunities for internal mobility. Allowing existing employees to step into higher roles, take on new challenges, or switch departments. This kind of upward mobility can increase employee engagement and retention, as workers see a clear path to advancement.

Culture Shift and Improved Fit

When high performers stay and less engaged employees leave, assuming the GOOD attrition, the organization’s culture can become more aligned with its values and goals, improving collaboration and morale.

Natural Evolution

As businesses evolve, so too must their workforce. Attrition allows for a natural evolution in staffing, making room for new skill sets that may be necessary for the company to succeed in changing markets or with emerging technologies.

The Cons

Loss of Institutional Knowledge

One of the biggest downsides of attrition is the loss of institutional knowledge. Long-tenured employees possess a deep understanding of the company’s processes, history, and customers that is difficult to replace. When they leave, they take that knowledge with them, which can slow down productivity and disrupt operations.

Increased Workload for Remaining Employees

When employees leave and their positions aren’t immediately filled, the remaining staff often have to absorb the extra workload. This can lead to burnout, frustration, and lower morale, especially if there’s no clear plan for managing the transition. If left unchecked, this stress can result in even more attrition, creating a harmful cycle.

Costs of Rehiring and Training

While attrition can lead to cost reductions, replacing employees (especially key players) can be expensive. The costs of recruitment, training, and onboarding new staff can add up. You also have to account for the time it takes new hires to reach the productivity levels of their predecessors. This can have negative short-term business impact.

Damage to Company Reputation

High rates of turnover can signal instability to both employees, potential employees and external stakeholders. It may cause potential candidates to shy away from applying, concerned that the company doesn’t offer a stable or supportive environment. If not addressed, high attrition can also harm the company’s brand, particularly in competitive industries.

Team Disruption

A sudden departure of key team members can disrupt the cohesion of a team. Employees who have been working together for a long time develop an understanding of each other's working styles, strengths, and weaknesses. The loss of key personnel can throw off this balance and may require time to rebuild team dynamics.

Trust Erosion

Sustained high attrition without a clear understanding of why good people are leaving can lead to a lack of trust in leadership and create a culture of fear.

Managing Attrition: Finding the Balance

While attrition can be both beneficial and harmful, managing it effectively is key. Organizations should have clear succession plans, focus on individualized employee development, and foster a positive culture to ward off unwanted turnover. At the same time, embracing some level of attrition can provide opportunities for innovation and growth. It’s all about striking a balance between retaining top talent and welcoming fresh perspectives to keep your company dynamic and resilient.

Attrition is a double-edged sword. It can bring both growth opportunities and challenges. The goal is not to eliminate attrition entirely, but to manage it strategically, ensuring that your organization benefits from the positive aspects while mitigating the risks of the "ugly: kind.

Making a List & Checking It Twice

Mon, 11 Dec 2023 13:58:46 GMT

Policies & Procedures

As we close out the year celebrating with our teams, it is a perfect time to remember that one of the greatest gifts we can give each other is clarity. An effective way to deliver this is through a well-structured policy and procedure manual.

I know what you're thinking, not one employee has ever come to you and asked to forgo their year-end bonus to receive the gift of a policy and procedure manual. Moreover, I am sure that very few of you started your business saying, “I can’t wait to create a 30-page document outlining all the policies and procedures that tell the people working for me what is expected of them.” It’s more likely you thought, “I am going to hire the right people who do the right things. People who share my values. People that I can train the way I want and the rest will work itself out.”

However, as your team starts to grow you realize that is not reality.

Somewhere along the way, you notice you are not able to infuse each employee with the core values and work ethic that are foundational to your organization. As you grow, you count on others to make sure new hires have this key information. You might start to notice everyone has created their own way of doing things and are playing by their rules. As a result, the culture you envisioned subtly begins to shift.

It becomes essential to establish clear policies and procedures for your organization to foster a healthy and productive workplace culture. Policy and procedure manuals help everyone play by the same set of rules and standards. They outline expectations and guidelines for employees in various areas, such as mission, vision and values, health and safety procedures, harassment prevention, and employee benefits and leave policy. By providing employees with clear guidelines, your organization can minimize misunderstandings and conflicts that often lead to lost productivity, costly litigation, and unhealthy cultures.

Having a policy and procedure manual in place also promotes consistency and fairness in decision-making. Employees can refer to these manuals to understand organizational expectations and use the information to make informed decisions that align with your company's values and goals. This consistency helps create a sense of trust and respect among employees, which can ultimately lead to higher levels of job satisfaction and retention.

Year-end is a great time to review your existing manual and establish a routine review process as a regular part of your operations. Doing this allows you to stay informed on the latest laws and regulations, ensure your benefits and leave policies are competitive and up-to-date, adjust your operations to be more efficient, and implement best practices that improve overall employee satisfaction.

As with any gift, how it is delivered is the most important part of how it is received. Therefore, it is critical that once you have established a policy and procedure manual, or made any revisions to an existing one, that you properly implement it. This requires communicating and distributing the manual to reach every employee, making it easily accessible in all workspaces, notifying your teams of any changes, and providing the necessary training to properly educate your employees and check for understanding.

Remember, well-informed employees create a culture of clarity that impacts all aspects of your people operations. So, if a policy and procedure manual is not on your Christmas list this year I would strongly encourage you to ask Santa for it or speak to one of his expert helpers at ProLogic HR. When done right, with your people in mind, it is sure to put you on the nice list in the year to come.

Hiring Done Well

Sun, 29 Oct 2023 20:49:43 GMT

Hiring Well

I have an unhealthy relationship with drugs…..let me explain. I avoid medicine, even when all the evidence and data points to their value in solving my immediate problem. For example, you take ibuprofen when you have a headache, right? Not me. I’ll convince myself I'm dehydrated and drink water. Or I'm under stress and sit in silence to will it away. Complain, ruminate, believe it's a tumor and THEN maybe I’ll take something. I have this idea that medicine generally has a negative domino effective. Take medicine #1 then take medicine #2 to counter act medicine #1. And so on. Sometimes that’s true. And sometimes, we really should slow down before we introduce a new medicine to our human eco-system. Sometimes, the cure does more harm then the disease!

That led me to thinking, do we have this same approach when we hire? Do we rush to fill a hole, to relieve the pain of work overload, only to discover we solved one problem while simultaneously creating 2 others? Hiring is more art then science, and none of us get it right 100% of the time, but slowing down and utilizing objective data can tip the scale in your favor and minimize the undesired side effects of poor hiring. Creating a systematic approach to hiring starting with crafting what the job really needs to be will save hours of unexpected pain on the back end. I have had the privilege of being involved in placing hundreds (maybe thousands) of people in new roles and I've learned a few things along the way.

Start fresh and leave a gap. When someone quits or you are re-examining a new need, give yourself some time to let the gap linger. Don't rush to hire a replacement. When there is a gap of time between the leaving employee and the entering employee the most important work rises to the top. You begin to clearly see what's most important and what balls really can't be dropped.
Start big and funnel down. You need to know what the work to do actually is, but first think about the big picture. What will this role be responsible for and held accountable to? Does it align with broader organizational goals? Once you have those buckets, bullet point the work to do. Create your Job Description based on that.
Define success. What will success look like for this role in 30 days, 60 days, 6 months. Write it down. Be clear on expectations from the beginning. It doesn't mean you can't be flexible along the way, but clarity around what success looks like will help you recognize a great candidate when you see them AND give your new hire confidence.
Use assessments wisely. Using assessments to gather objective data is a crucial piece to excellent hiring. There is no shortage of options out there, but whatever you choose to use, do it consistently and be sure you understand the information you are pulling from it. We utilize the Predictive Index from hiring all the way through to team building. If you don't have the time to be an expert in this data, use someone (like us) who is. It's worth the investment. One word of caution - be careful how much value you place on assessment results. It's one factor in a complex decision.
Use structure and process. Take the time to be clear on the structure of your interviews and the process each candidate will go through. Your interviews should build on each other. For example, the phone screen, done well, should be a qualifier (or dis-qualifier). Make sure your screener is prepared, asks good questions and knows what the deal breakers are. It may be controversial, but we always address compensation requirements in this first conversation. No need to waste anyone's time if the gap is just too wide.
Pull it all together. Bring together the information and the people to make the final decision. This is a time to collaborate, not make your own decision because you "trust your gut". Different people, see and hear different things. Take advantage of the diversity of data and thought and make your decision based on ALL the information.

Hiring someone new into your organization shouldn't cause unnecessary disruption. Doing it well, saves time, money and cultural fallout.

Now put that ibuprofen away, I don't foresee any hiring headaches in your future!

The Impact of Layoffs: Finding Solutions

Wed, 08 Feb 2023 13:10:32 GMT

This morning, as part of my daily routine, I was reading some industry news (HR) and the main topic was layoffs. Ebay plans to lay off 500, last month Google announced plans to lay off 12,000, Microsoft 10,000, Salesforce 7,000, Zoom 1,300, Boeing 2,000. Whew, that’s concerning news.

Recently, layoffs have become a common trend in the corporate world, leaving many employees struggling to find new employment. While layoffs may seem like a necessary step for companies to stay afloat in tough economic times, they also have far-reaching consequences for the affected employees and the broader economy. The impact of layoffs can be severe, leading to a decrease in consumer spending, which in turn can have a ripple effect on the entire economy. Laid-off employees often face a decline in their standard of living, financial insecurity, and an increase in stress levels.

However, there are several solutions that can help mitigate the negative impact of layoffs. These include providing interim financial support and job training programs to the affected employees, implementing flexible work arrangements such as telecommuting and part-time work, and encouraging the creation of new jobs.

Employers can also take a more proactive approach to avoid layoffs in the first place. This can include investing in employee training and development programs to re-deploy employees within the organization, and seeking out alternative solutions to cost-cutting measures such as reducing hours rather than laying off employees.

While layoffs are a reality in today's economy, it's crucial that we work together to find solutions that minimize the impact on affected employees and the broader economy. By taking a proactive approach and exploring alternative solutions, we can create a more stable and secure workforce for everyone.

Why HSA’s are a Win-Win

Thu, 15 Dec 2022 11:33:07 GMT

Why HSA’s are a Win-Win

December 15, 2022

When you think about crafting benefits at your organization, does a Health Savings Account come to mind? For most employers, an HSA is just the by-product of a High-Deductible Health Plan, but understanding this triple-tax advantage offering may have you looking at it from a different angle.

Did you know that employers don’t have to pay federal income tax, social security, or medicare taxes (commonly known as FICA taxes) on contributions from both the employer AND the employee? Because the IRS doesn’t consider these contributions wages it’s like pocketing 7.65% for the employer!

For the employee, they get a triple-tax advantage:

Money goes into the account pre-tax
HSA balances grow tax-free
Money can be spent on qualified medical expenses tax-free

The growth potential makes an HSA account a great tool for investing in high-yielding stocks, ETFs, and mutual funds. Some HSA accounts don’t make this part of their offerings, so before you select your vendor, be sure they allow investing as part of their package.

The below table shows the increased contribution limits for 2023:

2023 Contribution Limits

Providing an HSA for your employees is a great way to give them another vehicle to prepare for retirement and take control of their healthcare costs, all while saving on taxes! That’s a win for all of us!

Data Analytics + Talent Optimization

Mon, 01 Aug 2022 12:56:12 GMT

Data Analytics + Talent Optimization

August 1, 2022

Being part of an amazing team is thrilling.

We’ve all experienced it, if only for a fleeting moment. Trust, collaboration, and that unstoppable feeling — it’s magical.

So, how do you design a winning team? Is it more about raw talent or chemistry? How do you scale that design across the organization so productivity soars and your culture thrives? Using real data and thousands of case studies is a good place to start. Knowing how to use that data and apply it is the next step. Are you ready to get started?

6 Reasons to Use a HR Consultant

Fri, 01 Jul 2022 12:56:12 GMT

6 Reasons to Use a HR Consultant

July 1, 2022

Why would a company or organization hire someone from outside the organization to handle things so core to the mission? At first glance, it might seem puzzling. If you take a closer look, hiring a consultant can actually be the more prudent choice. Often times, a consultant is actually the most capable of identifying the problems within an organization. Here are a few reasons why!

Employees can be too close.

Sometimes employees are too close and leadership too removed to identify problems that might be holding them back. Unidentified bias or simply a belief that “this is the way we’ve always done it” may be unintentionally stunting growth or causing internal conflict.

Broader perspective.

Not only do we have expertise in these areas, we also have the advantage of potential solutions from working with a variety of organizations and situations.

Fresh viewpoint.

Many times we act as a supplement and advisor to the current staff. A good consultant provides an objective, fresh viewpoint without worrying about personal relationships or what people in the organization might think about the results and how they were achieved.

We're experts in our field.

Keeping up with developments in our field of expertise is a core part of providing service to our clients, so we’re always ready to teach and guide clients on the latest developments in hiring, training, development and compliance. Something many employees doubling as the HR department don’t have the time luxury to do.

Save money.

Sometimes a business discovers it can save thousands of dollars a week by hiring an HR consultant rather than hiring a full-time HR Director. This saves the company money on benefits, retirement expenses and payroll costs, not to mention ongoing training and development. Even though a consultant’s rates may present higher than an employee’s salary, over the long haul it typically proves itself to make good economic sense to hire a consultant. And in our case, you pay for what you need, when you need it. It’s fully customizable to fit your organization.

We serve as a catalyst.

One of the benefits of working with an outside consultant is they can be a catalyst for change, helping to push forward the strategic agenda with objectivity. This can remove some of the complications an internal director may experience.

The Framework for Talent Optimization

Wed, 01 Jun 2022 12:56:10 GMT

The Framework for Talent Optimization

June 1, 2022

Every business strategy demands results. Whether those results are positive or negative is in the hands of it’s people. Talent Optimization is a disciple that provides business leaders with a framework and tools to design their culture, roles, and teams to maximize business results. This is how it works —

Diagnose

Design

Businesses can’t just put a random assortment of people together on a team and hope for the best. To achieve the best outcome, an organization must leverage people data to deliberately design its approach to leadership, culture, and team dynamics.

Hire

The ability to hire well sets the stage for future organizational success. Defining the roles an organization needs and matching the right person to the requirements boosts the opportunity for success.

Inspire

When leaders understand their employees, and employees understand each other, they are equipped to minimize conflict, reduce organizational toxicity,

Let’s start the conversation today about empowering your people to be the best version of themselves. They will thank you, and your business will reap the benefits!

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Is Your Handbook Helping or Harming?

Is Your Handbook Helping or Hurting?

Why Your Employee Handbook Might Be Doing More Harm Than Good

1. Handbooks Are Often Written for Lawyers, Not Humans

2. They Focus on Control Instead of Culture

3. Outdated Policies Can Undermine Inclusivity and Flexibility

4. One-Size-Fits-All Doesn’t Fit Anyone Well

5. They’re Often Ignored Until There’s a Problem

He Left the C-Suite for a Squad Car: What It Taught Me About People, Purpose, and Performance

The Realization

Alignment in Action

Three Practical Ways to Spot (and Support) Better Alignment

Final Reflection

Fueling Your Fire: Discover What Drives You

Unleashing Potential Through Self-Discovery

The Power of Knowing What Drives You

How Talent Assessments Unlock Insights

The Value of Expertise

Help When Disaster Strikes!

Help for the hurting.

1. Emotional and Psychological Impact

2. Health Impact

3. Disruption to Living Conditions

4. Increased Financial Strain

5. Impact on Work-Life Balance

6. Changes in Productivity and Morale

Controlling Attrition: Simple But Not Easy

Attrition: The Good, The Bad and The Ugly

The Pros

The Cons

Managing Attrition: Finding the Balance

Making a List & Checking It Twice

Policies & Procedures

Hiring Done Well

Hiring Well

The Impact of Layoffs: Finding Solutions

Why HSA’s are a Win-Win

Data Analytics + Talent Optimization

Being part of an amazing team is thrilling. ﻿

6 Reasons to Use a HR Consultant

6 Reasons to Use a HR Consultant

Employees can be too close.

Broader perspective.

Fresh viewpoint.

We're experts in our field.

Save money. ﻿

We serve as a catalyst.

The Framework for Talent Optimization

The Framework for Talent Optimization

Diagnose

Design

Hire

Inspire

Being part of an amazing team is thrilling.

Save money.