All Washington employers must provide paid family and medical leave under a bill signed by Gov. Jay Inslee on July 5.
The new law creates an insurance fund that employers and employees both pay into, with a 0.4 percent payroll tax. Payroll deductions will begin on Jan. 1, 2019, and benefits will become available to employees on Jan. 1, 2020. https://www.paidleave.wa.gov/
Read MoreYou followed our 6 Steps for Hiring The Right Person, and you found a fantastic new candidate to join your team. How do you keep the positive momentum going? A thoughtful “onboarding” process is a critical component of successful entry for your new hire.
Read More1. Challenging Work—Providing your employees with challenging work does not mean over-loading or over-whelming them; it means that they are inspired to do more by being given challenges that help them feel more successful.
2. Recognition—Recognition is a powerful motivator. Showing an employee that you recognize they bring their best effort to their work is key to employee satisfaction. Similarly, if an employee is unengaged in their work, recognition can bring an extra boost of confidence.
3. Employee Involvement—Your employees are aware of, and part of, the future goals of your organization. This is closely related to the practice of transparency, which means your employees see you actively engaged in work and trust that you’re keeping them up-to-date on what is going on with the organization. Work to create the sense that you are all in this together.
4. Job Security—Nothing will make employees disengage from an organization faster than fear they will lose their job. While you should aspire to create a work culture of transparency and employee involvement, take care to avoid sharing too much worrisome information about financial concerns, market issues, lagging sales, etc. Helping your employees feel secure in the work they do will deepen their job satisfaction.
5. Compensation—While fair compensation is important, money sits at the bottom of this list of motivators. Increased compensation may bring employees through your door, but it doesn’t keep them for the long haul; no amount of money will keep someone in a work environment they are unhappy with.
This article is excerpted from an HR best practices webinar that Clarity presented in partnership with Washington Nonprofits.
Human resources are the people that make up your workforce—from the largest corporation to the smallest business or nonprofit organization. They are the engine that power your ability to invent things, produce things, or deliver services. Humans bring the value to your enterprise. As a business or nonprofit organization, your employees are your greatest expense and your greatest opportunity.
Once hired, it takes 6 months for an employee to learn all aspects of their job, and an additional 6 months to become proficient at it. This means it takes a full year to begin to offset the cost and investment of the employer. To receive a return on investment of a full year of expenses associated with hiring, on-boarding, training, and supporting your new employee to proficiency, you really need to keep an employee for two years. This is why it’s important to find just the right fit for your position during the hiring process!
Here are six steps every organization should take to boost their chances of finding and hiring a great match.
Read MoreWhat is Human Resources Management (HRM), and why is it important to your business? Human resources are the people that make up your workforce—from the largest corporation to the smallest business or nonprofit organization. They are the engine that power your ability to invent things, produce things, fix things, sell things, or deliver services. Humans bring much of the value to your enterprise.
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