I’ve got something coming and I’m so excited to tell you about it. But let me tell you a little bit about myself and why I created this thing that is coming. I’ve been in HR for over a decade and I’ve been in compensation for over half of that. Compensation is one of the most interesting topics because it is so meaningful to everyone. It brings value to people. It’s money and lights people up because of the opportunities they see for themselves. In my role, I get to determine a job’s pay range, value, and set people’s pay. That is a lot of responsibility. Through my career I have created guidelines and trainings to bring fairness and equity to this process to the organizations I have worked for. I wanted to share this info to everyone and shout from the rooftops of the tallest buildings because you read the news of all the inequity in this world. I especially wanted to share these tools to the small businesses, the 1 person companies that are ready to grow so they could attract and hire the right people from the beginning because those are the same people my heart connects with. I want to see them win so their family can grow and they can spread their business with the employees they hire and their families can grow.

So… my mind kept thinking about what are the most important positions a business should start with and I put together the thought process of why those positions. Then I thought about the small businesses, they don’t have time to put together job descriptions, they just need to be able to hire these people. So…I put the job descriptions together for them. They might want to tweak it a little to make it more specific to their needs, but they may not have time and these are ready to go. They can always share more to the candidates that apply. But then I thought about compensation, how will they know what to pay them and how will they pay them fairly and consistently?

So…I put together the pay ranges and a very handy tool I use almost daily to come up with an offer when I do find that perfect candidate.

I’m still tweaking everything, but I’m just so excited that I had to share. If you want to get on the waitlist, click this link and let me know. The wait won’t be long, and for signing up there is a special price. I can’t wait to share with you all!!

https://dedicated-trailblazer-7882.ck.page/6b48062980

I am drowning. Drowning in the sense of overwork and burnout. I wish someone could take some of these tasks off of my list. Are you in that same place? Let’s hire someone to help pull us out of the water.”

But I don’t even know what to do to hire someone.”

Well to start, you need a job description of what you want the person you hire to do and I can walk you through that with my job description template and guide. Click the link below so I can send it to you.

Or do you have a more specific position you want me to create for you? Let’s take 30 minutes to work through and I’ll create it for you. Email me at [email protected] and let me know what times you have available this week and let’s get it scheduled.

https://dedicated-trailblazer-7882.ck.page/78c73f071a

A “dream team” can make all the difference in the results you get for your business. Once you get those employees, there is no way I want to lose those employees. And I don’t think you want to lose them either because that means less results, going back and trying to hire a replacement who somewhat does what they did, which also means training the new person in all of your business’ complexities and who has time for that? Let alone who wants to do that? What do you do to keep your “dream team” motivated? Happy? Wanting to stay with your business? Is it… A. Pay them a very competitive wage when you hired them and continue to provide annual lucrative pay increases B. Pay them some sort of bonus or commission based on the revenue they help you achieve C. Tell them all the time how appreciative you are of them and provide them some rewards like lunch, gift cards, etcThese are all great things to do and if you’re not doing any of those either that’s ok too. But I would be concerned that they might be looking for businesses that do that for their employees. How do you get in front of this concern? The 1st thing I always like to do is figure out what is the competitive wage for that position. This is 1 of the top things employees look at and consider when they are job searching. A lot of employees tie what they bring home on their paycheck as their own personal value. We shouldn’t do that but that’s just human nature. If you want help figuring out that competitive wage, I can help you with that. DM me here or email me here [email protected] and I would love to be able to get to work for you.

With performance evaluation processes well on its’ way for many businesses right now, do you pay your employees based on their performance? Some people say that’s not fair, but why isn’t it fair? If employee A is willing to put in the work to go above and beyond in their job, why shouldn’t I, as their boss, compensate them for a job well done? There are many, many, many factors to consider before moving to this pay philosophy, such as: 1. How do you compensate your employees currently? 2. Do you and/or your supervisors provide feedback to your employees? If so, how often and how? 3. Do you have top performers you want to reward? Those are just a few I will name now, but if you’re ready to start making the adjustment for your employees I would love to be able to help you through this. DM me here or email me here [email protected]. #people#work#performancemanagement

I’m sure a lot of you are finishing up your benefits open enrollment with your company. What is your favorite benefit that your company offers? I’ll start mine in the comments.