Successful Blog

Do You Benefit From Offering Your Employees More Education?

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How would you like a more dynamic, skilled workforce without the hassle of taking on new staff?

If your company could benefit from more knowledgeable employees with skills relevant to your niche, it might be time to consider offering your employees tuition assistance.

Many large companies – Apple, McAfee and Starbucks for instance – offer tuition assistance to their employees. You might have some understandable fears about doing so – more on those in a moment – but in fact offering your employees educational opportunities can reap many rewards.

Read on to find out what offering educational assistance can do for you, and how to allay some of your fears.

Who Has Succeeded With Tuition Assistance?

United Technologies Corp (UTC) decided that the best way to attract the employees they needed was to shape their existing workforce through their tuition assistance program.

Employees can gain an Associate, Bachelor’s or Master’s, with UTC meeting the costs of tuition, fees and books. In turn, UTC has been rewarded with a more skilled and loyal workforce. Employees who have taken up their tuition assistance program are less likely to leave, and more likely to be promoted.

The Atlanta Police Foundation decided that tuition assistance was the way to go when it saw a need to better equip its staff and officers to cope with a very demanding job.

The Foundation wasn’t happy with the rate of officers leaving the force, and wanted to better retain its staff. By investing in tuition assistance to help officers earn their Bachelor’s or Master’s degrees, the Foundation was able to lower the number of officers leaving by 3%, and was rewarded with a more confident and capable workforce.

What if an Employee Gains More Skills And Leaves?

It’s an understandable fear. What if you invest in your employees education, only to find they take the qualifications you’ve paid for, and go off to greener pastures?

Yet as UTC and the Atlanta Police Foundation show, offering tuition assistance can actually help you retain employees.  It’s a hopeful thought, but of course as a business owner you want to ensure the investment you make in education benefits your company.

So what can you do to keep your newly honed talent in your fold?

* Make it relevant – If you fund educational programs that are relevant to your niche, you are empowering your employees to feel more confident within your field, and your company;

* Set some ground rules – Many employers include clauses such as only offering assistance to those who have been with the company for a certain amount of time, or asking employees to sign a contract saying they will stay for a set amount of  time after graduation;

*Offer opportunities for growth – you wouldn’t give someone the keys to a sports car, but no sports car. Offer your newly qualified employees the chance to grow and be promoted within your company.

How Will Offering Tuition Assistance Benefit the Company?

Tuition assistance offers many benefits for your company. How about:

* More skilled workforce;

* An incentive to stay with your company;

* The chance to find the qualified employees you need from within your own ranks;

* Better soft skills such as time management, teamwork and public speaking;

* Some educational benefits can be deducted for tax purposes;

* Better profile as a company who cares and invests in its employees.

Tuition assistance is a solid investment in your company’s future.

You’ll be equipping your employees with the skills they need to excel in your company, and offering them an incentive to stay and use those skills for your company’s benefit.

As a business owner, what if any educational opportunities do you offer your employees?

Photo credit: nydailynews.com

About the Author: Tristan Anwyn is an author who writes on subjects as diverse as health, marketing, bachelor degree jobs, and SEO.

How Much Do I Pay This Employee?

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When you are a small business owner, it seems as soon as you’ve made one decision, the next one surfaces, and you are back trying to figure out the best thing to do.

One decision business owners are often faced with, and it can be a tough one, is how much to pay employees.

You don’t want to over pay as you’re probably on a budget (and you do need to make money), but you want to pay them what they are worth to keep them with you and happy.

Here are some tips on cracking the code on this … .

Create a range

First off, before any hiring is even done, really before the interviews begin – set a salary range.

Decide on the least you would pay and the most you can pay, and you’ll have some flexibility when it comes to choosing the best candidate and for negotiation purposes.

Look at qualifications

Someone with more relevant degrees, qualifications and experience is usually expecting (and deserving) a higher salary than someone with less.

If you are looking for that highly qualified, experience laden employee, expect to pay for it. If you want someone with a little less experience and education, you can probably get away with lower pay.

Do some comparisons

You can’t really just come up with numbers off the top of your head.

You need to look at some salary comparisons. BUT, you need to look at them as apples to apples. Don’t compare a salary in Chicago to one in Batesville, Arkansas.

Also, don’t just look at job titles, look at job descriptions.

Titles can cover a pretty broad range, but descriptions cover the nitty-gritty, and you can compare just what people are doing to what they are getting paid.

Think about business size.

Sometimes bigger corporations can pay more, but you have things to offer as well, that may not fall under salary. Your company can be more personalized and flexible, offer better benefits or stock options – sometimes that can be worth a lot!

Look around your area and see what other companies your size and in your field are paying employees. You want to stay competitive so qualified people will want to work for you.

When to offer increases

So you have a current employee wanting more money…

• Be careful – offering one raise out of the normal standard you have set can set a precedent you can’t afford to follow.

• Is your employee telling you he or she has an offer for more money? If so, it’s risky all around. If it’s true, it means they’re looking and thinking about it. You may need to keep your eye out. If they are worth it, and budget allows, you may need to offer more to have him or her stay, but know it’s risky – they still could leave.

• If their job descriptions and duties increase, it may be time for more money.

• The best thing to do is have clear policies with documentation of when raises are awarded. You can go by this and keep it cut and dry.

• Bonuses and commission are a way around a salary raise. You pay these once and are not committed to them in the future.

No one said running a business is easy. You’ve got employees to keep happy and budgets to adhere to, plus you need to make money.

However, you need to pay your employees fairly or they will go elsewhere.

Photo credit: nbcchicago.com

About the Author: Heather Legg writes on a variety of topics, many related to social media, small business and Bobby Kotick.

5 Tips for Trimming the Office Budget

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Running a small business is expensive – very expensive.

Saving little bits of money here and there can make all the difference to your overall profit come year-end. There are hundreds of small ways to save money, but when it comes to saving big, there may be a few things you’re missing.

With that in mind, here are five ways to trim your office budget and start saving loads of money each year.

1. Save on utilities

Utilities are one of the largest expenses for an office. By turning up the AC just a few degrees, you can save hundreds per month. Always turn off computers and electronic equipment when not in use, switch to energy-efficient light bulbs, install light sensors in break rooms and restrooms, and consider switching to solar panels if you can afford it. Keep in mind, solar panels are very expensive upfront but will save you thousands over the years. They also can be used as a deduction on your taxes.

2. Save on marketing

Another large office expense is money spent on advertising and marketing. Keep track of where every dollar goes and take note of what methods are the most and least effective for you. For example, are you still sending customers fliers in the mail? If so, you may want to switch to sending e-fliers, instead. E-fliers are quick to make and even quicker to mail out, not to mention the amount you’ll save on paper and stamps. A great way to market your business is via social media. Build a Facebook page, Twitter account, company website and blog to attract and retain customers.

3. Save on office supplies

If you’re in need of new office supplies, which account for 20% of expenses on average, don’t just buy the first thing you see. Look for deals, ask for discounts or buy used. If you’re really looking to save money, consider leasing the larger equipment that you need. This saves you money upfront plus allows you to “test” the product before committing to it. Also, only buy equipment and supplies that you absolutely need. Too many businesses wind up wasting money on technology that never gets used.

4. Save on taxes

Small businesses can write off almost everything nowadays. When it comes time to do your taxes, be as thorough as possible to ensure you’re not missing any deductions. Some less common deductions include utilities in your home (if you have a home office), insurance premiums, retirement accounts, office equipment, bad debt (money people owe you), travel expenses and even clothing (if used for business purposes). Consider hiring an accountant if this isn’t something you wish to take on yourself.

5. Save on staffing

Each year, re-evaluate your staffing needs. Who are the top and bottom performers in your company? Are there any positions you could possibly combine into one role? Is each staff member doing their job efficiently and improving your company, or are they simply taking up space? By evaluating your staffing needs each year, and possibly firing or replacing a few employees, you’ll not only save your company tens of thousands of dollars but you’ll also have a company that’s better-run and managed.

Photo credit: scu.edu

About the Author: Sarah Brooks is a freelance writer living in Glendale, AZ. She covers topics on budget help, personal finance and small businesses.

How Do I Keep My Employees Healthy?

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As a business owner, it is your responsibility to keep your employees motivated and productive throughout the day.

Part of this is helping them become healthier, physically and mentally. People who are living healthy lives tend to have more motivation to do a great job.

So by introducing healthier food options or wellness programs in the workplace, you’re not just helping your employees, but you’re helping your company’s success as well.

That said, what are you doing to help keep your employees fit and productive?

Provide Healthy Foods

Start by introducing healthier foods around the office.

If all you have in your office is coffee, donuts and vending machines filled with snacks and sweets, then that is all your employees typically have during the day.

A good majority of people are not going to bring their own lunches and instead go out to eat. So on the days when they don’t feel like going out or are hungry for a late morning snack, they head straight to the break room.

One way to improve their physical health is by offering healthy items instead of things like donuts and bagels. Have fresh fruit set out for employees, and stock the break room with snacks like yogurt, granola bars or even whole grain bagels with fat-free cream cheese. Put more healthy options in your vending machines as well.

Introduce a Wellness Program

Wellness programs have been very successful for companies who choose to utilize them.

A wellness program can include anything you like, such as on-site classes in yoga, Pilates or even CrossFit.

You can have someone offering stress-relief services for the wellness programs as well, such as massage therapy or acupuncture. This can become part of an employee’s signing bonus and benefits program. It helps your company by offering more benefits and being able to retain your employees, as well as getting more productive and motivated workers in return.

Offer Fitness Center Memberships

If you have a gym on-site, great! But even if you don’t have one, you can still encourage the use of fitness centers by offering memberships or discounts to local gyms.

Contact fitness centers in your area and see if they will offer discounts if you send your employees to their gym. Employees get a cheap gym membership and the gym get a good deal more business, so it works great for everyone.

Encourage On-Site Fitness

There are also ways to encourage physical activity in the workplace.

Start having stretches a couple times a day where you have everyone stand from their desks and perform stretches. This is going to help prevent injury from repetitive motion, such as doing stretches for the hands, wrists, arms, shoulders and back.

You can also give an extra 5 or 10-minute break to employees who want to take a walk around the building for some fresh air and exercise.

Your employee’s health should be important because it keeps them working every day and improves their productivity.

Another thing to note is that you should be offering them help for mental and emotional health through their benefits package.

Photo credit: healthline.com

About the Author: Tina Samuels writes on social media, healthcare recruitment, small business, and social media.

Should I Hire From Temp Agencies?

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When it comes time for your company to hire a new employee, it’s fair to assume you’re looking for nothing short of the perfect match for the job, right?

Well, if you’re on the fence about going through a temp agency, there are some pros and cons to take into consideration that might influence which side of the fence you land. Most employment agencies are great about vetting and providing the perfect candidate, while others miss the mark.

Here are just a few benefits as well as drawbacks when it comes to your company hiring through a temp agency:

The Pros

Considering a temp agency’s purpose is to match employees with employers, it’s sometimes better for companies to hire through an agency rather than advertise positions to the general public and for good reason:

* Avoid Hiring Mistakes – When you hire through a temp agency, your company can rest assured the candidate is not only pre-screened, but tested for the job at hand. This is a great way to avoid poor hiring decisions that ultimately result in lost productivity and wages.

* Eliminate Unemployment Claims – Temporary employees are hired with the full knowledge that their time at your company is short-term. Because of this, your company avoids any unemployment claims that may arise. If you decide to let go of a temporary employee, it’s the temp agency’s responsibility thereafter.

* Reduce Recruiting Efforts – When hiring through a temp agency, the vetting process is done for you. So, instead of wasting time, money, and energy on the legwork that goes along with the recruiting process, your company can cut to the chase with temp employees that are apt for the job.

* Decreased Benefit Costs – Employee benefits cost companies a ton, but with temp employees, your company isn’t required or expected to pay benefits as long as that employee is on a part-time schedule. Likewise, if it’s a full-time position your company needs to fill, consider hiring two temp employees to cover the same job.

The Cons

Before making the decision, there are a couple drawbacks your company needs to consider before going the temp agency route:

* Employee Buyouts – Although finding the perfect fit through a temp agency is a huge benefit, the contract buyout that goes along with hiring that employee full time is a major drawback. And, most temp agencies require a significant buyout depending on the length of the remaining contract.

* Agency Screening – Most temp agencies take the screening process very seriously in order to provide companies with the best possible match. But, unqualified employees sometimes slip through the cracks, especially in the case of larger temp agencies.

* Lack of Strong Relationships – Employers like long-term employees because they are able to form strong relationships with the company as well as other employees. Temporary employees on the other hand don’t have the chance to develop any real relationships. This results in a loss of team spirit and, in some cases, a lack of commitment from the temp employee.

As you can see, weighing the good with the bad is an important step when deciding whether or not to hire through a temp agency.

Photo credit: writeforhr.com

About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including personal health, roofing repair, and small business.

How Do I Hire the Right People?

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Judging a book by its cover probably is not the best way to find the right candidate for your company. These days you have to at least open the book and read the first chapter.

Luckily, there are ways to ensure your company hires the right people without sitting them down in an interrogation room first.

The following tips will help you get the most out of your first encounter with potential employees and ensure you pick the perfect candidate.

Screen Resumes

In an attempt to streamline the interview process, resume screening is a great way to cut out candidates that don’t meet the requirements. Sure, resumes are naturally screened as you read them, but they should be accompanied by a detailed checklist.

The job specific checklist can work as a 1 to 10 scale broken down into categories ranging from candidate qualifications, experiences, and whether or not they should move on to the interview process.

By doing this, you, the employer has a tailored checklist that’s easily compared to other checklists based off the competition’s resumes. Additionally, it’s wise to have dedicated screeners during recruiting periods to act as candidate experts.

Interview for Attitude

Before you hire any employee, it’s important to know whether their knowledge and skill level is up to par. But, another essential facet to any potential candidate is their inner office attitude. That’s where the interview comes into play.

Don’t spend too much time grilling the candidate on information already stated in the resume. Instead, try to gauge their personality. Ask questions concerning work habits, how they function under stress, and their opinion on working long hours.

This is also where your ability to read body language plays a huge role. If the candidate becomes uneasy or makes a seemingly harmless joke at the mention of possibly working nights and weekends, it’s probably because they’ll ultimately have a problem with it.

Quiz References

If and when a candidate reaches the reference checking stage, it’s the perfect time to dig deep into the potential employee’s work past. And, if the reference is strictly professional, it’s also a great chance to gather unbiased opinions about the employee in question.

Once questions concerning the candidate’s abilities are out of the way, transition directly into their people skills. Questions like whether or not the candidate works well with others, their day-to-day attitudes, and their willingness to go above and beyond what’s asked of them are all fair game.

Test for Success

After the candidate checks out on paper and face-to-face, it’s wise to request they take an abilities test.

Whether it’s to get a sense of the candidate’s general knowledge or gauge skills particular to the job, if the potential employee is all they say they are, they should have not problem taking the test and more importantly, receiving an adequate score.

So, when it comes time to fill your next open position, take some of the above tips into consideration and find the best employee for the job.

As an employer, what have your hiring experiences been like to date?

Photo credit: ABC15.com

About the Author: Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including business, invoice software, and personal health.