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Janzen HR Supporting small businesses with straightforward HR solutions that keep teams organized, compliant, and confident.

Clear expectations can make a bigger difference at work than we sometimes realize.When employees understand their respon...
10/19/2026

Clear expectations can make a bigger difference at work than we sometimes realize.

When employees understand their responsibilities, managers know what to expect, and everyone has a clearer idea of what their role involves, day-to-day work becomes easier to manage.

Problems can arise when expectations are unclear.

An employee thinks something is someone else's responsibility. A manager assumes a task is being handled. Two people approach the same job differently because nobody has explained how it should be done.

These situations do not always come from a lack of effort. Sometimes people simply need more clarity.

That might mean having a conversation, updating a job description or making sure everyone understands their responsibilities.

Good HR is not always about solving big problems. Sometimes it is about putting the right foundations in place so those problems are less likely to happen in the first place.

An employee handbook should be more than a document that gets handed out on someone's first day and then forgotten about...
10/14/2026

An employee handbook should be more than a document that gets handed out on someone's first day and then forgotten about.

It should help employees understand workplace expectations and give managers a practical reference when questions come up.

But as a business grows, policies can become outdated. Responsibilities change, procedures evolve and the way things are done may no longer match what is written down.

That does not necessarily mean you need to start from scratch.

Sometimes a review and a few targeted updates are enough to make your handbook more useful.

At Janzen HR, I help small businesses review and improve their HR foundations so their policies make sense for the way they actually operate.

When was the last time you looked at your employee handbook?

10/09/2026

If you have employees in BC, there are some election-related requirements you should be aware of for your employees.

Understanding your responsibilities ahead of time can help you stay compliant and avoid unnecessary headaches.

Not every HR requirement is complicated, but knowing what applies to your business matters.

Not sure what you need to do? Send me a message and let’s figure it out.

In September I joined The Rotary Club of Chilliwack 😄
10/08/2026

In September I joined The Rotary Club of Chilliwack 😄

An employee isn’t meeting expectations. What should you do?If you’re a small-business owner, an employee performance iss...
10/08/2026

An employee isn’t meeting expectations. What should you do?

If you’re a small-business owner, an employee performance issue can feel uncomfortable and it’s easy to either avoid the conversation or jump straight to a solution.

Before you do either, take a step back.

Here’s a practical place to start:

1. Get clear on expectations.
Does the employee actually know what’s expected of them? Make sure the role, responsibilities, and standards are clear.

2. Focus on the facts.
Separate specific, observable performance issues from assumptions or frustration. “They missed three deadlines” is much more useful than “They have a bad attitude.”

3. Have the conversation.
Address the issue directly and respectfully. Explain what’s happening, why it matters, and what needs to change.

4. Document the conversation.
Keep track of the concern, what was discussed, expectations moving forward, and any support provided.

5. Set clear next steps.
Be specific about what improvement looks like, how it will be measured, and when you’ll follow up.

6. Follow through.
Accountability doesn’t end after one conversation. Check in, recognize improvement, and address continued concerns consistently.

And if you’re unsure what to do next, don’t guess.

Performance issues can become more complicated when policies, accommodation, documentation, or termination are involved. Getting HR guidance early can help you approach the situation thoughtfully and consistently.

Save this post for the next difficult employee conversation and share it with another small-business owner who might need it.

Need practical HR support? Janzen HR is here to help.

Running a small, fast-paced team in the Fraser Valley? We keep HR simple, practical, and consistent so you can focus on ...
10/05/2026

Running a small, fast-paced team in the Fraser Valley? We keep HR simple, practical, and consistent so you can focus on running your business, not paperwork. I help build policies and handbooks that actually get used, reduce risk, and fit your day-to-day. Visit https://wix.to/6S8pHNE to learn how we can make HR work for you. Ready to simplify HR? Tell me your biggest challenge below. 🛠️🌲

10/02/2026

I’ve had a lot of questions about probationary periods lately.

In BC, the Employment Standards Act generally does not require employers to provide notice or compensation for length of service when an employee has worked less than 3 consecutive months. Use that time to assess performance, provide feedback and training and document important conversations.

A few important reminders: employment agreements matter and other legal considerations may apply depending on the circumstances. This is just general information and may not apply to your direct circumstance.
Have HR question? Let’s talk

After years working in HR, I have learned that good HR is not about having the longest handbook or the most complicated ...
09/30/2026

After years working in HR, I have learned that good HR is not about having the longest handbook or the most complicated processes.

It is about making things clear.

Clear expectations.

Clear communication.

Clear documentation.

Clear processes.

And knowing when a situation needs a little more attention.

These are some of the things I keep coming back to when I work with small businesses.

What works for a large organization does not always make sense for a business with 10, 20 or 35 employees.

HR should fit the business, not the other way around.

You do not have to know every HR answer.If you own a small business, you are already wearing a lot of hats. Hiring. Payr...
09/28/2026

You do not have to know every HR answer.

If you own a small business, you are already wearing a lot of hats. Hiring. Payroll. Customers. Operations. Employees. The list goes on.

It is okay to have an HR question.

It is okay to stop and ask before you act.

And it is okay to get help with something you have never had to deal with before.

Good HR support does not have to be complicated. Sometimes it is simply having someone you can talk through a situation with before deciding what to do next.

That's what I am here for. Practical HR support for small businesses in the Fraser Valley.

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