SBHR, 75 Cavalier Boulevard, Suite 300, Florence, KY (2026)

03/28/2023

Many small businesses are starting to offer development assistance and/ or Tuition Reimbursement.

Businesses see the value in helping employees grow either with certifications, additional education or by attending conferences.

This also increases your employee engagement and retention as employees who are valued want to stay with you longer.

Do you offer these benefits? It could be easier than you think.

If you’re starting to offer these, make sure you have a policy which outlines who is eligible and how much they can receive. Perhaps you start offering a certain amount to all employees for their growth and development. Perhaps you offer tuition reimbursement. Or maybe you think more outside the box. Regardless of your method, be sure it is fair, free from discrimination and clearly outlined.

Want to see if your business could offer this? Contact us! SBHR.info

03/23/2023

This is my favorite quote of all time. I hope it inspires you to lead and dare greatly today.

03/20/2023

If you’ve ever taken an infamous Gallup survey, you know one of their most popular questions is, “do you have a best friend at work?”

Interestingly, employees who don’t feel they have a friend at work, e.g. someone they can talk to and connect with, are likely to leave your company to find a better environment. Feeling connected at work is one of the top turnover reasons in the US. Although most employees will leave blaming the management, job responsibilities or pay when deep down it’s a different issue.

Does your business promote employee engagement? Do you allow employees to mingle, have lunch or get to know each other?

Failing to create this open environment could be costing you in employee turnover.

For help with your employee situations, contact us! SBHR.info

03/15/2023

Is your business hiring right now?

As the market continues to challenge companies to hire the best people, there are a couple things you can do to stand out.

- look at your company culture. Why are people leaving? Do you have a manager who isn’t doing a great job? Do you show employees you appreciate them? Do you have clear expectations? Turnover will always happen but look inside first to ensure your company is a place people will want to be at.

- be clear about the job you’re hiring for. So often with small businesses employees wear many hats. They could be responsible for customer service, making/ doing the product or service, ordering supplies and marketing. To hire someone new, be clear on what exactly the person will be doing and what you need is.

- create a good job posting. Job postings should excite people. Candidates want to know about your company, your mission and what they will be doing. Keep the posting short and upbeat. Leave the full job description for later in the hiring process.

- maximize your network. Post your job opening on social media and in your store. Ask employees for referrals or create a referral incentive. Ask people around you if they know anyone who could be a good fit. Those who know of your company already will be the best hires.

Need help? We offer recruiting services for small businesses if you’re feeling overwhelmed.

Contact us! SBHR.info

03/09/2023

The worst part about managing people? Having to let them go.

Here are a few tips to make your difficult situation easier.

- document. Write down what happened and get statements from others if possible.
- investigate. Ask the employee about the situation. No matter how obvious it seems, always ask for their side of the story. Ask them if they stole and why? Ask why they were late for the 10th day in a row. Ask if they in fact punched someone. The answer may or may not surprise you but documenting it could help you immensely in the long run. And employees generally leave easier if they feel heard.
- schedule time to meet. Tell the employee you’d like them to come in for a meeting and schedule it so you can be prepared.
- never meet while you’re upset or busy. If the situation seems heated or you fear the employee will explode, send them home. Tell the employee you will call them tomorrow to discuss. You never want to put yourself or others at risk by trying to meet in person with an outraged employee.
- keep it short and sweet. Once you’ve done all your investigations there’s no need to drag it out. Tell the employee why they are being fired and shortly end the conversation. Allow them to grab their things or instruct them on what happens next.

Note: this advice is for general scenarios. Each situation may be different. Always ensure your decisions are legal and in compliance with federal and state regulations. For help with your exact scenario, please contact us at SBHR.info

03/08/2023

It’s International Women’s Day!

Women at work is a topic close to my heart as someone who spent 10 years in the corporate world and now operates a successful HR business. I can’t tell you the number of times things were said to me that would never be said to my male counterparts. Times where I had to prove my knowledge or worth when respect is automatically given to others.

We are getting closer, but inequity is still a large part of our wok environment.

Even with the progress we’ve made, women still only make on average .82 cents for every dollar a white man makes in the same role. Worse, Hispanic or Latina women earn .58 cents and black women earn about .63 cents for every dollar a man makes. (US Census Bureau 2021)

Women are intentionally or unintentionally overlooked for promotions more often, not provided c-suite level mentorship or forced out of organizations due to toxic culture.

How can we fix this?

- Transparent pay ranges
- Culture changes in the workplace
- Unconscious bias training
- Mentorship opportunities
- Representative in all industries

Today, let’s evaluate our businesses and see in what ways we can open the door more often.

Need help? Contact us! SBHR.info

03/07/2023

Is your small business prepared for a workplace romance? Do you have a policy in place for if/when it happens?

Being prepared will help you determine what you’d do in any situation. Would either employee be moved from their department to another? Would you change shifts? Would you allow it? Will you ask them to sign a form? What happens if they break up and are unbearable to each other? Do you have a harassment policy?

Think about these and other situations before they happen to ensure you handle it the right way.

Need help? Contact us! SBHR.info

02/28/2023

This Friday is Employee Appreciate Day.
Do you have an employee recognition strategy in place?
You could do anything from celebrating birthdays and milestones, writing thank you cards, recognizing an employee of the month, provide lunch periodically or celebrate each person in their individual ways.

Studies prove that employees feel most appreciated when recognition is spread out across small acts throughout the year instead of one large gift.

If you don’t have a formal strategy for recognizing your employees, you may want to consider it.

For more ideas, contact us!

02/22/2023

If you’re like most small businesses, you probably do a lot of things ‘how they’ve always been done’. Or at the very least, you use your judgement when making decisions. That’s all well and good, But are you compliant?

Do you know how to keep, store and manage employee files?
Are your pay practices aligned with current regulations?
Do you document performance issues and properly document terminations?
Are your hiring practices up to date?
Do your employees follow all safety regulations and have their training documented?
Do you have clear policies?

If you’re ensure about any of the above, it could be scary. We’re here to help! Contact us with questions or to help your business thrive for years to come.

SBHR.info

02/09/2023

SBHR stands for Small Business HR

Hi, I’m Emily. I started SBHR in 2021 to help small business owners with their HR needs. After working in corporate HR for 10 years, I felt called to help small businesses who have the same needs as large companies, hiring, firing, compliance, etc. but didn’t have a team of 10 they could reach out to for answers.

Now small businesses can also feel confident in their employee management as we assist with recruiting, employee handbooks, documentation, training, employee relations and every aspect of your employee life cycle.

Learn more at SBHR.info

02/07/2023

Do you provide terminating employees with a termination letter? If you operate in one of the 18 states who require termination letters to be sent, I hope so. For the rest of us, termination letters are a way of formally documenting the employees exit and providing him/her with important information.

What to include?
You may want to include a termination reason (see below), request for company items to be returned, COBRA information and contact information for further questions.
Keep the letter short and factual.

What not to include?
Keep the letter short and to the point. Avoid getting into details about the separation; You don’t want to start an argument with the former employee or give them room for disagreements. Avoid apologizing and certainly refrain from any personal information that could elude to a discrimination claim.

For more guidance, contact us!
SBHR.info

02/02/2023

I met with another consultant yesterday and what was interesting is he said, ”all I do is provide an unbiased opinion and a new perspective”

It’s so true. As an HR consultant, I’m here to see things you don’t see and help your business grow. I can help with recruiting when you don’t have time, or find areas where you’re out of compliance.

How can you find new ways of doing things?

SBHR.info

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