Business Tips Pro

Tag: employees

  • Top 8 reasons you might get fired

    Top 8 reasons you might get fired

    So you’re in an entry-level job, and you think you’ve got it all figured out. But wait! There are some things that can get you fired! Here are the top 8 reasons employers have to let you go; learn from their mistakes and don’t make these same errors yourself!

    Acknowledging Reality – This is Where it All Begins

    No one wants to think they’re the wrong person for the job, but it’s a reality. What’s more, there are ways you can actively work on fixing these issues so that people are happy and have a reason to keep you around

    Not Taking Responsibility

    One of the things that will make a manager want to fire someone is not taking responsibility. Even if they’re not in charge, they still have to take responsibility for their actions. There are many situations where people try to shift blame elsewhere or blame accidents on somebody else – and those incidents can cost them their job. Of course, it’s important not to make excuses when mistakes happen, but it’s more important that employees own up and try to fix the problem instead of blaming someone else.

    Failure to Give Recognition

    You may have to commend and praise your team, but it is up to the manager to make sure people know that they are appreciated. It is also important for a manager to give credit where credit is due. Giving someone recognition is an easy way of letting them know they are valued on the team.

    A Lousy Manager/Supervisor

    A Lousy Manager/Supervisor may be difficult to spot right away. But don’t worry, your new boss will let you know. At best, a lousy manager is not very interested in developing his staff and does little coaching or training. At worst, he’s abusive, constantly yelling at employees and belittling them about their work or ideas. And that’s if he has any time for them at all!

    Lack of Planning/Organization

    No two people are the same and not every boss or business can be happy with your decision. A lack of planning and organization is a major factor in how happy employees make their superiors, so it’s best to avoid these kinds of situations at all costs.

    One thing many bosses have in common is that they have little patience for an employee who does not know what he or she is doing at any given time.

    Lack of Follow Through on Promises

    One of the main reasons that people lose their jobs is when they do not follow through on what they promised. Losing the trust of your boss can lead to termination. Letting others down by not holding up your end of the deal will jeopardize your reputation and have a negative impact on your relationship with management.

    Neglecting Business Relationships – Customers & Colleagues

    One of the most important ways to maintain a thriving business is to invest in your relationship with clients and colleagues. As managers and founders, it can be easy for us to neglect the importance of these relationships because we may feel like we’re too busy running around.

    Failure to Develop Others

    Employees are the heart of any organization and they should be a top priority. They need to know that their efforts are going to be noticed, so it’s important to take steps in letting them know that their work is valued and appreciated.

  • 8 payroll terms every employer should know

    8 payroll terms every employer should know

    Are you an employer who has recently hired new employees? Whether you’re self-employed or work at a company that employs 10 or more workers, you need to understand how payroll works and the terms that come with it. After all, if your business runs payroll, it’s your responsibility to ensure that every employee is paid their correct wages and benefits, on time and in full! Here are eight payroll terms every employer should know

    1) Overtime

    Extra hours worked by an employee outside of their standard hours are called overtime, or time and a half. Federal law mandates that most workers be paid 1.5 times the regular hourly rate for each hour of overtime.

    2) Direct Deposit

    Direct deposit is when you authorize your bank to withdraw funds from your checking account, at a date and time you specify, and deposit those funds into another bank account. Direct deposit is an easy and secure way for employers to pay their employees without having to mail out paper checks each month.

    3) Gross Income

    Gross Income is the amount of money you earned in a year. Gross Income, also called earned income and income before taxes, does not include monies from sources such as investments, pensions,s or Social Security payments.

    4) Defined Benefit Plans

    A Defined Benefit Plan is a type of pension plan that gives a pre-determined benefit on the retirement date. Employers are legally required to offer employees this benefit, but the types and amounts of these benefits can vary greatly. The contribution to this type of plan usually only comes from the employer and taxes on the benefits are taken at retirement (benefits will be lower if withdrawal is made before retirement). Because there are many different types of Defined Benefit Plans and individual plans may vary depending on factors such as which company offers it or what union negotiated it, there’s no standard across all employers with regards to requirements for coverage and other aspects.

    5) Base Salary

    Base salary is an amount that is paid to an employee at a set rate of pay, on a set schedule. Base salary does not take into account any variable pay or bonuses.

    6) Fringe Benefits

    Fringe benefits are benefits other than wages and salary. While some employers offer these as a way to make work more attractive, they must be reported as income and are subject to employment taxes. Employees may not be reimbursed for their out-of-pocket fringe benefit expenses, but they are tax deductible by the company if the employee meets eligibility requirements and is not provided on a pre-tax basis. Common fringe benefits offered by employers include health care, retirement savings, disability insurance, life insurance, tuition assistance or discounts for employees or family members in particular situations such as childcare needs.

    7) Liability Insurance

    Liability insurance is a type of commercial insurance coverage that protects against risks and potential liability in the event that someone is injured on your property or as a result of your business’s activities.

    When it comes to liability coverage, there are several options. With higher limits, you’ll pay less per month. However, higher limits will also come with a more expensive monthly premium.

    8) Profit Sharing Plans

    Payroll is one of the most time-consuming and expensive responsibilities for any employer. Now, imagine that you could reduce the burden and save some money with a profit-sharing plan. When it comes to protecting employees from layoffs, restructuring, or closure of the business, profit sharing is definitely something to consider.

    While profit-sharing plans are not a guarantee against layoffs or business closures, when structured properly they can make an exit easier for both the company and employee alike.

    Profit-sharing plans can also lead to better retention rates by motivating employees with incentives in place for them if they stay at your company for a certain period of time.

    When an employee shares in profits, their sense of ownership increases, which decreases turnover and increases productivity among workers.

  • How to Train New Employees in 5 Easy Steps

    How to Train New Employees in 5 Easy Steps

    Training new employees might seem like an easy job, but it’s actually quite difficult to maintain the high standards of your company while also making sure that your new hires are doing their jobs as well as they can be. Here are five essential steps you can take to ensure that you’re doing everything possible to train new employees so that they can excel in their roles in the future.

    Step 1. Schedule a First Meeting

    Schedule the first meeting with your new hire at their earliest convenience to go over any paperwork that might be required, and to take care of any necessary HR stuff.

    It’s important for the two of you to have some uninterrupted time together before jumping into training. This is your chance to make a great impression on your new hire and build rapport from the start. A well-thought-out questionnaire beforehand can help things run more smoothly. Questions should include: Why did you apply for this position? and What do you know about our company?

    Step 2. Talk About the Job

    In this section, you should be as detailed as possible about the duties, hours, and expectations of the position. Here is a list of what you can cover:

    *Duties- state the basic tasks this employee will be doing.

    *Hours- Be sure to specify working hours, including times that are not normal for most people.

    *Skills – mention skills necessary for this position. Make sure you provide details on what level of experience is needed for the role and how much experience they should have if they do have any.

    Step 3. Set Goals and Deadlines for Learning

    Set Goals and Deadlines for Learning: Now that you know what skills the new hire should have, determine how long it will take for the person to be ready for duty. We recommend at least one week before expecting a new employee to start working, depending on their background and experience. It’s important that they are trained properly so they can understand how everything works in your company. It’ll also give you time to teach them about specific workplace policies, like what information is shared on social media, when passwords are updated, and whether employees are able to take outside jobs. As far as goals go, set weekly objectives with deadlines that align with their timeline expectations of progress. For example, you’ll need four hours of training today before you leave work.

    Step 4. Create a Game Plan

    1. Set goals for the next evaluation period and provide guidance for what the employee should focus on until the next evaluation.
    2. Discuss how you want to review their performance when they come back, including when and where you plan on meeting with them.

    3. Set a date/time frame for when you’ll do your first follow-up review (within one month).
    4. After this meeting is finished, end with a discussion about whether or not they feel they are improving (to gauge their morale).

    Step 5. Evaluate Performance

    Evaluate their performance. You need to do this at least every quarter, but you should do it as frequently as possible. Let your new hires know when they’re doing a good job, perhaps even recognizing exceptional achievements with glass awards, and let them know when they aren’t meeting expectations, too. Provide constructive criticism on areas that need improvement – don’t wait for the employee to figure out what’s wrong on their own! By providing ongoing feedback, you can help your employee identify how he or she needs more training.