Hiring isn’t easy. You may have spent weeks, if not months, ensuring you hire the perfect employee for your business. So, how do you ensure they are set up for success in their new role? Since as much as 25 per cent of new hires leave within 45 days of their start date because their expectations aren’t met, it’s important that you have them prepared from day one.
In order for your new employee to be at peak productivity for your business as soon as possible, they likely need to go through some form of training. Here are some training options I frequently recommend to business owners:
Prepare in Advance of the Start Date
If you already have an idea of the kinds of tasks the employee will need to perform, let them know ahead of time. This will allow them the opportunity to brush up on programs or software they haven’t used in a while. Some new hires may even welcome the opportunity to join your office or work environment part-time, prior to their official first day.
Gain Another Shadow
Reading information packages and manuals may not be the best learning method for every employee. For those that need more than written words before diving into their work, assign them to job shadow a coworker who performs a similar role. Assigning workplace mentors may also be an option to consider by pairing a new employee with a more senior member of the team, from whom they can seek advice. You may also want to consider allowing the new employee to sit in on meetings that don’t directly apply to them, so they can better understand the workings of the business as a whole.
Some employees learn best by being put to work immediately. However, I don’t suggest throwing them in the deep end with a “sink or swim” mentality; we don’t want to allow the employee the chance to sink. Give them the opportunity to learn on their own, but make sure to check in regularly to ensure they are on the right track.
Let the Student Become the Teacher
After the employee has been with your business for a few weeks, consider asking them to create a presentation to teach you everything they have learned so far. Who are your clients? What does your business do? What are your business goals? There are two benefits to this teaching method: 1) If the employee was incorrect about any information, you can correct them before the mistake negatively impacts their work. 2) You will know where to improve other training areas based on the accuracy of the presentation.
With a dedicated onboarding process and the support of a TAB peer advisory board, you can streamline employee development. For more tips and information, contact me today!
The Victoria Day long weekend is approaching, and as a business owner, you may be debating whether or not you should pay employees holiday pay in order to continue your business operations during this holiday.
To clarify, when I say “holiday pay,” what I mean is the regular holiday pay plus premium pay employers are required to grant employees that agree to work on a public holiday. For guidelines regarding how holiday pay is calculated, you can visit the Ontario Ministry of Labour’s website. In most cases, holiday pay is 2.5 times an employee’s regular salary.
When my clients are making this decision, I suggest they ask themselves this question: Does the cost of paying employees holiday pay outweigh the potential value added to your clients?
Are your clients 24/7/365? Then perhaps your business should be too. If there is a high probability that your clients will need your products/services on a holiday, you may want to consider having employees on hand. Providing availability on public holidays can greatly improve client relationships and ROIs, as it’s an uncommon and possibly lucrative practice.
Since paying employees 2.5 times their regular salary can take a big hit on any small- or medium-sized business’s bottom line, I’d like to share some alternatives to providing holiday pay in order to minimize your costs:
Have Employees Be On Call
If you don’t want to trust the “chance” that clients may need attention, you could have employees be on call rather than officially in the office. However, this won’t be without it’s own price. As a result of Bill 148, beginning on January 1, 2019, on-call employees are entitled to at least 3 hours of pay, even if they aren’t called in to work.
Schedule a Substitute Holiday
In order to avoid the cost of holiday pay or the eventual cost of having an employee on call, you could instead provide employees with substitute holidays. This would save you money, but it may leave you short-staffed on later dates. As a business owner, I know that being only one person short can have a large impact on the productivity of a regular workday.
Is paying employees holiday pay worth it? The truth is, there is no one-size-fits-all formula to decide, even though the government provides a handy calculator to help you figure out the exact cost of an employee’s holiday pay depending on their wage. If you would like some business advice or would like to connect with other business owners in a peer advisory board, contact me today to find out more about TAB!