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Mediating Employee Conflict | Conflict Resolution
 
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Effective Employee Conflict Resolution Learn how to Mediate Employee Conflict http://turnkeydoc.com/human-resources/performance-management/conflict-resolution/ So you are not an expert in Human Resources, its ok we are here to help. We can all probably agree that employee conflict in the workplace takes a high toll all around. One research study claims that 42% of a manager's time goes to mediating employee conflict. Without a solid guide for employee conflict resolution correctly, this could have disastrous results. But before we can navigate how to properly resolve conflict we have to understand why they arise in the first place. So, what creates conflict in the workplace? • Opposing Positions • Power Struggles • Ego • Pride • Jealousy • Performance Discrepancies • Compensation Issues or • Just someone having a bad day But the reality is that the root of most employee conflict is either born out of poor communication or the inability to control one's emotions. Countless times otherwise smart capable people place the need for emotional superiority ahead of achieving the collective company mission. Mediating employee conflict effectively can be done! But don't worry, in this video we will share some guidelines to keep in mind when you resolve conflict. Employee Conflict Resolution can be tricky so follow these steps. First - Talk to each employee conflict participant privately to piece together a story. When talking to each person involved, keep an objective but concerned tone. Do not agree or disagree, just listen. This is key to mediating employee conflict Second - Research each version of events and then write down the employee conflict or disagreement in a few sentences, what caused it and a possible solution for the problem. This is the second step in conflict resolution which will lead to mediating employee conflict successfully Third -Meet with the main employees involved in the conflict together in a private room. Keep a cordial and optimistic tone from the very beginning of the meeting and request the same from each person. Fourth - Objectively recite the conflict back to participants, telling both sides how you understand it. Verify with each person that what you've said is accurate. Allow each person to add or correct any details and propose solutions. Fifth - Reach a final solution based on participants' proposed solutions and ones you've come up with as the objective party. Employee Conflict Resolution is key to keeping up morale Lastly - Log the conflict--both sides of the story--and resolution into a document. Print out a copy for each party to the employee conflict and have them sign a master copy to verify the information is correct. File the document with human resources for future reference if the conflict ever arises again. This can ensure that mediating employee conflict does not need to repeat itself. Remember the worst thing you can do is avoid the conflict, hoping it will go away. This, too, shall pass, is not an option - EVER. Learning effective conflict resolution is your best option. For more human resources tips please visit www.turnkeydoc.com or subscribe to our youtube channel! http://youtu.be/oqFoy8ehzuc https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 78758 Turn Key Doc
Better Prices from Suppliers | Cost Saving Purchasing Tips
 
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Money Saving Purchasing Tips Ways to Receive Better Prices from your Suppliers http://turnkeydoc.com/accounting/purchasing/ Effective purchasing may seem like a basic business process, however sometimes the obvious can be overlooked. Effective purchasing can have a massive positive impact on your profits for a relatively small amount of work, in some instances one call in to a supplier can achieve lower prices. This short video will explore some ways you can achieve this. Ask you current suppliers for a lower price! Don't be shy, research the market and if you think you are overpaying, ask for a better price. This is key to saving money while purchasing for your company Don't assume that because you have been loyal to a supplier for a long time they are giving you their best price. Insurance is a good example of this, once you buy a policy and you are auto renewed every year, the premiums rarely go down. Ask questions when it's time for a policy to expire, let them know you're paying attention. Save money when purchasing insurance by using a broker. Save money when purchasing by reviewing your prices and supplier list regularly and benchmark against the market, complete a full review of your supplier portfolio at least once a year. For high value items and one off purchases, get at least three comparative quotes. There can be a surprising range of prices available. Use your purchasing power, save money by reducing the size of your order from your current supplier and push extra volume or activity to a new one. Once you inform your supplier that you will send more orders their way if the price is right, you just might see a sudden willingness to negotiate. When ordering look out for suppliers adding unwanted charges, like delivery, insurance, handling fees. These items tend to be low value add-ons but can mount up and add zero value. This is the number one rule for saving money when you purchase inventory or business supplies In addition to your trade suppliers, the following areas often provide opportunity for cost savings; Insurance for; motor vehicles, liability, or workers compensation; Phones and wireless connections, particularly plan types; Banking and finance charges and Marketing, both online and print For more information on effective purchasing, please visit us at www.turnkeydoc.com Don't forget to subscribe to your youtube channel to receive free video tips every month! http://youtu.be/xjEJn3kmQaw Google Plus: https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw
Views: 11840 Turn Key Doc
How to Conduct an Interview | Effective Interview Questions
 
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How to Conduct Effective Interviews & Questions to ask and not to ask when Interviewing Candidates http://turnkeydoc.com/human-resources/recruiting-staffing/interviewing/ Interviews are a critical part of the hiring process. But many managers don’t know how to conduct an interview well or lack effective interviewing skills. Here’s some advice. First Stick to an interview Structure. This sets up the parameters of the interview, keeps you both focused, be sure to manage your time accordingly. 1. Give a brief description of the company. 2. Outline the job duties. 3. Ask the applicant interview questions. 4. Give the candidate an opportunity to ask you questions. Try not to talk too much. Talking about 30% of the time is a good rule of thumb. Watch nonverbal signals. Eye contact, appropriate dress, and self-confidence can tell you a lot about the sincerity and professionalism of your potential interview candidate. For example, is the candidate sitting comfortably yet upright in his chair? Slouchy posture speaks loudly about sloppy work and low self-esteem. Interviewing can tell you alot about a candidate, so pay attention to these signals Try not to be too “chummy”. Keep all your interview questions job-related. If you spend the interview chatting, you may make a hiring decision because you liked the candidate versus whether the person is truly qualified for the job. When interviewing Prepare for the interview . Come up with interview questions in four categories: fact-finding, creative-thinking, problem-solving and behavioral. Here are some examples: Tell me about your most challenging and least challenging job. Tell me about a job you liked the most and least and why. Tell me about a time when you tried to do something and failed. Where do you see yourself in five years? What things are most important to you in a work situation? Describe some situations in which you have worked under pressure or met deadlines? What qualifications do you have that you feel would make you successful here? Why are you leaving your present job? In your last position, what were the things that you liked the most or least? Tell me about your most significant accomplishment? If I spoke to your previous employer, what would he/she say are your greatest strengths and weaknesses? What motivates you the most? Describe what you feel would be an ideal work environment? Equal Employment Opportunity Commission guidelines, as well as federal and state laws, prohibit asking certain questions of a job applicant during the interview. Be sure to avoid asking about the candidate: Age National Origin or Race, this includes asking where they were born or where their family is from Religion Marital Status, including asking if they have or intent to have children Mental History or Medical Information. Under the Americans with Disabilities Act, employers may not ask about the existence, nature, or severity of a disability or health condition. Be sure while interviewing not to ask about these subjects The following acceptable alternative interview questions can be asked on the application or the interview, but be careful if you ask them incorrectly you can easily find yourself in a sticky situation. So only use these if you have a bonafide reason to ask. Do you have any responsibilities that conflict with the job’s attendance or travel arrangements? Are you able to work in the United States on an unrestricted basis? Are you able to perform the duties on the job description with or without reasonable accommodations? If hired, can you provide proof that you are at least 18 years of age? Do you have any conflicts that would prevent you from working the schedule discussed? What languages do you speak fluently? Would you have any problem working overtime, if required? Would anything prohibit you from making a long-term commitment to the position? For more tips on how to screen resumes, conduct phone & live interviews or background checks visit us at www.turnkeydoc.com For more free video tips, Subscribe to our youtube channel to sample our “how to” video library http://youtu.be/M0zyf05GlIg https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw Conduct Effective Interviews Interview Questions
Views: 123217 Turn Key Doc
Performance Reviews | Performance Evaluations & Appraisal
 
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Learn about Different Types of Employee Performance Evaluations How to Conduct an Employee Performance Review or Appraisal http://turnkeydoc.com/human-resources/performance-management/performance-reviews/ An employee performance appraisal, performance evaluation or performance review as it is sometimes called, is a review by a manager where the employee's work performance is evaluated and strengths and weaknesses are identified, so that the employee knows where improvement is needed. Employee performance Reviews, Appraisals and Evaluations are vital for communication. Over the years there have been some new types of performance reviews, performance evaluation, or performance appraisals that are being met with success in today's business world. These require that employee performance evaluations, performance reviews or performance appraisals be done not only for raises, promotions, or bonuses, but for an employee's growth and development. These include: Management by Objectives Review: This method, often called MBO, measures the employee's accomplishments against a clearly established set of objectives. If managers and employees begin the year by working together to list these objectives, the end-of-year performance appraisal, performance review, or performance evaluation can simply compare each goal with its final outcome. This method is simple, clear, and empowers employees in the goal setting process but it disregards non-goal-related success metrics. Ratings Scale is probably the most common review type. Using this method, a supervisor rates an employee on a numerical scale for a defined set of behaviors, traits, competencies, or completed projects. This method gains points for simplicity and functionality, but it only works well if both managers and employees share the same understanding of each point on the scale. The 360 Degree Feedback Review is a new kind of employee performance review, performance appraisal, or performance evaluation. It incorporates data from peers, supervisors and even outside parties like customers and suppliers. This broad feedback can provide a multi-dimensional picture of performance that can cancel the influence of bias. The goal is to paint an accurate picture of employee's strengths and weaknesses. Gathering feedback from multiple sources is a great way to ensure employees are rated fairly and accurately No matter which type of employee performance evaluation, performance review or performance appraisal is used, remember the goal is to foster communication between managers and employees. To make your employee performance reviews, performance appraisal, or performance evaluation as productive as possible, try the following steps • Be prepared • Lead with the positive • Don't be confrontational • Keep it Simple • Be consistent • Make it a two-way conversation • Address what's important to the employee • Discuss work/life balance • Be a good listener • Give Feedback Regularly To download the review templates mentioned in this video as well as a guide on how to conduct the actual employee performance review, performance evaluation or performance appraisal, visit us at www.turnkeydoc.com Subscribe to our youtube channel to sample our "how to" video library or visit us at www.turnkeydoc.com to download your free gift! http://youtu.be/KcGhX7Htk9U Google Plus: https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw Employee Performance Review Employee Performance Appraisal Employee Performance Evaluation Performance Review Performance Appraisal Performance Evaluation
Views: 146151 Turn Key Doc
Recruiting and Hiring Tips | How to Hire or Recruit Employees
 
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Effective Recruiting and Hiring Tips How to Recruit and Hire the Perfect Candidate http://turnkeydoc.com/human-resources/recruiting-staffing/ Tired of spending so much time, sifting through hundreds of resumes or interviewing candidates that are not what you are looking for? In this short video we're going to reveal some recruiting secrets and hiring tips to help you find the perfect candidate! Human Resources Tips might be hard to find and follow but we make it easy! Recruiting Tips #1: Write an ad that will help you quickly weed out the applicants that are not skilled in the areas your business requires. This is one of the best recruiting secrets and hiring tips Recruiting Tips #1 BE SPECIFIC! Don't be afraid to include sales goals or mundane tasks. Making your expectations clear from the beginning will help you avoid misunderstandings while at the same time attracting a hard working employee. If you get stuck writing something descriptive, look for similar positions on Linkedin, most of these ads were written by professional recruiters working for big Human Resources Departments and tend to be very detailed! Recruiting secrets revealed! Hiring Tips that anyone can follow! Hiring Tips #2: Don't be afraid to ask questions and request the answer in their cover letter or email response. Some examples can include: For a Sales Position you can write -- After researching our company, can you name 2 sales strategies you would use to increase traffic to our business If your hiring an SEO Specialist you can ask them to - name 3 online directories that would increase the company's ranking on google local To Ensure they Read the Ad, request something like: Please visit our website and tell us in your own words what we do What if they do not include the answers in their response? You can either dismiss the resume immediately or if you like their resume, respond by requesting they answer the questions, giving them a second chance. Recruiting Tips and Guides are the back bone to your Human Resources Training Recruiting Tip: The Best Candidates are usually working for working for someone else. How can you find these people? Develop relationships with university placement offices Network by participating in professional associations and conferences Look on Networking Sites like Linkedin, where you can view profiles for free Ask your Staff! Referral programs are a great way to tap into your employee's connections! Hiring Tips are easy to follow Recruiting Secret #3 Use Your Web Site. Create an employment section which describes your available positions. This will allow someone who may be looking for a similar position to see you on google. In our experience, the Recruiting Secrets and Hiring Tips outlined here are your best bets for recruiting the best employees. For more ideas & tips please visit our website at www.turnkeydoc.com or subscribe to your you tube channel to receive upcoming video recruiting, hiring and Human Resources tips! http://youtu.be/tHku154y1nY https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 50867 Turn Key Doc
Improve Time Management Skills | Increase Productivity
 
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Improving Time Management to increase your bottom Line Learn how to Improve and Increase Productivity in 8 Steps! http://turnkeydoc.com/accounting/payroll-timekeeping/time-management/ Improving Time management to increase productivity is all about spending your time in the right places, and on the right things. It's about knowing your priorities, obligations, and schedule. In this video we will share 8 simple tips to keep you focused and improve productivity! Make a to-do list .Put the most important item first and work down from there. This is the first rule of time management to increase and improve productivity At the end of your day, review what you've done and make a new list for the next day. In order of importance. Improve productivity by constantly effective time management. Do the hardest, least fun thing first. This will improve productivity and create effective time management by reducing stress If a task takes less than five minutes, do it right away. If it takes longer, put it on the list. the key to effective time management in order to improve and increase productivity is knowing where to spend your time Turn off the noise which notifies you that you have mail. Establish a new habit of checking your email at certain times in the day. Improve productivity by using this effective time management tip by limiting distractions. For a couple of days, take an inventory of how you spend your time to find out where and how you're wasting it. Effective Time Management and Improving and Increasing Productivity starts with identifying where your issues are. Aim to handle pieces of paper only once. Same for E-mails. Improve your productivity by reading them and dealing with them Use down time when waiting for a meeting to begin, for example, to update your to-do list or answer E-mails. This will demonstrate effective time management skills and drastically increase productivity! To get more tips subscribe to our you tube channel or visit www.turnkeydoc.com http://youtu.be/oXEanzlcoPg https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 60978 Turn Key Doc
7 Payroll Mistakes to Avoid | Payroll Processing
 
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7 Payroll Mistakes to Avoid http://turnkeydoc.com/accounting/payroll-timekeeping/payroll-processing/ Your business is growing. But learning how to pay employees correctly can be a little overwhelming. What Forms need to be filed or which taxes need to be collected and paid? As you probably know, Payroll involves more than just writing checks to employees. Here are 7 common mistakes to avoid. #1 is Employment Taxes. Miscalculating federal and state taxes or missing payroll tax deposits and filing deadlines can result in large penalties. #2 is improper calculations for overtime payments. Not all states are the same. Some require that Overtime start when an employee reaches 40hrs a week and others when they work more than 8 hours in one day. Check with your state department of labor website to make sure you are calculating payrolll amounts correctly. #3 is Failure to process Garnishments, Levies or Child Support Payments with payroll. This is an important one because failure to properly and timely process the wage garnishment can result in the responsibility of the employer to pay the judgment. #4 has to do with Poor Payroll Record Keeping and Data Collection. Having a clear time keeping system where the employee signs off on their time either electronically or manually can not only help protect you against potential wage claims brought by a disgruntled employee. #5 involves Payroll tax rate changes. Rates change, especially unemployment tax rates. Pay attention to all notices received and be sure to change your calculations accordingly #6 is incorrectly classifying workers as W2 Employees verse 1099 independent contractors when processing payroll. Remember, this is governed by state regulations, not by the company or worker. #7 is tracking paid time off. Estimates say that nearly every worker will take at least three paid time off days that aren't tracked by their employer when payroll is run. This can add up quickly, so tracking hours earned and taken can potentially save you thousands of dollars a year. How can you ensure you stay compliant while processing payroll? Many accountants will recommend using a professional payroll company. We tend to agree. Here’s why. Payroll companies stay on top of federal, state and local tax changes, file your tax payments, track vacation time, calculate OT and even take care of paying garnishments. Whether you decide to process payroll inhouse or with an outside company you will need tools such as time sheets and payroll entry reports. To download these and many more visit us at www.turnkeydoc.com http://youtu.be/0f4l34Iv1X4 http://turnkeydoc.com https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw
Views: 10579 Turn Key Doc
How to Improve Collections | 8 Accounts Receivable Tips
 
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Get customers to pay with these collection tips! 8 Simple Ways to Improve Accounts Receivable http://turnkeydoc.com/accounting/accounts-receivable/ Believe it or not, getting customers to pay you quicker is not as complicated as it seems. It's about being specific, consistent and staying on top of your accounts. In this video we will explore 8 simple ways you can make the process of collections and accounts receivable a little easier Create a Credit Application: this gives you a chance to get as much info as you can on customers in order to make proper credit decisions. If you decide go forward, be sure to have them sign a contract that states clearly the amount due and terms for payment. This will ensure and easy and smooth collections and accounts receivable process. Credit Limits: Think about starting with moderate terms, allowing them to work up to more flexible ones. This gives you a chance get to know customers' payment habits, while providing customer incentive for on-time payments, as a result ensuring collections and accounts receivable goals are met. Creatively Communicate: Why not follow your customer on social media, even commenting on their posts once in a while. This creates an emotional connection, making it harder for them to pull a fast one on you. When it comes to collections and accounts receivable customers are more likely to pay if they like you. Start Early: If it's a week before payment is due, and still no check, shoot the customer a friendly reminder email simply reiterating the due date. No need to be harsh, remember they haven't paid late yet! Just a way to get a head of the collections and accounts receivable process Don't Wait: Believe it or not, some of your customers haven't paid because they just forgot. First rule of collections and accounts receivable is as soon as the payment is past due, send a reminder letter. Try not to be generic, the language should be specific to the customer. Collection Call -- if you received no response to your letter, it's time to get on the phone. Although it's easy to sympathize, accounts receivable is about action and you must require some from the customer. Get acquainted with the most common late payment excuses and learn how to respond to each one. Installment Plans - When you do come across a customer who is in a financial hard spot, installment plans are key. Being paid back in a smaller amounts over time is MUCH better than a customer not paying you at all. This is all part of the collections and accounts receivable process Finance Charges and Rewards - Whether it is to have consequences for paying late, or rewards for paying early, help give customers a little push in getting that cash to you on time. Consequences and rewards is a great strategy for improving collections and accounts receivable For a sample credit application and collection scripts, visit us at www.turnkeydoc.com. Don't forget to subscribe to your YouTube channel for more free tips & guides http://youtu.be/uif5knxTOWg Google Plus: https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/
Views: 14035 Turn Key Doc
Understanding Sexual Harassment | Sexual Harassment
 
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What is Sexual Harassment? Sexual Harassment explained. http://turnkeydoc.com/training-tutorials/sexual-harassment-training/ The law defines sexual harassment as unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment. “Conduct of A Sexual Nature” is broken into 3 parts. Verbal, Visual and Physical. Verbal sexual harassment includes comments about clothing, a person’s body; sexual or gender-based jokes or remarks; requesting sexual favors or repeatedly asking a person out; sexual innuendos; threats, spreading rumors about a person’s personal or sexual life; or foul and obscene language Visual sexual harassment includes posters, drawings, pictures, screensavers, cartoons, emails or text of a sexual nature. Physical sexual harassment includes assault; impeding or blocking movement; inappropriate touching such as kissing, hugging, patting, stroking, or rubbing, sexual gesturing or even leering or staring. There are two categories of sexual harassment: The first is Quid pro quo, which literally means "this for that" It occurs when a boss uses job rewards, such as raises or promotions or punishment, such as demotions or firing to force employees into a sexual relationship or sexual act. This is sexual harassment. The second is Hostile environment, which is defined as conduct that unreasonably interferes with work performance or creates an intimidating, hostile, or offensive work environment. For example, it may be sexual harassment if repeated sexual comments makes someone so uncomfortable that their work performance suffers or they decline professional opportunities because it will put them in contact with the harasser. In both types of sexual harassment, employees must prove that the conduct was offensive to someone, not necessarily the intended victim of the sexual harassment, Here is an example: Say a male employee tells a dirty joke to a female co-worker. She thinks it's funny, but a second woman passing by finds it offensive. That joke could contribute to a hostile environment claim simply because someone finds it offensive. There are two conditions that determine liability for employers in cases of hostile environment sexual harassment: The employer knew or should have known about the sexual harassment, and The employer failed to take appropriate corrective action. Having a sexual harassment training program as well as a clear procedure for reporting harassment claims can shield employers from expensive lawsuits. Visit us at www.turnkeydoc.com for more tips on how to prevent sexual harassment, training materials, as well as a complete library of company policy and procedures. Don’t forget to subscribe to our youtube channel for free video tips every month! http://youtu.be/d0pbHOliQu0 https://www.linkedin.com/company/turn-key-doc-inc-?trk=company_name https://plus.google.com/+Turnkeydoc https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/ Sexual Harassment Sexual Harassment Training
Views: 231898 Turn Key Doc
Giving a Verbal Warning | Employee Warning Notice
 
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How to Deliver a Verbal Warning Learn to Give an Employee Verbal Warning http://turnkeydoc.com/human-resources/termination-discipline/progressive-discipline/ As a supervisor or manager, you must be able to conduct employee verbal warning meetings, both positive and negative. If you conduct a verbal warning in an effective manner, the employee may leave the meeting feeling you are giving them a chance to correct behavior that could hold them back from progressing with the company. Following these steps: Prepare in advance for the employee verbal warning notice meeting Document the problem and how the employee’s action or behavior differs from the company’s standards.Ask yourself; Is the employee aware of the company standards? Is there any written documentation which shows the employee is aware of the standard, such as an employment handbook acknowledgement? Are there any mitigating factors such as business conditions, conflicting directions that prompted the employee verbal warning Then Review employee file for prior documentation (i.e. performance appraisals, other documentation, previous employee warning notice). Establish an uninterrupted time and place for the employee verbal warning meeting. Make sure you conduct the employee warning meeting in private away from the eyes of other co-workers. In the verbal warning meeting Get right to the point, but ask questions in order to encourage the employee to provide an explanation or additional information. Let the employee talk about what is occurring or why performance isn’t meeting standards. This will help structure the next part of your employee warning notice. Obtain agreement about how performance is going to improve. Reiterate the employee’s importance to the team and then clarify your expectations that there is no confusion on the part of the employee during the employee verbal warning notice Following up your employee warning or verbal warning meeting with an Email. After your conversation, follow up with a summary of the discussion in an email and send to the employee. Ask them to confirm they received and are of the same understanding. Then print and place in the employee’s file. If it appears the employee is not serious about improving, you must take a firmer tone and say something like “This is important, because if you don’t improve, it could lead to termination. At this point I’m giving you a verbal warning which will be placed in your personnel file.” If the conversation has been positive, you can say: “I’m glad we had this discussion, because I feel confident that you will be able to meet expectations going forward.” Visit us at http://www.turnkeydoc.com to download a library of human resources forms including verbal warning notices and other training materials. Don’t forget to Subscribe to our youtube channel to sample our “how to” video archives for free http://youtu.be/WteDUhQccrs https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://www.linkedin.com/company/turn-key-doc-inc-?trk=company_logo Verbal Warning Notice Employee Verbal Warning Notice Employee Warning Notice
Views: 12111 Turn Key Doc
How to Terminate an Employee | Firing Someone
 
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How to Terminate an Employee Properly I need to Fire Someone, what do I do? http://turnkeydoc.com/human-resources/termination-discipline/termination-process/ http://youtu.be/IOeO__QCwSY So you have to fire someone, don't worry you are not alone, inevitably every business has to terminate an employee at one time or another. Remember, terminating an employee is likely the most stressful and definitive act possible in the workplace. For some people being terminated can be as stressful as a death in the family and divorce. It is stressful for you, for the employee, and for those around you. Here are a few tips to help you: Tip #1: If the employee is surprised by the termination you have done something wrong. Progressive discipline is a great way to keep everyone on the same page. Make sure you have all your backup data in place before you meet with the employee such as emails or previous write ups Tip #2: Have another person present during the actual termination. Their primary purpose for being there is to observe and document the proceedings. Tip #3: Keep the termination meeting between 5 and 15 minutes in the early to late afternoon. Try to hold the termination meeting at a time and location that will not parade the employee through the office. Tip #4: Remember the purpose of the meeting is to inform the employee of the decision, not to debate it or review it. If the employee wants to debate the decision ask them to send you an email after they have thought it over for a day or so. Tip #5: Have a detailed plan in place for what will happen after the interview. In most case, you may want to have someone escort them to gather their belongings. Tip #6: Try to anticipate any questions and prepare your answers - then think of any crazy questions, or behaviors you might get. Going through possible scenarios will help you feel more comfortable facing this situation. Here are some examples: • They start to cry. • The employee "does not understand". • They "demands" to talk to someone else. • The employee stands up or starts to walk around. • You feel threatened • the employee refuses to leave Tip#7: Make sure all the paperwork involved with the termination is ready and written in plain, understandable language. You can visit www.turnkeydoc.com to download not only a full reference guide for the terminating an employee but also termination paperwork including agreements with a liability waiver. To get more tips subscribe to our you tube channel or visit www.turnkeydoc.com https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 38308 Turn Key Doc
Reduce Travel Expenses | Lower Business Travel Costs
 
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How to Reduce Business Travel Expenses Tips on how to Lower Business Travel Costs http://turnkeydoc.com/accounting/expense-tracking/ Unfortunately, traveling is a necessary expensive, part of business life. According to one estimate, business travel is the third largest controllable line item affecting profitability. In this video we will discuss a few ways your company can reduce its travel expenses by lowering business travel costs: 1. Meet via videoconference: The quality of Web-based conferencing services have improved to the point that flying cross-country to meet face to face is becoming less necessary. This will instantly reduce travel expenses by removing the need for air travel, car rentals or hotel stays. This lowers business travel costs 2. Establish preferred vendor relationships: Most major hotels and car rental companies will negotiate reduced rates with business customers that agree to make them their preferred vendor. Preferred vendor relationships will reduce your business travel expenses by lowering your travel costs 3. Create an In-house Booking System. Along with a specific travel policy designate one person (or an online service) to book travel for your company. Using a company credit card can also offer additional benefits such as free car rental insurance and air miles that include lower travel costs for business travel 4. Plan ahead of time. Money is saved when air travel is booked well in advance. In one case, a plane ticket that would have cost $300 booked a few weeks in advance became over $1200 when reserved two days before the event. Reduce travel expenses by booking in advance. This lowers business travel costs significantly. 5. Require your employees to use shuttle services. Most large conferences offer free shuttle service between the hotels and the conference center. Less taxi usage equals lower overall business travel costs. For all the tools you need to implement a comprehensive travel policy that will not only reduce travel expenses but will also lower travel costs for your company, visit us at www.turnkeydoc.com Don't forget to subscribe to your youtube channel to receive free video tips every month! http://youtu.be/s23pE16d25U https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/ https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about
Views: 1472 Turn Key Doc
Human Resources Advice | HR Tips
 
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Need a Human Resources structure but don’t want to pay for an Human Resources Prof? Then Turn Key Doc was built for you! http://turnkeydoc.com Your business is growing, which probably means so is your staff. And as you probably already know, as your staff grows, so does the time required to learn how to effectively organize and manage them. Not knowing where to start, you might find yourself spending thousands of dollars hiring human resources “experts” to give you HR advice or expend many frustrating hours dealing with issues that are not your expertise, like dealing with human resources issues For Example Do you Struggle with hiring productive and knowledgeable employees? Not knowing how to write an effective ad or ask revealing interview questions, can lead to hiring a less than ideal candidate. Human Resources or HR recruiting ca be tricky, we can help What about a human resources disciplinary structure, do you or your managers need to know how and when to “write” someone up or learn to terminate properly? Human Resources training can be expensive, so let us help with your HR management training! Do you find yourself worried that you will be sued by a disgruntled employee because you may not be compliant with all federal and state labor laws or because you do not have fair and consistent policies and procedures? How about your managers, do they understand the right way to evaluate an employee’s performance or successfully resolve conflict? Human Resources takes care of all of that. Could you benefit from a human resources compensation and benefit structure that is not only cost effective but also motives your staff to meet and exceed goals? How is your payroll and timekeeping procedures? Are you losing money due to poor vacation tracking or an ineffective timekeeping system? A solid human resources structure is important to any company If you answered yes to any of these human resources questions, don’t worry! We’ve created a Turn Key Human Resources department which includes 100’s of ready to use HR forms, reports, protocols & easy to follow human resources guidelines for less than $10 a month. So if you are looking for an HR structure but don’t want to pay for an Human Resources Professional, then Turn Key Doc was built for you. Visit us at www.turnkeydoc.com for more info. Don’t forget to subscribe to our youtube channel for free video tips every month! http://youtu.be/CRjFdCHRDwU https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw Human Resources Advice Human Resources Structure HR Advice HR Structure
Views: 9345 Turn Key Doc