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retention

Working with, not against, your employees. SaferUpdates podcast outlines performance management. Set for Wednesday, June 22 at 1:00 p.m.

Attracting and retaining employeeas is the biggest challenge in business today.  Everyone is competing for the same employee. That person is motivated, reliable, honest and a problem-solver.

The free Performance Management podcast and discussion is sponsored by Safer Places and SteinbergHR. The podcast addresses best practices in inspiring, engaging and motivating staff to optimize performance, along with personal and business goals. The complimentary virtual event is set for Wednesday, June 22, 1 – 1:30 p.m.

The podcast is tailored to HR  professionals and C-level executives.  To RSVP, please visithttps://www.saferplacesinc.com/podcast.

Attendees will learn about developing employee plans and goals; how to engage employee-manager conversations; how to better prepare employees to discuss performance; establishing employee reviews; and building stepping stones to success. 

Performance management involves every employee – each with their own specific roles and goals. Performance management systems can help managers track and monitor individual performance, as well as entire departments and the broader organization.

The discussion will be led by Meghan Steinberg, PHR, SHRM-CP, Founder and President of SteinbergHR which is a woman-owned boutique human resources consulting firm based on South Shore Massachusetts. The firm offers strategic partnering to cover the full employee life cycle and productivity on a part-time, project or interim base.  Moderator of the podcast is Dave Sawyer, founder and CEO of Safer Places, a full-service screening, testing and consulting organization whose mission is to provide companies with the specific tests that best their needs for background screening, drug testing and security consulting.

To participate in the Performance Management webinar, RSVP

https://www.saferplacesinc.com/podcast

Working with, not against, your employees. SaferUpdates podcast outlines performance management. Set for Wednesday, June 22 at 1:00 p.m.Read More

Hear me, see me, and retain me.  Better communication equals better retention in the workplace. Free webinar April 6, 1 p.m.

What do employees value most?  Top salary, generous benefits, flexibility schedules, career advancement?

All of these things are critical, but the most important is “communication”!  Does my voice get heard? Am I encouraged to contribute? Do my suggestions matter? Am I kept in the loop, and do I remain part of the conversation?

Communication skills can be taught, learned, and celebrated. Human Resources and C-level executives are encouraged to attend the free Zoom-based webinar entitled “Hear me, see me and retain me” set for April6, 1 – 1:30 p.m. 

Janet Parnes, trained at the prestigious Protocol School of Washington, is a social conversation and etiquette consultant . She is a nationally sought after keynote speaker and will offer insights and actionable tips. Parnes spent more than 20 years in sales and marketing. She has worked with companies that include chip manufacturer Analog Devices and Panasonic. She has appeared in media outlets that include NBC, NPR, and the Boston Globe.

Moderator of the presentation is Dave Sawyer, Founder and CEO of Safer Places, a full service screening, testing, and consulting organization whose mission is to provide companies with the specific tests that best fit their needs for background screening, drug testing, and security consulting.

Parnes will share practical techniques that make you and others feel valued, understood, &  heard.

Topics will include –

  • Strategy that makes conversation more direct, strategic and comfortable
  • Words that create an instant connection
  • Tips for relationship building —bridging the distance
  • Broaching difficult subjects
  • Words and phrases that encourage participation
  • How to build cooperative, supportive teams
  • Body language that makes others feel valued and heard

The webinar is part of an on-going series entitled SafeUpdates that consist of monthly Zoom-based podcasts led by Safer Places, Inc. Client education is an important part of the service provided at Safer Places, Inc. The firm focuses on helping clients navigate the myriad of different types of background screening and drug testing options available so executives can focus on the core tasks of running their business. 

To participate in the webinar, RSVP at https://saferplacesinc.com/podcast

Hear me, see me, and retain me.  Better communication equals better retention in the workplace. Free webinar April 6, 1 p.m.Read More

Embracing the new workplace. Hiring and retention solutions in challenging times. Scheduled for Wednesday, December 8, 9 a.m.

Employers can’t fill critical positions.  More than 40 percent of current employees are resigning. Customers and clients are annoyed by lack of service, product and attention.  What can an employer do?

In response to this crisis, a complimentary webinar entitled “Embracing the new workplace.   Hiring and retention solutions in challenging times” is scheduled for Wednesday, December 8, 9 a.m.  To RSVP, please visit shorturl.at/buCIJ.

Employment expert panelists include Denise Noble of HR Engineers based in Franklin, MA; David Sawyer of Safer Places based in Middleboro, MA and Brad Pinta, Esq. of Pinta Law Group located in Quincy, MA.  Steve Dubin of PR Works, Plymouth, MA will moderate the discussion.  The panel will offer specific advice, tips and examples of how to attract and retain the best and brightest.

Noble will expand upon new methods of attracting quality candidates to the workplace and how to create a work environment that encourages employees to be heard, seen, valued and connected to a common goal.  Sawyer will outline how to use custom background checks to make a better and more informed hiring decision. Pinta will underscore his personal challenge with hiring and firing legal staff and the ironic litigation that could arise from these processes.

The business community is encouraged to attend. The event is sponsored by three leading organizations including My Pinnacle Network which hosts monthly meetings for business-to-business professionals at five locations throughout Massachusetts including Braintree, Mansfield, Needham, Pembroke, and Westborough; South Shore Networking Professionals which connects business people monthly at locations throughout the South Shore; and Rockland Trust, offering a wide range of banking, investment, and insurance services to businesses and individuals through retail branches, commercial lending offices, investment management offices, and residential lending centers located in Eastern Massachusetts and Rhode Island, as well as through online, mobile and phone banking.

Please RSVP for the event at shorturl.at/buCIJ. Or call My Pinnacle Network at 781-582-1061.

Embracing the new workplace. Hiring and retention solutions in challenging times. Scheduled for Wednesday, December 8, 9 a.m.Read More

HR Knowledge Inc. Shares 7 Key Points for Building A Strong Sales Team

Jeff Garr, CEO

Compensating your sales people correctly can be a great challenge to the average business manager or owner. If you don’t compensate correctly or adequately, sales production may suffer, which will directly affect business growth and profit. If you do incentivize sales staff correctly but pay them too much, it could create future problems related to growth and or profitability of your business.

HR Knowledge, Inc., a leading human resources Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the East Coast with offices in Mansfield and Waltham, shares their “7 Key Points for Building a Strong Sales Team”:

1. Consider a Compensation Model prior to targeting and hiring sales people. It helps to have a good understanding of what makes some people “tick”, yet not others. Maslow’s Hierarchy of Needs states that there are a number of aspects that generate needs for any person, some of which may be of more interest to one person and less interest to another. Once you understand which aspect(s) motivate people, you can create a better environment to help create greater success.
2. Hire the right team of sales people. Before hiring, understand the type of sales person you need and then target them. Are you looking for an “order taker”? This is a person who can call on existing accounts and build great relationship with the client. Are you looking for a sales person who can “make it rain”? This person has the ability to create and generate business. If they are able to “find” business then they are the “hunter”. Understand what type of sales person you need and then target them in recruiting.
3. Adhere to the “Three A’s” when hiring. Once you understand the type of sales person you are looking for, remember the “Three A’s” when hiring for a sales position in your company. The first and most important “A” is Attitude. The right attitude is everything when hiring people. If they have the right attitude they will go through the wall for you to close business and follow the direction of the company. The second “A” is Aptitude. Ask yourself if s/he has the aptitude for the position of the company. Webster Dictionary defines aptitude as “capability; ability; innate or acquired capacity for something; talent”. The final “A” is Altitude, meaning, how high can they go? How high do you need them to go? Will they plateau at a certain point and coast?
4. Beware of complacency. The next concern when hiring sales people and thus managing them is complacency. Most sales people will reach a point of complacency and then coast in the job. Less work and more play becomes their mantra. The key challenge for management is to do all you can do to prevent complacency by your sales people. Most people become satisfied (and have obtained fulfillment of Maslow’s higher level emotional needs) once they attain job satisfaction or reach a particular level of income or status. With sales people, the challenge is to prevent this from happening.
5. Utilize your Compensation Model. It is vital to keep sales people motivated and “in the game”. From a managerial standpoint, it is far easier to compensate sales people and steer them in the direction the company wants them to go than it is to create compensation models to drive operations people, where you have to rely on coaching and management techniques. Sales people are experts in understanding compensation models and how they can maximize their income in the quickest time frame. They are usually very highly motivated and understand how the game works. This being the case, it is imperative to find a compensation model to drive the sales team to do what you want them to do.
6. Understand what your company’s objectives are and then create the compensation model to attain those objectives. For example, if your interest is to expand and grow your client base, then the compensation model needs to reward your sales team for new business and retention. You can create additional incentives to ensure that a large portion of their pay will be derived from new business acquisition. If it is imperative that your sales team be involved in the retention of clients, then you need to find a compensation model which will reward them for retaining and maintaining great relationships with clients. If they lose clientele, you must ensure that this will affect their compensation. This is a delicate area because if your operations team is not equally committed to retaining clients and the service or product you are delivering is not up to standard, then the sales team has no chance to retain the business no matter how great their relationship is with that client.
7. Do all that you can to ensure that the product or service you deliver is “remarkable!” Make sure that your company is setting the tone and the barometer in the marketplace for what you do. This will allow your sales people to confidently and comfortably sell your product or service. Without this, no sales person of any quality can survive and thrive in today’s business environment. Make sure that your operations team are as committed and passionate about clients as your sales team.
For more information about compensation, HR and or benefits contact Jeff Garr, CEO at HR Knowledge or 508-339-1300.
About HR Knowledge, Inc.
HR Knowledge, Inc. is a leading Business Process Outsourcer (BPO) serving emerging to mid-sized companies throughout the East Coast. HR Knowledge has the experience and technology to efficiently provide best-in-class integrated HR services at an affordable cost to clients.

HR Knowledge’s leaders have more than 100 years of combined experience and provide expert guidance in Human Resource management, Group Benefits Brokerage, Payroll Processing & Managed Services, Financial Services and Recruiting and Hiring Process Management (HPM).
Through their comprehensive Human Resource Services, HR Knowledge helps organizations minimize operational risks, reduce administrative costs and better serve their people.

HR Knowledge has been recognized as a Gold Level Broker by Harvard Pilgrim Healthcare. The company is headquartered at 905B South Main Street, Suite 203 in Mansfield and their second office is located at 890 Winter Street, Suite 208 in Waltham, MA. For more information, contact (508) 339-1300 or visit their website at www.hrknowledge.com

HR Knowledge Inc. Shares 7 Key Points for Building A Strong Sales TeamRead More