When is it Okay for Your Employees to Ask for a Raise, a Vacation,

or a Flexible Work Schedule?

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Are your employees requesting time off with short notice?

Are they threatening to leave if you don’t meet their demands?

Are they demanding more money?

Are they asking to work fewer hours?

 

Small Business Owners Are Facing These Questions Daily!

 

At what point does it become a headache and you just want it to stop?

 

It's 2023 and Times Have Changed!

 

The current work environment differs greatly from the past.  Do you remember the "good old days" when employees were content to have a job, arrived on time, put in their best effort, and patiently anticipated a raise? Today, many employees are looking for “What’s in it for me!!?”.

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Do you feel like if you don't provide it, someone else will?

 

Today's employees are more attentive to market trends and possess a better comprehension of the regulations and safeguards that ensure their protection. Small business owners must prioritize staying informed and devising plans to enhance employee recognition and satisfaction.

 

In the current job market, there is a reduced amount of available workers, so it is crucial for small businesses to focus on retaining and developing their existing employees. The costs to hire and train new employees can cost small companies more than working through these issues with your current staff.

 

How Do Small Business Owners Reduce the Risk of Losing Employees and Keep Them Happy?

 

Stop being forced to comply and take control of your staff and their demands.

 

You are busy running your business and you don’t have time to deal with demands from employees.

 

One way to effectively manage people is by setting clear workplace expectations and effectively communicating them. This will reduce stress and allow you to focus more on your business.

 

As an HR professional, I assist small business owners in establishing consistent policies and effectively communicating with their staff. My expertise also extends to managing sensitive HR situations with precision, ensuring that they are resolved accurately on the first attempt.

 

Why are they asking for more now?

 

Post-pandemic, costs have gone up everywhere. When people feel financial pressure, their first plan of action is to ask for a wage increase. You are not a financial advisor and you don't need to help them manage their money. Your job is to offer fair and equitable payment for the work they perform. In today's economy, it can be very difficult when employees don't feel they are valued at work or they do not believe their current wage is at the market standard.

 

How to fix the problem?

 

Here’s How We Do This:

 

#1 Evaluate Current Policies and Procedures

 

My role is to assess your HR procedures and policies to ensure compliance and identify opportunities for improvement in your employment process. We carefully evaluate your existing compensation plan and leverage local market trends and pay equity guidelines to ensure uniformity. We also evaluate performance using the reviews method and assess skill levels, years of service, and credentials that are relevant to the established pay ranges.

 

#2 Implementation

 

We implement compliance measures and effectively communicate new policies with your staff to ensure seamless HR processes, while also preventing excessive employee demands. Effective communication of an employee's compensation package, also known as "total rewards," helps them fully grasp the overall worth of their job at your company. It's always a good idea to remind your employees about the advantages and bonuses that come with working for your company. Maybe they are receiving higher pay, comprehensive healthcare coverage, a flexible work schedule, the option for Fridays off, or the ability to purchase vendor apparel at a discounted rate. The benefits and value adds offered may vary, but the ultimate objective is to make sure that the employees comprehend the significance of their job and develop a sense of trust in you as their employer. When workers start to demand better wages and consider the possibility of quitting, it is typically because they do not have faith in their employer. Effective communication is essential, and individuals are more likely to comprehend and comply with new policies if they are clear and supported by trust and impartiality.

 

#3 Ongoing Strategy and Support

 

We put together an employee engagement strategy and implement growth and incentive strategies that center around recognition, purpose, intention, and culture that bring more meaning to your employee's work. Throughout our partnership, I support you with as-needed and ongoing help to grow a positive and trusting work culture and make each situation easy to manage. It's important to acknowledge that not all employees may be receptive to change, and it can often be a gradual process. I am always here for you, especially during difficult conversations. I am proactive and available whenever you need me the most.

  

 

Let's change this behavior for good!

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