Human Resources

On Dec. 1, 2016, about 4.2 million exempt employees in the United States will become non-exempt. And some of those employees probably work for you.

The fire marshal came into our shop one day out of the blue and told us we had a problem. The back of the shop was too wide open, he said, and if a fire started, it would quickly spread across the entire building. And just like that, they made us put up a wall right through the middle of the shop.

Although there is no simple or conclusive way of determining whether someone you are interviewing is an ethical person, one question I always ask an applicant is, “Can you tell me a detailed story about something you did in the workplace that will help me understand your ethics?”

When it comes to hiring techs and advisors, you need to have a really good system in place. Otherwise, you might hire the wrong people and will soon regret your decision. It’s a mistake we have all made. Although there is no foolproof way to ensure you are hiring the superstars you are looking for, we can learn from some of the most successful companies in America that utilize tests and assessments to better ensure their success.

Many company leaders believe that offering higher pay than the competition is enough to attract and retain the best people. However, many studies suggest something different: We have to find a way to tap into the deeper motivational needs of our staff if we want to create and keep the stars!

There are many advantages to having your technicians on a performance-based pay program (flat rate, bonuses based on productivity, etc.), rather than a fixed hourly rate. Unfortunately, many shop owners are afraid to take the leap and convert to these performance-based programs.

We all know it’s getting harder and harder to find the superstar techs, but finding those stars is just the beginning. Once found, you need to interview them like a seasoned pro. Here are some interviewing tips that we share with our Elite Coaching clients.

On June 9, the U.S. House Committee on Small Business held a hearing titled, “Damaging Repercussions: DOL’s Overtime Rule, Small Employers, and their Employees.”

While conducting reference checks on potential employees is a sensible way of managing your business risk, employers must carefully follow legal limits on the type and extent of background checks they can conduct.

How should an employer address questions related to things like restroom use, employees transitioning genders while employed, benefits and insurance coverage? Keep in mind that there is currently no clear federal law specifically defining LGBT as a protected status. However, the trend is clear and savvy employers may want to take proactive steps to guard against future discrimination or harassment claims.

People are always asking me how a woman can be successful in business. My short answer is “plan for it.” Any successful person doesn’t just happen upon it. They prepare, work hard and are open to learning and adjusting along the way. And, the most successful professionals all have one thing in common: They know how to market their accomplishments.

The most common reason shop owners are reluctant to fire someone is they feel the employee is either irreplaceable, or it will take a long time to find the right replacement. First of all, everyone is replaceable, and as I have often said to clients, the graveyards are filled with irreplaceable people.