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4 Reasons Why Effective Job Descriptions Add Value to Your Business

Wednesday, June 28, 2017

Effectively developed job descriptions are communication tools that greatly contribute to your organization's success. Poorly written employee job descriptions, on the other hand, add to workplace confusion, hurt communication, and may leave employees unsure of what is expected from them. Further, having a written description of duties accomplishes many important things that protect your business and positions you for success:

 

1)      Legal Protections. If a dispute arises over job duties, the job description will be used to settle the matter. An accurately written job description may avoid potential lawsuits and defend a termination decision for an employee who did not satisfactorily meet the requirements of the job.


2)      Reward & Recognition. Clearly defined roles and responsibilities provide the basis for employee reviews, salary increases, setting goals, and growth paths. Employers also use job descriptions during evaluations for raises, promotions and recognizing employees that go above and beyond.


3)      Employee Compensation. A job description serves as a reference guide when determining comparable industry salaries and helps maximize dollars spent on compensation for the position by ensuring experience and skills needed for the job are detailed.

4)      Recruiting the Right Talent. Job descriptions provide the foundation for effective job advertisements and developing interview questions that ensure you are screening and selecting candidates with the skills and experience necessary for the position.


“Other Duties as Assigned” is the most important element of a job description.

Make certain employee job descriptions have enough flexibility so individuals can "work outside of the box." Ideally, employers are hiring highly motivated and skilled employees who are eager to do more than just their assigned tasks. But not all workers are as dedicated to their jobs or the companies. Employees who refuse to do more than their job description specifically states can create avoidable headaches for their employers.


By including “other duties as assigned” to a job description, the employer has flexibility to add new tasks to the position as needed. You want people who are comfortable taking reasonable chances and stretching their limits. You don't want to encourage people to think, "That's not my job."


Finally, job descriptions should always include an “Employee Signature” at the bottom. All employees should sign to demonstrate acknowledgement of their job description. Signed copies should be retained in the employee file. 





Reagan Freed is an accomplished HR executive with extensive experience supporting small, mid- and large businesses develop people strategies that support organizational goals. Her experience ranges across a wide variety of industries including engineering, construction, telecommunications and business process outsourcing (BPO).

Solvere HR Consulting provides powerful HR solutions that optimize your organizational capability and profitability through your most valuable asset -- your employees. Learn more at www.solverehr.com.


10 Ways to Recognize Employees for Free

Friday, May 26, 2017

10 WAYS TO RECOGNIZE EMPLOYEES FOR FREE

Article by Reagan Freed, Solvere HR Consulting


Reward and recognition should be individualized to be effective. What motivates one team (or person for that matter) won’t be as effective for another. It’s worth the effort to find what motivates each of your people. Further, consider that not all employees appreciate a public display of recognition. It’s equally as important to find out HOW they like to be recognized in addition to learning WHAT type of rewards motivate them. Asking these questions in the form of a survey is a very effective method to gather the intel you need.

Reward and recognition doesn’t have to be expensive! In fact, sometimes it’s the most basic forms of appreciation that make the biggest difference. When crafting your rewards and recognition programs, also consider what is in-line with your company values. Some types of rewards will map directly back to your company culture. And the way you recognize your employees should line up too.

Here are 10 effective and FREE ways to recognize your employees:

  • A sincere “thank you” and handshake face-to-face.
  • Write a personal note specifying exactly what the employee did that you want to recognize.
  • Recognize a job well done in a meeting or get others involved in applauding the great work.
  • Send a shout-out around in your company’s private social site or other public social media channel.
  • Mention an employee’s success story in a presentation, webinar or even in the company newsletter.
  • Give a long lunch, an extra break or a get-out-of-work-free day.
  • Offer a stretch goal or even let an employee take on a more managerial role—like a team lead.
  • Arrange for the CEO or other top manager to stop by and say, “Great job on _________!”
  • Offer extra flexibility or more chances to work from home if desired.
  • Create a “Wall of Fame” or white board where you display what employees do that’s extraordinary.

 

Solvere HR Consulting provides powerful HR solutions that optimize your organizational capability and profitability through your most valuable asset -- your employees. Learn more at www.solverehr.com.


Reagan is an accomplished HR executive with extensive experience supporting small, mid- and large businesses develop people strategies that support organizational goals. Her experience ranges across a wide variety of industries including engineering, construction, telecommunications and business process outsourcing (BPO).


She has experience working in the United States and internationally in Europe, Middle East, Australia/New Zealand, Liberia and many countries in Asia.


She is recognized for being a multi-talented and versatile problem-solver with a proven track record of increasing employee engagement and enhancing leadership capabilities that directly impact bottom line results. Reagan’s broad knowledge of business disciplines enable her to develop unique people strategies designed to contribute to overall strategy.


Reagan earned her Bachelor's in Business Management from the University of Colorado, Denver and is a certified SHRM-SCP. She is passionate about advancing the HR profession, and serves as a volunteer for the Boulder Area Human Resources Association (BAHRA) as the Director of Communications & Marketing.




THRIVE Conference February 27, 2016

Thursday, March 03, 2016


On Saturday, February 27, 2016, Boulder SBDC had the pleasure of helping coordinate and participate in the first bilingual THRIVE Conference at Front Range Community College in Longmont.  

The conference was aimed toward helping Boulder County residents with low to moderate incomes build assets. Topics included Homeownership, Social Action, Money Skills, Older Adults, Education, Business, and Health. The goal of the conference was to help make connections for a brighter future. Through workshops, interactive lunch discussions, and a resource fair, attendees set “Make It Happen” goals to take the next step in building a stronger future for themselves, their families and our community. 

We were able to offer two business-related workshops in Spanish and English. One included a panel of small business owners who talked through the challenges and successes they experienced starting their own business, resources that helped them, and advice for people just starting or thinking about starting a business.  Attendees asked lots of great questions and even gave some advice to others in the room from their own experiences. During the Spanish version of the panel presentation, participants were eager to learn from our Assistant Director, Mark Gittes, about importing from other countries, such as Mexico. Everyone seemed to gain something from the discussions. Thank you to Rocio Perez, CEO of Inventiva Consulting, Betty Artes of Casa Alvarez Foods and Mark Gittes, Assistant Director for the Boulder SBDC for sharing such great advice with aspiring entrepreneurs!

The second workshop we offered was How to Start & Correctly Operate a Small Business with SBDC Consultant Jesse Esparza. Jesse covered topics such as determining your target market and finding your competition as well as other key elements to starting a business. He also shared helpful resources for getting started. After the workshop, one attendee exclaimed, "This was exactly what I needed. Thank you so much for all of the great information!"

Other workshop topics throughout the day included financial empowerment (understanding the power of savings), how to pay medical bills on a limited income, healthy and local eating, social action (how to create positive social change), how to enroll in a university, powerful steps toward owning a home, and basics of Medicare. 

View photos of the event by clicking here!  

Thank you to the organizations that were a part of the steering committee!


·         Jamie Brandess, Marketing and Events Manager, Boulder Small Business Development Center

·         Rebecca Chavez, Director, Admission & Outreach, Front Range Community College

·         Nino Gallo, PIE/IDA Program Coordinator, Boulder County Community Action Programs

·         Cynthia Garcia, Bilingual Admission and Outreach Representative, Front Range Community College

·   Eliberto Mendoza, Boulder County Community Action Programs 

·         Katie Pague, Boulder County Housing & Financial Counseling Coordinator

·         Rosemary Thompson, PIE/IDA Coordinator, Foothills United Way

·         Lisa Widdekind, Emergency Management Coordinator, Boulder County Public Health

·         Katie Wade, Respite & Companion Volunteer Program Coordinator, Boulder County Area Aging Services


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