Employee Hiring and
Salaries are a tough expense for most businesses. You want
to hold them down but reining them in too tightly doesn't
always work well. Good employees can find work elsewhere and
replacing them can cost a bundle.So, if you're in a spot
where every salary dollar counts, here are eight ideas for
getting the biggest bang for your buck.
research. Make sure your salaries are in the
average range. If you pay too little, your recruitment and
training costs will be out of line because you won't be able
to hold onto people. It doesn't pay to constantly lose
people because they can make $2,000 more down the street.
Salary.com offers a free search
engine that allows employers and employees to research
compensation information compiled from various industry
surveys. Other resources include the federal government and
trade organizations within your
Give bonuses, not large
increases. That way, the base salary stays
the same, but the total package is competitive. If your
company does well, the staff does well too — a concept that
seems fair to employees.
may not be able to write their policies around their
employees' needs, but smaller firms can afford to
accommodate special situations. Don't worry too much about
setting precedents. Employees will understand when you cut a
special deal as long as a similar deal is available if they
need it. In return for flexibility, many employees may be
willing to accept cash compensation that is less than they
could get someplace else.
most people work not only because they need to earn
money, but because they take satisfaction from making a
contribution. Although you don't want to be
condescending or phony, be generous with encouragement
and praise — it doesn't cost anything.
Be willing to hire smart,
less experienced people who need some
training, even if you think they won't stay around long.
It's better to have passing brilliance than permanent
Get rid of any caps in commission-based jobs.
Everybody wins if you set up a system so
that the more people sell, the more money they
But remember that outsourcing can reduce
commitment, consistency and control. Make sure you're not
giving up more than you should.
around. Allocate resources to ensure that
every employee's talents and abilities are being used to the
maximum. Many people are mission driven. If they feel they
are indispensable, they'll behave that
Share the risk.
Talk to employees often and honestly. Let
them know when the company is doing well and when things are
going badly. Employees who understand the risks are more
likely to share their ideas for solutions. They'll be
willing to ride out the bad times because they feel part of
may make good business sense! With college students looking for internships, there might be
a pool of eager and talented people who are willing to work at your
company for free or minimum wage — at least for a while.These
arrangements can benefit both sides: Your company gets help and the
interns learn valuable new skills. But make sure you comply with all
the federal and state laws relating to interns. In some cases,
companies decide the free lunch isn't worth it and opt to pay
interns the minimum wage to avoid legal liability.
foreign-born employees can present some complex issues, particularly
in the wake of the September 11 terrorist attacks, and can
result in complaints to the Equal Employment Opportunity
Commission (EEOC) of illegal bias. In fact, EEOC and state
officials say many workplace discrimination cases go
unreported and they are urging victims to come
Communicating with Absent and Disabled
Employees - Employees returning to their jobs
after a long absence can face a series of challenges that require
good management. In the end, handling returning employees in a
sensitive manner will pay off in increased office harmony — and
ultimately, higher productivity. Click here to learn how to
handle the situation.
Teen Employees Cause
Problems - The approaching summer means teenage
employment will rise at many workplaces. More working teenagers
means an increase in potential risks for employers...especially the
risk of illegal harassment and other illegal treatment, If your
organization employs teenagers, don't cut corners when complying
with employee-protection laws just because the employees are
Office Romances - Employers need
Guidlines - Studies show that a fair number of people
meet on the job, enter into relationships and even marriage while
continuing to work together. In many cases, these relationships are
well known and accepted. How should the Employer deal with these
Health Improvement Programs - The high cost of health
insurance for employers is driving more organizations to set up
wellness programs that encourage healthier lifestyles. Some
employers even mandate that employees participate and meet certain
Bonuses. There are pros and cons to "signing bonuses"
when your company is trying to lure top applicants, but they can
work in your favor if you use them effectively. For example, giving
a hot prospect an "exploding offer."