The following is the first post in our new series, Big Ideas for Small Business HR! This series will provide tips and advice for small businesses who manage their own human resources. Check back soon for more!
Owning your own small business is a dream come true for many wedding and event professionals. The freedom to control your schedule and play by your own rules is a huge draw for many who start their own businesses. One of the biggest challenges to owning a small business, however, is dealing with all the laws, requirements and paperwork that come with it by managing your employees and other aspects of Human Resources.
The good news is that if you’re looking to hire employees, your business is doing well! With your success comes the need for more people to share your dream, and you’ll continue down the path to growth and brand awareness.
If you’re looking to expand your business in anticipation of the upcoming busy season, make sure you know these HR basics!
The legal component of human resources is often the most complex, as you’ll need to comply with both state and federal laws. Even more complicated is the fact that many of the laws may change depending on the number of employees you have. To find out more about these laws, visit the U.S. Department of Labor website to see both federal and state requirements. Regardless of your business’ home state or size, all your employees will need to complete both tax forms and I9 forms.
Compiling a benefits program can seem overwhelming for many small business owners. You have to choose healthcare insurance providers and select retirement benefit plans, as well as establish optional benefits such as employee incentive programs. Some benefits are required by law, and others are optional based on your own preferences. Start by finding out which benefits are required and which are optional, and then you can start creating your benefits package.
Now is the fun part – choosing who will join your business’ family! You’ll need a clear plan for setting the requirements for each position, evaluating any applicants on those requirements, how you plan on interviewing any applicants and what you’re prepared to offer the winning applicant. You should also consider the type of personality you’re looking for, as you’ll be spending a lot of time with your new hire! Don’t rush the hiring process by hiring the first person who walks in – take your time to find the perfect fit.
When you do hire someone, remember to keep the lines of communication open. Make sure your employees feel comfortable coming to you if they have issues or concerns and give them the attention they need. Keep them in the loop when it comes to you and the business – they’ll like hearing from you as well. You can also ask for their feedback on certain parts of your business and find out if there’s anything they think you can do better!
Unfortunately, some employees may decide to leave or it may not be a good fit for the employee and your business. No matter what the situation, remember to treat the person with respect and wish them the best. You never want a former employee to speak poorly about your business, and you never know who they could end up talking to or working for! Everyone who leaves your company should leave feeling good about the time they spent working there.
Having more employees should not be a negative process – enjoy the growth and get excited! These basics will help you reduce the stress and focus on your vision for your business.