NO HR BUDGET NO PROBLEM!

INNOVATIVE WAYS To deliver exceptional HRservice on a minimal budget

CEO | CHRO

TABLE OF CONTENTS

Preface P.3

A Letter from the Author P.4

HR Assessment Test P.5

Chapter 1: Developing a Reputable HR Brand P.6

Chapter 2: Highly Effective, Budget Friendly Engagement Strategies P.10

Chapter 3: Creating and Fostering a Positive Culture P.15

Chapter 4: Amazing HR Budget Friendly Vendors P.18

Thank-you P.22

NO HR Budget, No Problem! www.YourHealthyReality.com

The value of the human resources department is always underestimated. Therefore, we as human resources professionals must band together and find the most efficient methods for achieving corporate health. Since often the HR department is fighting an uphill battle, it is vital to figure out frugal yet efficient methods to get the job done or face the fate of potentially being shut down!

It’s no secret that usually the first budgets to get cut during trying times is the HR fund. But we must still keep trying…we must still try to carry the weight of the organization on our backs! Thankfully my journey has led me to discover and mold innovative ways to deliver exceptional HR services on a minimal budget, and I am here to pass those strategies to you.

Point blank: organizations need a human resources department to achieve corporate health. Company’s need a capable and involved individual or team to speak up for its employees and vice versa. HR brings management and employees to a common ground and connects the two worlds, enabling them to work more harmoniously as one!

For the HR team to achieve success, they must be involved in all aspects. HR must be a part of meetings, campaigns, decisions, new hires and all other activities that involve the organization. Are you ready to give 100% to developing the human resources brand in your company? Do you desire a more united company culture, and have no idea how to achieve it? Are you ready to think outside of the box and learn some innovative, new strategies that I have been molding and testing for YEARS?

Be warned…there are no rules here. All the rules that you learned and are used to are about to be broken. Shattered! It’s now time for an avant-garde method that has been tested by yours truly. Continue reading if you want to be immersed into several unique, fresh and tested strategies that break the mold, and bring results!

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But First…An HR Assessment TEST

Before you move forward, let’s gauge the health and state of HR in your organization. There are absolutely NO right or wrong answers here, so answer truthfully. Only you stand in between what your company is doing right now…and a healthy and thriving HR department and corporate culture. These questions are designed to get an idea of what is already being done and what needs worked on.

1. Do you have a dedicated email account for Human Resources?

2. Do you have permission to send email blasts to the entire organization?

3. How often do you send HR related emails to the company?

4. Do you have an engagement committee?

5. Do you have a HR customer service hotline?

YesNo

YesNo

Weekly

Monthly

Only to announce news

Never

other

YesNo

YesNo

If you answered yes to all thequestions… KUDOS to you. Youare in the 50% innovativerange. If you answered No toany of these questions, noworries! You can easily obtainthe things above at low cost.Innovation can be simple andgoes as far as your mind willtake you. In this book, I amgoing to teach you HR 101 atits finest.

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“Be a gold digger and search for the gold in people and NOT the dirt”

DEVELOPING A

REPUTABLE HR BRAND

~ Char Newell

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Developing a Reputable HR Brand

Branding is so important for a company, and it is just as crucial that the human resources department develop a brand for itself too. To have a brand for HR in the company it is important that employees know these three important facts:

1. HR exists2. HR exists for this reason3. You can trust us.

You will see me reference TRUST a lot in this guide in reference to your success. Trust has a simple definition: firm belief in the reliability, truth, ability, or strength of someone or something—and this is a KEY FACTOR in the ability of HR to secure corporate health in their organization.

Why is it important to gain TRUST? You want employees to come to you with their issues or concerns every time. This allows you to keep a pulse on what is happening behind the scenes. The whole point is to get them to let you inside their minds so that you can more efficiently keep them in compliance with their thought process, no matter how hard it may be. It’s like what I always say: “You pay me for my advice, whatever you do with it, is on you.”

You Must Solidify an HR Mission StatementDoes the HR department at your organization have a mission statement? If not, you must take strides towards getting one immediately. This will answer the biggest question that most employees can’t get their heads around, the “why HR exists” question. You want to ensure every new hire receives the HR mission statement, that they review it and that you talk about it with them, highlighting the important parts as you go along. This way as they move forward, they fully understand that they have a trusted resource within the company.

Example of HR Mission Statement:

The mission of the human resources department is to support the vision and goals of COMPANY X by providing services that promote a work environment that is characterized by fair treatment of staff, open communications, personal accountability, trust and mutual respect. We will continue to be strategic partners in building COMPANY X businesses by maximizing the value of human capital and aligning it with company initiatives, values, strategies and the needs of all stakeholders.

Human Resources Mission Statement

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NEW HIRE ORIENTATION:

Ensure all employees are provided a new hire orientation that address key components. Own the orientation and make it mandatory. I often have hiring managers who want to skip this part due to lack of staffing. DON’T allow this. This is the only time you will probably have the new-hire’s undivided attention, so take advantage of this moment. Depending on the size of the company your orientation might be 1 full day, to 1 week. If you don’t have a new hire orientation you can start small and grow later.

To Our Employees The human resources department will act as a catalyst to enable all our employees to contribute at optimum levels toward the success of the business. We are committed to providing our employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of COMPANY X. Above all, employees will be provided the same concern, respect and caring attitude within the organization that they are expected to share externally with every COMPANY X customer.

Create a simple 2-hour presentation that gives the following information:

• Mission & Vision of Company • Mission of Human Resources• Organizational Structure the who is who of the organization• Payroll• Benefits (everyone always wants to know about benefits) • Important Policies & Procedures:• Mandatory Training ex: Sexual Harassment• Technology basic IT training or software training

Orientation is very important, this is the first impression the employee will have of the organization and more importantly the Human Resources department. It’s during orientation they are completely judging. I have heard employees leave orientation and say “if this is the way orientation went, I can’t imagine what my time here is going to be like” or even “that was a mess, I still have no clue what I am supposed to do next”. Let’s remember the eyes are on us, don’t allow anyone outside of HR to dictate whether an employee can show up for orientation or not. Put your foot down here, it’s for the best of the company.

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CONSISTENCY:

Ensure all employees are provided a new hire orientation that address key components. Own the orientation and make it mandatory. I often have hiring managers who want to skip this part due to lack of staffing. DON’T allow this. This is the only time you will probably have the new-hire’s undivided attention, so take advantage of this moment. Depending on the size of the company your orientation might be 1 full day, to 1 week. If you don’t have a new hire orientation you can start small and grow later.

You must consistently deliver exceptional service. Here is how you can do this:

Get a dedicated HR Hotline number for employees to call - Make sure that multiple HR employees are available to answer the calls coming in, so that the phone is always attended to and no one is left without help.

Get a dedicated HR email – Example: HR@ CompanyX.com. Have this email accessible by all your HR staff so employee issues or concerns can be addressed in a timely fashion.

Create a HR Newsletter - Consistently publish a HR newsletter every month, highlighting important company news and employee activities. Treat this like your family album, employees will look forward to reading the updates every month.

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“Don’t allow discouragement to hitch a ride with you to work”

~ Char Newell

HIGHLY EFFECTIVE, BUDGET

FRIENDLY ENGAGEMENT

STRATEGIES

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“Engagement” seems to be the new big word in organizations these days, but who exactly are they trying to engage? Companies want to discover how they can keep their employees engaged, but they must understand who is working for them to send an effective message in the first place. To fully understand who is working for you, evaluations must be made, and regularly.

Not sure if you noticed, but the work force is changing every day – and it is beginning to shift towards the millennials. According to Pew Research Center (PRC): in 2016, millennials became the largest generation in the U.S. workforce. It’s a millennial’s world now and we must figure out how to capture their hearts!

See a chart from the PRC website below:

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You must constantly assess your workforce to see who is working for you. What percentage of millennials, Gen Xers, baby boomers etc. do you have working for you?

We need to have strategies in place for ongoing engagement because it does the following for your organization:

• Lower turnover• Boost Morale• Enhance performance

Engagement begins at the interview process, but we’ll start with the first day for the purposes of engaging your current workforce. Below are some proven techniques that cost you next to nothing and make a big impact on the morale of the organization. Also keep in mind that these strategies are universal and will work well in most professional situations.

CREATE A MONTHLY HR NEWSLETTER – This helps to keep employees involved in the goings on of the company, gives transparency and builds a rapport with them.

CREATE AN EMPLOYEE-LED COMMITTEE – Keeping employees involved in company decisions and what is happening behind the scenes builds trust and comradery. This also tells the employees that their ideas and input are valuable.

CELEBRATE MONTHLY BIRTHDAYS – Showing that you care about the little things such as their birthday can mean a lot to people. A simple card, cupcake, day off, or even something as easy as a mention around the office can brighten their day and show that they matter.

CELEBRATE ANNIVERSARY – Anniversaries tend to be important to a lot of people, especially work anniversaries. Staying committed to a job even if it is a fun one can be a large milestone for many. Celebrating work anniversaries tell your employees that you are happy they work for you, and that their progress has not been forgotten.

Tip

YEARS

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PUT UP A KUDOS BOARD IN THE LOUNGE – Time and time again I have encountered employees who have been let down because their hard work goes unnoticed. Try to keep an eye out for those over-achievers, always on-timers and special employees who always try their best. Give them a shout-out on a board where everyone else can see. This will encourage others to follow-suit and go the extra yard as well.

ASK EMPLOYEES TO SHARE THEIR NEWS – People love to talk about what they have going on in their lives. It will pay off handsomely if you encourage employees to share the important things going on with them, this also gives you a pulse on how their life may be affecting their work performance.

ELECT EMPLOYEES OF THE MONTH – A little friendly competition never hurt anyone. Especially when the competition is to see which employee can help someone out or benefit the company the most.

Bonus: If space allows, have an employee of month parking spot as close as possible, people really love this perk!

CREATE A MONTHLY FUN BUDGET – Sometimes work can get a little monotonous. If employees have a monthly fun activity to look forward to, this will give them a happy beacon of hope on the harder days. Not to mention these types of activities build bonds and strengthen company culture.

GIVE AWAY DAYS OFF – Nothing can brighten up your mood like getting a random day off that wasn’t expected. Surprise employees by giving away days off and give them a reason to always be on their toes.

OFF

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Do you think that all of this sounds too nice and that you would be throwing out too many perks? Think of it like this: packing on the perks means that you are also packing on the value your employees have of the company. They will feel as if they are cared for and this will grow a deep sense of loyalty within your organization thus, solidifying a foundation.

Tip

GIVE OUT MONTHLY GIFT CARDS FOR SILLY THINGS – Maybe Jill gave away her last muffin to Karl because he forgot his lunch. Or someone told a really good joke that brightened up the entire office. Think of fun reasons to reward your employees that promote a happier work culture.

CREATE SILLY CONTESTS – Creating a silly contest can help employees get out of their usual train of thought. Taking a break to have fun and let loose can really stimulate productivity and even encourage a higher quality of work produced! Sometimes you just need to think differently for a while, especially if you are experiencing a creative block or are frustrated with the work you are doing.

AND MY PERSONAL FAVORITE … MEDITATION MINUTE! – Incorporate a weekly 5 – 10-minute mediation break for all staff. It can be done right at the desk! Just add a meditation audio link right into the employee calendar and have a moment of silence. It is so refreshing to connect with all the staff on that level at the same time! (Side note: I create customizable meditation audio for organizations and I am happy to provide you with your own mediation minis!)

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“Once I understood I was a magnet and had a force within me that attracts what I put out into the world, I was able to

break the cycle of negative repetitious culture”~ Char Newell

CREATING AND FOSTERING

A POSITIVE CULTURE

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A Positive Culture Begins with You!

I hate to break it to you, but you hold the key to a positive culture. Everything that you have read

thus far is the key to creating and fostering a positive culture, and it all begins with you! How you, your management staff, and HR team interacts with your employees speaks volumes about the culture, and how much it is valued. Creating a positive culture does wonders for:

• Developing the HR brand, • Consistently keeping employees engaged,• And gaining & keeping employees TRUST

You Need an Open-Door Policy

Now it is important to realize that wanting all that for your company leads us right to an “open-door policy”, where employees are encouraged to reach out whenever they have an issue or concern and need someone to talk about it with. Many leaders choose to shy away from this and I am not sure why! (If you happen to lead a team and feel this way…can you shoot me an email at char@yourhealthyreality.com and enlighten me as to why you prefer not to have a HR open door policy?)

First: what exactly do I mean by “open door”, you wonder? Do I mean anyone can barge into your office at any time, interrupt your lunch and meetings to complain about a co-worker or a manager? Of course not.

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It Can Work!

Do not misinterpret the purpose of the open door. The purpose is to simply encourage communication in a judgement free zone. You want employees to feel comfortable coming to HR, their manager, or anyone in upper management to communicate the good, the bad, and the ugly, and who won’t feel penalized for sharing their views or opinions.

Next, you must also consider that you can still maintain an “open-door” policy and remain uninterrupted during your meetings and lunch! Mind-blowing right? You must make sure you specify each week when you are available and not.

And so…If you set up some ground rules and have times where your door just remains open and specify that when it is closed you are busy, you can enjoy the best of both worlds! You can even designate an over-flow person that employees can go to when your door needs to be closed.

I can’t begin to tell you how many managers lose employees because they make them feel as if their opinion doesn’t matter.

Write that down.

COMMUNICATING, CONNECTING AND SHARING IS KEY TO CREATING AND FOSTERING A POSITIVE CULTURE.

Tip

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“When they wouldn’t give me staff, I turned my vendors into an extension of my department”

~ Char Newell

AMAZING HR BUDGET-

FRIENDLY VENDORS

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PSA: GREAT VENDORS ARE THE SECRET SAUCE!

We are all here because of the budgeting concerns that typically come with the human resources department. I have been around long enough to know they are never really looking to staff HR accordingly, and will always think that the job can be done with less. HR is always the last to get our staffing budget approved, so I usually must figure out how I can get help without tampering with my staffing budget.

Luckily for me, I was able to out-source and find some great vendors that had no problem giving me their cell phone number, allowing me to call at crazy hours and were even willing to do the unthinkable for me! When I interview a vendor for a project I need help with, I make my desires and goals very clear. I usually state that I don’t have a huge team and I am going to lean on them for A, B, and C. You will find that most vendors are willing to go the extra mile for new business. Just ask for what you want, because a closed mouth will not get fed!

Don’t underestimate the power of the vendors and getting help from the outside. I have found they can work even harder than your current employees to deliver exceptional service to you at a low cost.

Special thanks to these vendors listed below for helping me deliver exceptional HR service throughout my career!

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2. Chris Carlin from Redish Insurance Group, Chris handled all company liability insurances and work comp insurance and let me tell you, I don’t think he slept at all.

He was someone who I was able to reach at midnight to assist with an employee incident. He customized my system for claims reporting, that was a simple link for all my locations

and click of a few buttons. Held my hand during my work comp audits, ensuring accuracy and consistency.

3. Lisa & Ron from Corporate Synergies, employee insurance brokers. I do have to give a shout out to the entire team that handles my account. The level of service is impeccable from the top down. I don’t even know where to begin to say thank you, but YOU ROCK!

They were able to get me the best rates with a national insurance provider They managed the request for a proposal process with such care, I was able to focus on

the 50 million other things I had to do They audited my insurance bills every month and fought to get refunds where applicable Created my company benefits guide Presented during orientation until I was able to hire a benefits specialist The list goes on and on…

My Favorites

1. Mark Foster from SageView Advisory Group, the best retirement plan consultant any HR professional can ask for. He understood the true meaning of exceptional customer service. When working together with Mark, I was able to do the following:

Give his cell phone number to the employees who had questions Add his direct contact to my benefits guide as a resource to my employees Attend my new hire orientation and presented the 401K benefit to staff

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Bonus vendors I love:

• Laughter removes all negativity and can really bring up a person’s spirits. Similarly, yoga can also generate these effects. Give your employees the gift of laughter and serenity by enlisting them in some Statin Island Laughter Yoga. They travel, don’t let the Staten Island fool you .

• Snacks can really help a person get through their day with a smile. Reward employees for working hard by getting some delicious and healthy snacks delivered straight to your office by SnackNation!

• Reward your team through personalized and joyful surprises so that they will feel truly appreciated. The value-add to working with Snappy is the ease of use, a fun employee experience, and low cost. For this kind gesture, you can employ Snappy Gifts.Your employees will LOVE IT!

• And of course, we cannot forget yours truly 😊. YourHealthReality. We are your key to coaching your employees through major corporate changes, boosting morale, developing your leaders, and expediting your road to a healthy corporate culture!

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Does your work-culture need a tune-up? Contact me at Char@yourhealthyreality.com to develop your leaders, boost employee morale, and get everyone engaged again.

I am a performance coach, corporate life coach and strategic human resources consultant that will support you in the following areas:

Executive Leadership Coaching & Development Mergers & Acquisition Implementation Project Management Human Resources Strategic Development Training & Development Workshops-

(GREAT for health & wellness or learning & development events) Engagement Strategies

(Workshops can be customized based on organizational needs and goals.)

Partnering with Your Healthy Reality will do the following for your organization:

Develop positive morale Improve work performance Increase conversions and ROI Enhance leadership effectiveness Strengthen employee retention and acquisition

I can take your company to next level with my corporate life coaching techniques, proven to improve your employee’s mindset, boost morale, and enhance leadership skills, which will make a positive impact on the bottom line.

EMPOWER YOUR EMPLOYEES WITH COACHING!

Schedule a quick call to explore the best options for your organization!

Char Scheduling Page

888-683-4177 ext:101

Char@yourhealthyreality.com

www.yourhealthyreality.com