Why Your C-Suite Should be Accessible to All Employees

Why Your C-Suite Should be Accessible to All Employees

Making executives accessible and working directly with employees gives businesses the legs to launch a brand into unmatched success. At RNR Tire Express, we’ve built our company culture on empathy, openness and accessibility to fuel the brand’s success.

Over the last few decades, employees’ outlook and priorities have shifted causing a change in the way that companies operate on the day-to-day. As millennials and gen Z take over the workforce, they are bringing new perspectives into the business world. They are likely to value culture and lifestyle more than other generations that have come before them.

Today’s employees expect a productive, engaging, enjoyable work experience that fits into their lifestyles and matches their personalities. Now more than ever, employees are demanding more than just benefits and perks – they want to be part of a community that makes a difference and they want to work for a company they can stand behind.

Many know that employee engagement is key to reducing turnover and ultimately boosting profitability. However, research shows that still less than 30% of employees are engaged at work. To better retain quality talent, leaders should strive to find ways to make their employees feel valued, while at the same time showing them how they are making an impact. To start, employers should make their teams feel valued by steering clear of manager-led communication entirely. If managers are restricted to top-down, one-way communication with their employees, productivity, innovation, and retention will all drop significantly.

The relationship between a CEO and their employees should be built on mutual trust, respect and communication. Offering all of these gives a company a unique strength and a competitive edge to succeed among competitors in a tight labor market. The following guidelines have helped RNR Tire Express to create a company culture built

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How Your Employees Can Become Citizen Developers

How Your Employees Can Become Citizen Developers

The digital era is hurried and continually evolving. For businesses that are developing and implementing new technologies, it is a necessity to automate and optimize their processes in order to keep up. This ends up being a problem in itself, though, as professional developers are a finite and often strained resource, making app development difficult to achieve in a timely manner. In fact, over half of IT leaders claim to struggle with a lack of IT talent to keep up with the current demands on their department. As the demands on the limited number of developers continue to grow, the pace of business only hastens.

Citizen developers are proving to be an excellent way for organizations to respond to this lack of available professionals. Instead of hiring a larger (and more expensive) IT department, businesses can turn to their own team for the innovative talents they need for app development. Gartner defines “citizen developers” as users who create “new business applications for consumption by others using development and runtime environments sanctioned by corporate IT.” In simpler terms, a citizen developer is not a professional developer, but they use tools available to them to develop apps that they and/or their team can use in their work.

Citizen developers are an often-untapped resource for many businesses. Their ability to automate workflows and processes saves companies both money and time, so it is in your best interest to enable the rise of citizen developers within several departments of your business whenever and wherever possible. Deciding to make it a goal to encourage citizen developers within your organizational structure is easy enough, but knowing exactly how to do so is not always clear. Here are three ways to make the most of the citizen developers in your business and take full

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Four Ways SMBs Can Great a Great Culture

Four Ways SMBs Can Great a Great Culture

Leaders have long known that company culture can make or break productivity, profitability, and overall business value. At the intersection of workplace culture development and legal operations, there exists a part of every organization that could truly be considered the lungs of the company. How well your team works – cohesively and individually – matters greatly to every facet of your business. And if your company culture is lacking, well, your entire organization is going to have real trouble going the distance. 

The modern workplace calls for more than talent, it calls for extreme trust and a level of transparency most employers aren’t yet used to. Business leaders are being asked to share more than ever before, establishing open lines of insight and collaboration from the very top to the very bottom of the organization. It’s safer for the company, legally speaking, and it’s what today’s incoming workforce is demanding. Don’t believe me? Today’s average cost to replace an employee is about one-third of that person’s salary. Add to that the cost of lost productivity, and the average employee turnover at the standard small business can lead to an actual financial crisis. 

Good hiring, followed by good onboarding and good retention, is a critical endeavor for just about every scaling business. Here are some of the top ways to build a culture that helps you grow. 

Hire for culture as much as for skill

You can and should make culture part of your hiring process. There are many questions you can ask during the interview process that will help you determine if and how a prospect will fit with your organization from a culture perspective. For example: 

  • What do you value most at work? 
  • What do you like and dislike about working with a team versus working by yourself on
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How To Get Business Communication Right

How To Get Business Communication Right

Clear lines of communication are essential in any sort of relationship and business is no different. If your company is to ever attain financial success, effective and clear communication is a must. Many businesses, however, struggle to get by precisely because the professionals who work there struggle to communicate clearly with one another. 

Everybody seems to agree that getting business communication right is a key element to growth, achieving goals and overall long-term profitability. When it comes to understanding the means by which you can bolster your existing communication regime and simultaneously pioneer new forms of communication, many professionals unfortunately flounder. 

Here’s how to get business communication right, and what mistakes you’ll need to avoid if you don’t want your signals to get lost in the noise.

Understand the signal and the types of noise

It’s impossible to understand the essentials of stellar business communication (or of any communication in general) without understanding the differences between the signal and the noise. Put simply, the signal is the message you’re trying to broadcast from one party to another. Maybe you’re trying to inform your boss that an important deal has just been struck, or perhaps you’re simply trying to tell another co-worker their email didn’t go through and you’re hoping they can resend it.

In other words, the signal is the pure message you’re trying to transmit undiluted to its recipient. The noise, on the other hand, is the irrelevant background information, useless trivia, unrelated data, external emotion and sound pollution which could prevent your signal from getting to where it needs to go. Pushing a message through this noise successfully is essential if the desired result is to ever be achieved. 

If you don’t understand the signal and the noise, you’ll never be able to fully grasp what it means

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8 HR Compliance Challenges Small Businesses Face

8 HR Compliance Challenges Small Businesses Face

There are many regulations imposed on small businesses. Once you start hiring employees, you will need to abide by these ever-changing laws. Not only do you have to keep your finger on the pulse of federal agencies’ requirements, but you must also track changes at the state and local levels. Keep reading to learn about eight evolving employment and HR compliance regulations you’ll need to monitor.

1. Paying your employees at least minimum wage

The current federal minimum wage is $7.25 per hour. If you pay your workers less than that, you could be responsible for back wages and steep penalties.

Although the rate has been stagnant for over 10 years, there is a nationwide movement to increase it to $15 per hour. In fact, more than half the states and several localities have set their minimum wages higher than the Department of Labor’s standard.

If your state’s minimum wage differs from the federal limit, you will usually need to pay your workers the higher of the two. To find out how much you’re required to pay your team members, contact your state’s DOL branch.

2. Knowing when to pay overtime

A worker is exempt from overtime if they meet all of the following criteria:

  • They are paid on a salary basis.
  • They make at least $23,660 per year or $455 per week.
  • They perform exempt job duties, such as supervising two or more people.

For all others, you will likely need to pay at least 1.5 times their hourly rate for any time worked over 40 hours in a single workweek. Recently, the DOL increased the salary threshold to $35,568 per year or $684 per week. This rule will go into effect on Jan. 1, 2020. If any of your employees are exempt from overtime but earn less

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