Summer is heating up and Inspiring HR is covering the hottest topics in HR for small businesses right now. Effective HR practices can make all the difference in fostering a productive and positive workplace! That’s why our team of experts shared the latest HR best practices, trends, and challenges in 2024, drawing from the most frequently asked questions we receive from small businesses like yours.
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Inspiring Insights: Top HR Tips for 2024
Based on the expertise of HR professionals, these tips are practical, useful, and easy to implement, ensuring your company is set up for success.
1. Giving Good Feedback
Feedback is only effective when it’s timely and specific, says Inspiring HR’s growth manager Valerie Juarez, SPHR & SHRM-SCP. Instead of generic praise (“Great Job!”), offer detailed feedback right away in a “STAR” format.
Follow the “STAR” format and include:
- the Situation,
- the employee’s Task,
- their Actions,
- And finally, the Results.
For example, “When you developed that presentation, your thorough research and clear client-focused solutions were outstanding. Your attention to detail helped to close that sale.”
This approach to performance feedback helps employees better understand their strengths and encourages them to replicate successful behaviors as well as better understand how their actions align with desired outcomes, all of which helps to foster a happy and healthy work environment.
2. Substance Abuse in the Workplace
With the legalization of medicinal and recreational marijuana in many states, it’s crucial to establish clear substance abuse policies.
Julie Morgan, SHRM-CP, recommends you outline what is permitted and prohibited during work hours in your employee handbook. While you can’t control employees’ actions off the clock, you can enforce a no-tolerance policy for substance use during work. Working with a knowledgeable HR professional will help you to successfully navigate state laws and understand how to address on the job-concerns.
3. Preparing Managers to Be Successful
When you have a high-performing individual on your team, you may promote them – which is great! But as Kim Sink, PHR, reminds her clients, transitioning from top performer to a managerial role requires a shift in skills that may take time to develop.
Equip new managers with training and development to foster a supportive, growth-oriented environment. This helps those top-talent team members transition from individual contributors to leaders who can guide their teams effectively.
4. Tips for Compensation Increases
Did you know that compensation increases don’t have to coincide with performance reviews? Sonia Chapin, SPHR, SHRM-SCP & CCP, will often suggest small businesses schedule them based on the fiscal year.
She also recommends businesses distinguish between merit and promotional increases and clearly communicate when an employee can expect another increase if the raise happens during an off-cycle time. Another critical step? Keep a detailed record of compensation changes. This transparency helps employees understand their growth trajectory and the reasons behind their raises, as well as helps in the case of pay equity audits.
5. AI in HR
AI and HR surprisingly go hand-in-hand, with the rise in AI rapidly transforming HR.
Val Juarez suggests businesses don’t fall behind and get on board the AI train because it’s moving fast! Develop a clear AI use policy, train your team on its proper use, and prepare to upskill your workforce. This ensures your business can leverage AI for efficiency while maintaining data security and employee engagement.
6. Termination Best Practices
Before terminating an employee, ensure the reasons are well-documented and compliant with state laws.
The employee should understand when they’re leaving, why they’re being let go, what policy they violated, or what attendance or performance issues that had been addressed were not resolved. By clearly outlining the reasons and next steps, you can minimize legal risks and maintain a respectful company culture. Lisa Porro, PHR & SHRM-C, emphasizes the importance of respect during the termination meeting, treating an employee the way you would want to be treated.
7. Interview Questions NOT to Ask
Sometimes people wonder what interview questions they should ask. Lori Daly reminds us that it’s just as important to know what not to ask.
Avoid asking personal questions during interviews. Instead of inquiring about family, age, religion, or disabilities, focus on job-related capabilities. For instance, don’t ask “Do you have any children?” Instead, try asking, “Are you able to work the required schedule?” This keeps the interview process professional and inclusive.
8. Preparing for Hard Conversations
Difficult conversations are inevitable in management. A strong HR strategy can help make these as smooth as possible.
Jennifer Archer, SHRM-SCP, is the HR Services Manager at Inspiring HR and she has some tips to make those hard conversations a little easier. First, invite the employee in a way that won’t terrify them. (Hint: telling them to meet you in HR at 8:00 a.m. tomorrow is not the best way!) Next, you need to prepare in advance what you want to say. Remember to stay calm, and communicate clearly and empathetically. It’s not about you, it’s about the employee. This approach ensures the conversation is productive and respectful, helping employees understand the issues and how to move forward positively.
9. Giving HR a Seat at the Table
HR should be integral to your strategic planning. Why? There is a people component behind every business’ goals and success. It’s called human resources for a reason.
Involve HR in planning sessions to identify the necessary projects and infrastructure to support your business goals. This ensures your growth strategies are supported by a strong HR foundation, says Mindy Flanigan, PHR, SHRM-CP, IP Aware. Mindy is the proud founder and Chief Inspiration Officer of Inspiring HR – and we are ready to help you move from growth to scaling so you can prepare your business for success, now and into the future.
Implementing these tips can help your small business navigate the complex HR landscape in 2024 and create a thriving workplace. Remember, these tips are not just for 2024; they are fundamental principles that can guide your HR practices! Talk to an Inspiring HR consultant today about how to future-proof your approach to HR.
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