Team morale and overall performance is driven in part by how you acknowledge team wins. Here are some tips on big (and small) ways to celebrate achievements.

Believe it or not, the intent of HR isn't to make your life harder! While both business owners and employees may think HR is out to get them, there's a legitimate purpose to the role and done correctly, HR can significantly help your organization.

HR processes for the Trades - the H.R. Guy talks about the main things companies need to know about HR to avoid lawsuits and keep your hard-earned revenue!

Selling your internal customers (aka, employees) on your Brand can help get them on board with policy and excited to represent your company. Here's how to keep everyone on the same page.

A Texas based Federal Judge has struck down this year’s Department of Labor attempt to increase the minimum salary threshold for salary exempt employees. What does this mean for your business?

'Tis the season to worry about how winter weather can impact your business. Here are some tips to help you plan for what to do.

FMLA covers family leave, but the law is confusing... and it doesn't apply to everyone. Here's what you need to know.

Nearly half of leaders SAY they struggle to effectively deal with workplace conflict, based on this article from HR Dive. In my experience, about 90% of leaders DO struggle with workplace conflict across all industries... and it's more like 97% in the trades. This is not a shot against anyone, and it is completely understandable. Most business owners in the trades are ex-technicians. You're more used to dealing with and solving mechanically-based problems that can be fixed by simply replacing a part, board, or unit. As soon as you have to deal with human-to-human conflict, there are rarely black-and-white answers; at least, if you wish to retain some or all of your employees, and to stay out of trouble with the law! 🤣 As part of the bigger picture outside the trades, our society as a whole has never been effective in teaching people how to manage interpersonal conflict. And don't get me started on how the current/next generation is being taught, in a politically driven atmosphere of subjective reality and a "avoid conflict at all costs" philosophy! So, how do WE as business owners and managers overcome this challenge to improve and protect our Brands? The same way we teach employees how to sell more effectively, be better technicians, etc... PRACTICE. Learn the principles, train on the concepts, and roleplay. As the linked article points out, 61% of polled manager candidates had trouble clarifying core issues. If you can't even figure out what's causing the problem, you'll have a tough time solving it! I deally, you'll prioritize and practice conflict resolution techniques BEFORE employee management situations force the education on you. As with most things related to HR, this is easier said than done... Only YOU can take the first step. Find a trustworthy mentor you can be open with to get on the path. If you need help, I know a Guy! 😇

Accountability should not be a fight... It's a conversation and an opportunity for everyone involved to improve! Before holding an employee accountable for X, ask yourself: Were my expectations clear? Was adequate instruction given? Were the required tools/equipment available? Is the employee's behavior likely to change going forward? If the answer to any of the questions 1-3 are NO, even in your own head, then it is an opportunity for training, not discipline. If the answers to 1-3 are YES, then #4 becomes critical... Wasting time disciplining someone who is not/will not be in alignment with company expectations does not help the employee, the management team, or the team as a whole. Finally, to improve your odds of an effective accountability session with the employee, ask THEM the same 4 questions! Doing this not only requires the employee to engage in the process, it can also expose opportunities for improvements. As always, I hope this helps.