Human Resources

Ep.62: [Unscripted Back-Up] Employment Law: The Good, Bad and Downright Scary, with Jen Cornell

We’re introducing a new feature — the Unscripted Back-Up. It’s a chance to revisit some of our best and most informative episodes. They’re jam-packed with information you can use — so if you missed it the first time around, here’s your chance to catch up.


In this episode, we revisit the good, bad, and downright scary elements hidden in employment law. If you’re like most business owners, you don’t think about employment law until you’re faced with a complaint or potential lawsuit from a current or former employee. It’s inevitable …  as you add employees and grow your company, the likelihood of facing a legal employment issue will increase as well.

When it comes to hiring, terminating, and disciplining members of your team, there’ s so much to know and keep track of. You not only have state or territory regulations, but federal as well.

Our guest this week will tell you that any time you run into a legal situation regarding an employee, the best course of action is to consult an expert — and that’s just what we did for Episode 11.

Guest Jen Cornell is an attorney who represents companies in litigation involving employees, including lawsuits, charges brought to government agencies, and investigations from government auditors.

Jen also specializes in preventive workplace audits and policy implementation, such as preparing employee handbooks, wage and hour audits, and immigration compliance.

Victoria, Mark and Jen uncovered so many different aspects of employment law in this episode, including:

  • Protecting your company from hourly disputes, lawsuits
  • Timeframes to consider (2-3 years of records), and penalties applied
  • Dealing with independent contractors transitioning to employees
  • How laws apply to locations (job-site, company location, and residency)
  • Payment of employees, pay periods, minimum wages
  • How to handle discrimination complaints from current or ex-employees
  • Responding to charges from government agencies and document storage
  • Handling terminations and disciplinary issues the proper way
  • Importance of Employee handbooks and policies in place

Don’t wait until you get that notice in the mail — listen to this episode and get familiar with some of the issues that may arise and derail the success you worked so hard for.

Ep.61: How I Revamped My Design Process with Chris Fox

Systems and processes rarely scale when your business grows. So you have to go back and create new ones that will — at least for now. Your design process is no different.

When hiring a new or additional designer, it may be time to revamp your process in preparation for that new team member.

In this episode, Chris Fox talks to Victoria and Mark about what he found when he dove deep into his company’s design process. He learned so much from his examination that he created a new self-guided training plan for designers that doesn’t require constant oversight and management by supervisors.

Chris is the founder of Fox Home Innovations in Manhattan, KS. Chris started this company during his junior year of college and ran multiple projects and crews while completing his degree in entrepreneurship from Kansas State University. In school, he met Matt Carlson, who later bought into the company. Today, they both run the organization with Chris focusing on sales and design, while Matt is the general manager.

The old design process was often on the fly and not totally repeatable at all times. They had nothing to train to or repeat when it came time to hire another designer. There was no time to train, either, because everyone was so busy. Chris details what they did and how they did it, including:

  • Evaluating the process you’ve got
  • Creating a trainable, repeatable process
  • Building in the details
  • How to create a training document
  • The time it takes, and why to take the time
  • Involving your whole team
  • The significant changes it made
  • What the onboarding and training looks like
  • Creating teachable moments
  • How to boost competence and confidence
  • And more …

The process is working well, so Chris plans to use it as a model for onboarding and training new hires for other roles throughout the organization as it grows.

Ep.59: Empower Your Team to Help You Build a Great Business with Jason Blenker

If you’re going to build something — a building, a company, a team — you owe it to the world to build something great. Identify what makes you exceptional and empower your team to help you build a great business.

In this episode, Jason Blenker tells Victoria and Mark about how and why he put his organization on the path to greatness, how he defines the term, and inspiring your team to carry out that mission.

Jason is the president of Blenker Companies Inc., a Midwest provider of housing solutions designed to make the building process easier, faster, and better with one mission — to Build Something Great® — great buildings, great communities, great companies, great leaders, and great team members.

About five years ago, he set out to grow his business and build a leadership team around him to make it happen. Jason looked at what world-class companies do, reached out to mentors and coaches, and got to work. A great organization is one that people want to work with and for, and is active in the communities it serves, he says. Getting everyone on the same page is the first step, and he talks about how he did that, including:

  • Creating your roadmap
  • Planning for success
  • Communicating to get employee buy-in
  • Breaking down what it means to individuals
  • Evaluating who does what best and letting them
  • Overcoming the fear of change
  • The changes coming to the industry
  • Why profit isn’t the only driver for success
  • The time you need to take to work on the organization
  • How to let go and  trust others to make great decisions
  • Getting past analysis paralysis
  • And more …

Taking the time to invest in yourself may mean taking time away from working in your business, Jason says, but it’s the only way to propel your organization forward.

 

We are now on Spotify!

As you can see by the logo on the right, PowerTips Unscripted is now available on Spotify for those of you who might be using that app on your mobile device. Enjoy!
 
 

Ep.56: The Secret to Successful Employee Reviews with Allison Iantosca

When it comes to performance reviews, the times, they are a-changin’. Though some managers and employees might still like a good old-fashioned numeric ranking, most prefer to take charge of their destinies — working with together to set goals and spur professional development.

Allison Iantosca talks to Victoria and Mark about why we all need performance reviews and using them to create an engaged and developmental relationship with your employees.

Allison is the second-generation owner of 40-year-old F.H. Perry Builder, a Boston-area custom remodeling firm focused on building homes and relationships of lasting value.

What happens on the inside of your organization reflects on what happens outside — with your clients and Trade Partners, says Alison. Taking care of your team’s experiences is a strategic step to making the client experience better. She leads you through the most important parts of a successful review process, including:

  • How often you should do reviews
  • Learning to love the process
  • Having the appreciation conversation first
  • Meeting people where they are
  • Making changes make sense to the employee
  • The power of open-ended questions on an evaluation form
  • Giving your team time to think about it all
  • Getting to the big picture
  • Handling the tough conversations
  • Tools that can help support your team’s growth
  • And so much more …

There can be so much anxiety and fear about performance reviews, but there doesn’t need to be. By presenting them as opportunities for growth and positive change, you can create a better culture and a stronger company.

Ep.54: Solving the Labor Shortage with Paul Eldrenkamp

Regional remodeling companies are desperate for more good labor. Regional carpentry programs are constantly on the lookout for good jobs for their students. How do you bring these groups together effectively?

In this episode, Paul Eldrenkamp talks to Victoria and Mark about the program he and his local NARI chapter have developed to bring students and remodeling companies together,  and what you can do in your area.

Paul works for Byggmeister, a design-build remodeling firm based in Newton, MA. He’s working closely with his NARI chapter to build better connections to carpentry students and teachers at local high schools and vocational schools.

His first outreach experience stemmed from a talk he did at a Boston-area high school about green building practices. The school reached out for help in preparing their students who weren’t going to college to enter the workforce with those building skills.

It grew from there. At first, Paul tried building an outreach program through the company, but it was overwhelming their resources. Working through other NARI with other interested member companies, a workforce committee was born. He talks about how they did it, and the benefits, including:

  • How to find people in the school systems and state agencies to help
  • Creating internship programs
  • The big hurdles, and how to get over them
  • Coaching kids toward lifelong success
  • The benefits to your own team
  • Budgeting internship hours
  • Identifying good candidates
  • Increasing diversity
  • The responsibilities of the industry
  • And more…

The future for the Boston program is bright, filling open jobs with candidates who might not be seen otherwise. If you’d like to reach out to Paul about your initiative or for help starting a program near you, send him an email at paul@byggmeister.com.

Ep.53: Growing a Company from Stage 3 to Stage 4 with Jef Forward

There are five stages of company growth, according to Judith Miller, one of our consultants and facilitators. Transitioning from Stage 3 to Stage 4 is one of the more complex. It takes a substantial shift in the owner’s responsibilities and skill sets. It can result in a much higher job satisfaction level, financial return, and working much less.

In this episode, Jef Forward explains how he managed this tricky move to Victoria and Mark. It’s a process he planned and implemented over years, and it had challenges and surprises for everyone in the organization.

Jef is a co-owner with his wife, Monica, of Forward Design Build Remodel in Ann Arbor, MI. Jef has participated in Roundtables at Remodelers Advantage for many years, and is now a member of Mentor FOR. Over the last six years, they have had substantial growth in the business and increased customer satisfaction and net profits through a team approach.

Jef talks about how the process has worked for his company, and what it takes to get there. It demanded a great deal of self-reflection on his part, as he moved out of the role of doer to teacher and had to become a better leader. He talks about understanding your priorities and how they might shift, and getting buy-in from your team, including:

  • Your company culture
  • Working the plan
  • Getting accurate feedback
  • Letting people fail, and teaching from that
  • Becoming a proactive, not reactive company
  • Why it’s not all about you
  • And much more…

Regardless of the growth stage of your company, Jef’s got workable advice to make your business and life better and more rewarding.

Some Background Info

If you want to brush up on Judith Miller’s stages of growth as discussed in the episode, here’s the article.

For more explanation of the DISC profile and what it can do for your business, listen to Episode 45: Using Tools to Find the Best Talent with Rick Bowers.

Ep.52: Changing of the Guard: The Unfortunate Side Effect of Growth

Most entrepreneurs want to build a bigger company, but understand that many of their existing processes don’t scale. You go back to the drawing board and make some changes. But the sad truth is that it’s not just systems, but people, who fall behind, dragging the business with them.

In this episode, Mark’s flying solo, and tackling a subject too many business owners try to avoid. The sad side effect of growth is that some of your best, longest-lasting employees simply can’t keep up with the new demands of a larger business.

The first thing to do is recognize it. If they’re still doing a great job, but lack enough time, hire more help. But if the tasks and duties themselves are overwhelming, you need an action plan. Mark talks about what to look for and how to handle it, including:

  • The difference between generalists and specialists
  • Continuing education and coaching
  • How to present the problem
  • Finding a new role — or not
  • When to cut your losses
  • And more…

If you’ve run into this sticky situation, tell us about your experiences in the comments — what did you do?

Ep.50: LIVE from the Extreme Business Makeover in Baltimore

For our 50th episode, we gathered a panel of industry experts and took questions from the audience at the Extreme Business Makeover in Baltimore at the the end of January 2019. It capped off an intense two days of learning, sharing, and networking among the remodelers attending and our Remodelers Advantage team.

In this episode, Victoria and Mark direct the lively discussions with our panel. We were joined by:

We talk profits and payroll, cash flow, the owner’s role in a growing business, margins, staying top-of-mind in your marketing, smart lead qualifying, planning and making decisions on your job sites, and the power of asking “why?”  

It’s an insightful and all-encompassing discussion of how to run your business to get bigger margins, more profits, and creating a real life/work balance. If you missed it, you need to listen to this episode.

 

Ep.46: Onboarding the Most Vital Roles in Your Company with Jackie Shaw

Your accounting is a vital part of your business. You’ve spent valuable time hiring a new accounting staff member. Now what? Too often, owners think the new hire will be able to sit down and get to work with no introduction to processes and policies of the business. This can be a costly mistake.

Accounting is the story of your business in numbers, Jackie Shaw tells Victoria and Mark in this episode. Properly onboarding a new accountant or bookkeeper will keep that story from becoming a tragedy.

Jackie, the founder of Get Organized! LLC, is one of the QuickBooks gurus who support our members — and they love her. She gets paid to clean up a lot of accounting disasters and has seen first-hand how quickly a new bookkeeper can destroy your books. She’s here to help you get the right systems in place so you don’t have to pay anyone to clean up after a bookkeeping hire goes wrong.

“A bookkeeper can kill a database in a week,” she warns. That’s why, Jackie says, when onboarding new hires, they must do everything the same way they were done before, and they need to study prior entries to figure that out. And you have to forbid them from making changes for at least a month. Other things you should keep in mind when onboarding and working with a new hire include:

  • Not making assumptions
  • Experience doesn’t mean competence
  • Why you don’t want your bookkeeper to take ownership of the books
  • The importance of financial SOPs
  • Why accounting can be like an archeological dig
  • And more…

Including the methods you can use to safeguard your company against embezzling. If you thought talking about accounting was going to be dry and boring, then you have to listen to this episode — it’s lively!

Ep.45: Using Tools to Find the Best Talent with Rick Bowers

You know all about the labor shortage, you’re living with it every day. But there are tools that can help you find the right person for the right job — and help you keep them in your company.

Remodelers Advantage has been using a personality assessment tool called DISC for years, and we love it. Everyone on our team completes a DISC assessment, as do all of our Roundtables members— who also rely on them in their own businesses.

In this episode, Rick Bowers of TTI Success Insights, the maker of the DISC test, drops by to talk to Victoria and Mark about how and why to use personality assessment tools in your organization.

Rick’s the president of TTI Success Insights, and the keynote speaker at its show TTISCON. Rick has more than 30 years of experience with talent management tools and has trained people to use effective talent management techniques in more than 30 countries on six continents.

For those who don’t know, or could use a refresher, the DISC profile breaks down personality into four buckets, to see which are more pronounced in each individual:

  • Dominance: The take-charge type
  • Influencing: Outgoing and fast-paced
  • Steadiness: Consistent and methodical
  • Compliance: Follows the rules

There are unlimited combinations, because everyone’s an individual, but taken all together, a person’s DISC profile shows why people do what they do, and how best to communicate and motivate them, says Rick. He takes a deep dive into how the DISC and other tools can help managers and employees, including:

  • The 12 driving forces that motivate
  • Letting the job talk
  • Using the right words for each personality
  • Making space for individuality
  • Building an effective team
  • Importance of debriefing process after hiring
  • Why the DISC can’t be used to excuse a bad behavior
  • Why you’ll only go against the assessment once in hiring
  • And a lot more…

In the remodeling business, it’s especially important to hire the right person for the job, and the team — the wrong hire can mess up your company for years. These types of assessment tools can help you make better decisions, and aid you in understanding how to manage and communicate. How do you use your DISC assessments? Let us know in the comments below.

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