HR 101: The Entire HR Series in One Place

First of all, thank you so much to those of you who shared your stories and insight as you went through the HR series! It was great to hear how my advice helped!

I did want to put together a quick overview of all the topics so that this can be an all-in-one stop to link you up to solutions for whatever problem you may be facing.

  • Interviewing: Questions You Should Be Asking. It isn’t just about the resume and experience. You need candidates to tell you examples of how they demonstrated accountability for their work, delivered outstanding patient service and how they handled a recent conflict. People will be surprisingly honest with these types of questions.

  • Interviews: Signs you Shouldn’t Ignore. Definitely check this out before you interview another candidate! There are certain examples of previous work they have got to be able to tell you about or you know they aren’t being honest with you. . . or themselves.

  • Rolling Out New Policies. As offices grow, they need more policies in place. Here are some ideas to help make sure your team respects the policies and they accomplish the goal you want them to.

  • Job Descriptions: Why You Need Them. There are few things more boring, but you need job descriptions and this post explains why. Reasons include easier performance management for all team members, increased respect and understanding among your team and faster hiring decisions.

  • Job Descriptions: How to Write Them. There is no reason to take on writing job descriptions if they aren’t going to be a meaningful tool in your office. Here’s how to take the time to get it right.

  • Staff Member Routines. Here’s how to make sure your staff gets done all that you have asked them to do.

  • Problem Performers Part I. Identifying that someone is a problem performer and getting ready to talk to them about poor performance can cause a lot of anxiety, but it doesn’t have to.

  • Problem Performers Part II. Here I give you details about how to have conversations that lead to terminating a staff member when it comes to that. It isn’t as bad or as tough as you think!

Ok, there’s the whole series – please keep in touch and let me know what works and what doesn’t for you!

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