Blog

Going Beyond “Yes” or “No” with your Employee Engagement Survey

An engaged employee is not only a productive employee, they’re a happy employee – and because we’re currently experiencing the largest talent gap since 2007, employee retention is more important than ever. So, how do you know who’s happy and who’s not, and, most importantly, what you can do to improve your current environment? A smart, simple way is through an employee engagement survey.

While the simple act of conducting a survey shows your employees that you care and are invested in them, you have to ask the right questions in order to get to the meat of any potential issues. Here are a few suggestions to get the necessary conversations started:

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Case Study: Deloitte Reframes its Performance Management System

It’s no secret that the age-old practice of yearly performance reviews is on its way out. From astounding statistics correlating the traditional yearly review to less-than-positive results for major companies, it’s safe to say that yearly performance reviews are largely becoming defunct. But how should it be replaced? Surely, we still need a system to both measure the performance of our teams and create a roadmap of growth and engagement for them, right? So, what other models are out there?

Deloitte, a global company with 200,000+ employees worldwide, set out to reinvent the way they approach performance reviews after tallying the number of hours the organization spent on performance management: an astounding 2 million hours a year. They also discovered that the current rating system produced data that relied more on the evaluator than it did on the person being evaluated.

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Workplace Flexibility: A Win-Win for Both Employers and Employees

Several times each year, the Smart HR team gathers to discuss our experiences and HR trends that have an impact on our clients. We discuss what HR initiatives are working well and what obstacles our clients are facing. We also discuss how we can improve our consulting platform to add as much value as possible.

At our latest all-hands meeting, one topic reigned supreme: workplace flexibility. While many job-seekers view this as a major incentive to join a company, Millennials practically demand it. Flexibility that used to be seen as a “nice to have” is now standard – while it used to be a way for companies to set themselves apart, now it’s a must to keep up with the ever-changing job market. We realize that for some businesses, this simply isn’t an option – but workplace flexibility can be a difference maker for many organizations.

What exactly constitutes “flexible”? You might shy away from this concept altogether if the first thing that comes to mind is a completely remote workforce. But there are other ways to create a flexible workplace without going all-in with telework. Here are a few ideas:

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Consultant Spotlight: Debbie Sutton

Every so often, we feature one of our consultants and highlight their story to give you a behind-the-scenes glimpse into life at Smart HR. Without further ado, please meet this month’s spotlight consultant, Debbie Sutton.

Name: Debbie Sutton 

Years with Smart HR: 3 years 

Professional Background in One Sentence: I’m a Human Resources professional with extensive experience working with management and staff in bridging gaps and ensuring the HR Department runs efficiently.

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Lead From the Front: How Personality Types Define Leaders

Book after book has been written on identifying different types of personalities. Chances are you’ve taken the Myers-Briggs Type Indicator (MBTI), the Riso-Hudson Enneagram Type Indicator (RHETI), or something of the sort. But there’s a new theory out, as outlined in The Leadership Gap: What Gets Between You and Your Greatness by Lolly Daskal, that’s worth looking into as a leader.

Daskal suggests that there are seven leadership archetypes that lead to success but within each one is an opposing counterpart that leads to a gap. She argues that leaders must not only know their strengths but also their potential for gaps in order to succeed.

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What the Abandonment of the FLSA Overtime Rule Means for Small Businesses

In recent HR news, President Trump’s U.S. Labor Department (DOL) has dropped its defense of the Fair Labor Standards Act (FLSA) overtime rule. So, what exactly does that mean overall and, in particular, for small businesses? Here’s what we know so far.

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Creating a Culture of Constant Feedback

Feedback – both receiving and giving it – is an essential part of the role of leader, regardless of seniority or sector. If an employee (or worse, a leader) is unable to accept feedback, they will be unable to grow and develop. And if a manager is unable to give feedback, they can’t expect their employees to improve either. That’s why creating a culture of constant and constructive feedback is vital to a successful business.

While the importance of feedback is clear, 65% of employees say they would like more feedback than they’re currently receiving. So, what can you do as a leader to ensure your employees are getting what they need? Here are a few tips:

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Consultant Spotlight: Julia Reed

Every so often, we feature one of our consultants and highlight their story to give you a behind-the-scenes glimpse into life at Smart HR. As always, if you’re looking for a flexible HR career that’s adaptable to wherever you are in your professional life, contact us today. Without further ado, please meet this month’s spotlight consultant, Julia Reed.


Name: Julia Reed

Years with Smart HR: 8 months

Professional Background in One Sentence: I’m a SPHR and SHRM-SCP certified consultant with 20+ years in corporate HR for both large and small organizations.

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Managing Millennials

Highlights of March 16, 2017 Executive Dinner Forum

 By Mark Stevenson, Founder/CEO of Smart HR, and Jack McGuinness, Managing Partner of Relationship Impact

A few weeks ago, we hosted an executive dinner forum where 15 DC Metro C-Suite executives discussed the challenges and advantages of managing Millennials. We chose this important topic because our clients are becoming increasingly concerned with how their organizations are addressing this new generation. The discussions were lively and once we moved through the venting – “When I was their age, I just did as I was told” – they became quite productive.

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Minding the Talent Gap: How to Hire Well During a Talent Shortage

If you’re feeling the crunch of the talent gap, you’re not alone. The numbers agree with you – employers across the country are facing the worst talent gap crisis since 2007. In fact, there were almost 6 million unfilled positions as of September 2016, a staggering statistic for a nation that has worked so hard to pull itself out of the record unemployment rates of the Great Recession.

So why are we feeling the talent gap now more than ever? What’s changed?

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