When you own or manage a small business, every task counts.  There are no tasks or responsibilities that you can cut, no resources for surplus or excess staff and when employees take time off for vacations or illnesses, or you have turnover, it creates a severe hardship for the organization.  It’s only good business for owners and managers to focus on those roles and tasks that generate revenue, provide opportunity for growth, and tolerate the administrative costs of supporting those operations.  Because hey, money matters, right? 

But at some point, you soon realize the need of some form of human resources support that mitigates your risk for State and Federal compliance issues, improve employee engagement, maintain a healthy and safe work environment, and someone to handle the myriad of personnel issues and actions that are simply a by-product of having a workforce.  Those HR tasks and responsibilities do not bring in hard dollar revenue in sales, products, or services but those human capital assets you employ “make it all happen”.  If you do not have an experienced HR person with a strong business acumen, how do you know which tasks and plans to create and prioritize to yield the organization an optimized ROI, especially on labor expense (payroll).

It has been validated, study after study, that your company culture is the most influential factor in determining whether a business is successful or not. An organization’s culture may be one of its strongest assets or its biggest liability.  But what exactly is an organization’s “culture”?  Put simply, organizational culture is an organic process that refers to a company’s mission, values, norms, objectives, and expectations.  It defines the environment for everything that happens within the company.  A company that focuses on its culture tends to be more successful because it’s constantly trying to improve.  Creating an effective workplace culture means creating and implementing initiatives, systems, and policies to promote employee performance and keep them engaged, both in their role and in the bigger picture of the company. It also fosters a nurturing and respectful relationship between leadership and employees.  Culture is what your employees experience, not what leaders think.  Sometimes there is a big delta in perception. So, what’s the ROI in a healthy culture? Greater efficiency, higher productivity, less absenteeism and turnover, empowered employees who feel a sense of belonging and value, greater morale, better recruitment, and improved financials to speak of a few.

A strong culture is often the responsibility of a strong, experienced, HR asset(s) as well as an effective leadership team who model the values and behaviors needed to build it and sustain it.  It cannot be accomplished through “Googling” or under the guidance and control of an unqualified administrative asset or manager.  It is undeniable that the war for talent and the retention of talent extends beyond wages and benefits.  Candidates are looking at the organizations culture-researching social media for posts relative to your organization and how it conducts business by former employees and business partners.  So, the question becomes “to whom do you entrust your company’s culture development to?

Enhance is a one-of-a-kind human resources consulting service that focuses on developing positive workplace cultures and best practices through small businesses’ most important asset, human capital.

They offer small businesses strategic business development possibilities that help them create a positive return on their investment, create strong business relationships with both management and workers within companies to give practical, long-term, and cost-effective solutions to a wide range of human resource issues, regardless of industry. These solutions have the best chance of generating a return on investment in terms of labor costs, cultural development, and general compliance.