Tag Archives: Business

Succession Planning: Refilling the Pipelines (Webinar)

This webinar, titled Succession Planning: Refilling the Pipeline was designed by Rick Dacri and delivered on December 10, 2013. Click Succession Planning to hear the webinar recording.

This webinar  provided the business case for having a succession plan and outlined the critical elements of such a plan. Our workforce is graying. Organizations must be prepared if and when key employees suddenly exit the workforce due to retirement, death or resignation. Business owners/CEOs must lead their organization in designing, implementing and managing an organization wide succession and knowledge retention plan. This should be an essential piece in the organization’s business plan and is fundamental to the long-term viability of all successful organizations. Good succession plans focus on developing their employees and ensuring that the organization always has the people in place to operate the business. This webinar was designed for CEOs, Executives, Business Owners, and HR Professionals.

Some of the topics covered:

  1. Understanding why all companies, regardless of size, should have a plan in place
  2. Knowing how to develop a successful succession plan & emergency preparedness plan
  3. Ensuring that qualified employees are ready when key vacancies occur in their organization
  4. Preventing the loss of valuable knowledge from walking out the door
  5. Developing key staff so that they have the skills to do the job today and tomorrow
  6. Recruiting staff that can contribute today and who also have future potential

To hear the webinar, click Succession Planning.

To learn more, contact Rick Dacri at Dacri & Associates, LLC

 

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Filed under Leadership, Succession Planning, Uncategorized, Webinars

How To Do Quality Manager Evaluations

(This article was written by Rick Dacri and was published in the Maine Townsman, November 2013)

novThe town manager’s performance is critical to the success of any community. The selection, development and retention of the right manager—the individual who can lead the organization toward achieving its strategic goals, becomes the primary responsibility of the Town Council or Board of Selectmen. At the same time, the manager’s ability to work collaboratively with the Board is of paramount importance and will determine the success of the manager, the Board and the community. It is for these reasons that an open dialogue, honest feedback, clear expectations and defined accountability standards must be in place.

Most managers and Boards understand the value of performance management. Boards want to provide their managers candid feedback on their performance, allowing the opportunity to address problem areas. They understand that the review process provides an ideal time to clarify roles, expectations, set goals, open communication and enhance the relationship between the Board and manager.  The evaluation process ensures that both Board and the manager are in sync on the direction and goals of their community.

While most agree to the benefits of the evaluation process, many communities differ in their approach, others question its effectiveness, and some opt to not do it at all.

When the evaluation process is formalized, it usually includes a manager self-evaluation, Board completion of an evaluation form, a review of goals, and an evaluation interview with the chair. Some communities include a 360-degree review with input from department heads and citizens. Citizen input can be received both informally and formally through citizen surveys. Compensation decisions are sometimes part of the process, but are frequently handled separately as part of the manager’s contract. On the other extreme, an informal approach to the entire process can be as simple as a discussion over coffee between the manager and the chair. Either approach can work.

Regardless of the approach, the review process works best when you have clear, agreed-upon purpose: Do you want to improve the overall performance of your municipal government or the individual performance of your manager or Board, or all of these? All reviews should include: Continue reading

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Filed under Employee Relations, Management

Seismic Shift In Workplace

(This post, written by Rick Dacri, was published in the York County Coast Star on October 24, 2013)

 “There’s something happening here, what it is ain’t exactly clear” are the opening lyrics to Buffalo Springfield’s song “For What It’s Worth.” These same lyrics, ironically enough, describe today’s world of work.

A seismic shift has emerged in today’s post recession workplace. During a “normal” recovery, businesses would be recalling laid off workers and slowly restoring lost wages and benefits. Temporary workers that were initially hired during the early recovery would be converted to full time status. In a short period, the post recession workplace would mirror the prerecession workplace. This has not happened. This will not happen.

Two trends have emerged: 1) employers have replaced permanent full time employees with contingent workers — temporary employees, independent contractors, and outsourced workers, changing the face of the workplace; and 2) there has been an increased use of contingent labor for professional positions rather than exclusively for office/clerical and industrial workers. Continue reading

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Filed under Economy, Leadership

Offering Health Insurance: Is It Worth It?

(Post written by Rick Dacri on October 16, 2013)

Just taped a radio show on the Affordable Care Act. One of the other guests was a small employer. He is grappling with the issue of whether to offer his new employees health insurance or not because he is concerned with the cost and whether that cost will increase to an unaffordable rate next year. These candidates are saying they cannot accept the job without health insurance.

This is the classic dilemma faced by many employers. From a strategy standpoint, employers must balance costs against the ability to attract and retain good employees. He can keep his costs down by not offering insurance, but lose good employees, or he can potentially increase his costs by hiring and retaining quality employees.

While there are many nuances to this issue, all employers are faced with this balance—whether it is with health insurance or any benefit, or wages, or frankly the cost of materials.

With employees, hiring and retaining stars is critical. Productivity increases, customer service improves and profits usually follow. For this business owner, he needs to decide if that’s worth it by offering health insurance.

What would you do? Let us know in the comment section.

To learn how Rick Dacri can advise you, click Dacri & Associates.

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Filed under Strategy

ACA: Leveraging the Affordable Care Act

Gavel, Stethoscope and Books on the American Flag with Selective Focus.

(This article was written by Rick Dacri and published in JobsinMe.com)

Understanding and implementing the Affordable Care Act has dominated the national conversation. Yet, while this is occurring, business executives have the arduous task of making sense of the law and then making the tough decisions that can work for their company, their workforce and, in many cases, the employees’ families.

Lost in the headlines, political grandstanding and conflicting implementation scenarios delivered by the experts is a strategic issue all executives should consider: what kind of company do I want to be? And then (from a tactical standpoint): how can I leverage health insurance to help me achieve this?

Legally Mandated for Large Companies

Health insurance is simply a benefit, just like any other benefit. It’s expensive and now for the first time, it is a legally mandated, just like workers’ compensation and unemployment compensation. As an organization, you must either provide insurance or send your employees to the health insurance exchanges to buy insurance on their own. Either way, there is a cost. If you’re small, your company is exempt, for now.

Using It to Your Advantage

But for a moment, let’s step back from the details to address an opportunity before you. Employees need health insurance. Many decisions in both seeking employment and remaining with an employer often come down to whether insurance is offered and its cost. Employers should look at health insurance as a powerful tool that they can leverage to recruit, retain and engage workers.

It is much more than simply another business cost. Dropping coverage or reducing employee hours to force them to go to the exchanges may yield short-term positive bottom line results, but is more likely to yield long-term negative consequences. Employees will go to work for someone else before shopping for their own health insurance coverage.

Building a Strategy, Culture

Employers should build a strategy around both wages and benefits. Know what makes sense for the business. Address the kind of work culture you want, around the brand that reflects who you are and who you want to be. Establish a clear philosophy around compensation and around employees that best reflects your brand. And remember, what impacts an employee often impacts the family.

Employers who take care of their employees, by either providing or even expanding coverage of those eligible for insurance, send a powerful message. They are betting that their employees will become fully engaged and loyal, resulting in increased employee retention, customer service and a corporate brand that draws job candidates like a powerful magnet. And all of this will result in increased sales and profits.

Rather than focusing on short-term savings by eliminating health insurance, these executives are wagering on their employees and the long-term health of their company by adding employees to the insurance rolls. This strategy focuses on nurturing their workforce and understanding that customer satisfaction requires happy, engaged employees.

It is the big picture approach. It’s a smart move; it’s strategic; and it makes good business sense. Employees are not going to stick around at a company that neither invests in them nor provides them affordable health insurance. The increased cost of health insurance coverage will provide a greater return on your investment.

If you want to know more about how I can help you, click Dacri & Associates.

If this post was of interest to you, you may want to read these:

  1. ObamaCare Good For Business
  2. How to Communicate with Employees About the Health Insurance Exchange
  3. HR HelpLine: When You Need Expert Advice

 

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Filed under Compliance, Insurance

Fall Means Final End of Year Check-Up On Your Business

images(Posted by Rick Dacri on August 28, 2013)

The summer is nearly over and now it’s time to look forward to the fall. I wanted to check in with you and suggest a check-up on your operation. The economy continues to heat up and there’s a lot happening, so I wanted to take a moment to provide you a brief list of important items you should be focusing on to help you make managing your business a bit easier:

1. Turnover is Increasing: With an improving market, there is strong evidence that employees are feeling more confident and many, particularly coveted star performers, are beginning to look to make job changes. That’s not good for you.

Advice: Make sure your managers and supervisors are focused on employee retention. Implement a progressive retention program and initiate an annual employee satisfaction survey to take a pulse of your organization.

2. ACA Deadlines: Deadlines for the Affordable Care Act are upon us.  

 

My Advice: Make sure your plan meets all the new requirements and plan to provide employee education programs. You may also want to change your new enrollments dates and your benefit eligibility requirements. Update your classifications for full-time and part-time employees and evaluate whether it makes sense to restructure your staffing to address “pay or play” thresholds.

3. Evaluate Your Hiring: As the economy expands, you may find the need to add staff. With an improving economy, finding good people is proving more difficult.

My Advice: Continue reading

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Filed under Leadership, Management

Making Managing Easy Webinar Series

Making Managing Easy Webinar Series

September 10 and 17 at noon EDT

I am launching a series of free webinars designed to help you make your job easier, improve the performance and productivity of your workforce, and increase the profitability of your organization.  

Managing people effectively is a major challenge for every manager. In these manager level webinars, you will learn how to address 10 critical performance and compliance issues faced by nearly all managers—giving you the confidence and knowledge to immediately apply these new skills.

Among the topics covered in these two webinars

September 10 at noon EDT

  1. How to improve individual performance
  2. How to discipline & terminate, if necessary
  3. How to win an unemployment compensation claim
  4. How to avoid pay and classification mistakes (exempt/nonexempt, independent contractors)

September 17 at noon EDT

  1. How to hire right
  2. How to control and reduce workers’ compensation costs
  3. How to deal with alcohol & drugs in the workplace
  4. How to prevent FMLA abuse

Both webinars will be fast paced, filled with specific examples and participants will have the opportunity to forward specific questions, which will be answered in the sessions.

Registration

Both of these initial webinars are complimentary. However, you must preregister, as seating will be limited. At the same time, I encourage you to notify your professional colleagues and encourage them to enroll.

I will also record the program so you can refer to it easily after the fact.

To enroll or get further information, click Dacri Webinars

Webinars are a great way to learn and provide these benefits:

  1. No travel expense
  2. Bo time away from the office
  3. Economical training (these two are free)
  4. Access to a workforce expert
  5. Multiple managers can listen in

These are live events, intended to feel as close to a group workshop as possible, the only difference being attendees are located in their offices, instead of in the same room. All you need to participate is a computer and telephone.

Added bonus:

If you’re wondering if there are bonus materials available that can make attending worthwhile, you’re in luck. For starters, the program is free. Secondly, if you’re one of the first 5 to sign up will, I’ll send you a copy of my book Uncomplicating Management. Want more? OK, I’ll also give you a copy of the slides for future reference.

I hope you’ll register now.

Thanks

Rick Dacri, Dacri & Associates, LLC

P.S. Still have questions? Just send me an email at rick@dacri.com or give me a call (my direct line: 207-967-0837), and I’ll be happy to address and questions or concerns you may have.

 

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Filed under Compliance, Management