Ideal HR

Are you like me...no idea of what LinkedIn's Premium is?

So, Nathan of Go Fig AI sent me an answer.😍
Nathan writes...
Things I liked about LinkedIn premium:
* Unlimited access to LinkedIn's powerful search functionality, which is this apps greatest super power IMO
* We search for people whom which we have shared connections, who have specific roles at companies with a specific number of employees, and then send connection requests with them. It's a very high success rate and no other social media can compete with LI

Things I don't like about it:
* You can send messages to people you're not connected to, but I usually find that is less effective than first making a connection request, which you don't need premium for

I'd recommend starting out with out LinkedIn premium and only upgrade to Premium when LinkedIn starts to throttle your access to its search capabilities

Exciting News! 🌟
IdealHR is thrilled to announce our participation in the upcoming panel discussion at Life and Safety’s ARC Flash Training, on September 12th!

Join us as Sara-Grace from IdealHR shares “valuable insights on HR topics in the afternoon panel, following the certification course in the morning. This is a fantastic opportunity to enhance your understanding of essential safety protocols and good HR practices.

Life and Safety is hosting this symposium to educate companies on both ARC Flash Safety and EV Battery Safety—an increasingly important topic as South Carolina emerges as a leader in battery production and EV development.

At IdealHR, we are always here to support you with your HR needs. Please join us September 12th at the ARC Flash Training to ensure your workplace is safe and compliant!
Here’s the info we currently have posted about the event next month.

BLOG: https://lnkd.in/g-b37vbJ
REGISTRATION PAGE: https://lnkd.in/gRrEswZ4
LINK ON HOMEPAGE: https://lifeandsafety.com/
hashtag hashtag hashtag hashtag hashtag hashtag hashtag hashtag

Life and Safety, Inc. Life and Safety Consultants, Inc. has been operating out of Greenville, SC since 1997. We have led the field in providing companies with expert environmental, health, and safety regulatory compliance, risk management, and comprehensive safety management systems.

161 Days until 2025, just so you know! That's 23 weeks, ok?

What a fun Lunch and Learn at the Mauldin Chamber yesterday! How the "recipe' for our flag came about! Thanks to the Revolutionary War Museum in Ft Inn.

As of July 1st, the Department of Labor is changing the requirements for “Salary Exempt” employees.
Who in your group is keeping up with the salary changes coming down the pike?
We are talking daily with our clients to advise and help them navigate the updates to those salary classifications. The changes don’t have to be painful when you understand all the possibilities.
We are a PEO, a Human Resource group, doing business in Greenville for 27 years.
We support small businesses in Payroll, Benefits, Workers Comp, Handbooks, Compliance, and all the HR things having “people” requires.
If we can ever be of help, please let us know.
www.idealhr.net
Melinda Hoffman, Marketing
[email protected]

Business - Webflow HTML website template Providing comprehensive HR solutions for many small and mid-sized businesses across the country.

South Carolina friends and everyone else...so inspired to see how many wonderful things are made in South Carolina.

Vote – South Carolina Manufacturing Madness Welcome to the Popular Round of the 2024 South Carolina Manufacturing Madness contest. Voting during this round will be from Monday, February 26, through Thursday, February 29. You may cast up to five votes per day per device.

(Press Release)

IDEALHR ANNOUNCES ACQUISTION
Greenville, SC/ February 22, 2024. IdealHR today announces the acquisition of a local PEO in Upstate, SC. This acquisition will allow IdealHR to be a stronger partner to small businesses in the Upstate in an ever-evolving human resource sector.
As a Veteran owned and operated human resources/payroll company, IdealHR connects organizations to leading HR support and technology options, while offering a boutique style of customer service to its clients. Located just off Interstate 85 & Pelham Rd in Greenville, SC, IdealHR supports businesses of any size or industry headquartered within the Southeast including their staff that may be scattered across the nation. Ideal's core principles support clients allowing business to grow while creating healthy cultures for their employees.

“What a unique opportunity for us to acquire these clients. This acquisition expands IdealHR into new markets and brings exciting growth as we enter the new year,” Steve Ivester

Founded in 1997, Steve Ivester, owner, set out to help guide and coach small businesses to success.

“At Ideal, our clients love us for the exceptional service and care we provide. We don’t just serve those customers, we build relationships”, Johanna Inman, President.

Contact Information:
Steve Ivester, CEO, Owner, IdealHR [email protected] 864-918-3400
Johanna Inman, President [email protected] 864-787-8214

Valentines Day...'case you forgot! This is how we did it!

It's that time of year!

Coffee???? Tea???? We did a run! Happy People!

Wendy, our Benefits Manager, has a pet she loves named Nibbles.
IdealHR is supporting shelters with gifts this Holiday Season.

IdealHR is celebrating, the Blessings of Pets, as we approach Christmas with a beautiful picture of our Client Services Representative, Abby, and her pet, Milli.
Please join in our celebration as we collect donations for the Greenville Humane Society.

We have joined with a Mauldin High School student to collect "everything pets". Foods, treats, kennel supplies, bowls, leashes...you know what to give!

So, round up a few co-workers, gather up a few items and help us make this a wonderful-giving 2023 Christmas. More info, [email protected].

Our team having a little fun on a chilly day for Halloween, 2023!
Happy Halloween everyone!

117 days and 2808 hours left in 2023.

This is how our new Podcast, 5 Minutes with a Mess Manager of HR Matters will look. We're in production as we speak!

Made this flyer, hope it's helpful!

In our business, we help manage all sorts of people. How about you?
We are IdealHR.

This is your "Dilemma Guy". He's so good at what he does. He's so bad in all his habits. The question to ask is, How Do I Handle Him?

You need HR guidance and advice. We are Ideal HR !

Gosh...this weekend went fast...but I still took notice of several key words popping up that seemed important. Empathy was the first. Simple was another and AI was another. Between the news and the commercials and the commentators...here's where we're at in 2023.
The AI piece was about a sermon heard yesterday, written by AI and the consensus was that the sermon lacked excitement...dynamics and the normal zest of a Sunday morning delivery! The accident insurance commercial was telling us that they, as a provider, provide a live human to empathize with you the victim. And this word simple is cropping up everywhere...because we need life to be more simple.
So, I point to you today is to say...the first two, empathy and "what AI lacks" makes me believe even more in what we do. We provide live human staff to serve the HR needs of our clients. And our data forms and other processes make life simple. So I'm proud of that! Think about us when you here "AI", Empathy, and Simple.

We added these great design tees to our team's wardrobes and laugh when we all are dressed alike. Little things make workplaces "sing"...yea..."sing" and that's important to the health of our workplace. We are IdealHR!

We are teaching everyone that HR is data.

Have you seen the HR commercials on TV with Barbara Corcoran? It's all about data and data entry, and this HR company has all of the technology that fixes that.

When I see those commercials, I want to scream at the TV! We are teaching everybody that HR is data. It's your wages. It's your social security number. It's your W2, your vacation requests, your payroll.

That is not HR.

HR is about Healthy Relationships.

That's how we view HR. We help our clients have healthy relationships with their employees. It's not about one side "winning." It's not about data entry. It's about healthy relationships between owners, managers, and employees.

It's time to rethink HR.

Are you conflating cultural problems with behavior problems?👇

Over the years, we have had many clients ask us how to deal with an employee who is often late. We recommend that our clients use "progressive discipline" for tardiness. This basically means that every time the employee is late, you address it.

First, you have to make sure that you have a conversation with that person. They need to know what the expectations are. It is warning number one. You would say something like, "We expect all of our employees to clock in on time."

Then, if they are late again, you would sit down with them, address the issue again, and inform them that this tardiness needs to stop or there will be consequences.

You would go through this progression until the situation improves or reaches a point of no return, at which point you may suspend the employee without pay or fire them.

However, this is not how many owners and managers handle a tardy employee. Instead, they will wait until they are so mad at someone for being constantly late that they blow up in their face. They wait until they are so upset that they want to fire the employee on the spot.

Meanwhile, the employee thought you didn't care. They were thinking, "I'm getting away with this, and the managers don't care because they're not talking to me."

In one recent case like this with a client, they asked us if they could suspend somebody without pay for habitual tardiness. The answer is absolutely you can.

But should you do that first? Have you had the other conversations? Have you even talked to them? Have you set expectations?

And here is the other big consideration that almost everybody misses. Is this the only person in your group who is doing it?

Nine times out of ten, if we go back and look at the timesheets, there are plenty of other people in the office who are doing the exact same thing. The manager just hasn't noticed it.

So now I want to suspend an employee without pay. Meanwhile, other employees are doing the same thing with no consequences.

That's a cultural problem, not a behavioral problem.

This is what we mean by conflating cultural problems with behavioral problems. Owners and managers want to focus on the employee being the issue. But if you are inconsistent, if you are not setting expectations, and you are not communicating, you have a cultural problem.

You have to deal with that first, and then you can deal with the behavioral problems.

Recently, one of our clients had an employee who was injured on the job. She went to the emergency room and used her personal health insurance card instead of informing them that this was workers' comp.

Well, now she has a $1,500 bill the hospital wants her to pay. She is wondering why workers' comp isn't covering the bill since it was a workplace injury.

We have tried numerous times to call the insurance company and tell them to change this to workers comp. But, unfortunately, nothing has happened.

Now the employee is upset. The hospital is going to put her up for collection on her bill. She keeps getting calls about her bill, and now she is wondering why we haven't fixed it. As a result, our client has a disgruntled employee over an injury because the employee didn't follow the process correctly from the beginning.

The truth is, it is not entirely this employee's fault. The employer needs to make sure that all employees are informed of the correct process for handling injuries in the workplace.

What would the correct process have been?

When she arrived at the emergency room, she should have told them from the beginning that it was workers' comp, and it would immediately have been notated that way. Then, when the HR company files the first report of injury, it would go to that insurance company and never go through her personal insurance.

We have dealt with these situations before. And when it gets off the track initially, it is very challenging to get it back on track.

Help your employees avoid this headache. Make sure they know what to do in case of an emergency or workplace injury. This is critical as an employer. If you don't address these issues proactively and inform your employees of the correct process, you are setting yourself and your employees up for problems in the future.

I saw this picture posted recently on Facebook. It got me thinking about this topic from both sides of the fence:

Employers: Yes, attracting new employees is challenging and requires creativity, but don't forget about rewarding and retaining the wonderful staff you already have.

Employees: It's important not to get caught up in what others are getting vs. what you are getting. The grass is often greener on this side; we just don't always see it up close.

Both sides of this fence need to be listening. Find ways to appreciate each other and find ways to make everyone feel appreciated!

- Johanna Inman

I attended a training recently on recruiting and retention. This is an area I've worked in my entire career, but I'm always looking for new thoughts and ideas, especially with the crazy employment market we are currently experiencing.

What I learned at this training was not new or out of the box, but it was a great reminder about how important it is for managers to connect and communicate with their employees.

If you or your managers are not connecting (meeting, speaking, engaging) with your teams frequently, how do you know enough about what is going on to make a good decision?

We all have been told employees leave managers, not jobs. So, what makes a good manager? Connecting and communicating.

- written by Johanna Inman