Success is all about having the right processes. Companies need the right procurement process for buying equipment, the right sales process for converting customers, and the right customer service process for building lasting relationships.

Right now, there’s a lot of media buzz about the so-called Great Resignation. It’s true that more employees than ever are considering jumping ship in the wake of the pandemic, and quit rates are higher than ever.

Whenever I am working with a client who I notice is experiencing higher than normal turnover for their industry, I make it a point to talk business and tie back the financial impact and bottom line risks they are incurring. Sometimes, all it takes is an eye-opening conversation around the numbers to institute a change in the organizational culture and behaviors.

Most companies prefer not to tinker with their compensation strategy — unless they absolutely must. Salary structures are difficult to get right, which is why it's tempting to adopt an "if it ain't broke, don't fix it" approach. But your compensation strategy doesn't exist in a vacuum. External factors are constantly impacting employee expectations, whether you like it or not.

Growing your team is one of the hardest things about running a small business. If you're new to recruitment, you might find that even getting candidates to apply is surprisingly difficult—especially if you need people with specialist skills.

When you're first starting to build your business, it makes sense to handle HR on your own. For small businesses with less than 10-15 employees, we typically recommend having a good payroll provider and benefits broker, and you should be in pretty good shape. Until then, you don't have to worry too much.