Finding the right leader for your organization can mean double digit profits or shutting your doors forever. While this is certainly an extreme example of what can happen, we all look for exceptional leaders that can lead our organizations to new and exceptional heights. During my time as a Business Partner for Helios HR, I have had the pleasure of working with both exceptional and mediocre leaders. Some of these exceptional leaders have embodied the following characteristics as described in Kouzes and Posner’s famous work “The Leadership Challenge”:

After weeks of combing through resumes and conducting interviews you have finally hired the right candidate for the position. The salary has been agreed to, the offer letter signed, and the start date is on the horizon. It is time to check the box on the to-do list; the office is fully staffed, right? Think again! The hard work is just beginning.

I have handled many employee relations issues in my time as an HR professional and over the years have said to myself on countless occasions, “gosh, if only the manager had managed the employee, we wouldn't be having these performance discussions right now.” I think, too often, great employees are promoted into manager positions because that seems like the next logical step in that individual’s career path.

Let's face it, engaged employees drive your business.

The purpose of an employee handbook is to provide a consistent means of communication regarding policies, best practices and resources for everyone within the organization. The handbook is a guide that allows managers as well as staff to understand the expectations of role and responsibilities. However, there are consequences to using the organization’s handbook incorrectly or ineffectively.

FOR IMMEDIATE RELEASE