By MaryLee Herrmann
You’ve got HR issues.
I know that because I’ve been spying on you.
Or maybe it’s because everybody has HR issues.
On Foresight TV, Brett answered Steve Moran’s toughest HR questions. Here’s his advice.
Problem 1: What if an ED isn’t giving me the full story — and I don’t realize it?
True story (from Steve):
An assisted living community got in hot water with the state — not to mention residents and families — after the overly controlling executive director had been insisting that everything was okay. The ED was fired, but the damage was done.
How do you prevent something like that?
- Look at how you’re measuring your ED. Be clear on what success and failure look like.
- Key point: Determine the stepping stones toward that success.
- Measure consistently and frequently. Watch out for concerning patterns, so you can head off problems before they blow up.
For details, see the full exchange starting at 5:07.
Problem 2: Our HR process stinks (or we don’t have one).
What if …
- We don’t have a good way to evaluate team members?
- I think I need to fire some people but don’t know how to figure that out?
- We’re just not working very well.
What are the first couple of things to do?
Brett’s solution: Do a 360 HR review — an inventory.
- Interview the HR team about people, product, process: Who does what? What’s the process? What tools and systems are they using?
- Don’t stop with the HR leaders. Go to the supervisors, EDs, office managers. “That’s where the function really breaks down,” Brett said.
- Use the same questions for everyone, to get an accurate pulse.
- Prioritize what to work on when.
See the full exchange at 8:19.
Problem 3: We want to expand, but the HR considerations are daunting.
Brett’s solution: Outsource HR … specifically with a PEO (basically, a partner; more on that in a minute).
Pre-COVID, some communities outsourced HR, Brett said, but now, it’s a full-fledged trend.
Brett’s been talking to operators at conferences, and they’re telling him things like:
Say I’m bringing on 10 buildings tomorrow. I’ve got my hands full just making sure I can deliver. You know what I don’t want to figure out how to do? Payroll tax compliance in a new state — or figuring out whether I need to triple my HR team.
I want to just make a call and say, “Hey, Brett, I’m bringing on 10 buildings. You guys going to plug in? Okay, great, see ya’.”
“We’re starting to see a trend where a lot of really great, sophisticated, larger organizations are adopting and really excited about finding an HR partner,” Brett said.
Full exchange: 27:12.
P.S. What’s a PEO?
When you outsource to Brett’s company (Procare HR), you’re partnering with a PEO — a professional employer organization, meaning they’re a co-employer with the operator.
This arrangement can save you money on things like workers comp. Plus, they’ve got your back on compliance issues.
Get the full explanation at 17:00.
To learn more about how partnering with Procare HR works, check out their guide 3 Big Benefits of an HR Partner. They tackle the difficult HR jobs so you can focus on delivering the ultimate resident experience — you know, the thing you got in this business to do in the first place! What a relief.