Rebuilding Your Team In Today's Job Market

Before we start on today's episode of Rebuilding Your Team In Today's Job Market, I would like to ask for your support.

Today, veteran support organizations The Independence Fund, No One Left Behind, and Mighty Oaks Foundation announced the formation of Save Our Allies, a new veteran and military support coalition focused on delivering full and timely benefits to U.S. Veterans in need, and in ensuring Afghan and Iraqi personnel and their families who supported U.S. forces are properly protected from violence and persecution by evacuation to safe countries, including the United States.   

Each of these organizations have worked tirelessly in various elements of these priorities, from demanding the U.S. government live up to its moral obligations to protect the Afghan and Iraqi personnel, and their families, after they supported the United States Armed Forces operating in their countries to ensuring U.S. Service Members and Veterans receive the government benefits they earned when and where they need them as well as holding the U.S. government accountable where it fails to meet its obligations.

Please support this non profit as they risking their lives to save our allies, to save the innocent.

Rebuilding Your Team In Today's Job Market

Human Resources is one of my favorite principles to teach because we get to dive into your greatest asset! Right now with the current job market being in great misalignment and with many practices struggling to build their teams, I wanted to use this week to give some real practical action steps to take that will help you as you are working to find your people!

Today I'm going to be discussing the internal side of rebuilding your team in today's job market rather then the external side because that can easily be outsourced if you don't have the capacity.

The entirety of the onboarding process is the point in the new team members career that you build a bond between the organization and the employee. Developing the training and development along with the support system early on solidifies the work ethic you’ve found in quality candidates and creates a positive working and learning environment.

 Here is the 5 step framework to having a successful onboarding process:

 Communicate the practices core values and missions
 Ensure the tools and resources are available for the Office Manager or HR Manager to engage the new team member.
 Create connections between new hires and colleagues
 Integrate onboarding with a training program
 Create a development plan