Hiring & Empowering Solutions

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Introducing Hiring & Empowering Solutions: The Podcast

I am beyond excited to finally share a project I’ve been working on for the past few months—a project that is very near and dear to my heart…and soul…

Hiring and Empowering Solutions: The Podcast 

After the grueling process of becoming an Amazon #1 Best Seller on their coveted Movers & Shakers list, I had this nagging feeling that there HAS to be a faster way to create consistent momentum. An immediate “2 millimeter in-the-moment booster shot” to keep our tribe on a forward-moving path, in real time.

Launching this podcast is a dream I’ve had for years! This weekly podcast is not only a place to talk about all of the business things—hiring, employees, bosses, leadership, marketing and revenue—but also a place to talk about the ever-present human aspects that impact your results. Stuff like energy, spirituality, relationships, family, health and freedom. Undeniably, there is a growing awareness of the importance of personal character and energetic measurement when studying organizational behavior….and through this podcast we are bringing that awareness to light!

Over the past few weeks I’ve been busy interviewing some of the most inspiring employees, trail-blazing attorneys, and national difference-makers in the personal development arena! I am ecstatic that today, finally, I can begin sharing some of it with you!

The first 4 episodes of the podcast are live right now!

Episode 1: How to Give Your Employees Permission to Fully Step Into Becoming an Intraprenuer
Take a deep dive into what it takes to support a start-up and grow it into a million dollar law firm…in just 16 months. Our spotlight guest, trailblazer COO Meredith Glendening of The Sechler Law Firm.

Episode 2: How to Stop Tolerating Underperforming Employees
Don’t be held hostage by a lack of emotional intelligence. Instead, begin to build a business model and team on your terms, with unapologetic, unrelenting standards. Featuring powerhouse “TheTrademarkGirl.Rocks” national trademark attorney, Kelley Keller, founder of The Keller Law Firm.

Episode 3: How to Get your Employees to Step Up and Lead
Based on our #1 Amazon Movers & Shakers Best-Selling book about how to hire future employees who are full of possibilities and opportunities. We discuss the need for employee empowerment in order to finally, once-and-for-all stop the revolving door of employees coming and going from your firm.

Episode 4: Mind Blowing Spotlights
Featuring my first personal development coach, the unshakable, unstoppable George Carroll of GC Training and Events, this episode delves into the process of uncovering, embodying, connecting and beginning to share your “Purpose Story” in a way that increases connection, engagement and—ultimately—enrollment with your clients, community and power partners.

Go ahead and subscribe already! And download these episodes now! ?

hiring and empowering solutions podcast

And after you’ve subscribed to our podcast, don’t forget to sign-up to receive our weekly blog, filled revolutionary techniques and tools for creating a future of possibilities, opportunities and empowerment to keep your law firm learning, evolving, and growing…from the frontline, up.

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Important Service Update and an Exclusive Offer

human resources staffing solutionsWe are delighted to update you on some exciting changes happening here at Hiring and Empowering Solutions.

Over the past three years we have spent much of our time perfecting the Smart Hire Solution™ process. We are on a continual improvement plan to perfect your experience, offer top notch service, and exceed the results you’ve come to expect from us. In order to remain competitive without sacrificing our quality and personal service, we are increasing our Smart Hire Solution rates, effective May 15, 2018.

Recruiting platforms currently available in the marketplace have changed dramatically, with rates rising steadily across the board. Our fees are still way below industry standard averages: average recruiting firms charge 20.83% of annual salary, and average temp agency fees vary between 12-50% of the employee’s hourly rate. In addition, our services go way beyond the customary placement, and include a 30-day guarantee. We handhold you through the first 90-days to ensure your new hire not only survives, but thrives and grows into an intrapreneur who takes ownership, steps into a leadership role, and frees you up so you’re able to focus your time and energy on what you do best.

Our current flat rate fees are $3,650. Effective May 15th our fess will increase to $4,897.

As a valued longtime supporter of Hiring and Empowering Solutions, here is an exclusive one time offer through May 15th:

To reserve a pre-paid “Hiring Coupon” we will not only honor the current rate of $3,650, but we will extend an additional $150 “Friends & Family” discount. (A $1,397 savings that you can use anytime through December 31, 2018.) AND an ADDITIONAL BONUS, a two pay option!

As business owners, we all appreciate “nickle and diming” and “hidden fees.” There are no longer any additional fees associated with our Smart Hire Solution—everything is included: direct recruiting/ad fees, background checks, direct costs of the hiring assessments with a 1-hour training webinar for your entire team, 30/60/90-day goal and performance evaluation processes, etc.

In addition, we are delighted to announce we have “cloned” Molly and Laney, and now have an expert business consultant on your case. Melissa Delouth has joined the H&E team and offers 17+ years of recruiting experience to the legal community. Melissa will work closely with our existing recruiting team, leading every Smart Hire who comes through our office. We are thrilled to be able to create increased white glove services and availability, with shorter turnaround and placement times.

As always, if you have any questions, please do not hesitate to reach out to us directly. We look forward to serving you in all your recruiting and team development needs.

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The Key Ingredient to Lifetime Employees

There are many techniques to hiring, training and developing team.  But no matter how many people are on your team – if it’s three or 10 of you – there is one key to hiring that is an absolute and can never be ignored.

When dealing with people, and team members are people, it’s hard to work in absolutes.  Sometimes people defy the rules or the expectations, but this one is a definite.  The key is hiring 100% of the time based on integrity.

Integrity is one of the most crucial yet mind boggling of attributes. Integrity is an ‘airy fairy’ term rarely understood. To give perspective, it is sometimes used at the same time with “moral”, but it is separate and distinct.  Let us help clear up the distinction and more so, share why it matters in the hiring process!

If a team member doesn’t have integrity it doesn’t matter how talented they are, how good they are at what they do, how many hours they work or anything else you normally judge performance on, they are not a fit for your team.  Not only will they eventually not work out, but they will poison your team and you will lose good team members along with them.  Or worse yet, team members who are out of integrity will stay and continue to be a communicable disease to every client and new team member that walks through your door.  Don’t continue to allow a poisonous apple to take root in your workplace. If your gut is saying “something doesn’t feel right in the belly”, don’t even bother hiring them.  Integrity is not trainable, you have it or you don’t.  You can’t pay for it, work harder for it or teach it – it’s there or it isn’t.

Let me put this into perspective for you with a real life example…

Amy passed every interview, Kolbe matching and reference check with flying colors.  Less than five days into the job, red flags were popping up everywhere. Here is one simple illustration – and you don’t need much more than this. This is more than enough evidence of lack of integrity.  It started off with her first business trip on the proverbial company dime where her room service bill was $65.00… for one person, for one dinner.  Let me paint the picture, this was a single mom of two teenage boys who were getting ready to head off to college, on public assistance and her annual salary was $19,000. This was not a CEO making six figures.  This was a person with the entitlement mentality that she was going to get fat (literally with a $65 meal!!!) off the company hog.  Lack of integrity.  It doesn’t need to be more complicated than that.

Keys of Integrity

Sometimes the people with the least seem to have the most talent, charm and charisma.  Talent, ability and knowledge is not enough.  In fact, these should be the last ingredients added to the mix.  Don’t be fooled into thinking you can work around lack of integrity.  Hiring a team member with no integrity is the biggest mistake you can make.

Integrity IS…when these might show up in the workplace:
• Doing the right thing when nobody is watching
• Taking a complaint to someone who can do something about it
• Refraining from gossip & when a co-worker has a complaint they say “how can I help you with this? Vs. going along for the gossip ride and creating a truth that the “workplace sucks”
• Their “weekend” life is totally in line w/their “weekday” life (when you have integrity you have it everywhere in your life)

Lack of Integrity is … when these things show up in the workplace:
• Talking of cheating on a spouse/partner, shopping till they drop when they say they don’t make enough money, slamming friends, neighbors and ex-coworkers
• Starting conversations with “don’t tell anybody, but…” or “you didn’t hear it from me…”. If you say it out loud, it will and should be expected that it will be repeated.

Declaring Integrity As a Must Exercise:

As a team leader, get everyone involved and develop a set of core values for you as a team to live by.  Have each team member define the core values that are important to them. Then everyone convene (we always recommend over coffee and food) and declare what your team as a whole will stand for, operate by and expect every employee/team member to live by.
Some examples: respect for others (we treat others how we wish to be treated), commitment to family (we put our families first and support everyone in putting their families first), community contribution, spiritual guidance and growth (we contribute to our community by sponsoring a local charity each year/do the breast cancer walk/work in a soup kitchen at Thanksgiving, etc. that will contribute to an environment of peace that will greatly impact our clients and our lives.)

These core values can be used to assess new team members as well evaluate existing team during team reviews.  Think about framing your list of core values so your clients, referral sources and even vendors know what is important to you as a “family and community based business” and why we do what we do for you.  Not only are you creating a place of peace and possibility but a beautiful, deliberate by-product of increased referrals. Who would read those core values and NOT want to refer their friends and family to you?

If you need help with the decision to fire, or with hiring the “right-fit person,” let us help.  Join the Team Empowerment Academy  today and we’ll help empower you AND your team.

 

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Teach your team how to fish so you can FINALLY focus.

When you have a practice to run, business work to handle, and clients to satisfy…

…you simply CANNOT afford to lose your focus and allow your time to be derailed by team members.

It starts as just one knock on the door from staff to ask a “quick question.”

Then comes a phone interruption from a client or prospect that really didn’t need to be put through.

How about the barrage of emails with questions that could have been answered with searching the “quick access” feature on the internal hard drive?

Oh, and now team members are fighting, one is crying and wants to come into your office to talk…

Before you know it, hours of your day have been consumed by management problems while the client work continues to pile up.

WHAT IF THE STAFF COULD TURN TO SOMEONE ELSE

SO THAT YOU COULD FINALLY FOCUS?

Having your days derailed in this way is simply not sustainable. If you can relate to any of this, it’s time to teach your team how to fish vs. you feeding them fish if you want your practice to thrive.

The NEW Team Empowerment Training Academy is a resource that can help you.

We have launched an entire program dedicated to teaching, training and empowering your team to run the practice and do their jobs with excellence, so that you can get back to focusing the things that REALLY need your attention.

They’ll be able to reach out to us for SOS calls, or dig into their membership materials where they can access phone scripts, training materials, work flows, charts, webinars, Q & A’s and recordings that should answer most of the questions that are currently being fielded by you.

But most importantly, this program will teach your team how to be resourceful and take ownership of figuring out their own problems.

When they DO eventually come to you, we want it to be with proposed SOLUTIONS for you to choose from, rather than a list of their issues.

Wouldn’t it be nice to hear, “hey—we are dealing with this issue. I’ve done my homework, checked in with my Team Empowerment mentors and determined that we can handle it this way, this way or this way. Which is the best choice for you?”

If that sounds like music to you ears, we encourage you to give yourself the gift of TIME and sanity in your practice this holiday season. Until January 1st, membership in the Team Empowerment Academy is only $49 per month.

You can click here to see everything that’s included in the program to help you and your team soar to new levels of efficiency and success in 2018.

The price will be going up to $97 a month soon, so join us while membership is at the lowest investment we’ll ever offer. Here’s that link again:

Here’s to working together in 2018,

Molly

P.S. Have questions about the program? Just hit reply and let me know a few dates/times that you have available to jump on a quick call.

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Would you pay $5 for the right hire?

I’m in the midst of hiring and, like most, I have a budget in mind. I’m also, like most, getting overworked, worried about meeting client commitments and getting in the bad habit of working late nights and weekends.

Fortunately, I know the hiring process – which we’ve qualified and improved for years now to a predictable, results-producing method. However, it’s also VERY hard to apply the process to yourself. It’s difficult to be objective when it’s YOUR business and YOUR stress and YOUR 4-year-old asking, “Mommy, do you have to work late again?”

I followed the process pretty well until I got to the candidate I liked best. We’d already initially discussed money – that’s right up front in the process, because there’s no sense in falling in love with a candidate way out of your price range. So at the tail end of the conversation, when we agree to give it a trial run, the candidate put a twist on things. She mentioned that she really was looking for $5 more than I was offering, particularly since it’s a 1099 position, but that she really wanted to work with us and would still come aboard even if I couldn’t increase the pay.

Many of the business owners we’ve helped with hiring would get really irritated at this point – some would even refuse to consider the candidate. I wasn’t irritated at all; it’s a valid request. It was still in my ballpark – it wasn’t like she wasted my time and then required double what I said the position paid. She was just honest that she really wanted to be $5 per hour higher, particularly since she would be paid as a 1099 employee. I’d much rather know this now than hire her and have her quit in two months, after I had invested time in training her, for someone offering $5 more. And I respect an employee’s courage to negotiate salary – we as business owners negotiate and have to quote fees equivalent to our value all the time – so I have the utmost respect for an employee who will do the same.

Yet, as a classic business owner and Kolbe Quick Start, I immediately go to “Hmmm, maybe we can do a bonus system, or perhaps we can increase your pay in 90 days.” (After all, that need to negotiate is hard to turn off. And I had worked on my budget for this position.) Then I heard my son’s little voice saying, “Mommy, do you have to work late again? You can’t play trains with me?” The $5 request was acceptable ? and playing trains with my son was worth $5. Why complicate it with a bonus structure or staggered pay raise? She’s hired. Let’s get started.

(Bonus structures ARE a great way to afford candidates who are out of your ballpark by creating a way for them to make more money when YOU are making more money.)

If you need help with the hiring process, or you need a blueprint for when and how to compensate your team or ask your boss for a raise (in a way they can qualify and respond to), consider our Smart Hire Solution™  or The Team Empowerment Academy™.

Laney Lyons