Unless your business is growing fast, you probably haven’t thought seriously about Human Resources. But Izzy Friedman, an expert in HR and Senior Director of Human Resources for Medright Urgent Care, thinks that you’re making a big mistake – and he’s ready to tell you all about the Human Resources issues you need to consider right away, no matter how big or small your business is. Check out Izzy’s conversation with Meny, which addresses HR issues, including processes that will help you avoid liability, the correct and incorrect way to interview a potential hire, the difference between company culture and perks, how to encourage employees to become engaged in the company’s success, what to look for when hiring an employee (and the high cost of making the wrong decision), the right and wrong way to do performance reviews, what makes a good HR department tick, and more.
[00:01 - 15:18] Transitioning Paths: Sales to HR
Izzy's career shift from sales to HR
The impact of managerial experience on HR roles
Recognizing the value of employee engagement and conflict resolution
[15:19 - 30:39] HR Essentials for Business Success
The evolution of HR's role in modern businesses
Importance of legal compliance and structured processes
Employee-centric strategies for enhancing company culture
[30:40 - 45:12] Cultivating a Positive Work Environment
Implementing effective employee feedback and recognition systems
The role of HR in building a supportive and inclusive culture
Strategies for consistent employee development and satisfaction
[45:13 - 58:02] Performance Management and Growth
Discussing the nuances of performance reviews and employee growth
Balancing quantitative metrics with qualitative personal development
Aligning employee objectives with company goals for mutual growth
[58:03 - 01:06:37] Navigating Challenges in HR
Addressing the complexities of employee negotiations and terminations
The significance of succession planning and organizational resilience
Embracing change and fostering adaptability within HR practices
- You may not think about the systems and processes of Human Resources when you’re just starting to grow your company - and that’s a mistake. There are all sorts of regulations that, if ignored, can leave you open to liability. So a smart business person already has HR and compliance in mind on Day One, before hiring the very first employee.
- When interviewing a candidate, keep two important things in mind. First, trust your instincts: if there’s something you instinctively don’t like but you choose to ignore because he has the right qualifications, you’ll live to regret it. And second, avoid all personal questions and keep it all about business; if you don’t offer him the job, he may argue that he didn’t get it because of a question that was inappropriate, and you’ve opened yourself up to potential liability.
- If the performance review is the first time that your employee has heard positive or negative feedback, you have failed the employee as well as the company. Since good employees want to improve, providing feedback - both the “attaboys” and the criticisms - should be an important and structured part of your managers’ roles.
- A key part of an annual performance review should include the employees’ own self-review - that is, how they think they did - and that self-review should be in the same categories that the manager is going to use to review them afterwards. By seeing what the employee thinks, you give him a voice, you may be reminded of certain qualities and events you might have forgotten, and you’ll be helped in your own rating of the employee by providing you with a positive framework.
Izzy Friedman is the Sr. Director of Human Resources for MEDRITE urgent cares. Oversees, Employee Relations, benefits, Organizational development, labor compliance, compensation, performance and engagement for employees in 3 states
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