About
In this episode, Martin sits down with Tena Jolley, founder of Apela Strategic Solutions and a 30-year HR veteran, to break down everything small business owners get wrong about human resources.
Timestamps
- 00:50 - Episode & Guest Intro03:44 - Why You Shouldn't DIY HR04:56 - At Will Misconceptions08:49 - Cost and Fractional HR11:26 - What HR Really Covers15:48 - When Hair Is On Fire19:17 - Unemployment Claims Explained22:31 - Progressive Discipline Steps26:55 - Handling Attitude Issues30:19 - Reviews That Look Forward31:03 - No More Annual Ambushes32:27 - Who Should Evaluate33:47 - Work Family Boundaries36:29 - Can People Really Change39:25 - Legacy Employees Costly Lesson42:50 - No Surprises Review Rhythm44:01 - 360 Feedback Done Right47:53 - Bonuses That Drive Results51:10 - Alignment And HR Compliance53:16 - Start Small With HR Help54:40 - Wrap Up And Sign Off
Key Takeaways
- HR covers far more than hiring and firing; it includes handbooks, job descriptions, compensation strategy, employee training, organizational design, and compliance with federal and state laws.Progressive discipline has four steps: verbal warning, first written reprimand, second write-up, and separation. Each step should be documented and focused on helping the employee succeed.Employee evaluations should happen at least quarterly, not just annually, and should focus on a roadmap forward rather than a year's worth of saved-up grievances.Subjective issues like attitude can be addressed objectively by including conduct expectations in your employee code of conduct and discussing them during the interview process.Keeping underperforming or toxic employees because you're afraid of unemployment claims or confrontation can cost you your best people, your culture, and significant money when you sell the business.Bonus structures should reward measurable outcomes like accuracy, response time, and process improvements rather than flat annual gifts that create entitlement.Fractional HR professionals can work with your budget on a retainer or project basis, starting as small as a single job description, and scale with you over time.
Resources
- First Break All The Rules by Marcus Buckingham and Curt Coffman
- Implementing AI in Your Business Workshop Sign-Up
- 24 Things Construction Business Owners Need to Successfully Hire & Train an Executive Assistant
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