Q: I have a small business and want to be sure I’ve got the right structure and programs in  place in order to have a comfortable and productive work environment for my employees. Where do I start?

A: You’ve worked very hard to develop and grow you business to where you are today.  At this point, most small businesses choose to begin with an Employer Assessment of your current situation. Of course, the assessment can be tailored to meet your individual needs.

Q: We have done well so far managing our workforce and haven’t had any problems.  We expect to grow very soon and wonder if we will be able to maintain the same level of positive relationships with employees as the size of the workforce increases.  Any suggestions?

A:  First of all – Hearty Congratulations!  Chances are that you arrived at this exciting juncture because you were doing what worked well.  And, secondly, congratulations for asking the question now, rather than waiting until later when the situation may have become more of a challenge.

A few things you may want to consider at this point:

1. Whether growing through an increased level of staffing, acquisition of another business, or some other means, things will change.  You and your employees will notice that things have changed, although it may not be as noticeable at first.    Early changes may include changes to employees’ work schedules, training of the newer employees, management staff needing to spend more time away from the current employees to help orient the new ones.  These changes are not necessarily bad at all.  If businesses don’t expect changes, however, they may be surprised and caught off-guard.

2. Now, or as soon as possible, is the time for an Employer Assessment.  The best time to receive an objective evaluation of the status of your employment practices is now, rather than later when you are distracted by other, more pressing, demands on your time to attend to the needs of the business.  Know what is being done well, so that you can be sure to keep these practices in place.  Know which areas are in need of improvement, so that you are able to make any necessary adjustments prior to adding additional staff and possibly complicating the problem and potential risk.

3. Now, more than ever, effective Employee Communication will be a key component of your continued success.  Many difficult business transitions, including growth and reduction of the number of employees, would be been smoother and better supported by the business if crafting balanced and honest Employee Communication had been a higher priority early in the process.

Q:  If I hire an outside expert, such as First Thing Tomorrow, does this mean I will not need to seek the services of an attorney?

A: Absolutely not.  There will always be times when it is advisable to seek legal advice from a qualified attorney.  Just as importantly, it is vital to understand which components of your workplace do not necessarily require the expense of a legal review.  The best expert consultants will be able to walk you through your own situation and suggest the most effective and economical plan of action.