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HR Prose Newsletter Winter Edition
December 2022

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​Team HR Pros
Deb Sutton
  Cheryl Lamb-New
Cierra Lynch​​
Dawn Semones
Gayle McCutchin





​Articles Winter Edition 2022

​
1. The Great Resignation
2. News
3. Current Job Openings
4. Available for work
5. Wellness Survey
6. Happy Holidays

What in the World is the Great Resignation?

A bi-product of Covid-19 and related strains of the virus.
As companies begin to get back to a version of pre-pandemic business, they are being met with a
power shift. Many of their employees, after 2 years of uncertainty, stress, burnout, and isolation,
are now more certain than ever of what they desire in the workplace. And lately those employees
are making it clear that if their employers can’t or won’t create a more human workplace, they
are more than happy to look for an opportunity elsewhere. Many choosing to completely change
careers, go back to school or become entrepreneurs and start their own businesses.

A recent survey that polled more than 3,500 workers in the U.S., U.K., Ireland, and Canada on
their connection to their jobs and companies and what’s on the horizon, findings were notable.
The findings were in line with what’s made headlines through much of 2021. Nearly 4 in 10
employees said they’re planning to look for a job in the next 12 months, a projected voluntary
turnover that could cost businesses around the world billions. And while the stakes are high, the
report also reveals simple, yet proven workplace practices that can help your organization thrive
even amid uncertainty.
Here’s a look at some of the most intriguing findings:
  • What a difference a year makes. In Work Human’s December 2020 survey, 92% of workers
responded that they expected to be in their role for at least a year and 59% said they planned to
be in their role for five or more years. Now however, 38% of workers plan to look for a job in
the next 12 months.
  • Flexibility is king. The pandemic has shifted the employer/employee relationship and defined
what matters most to workers. Of the workers planning to look for a new job, 30% cited “more
flexibility” as the primary reason for doing so. That number jumped to 39% for African
American employees on the job hunt. However, for job-seeking women, higher pay was the
number one reason for looking.
  • Working parents are the greatest flight risks. According to our survey, 64% of respondents
have experienced burnout in their career and 41% said it happened in the past few months. That
stress has been amplified for parents who are more likely to report feeling stressed than non-
parents. Of all respondents looking for a new job, 65% are working parents seeking ways to
better manage family and work responsibilities. Especially as more and more findings come out
about how the pandemic hurt school age children’s learning ability.
  • The Atlantic divide. The search for a new job is more pronounced in Europe vs. North America.
  • Forty-six percent of workers in the U.K. and 42% of workers in Ireland are looking for
new jobs compared to 36% in both the U.S. and Canada.
  • The art of appreciation. Saying “thank you” remains one of the simplest ways to make a
difference in someone’s day and, according to our survey, is a demonstrative,
quantifiable act of retaining workers. About one third (34%) of workers reported being
thanked in the last month and they are half as likely to be looking for a new job (26% vs.
49%)
  • Recognition is very key. For the fourth straight year, the percentage of employees who
were thanked for their contributions at work has increased. About one third of
respondents from this survey reported being thanked in the last month. Overall, about
half of respondents have been thanked in the last 1-2 months. On the flip side, more than
50% of respondents have thanked someone for their contributions in the last month.
  • Gratitude is a game changer. Of the survey respondents who were recognized in the
last month, as opposed to never, receivers of gratitude are: 2x as likely to be highly
engaged, 3x as likely to agree their work has meaning and purpose, 4x as likely to agree
their company’s leadership team is appreciative of their work, 4x as likely to be happy at
work, and 3x as likely to say their company culture got better during the height of the
COVID-19 pandemic. They are also less likely to be stressed than their non-recognized
peers.
  • Check-ins are critical. With dramatic shifts in where works gets done, clear, consistent
communication should be a top objective for organizations and leaders, as it helps
employees stay on track and maintain priorities. When workers have weekly check-ins,
they are 2x as likely to: see a path to grow in the organization, feel meaning and purpose
at work, trust their manager, and feel a sense of belonging at work.
  • Psychological safety drives success. With a renewed urgency in fostering belonging and
inclusion in the workplace, a more nuanced lens in which to view it has
emerged: psychological safety. Harvard professor Amy Edmondson defines it as a shared
belief among employees that they can bring their whole self to work without the fear of
humiliation if they speak up with ideas, questions, concerns or even mistakes. Google’s
People Operations team finds psychological safety is the number one indicator of
successful teams. And it has a direct tie with the great resignation. For those looking for a
new job, their sense of psychological safety rating is significantly lower (3.1/5 vs. 3.6/5)
than those not looking.

​Employees are stressed, they’re burnt out, and they’re demanding more of their employers. If
your organization wants to mitigate that stress and the potential turnover it can lead to, practicing
recognition, regularly checking in with employees, and cultivating a psychologically safe
working environment.

Article revised from information in Workhuman Magazine 2021
​
NEWS

Exciting News – HR Pros, LLC is partnering with Susan Howard, Founder/Owner ER Plus. Susan’s
specialties are Payroll and HR compliance for small to medium size businesses. I have known
Susan for over twenty years and I am delighted to partner with her on projects.

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Account Manager
Manatee/Sarasota Counties – full time
Responsibilities - Account Manager - Landscaping
  • Primary contact for existing clients & building long term relationships
  • Developing new sales / renewing contracts
  • Leading a team responsible for daily operations.
Requirements - Account Manager
  • Min 3 -5 years of Account Management, Sales, & Customer Service experience
  • Experience in the landscaping industry is required.
  • Salary is commensurate with experience.
  • Excellent written, verbal, and & computer skills are required
  • Clean FL Driver’s License required.
Salary & Benefits
  • $54,000 to $60,000 per year DOE plus bonus
  • Company car
  • Dental insurance
  • Disability insurance
  • Health insurance
  • Life insurance
  • Paid time off
  • Vision Insurance
Apply for immediate interview by sending resume or calling for further information:  Deb Sutton, HR Pros, LLC 941-776-0996.  debsuttonhrpro@gmail.com

Network Technician - Sarasota
For over 20 years this technology solutions provider with a focus on professional and managed services has helped a variety of small and medium businesses in a wide range of industries solve their technology challenges.
Responsibilities
• IT Support relating to technical issues involving core business applications and operating
systems
• Support of backup and recovery solutions
• Technical support at the network level: WAN and LAN connectivity, routers, firewalls, and
security
• Basic remote access solution implementation and support: VPN, Terminal Services, and VMWare
• Monitor the remote monitoring and management system alerts and notifications, and respond accordingly through service tickets
• System documentation maintenance and review Professional Service Automation (PSA) tool
• Communication with customers as required: keeping them informed of incident progress,
notifying them of impending changes or agreed outages
• Provides support to end users on a variety of issues
• Identifies, researches, and resolves technical problems
• Responds to telephone calls, email and personnel requests for technical support
• Documents, tracks, and monitors the problem to ensure a timely resolution
• Familiar with a variety of the field's concepts, practices, and procedures
• Participate in discovery sessions with prospects and customers to gather and understand their
technical and functional requirements
• Engage with customers onsite
• Be available for on call support when scheduled
• Resolve product solutions questions for prospect’s/customers technical
liaisons; resolve prospects technical questions/issues and overcome objections to purchasing
network infrastructure technology.
• Interface with customer’s executives, technical representatives, and all company employees.
Additional Responsibilities
• Improve customer service, perception, and satisfaction
• Timely turnaround of customer requests
• Ability to work in a team and communicate effectively
  • Escalate service requests that require more experienced technicians
  • Other duties as assigned
Apply for immediate interview by sending resume or calling for further information:  Deb Sutton, HR Pros, LLC 941-776-0996.  debsuttonhrpro@gmail.com

​

Employee Available

 
PROFESSSIONAL SUMMARY
Accomplished purchasing and inventory control professional with over twenty years of procurement experience with a 43-billion-dollar fortune food & beverage corporation. 
Career Goals:     Supply Chain     Buyer     Inventory Control     Sales   or related position.  Prefer remote or hybrid - but will consider on-sight as well.  Will consider FT, PT or Contract.
Contact Deb Sutton HR Pros for resume:  debsuttonhrpro@gmail.com   941-776-0996
 

Wellness Survey on World Happiness
A world survey prepared in 2020 by Indeed.com has tracked work-life balance, health, and well-being at work.  The survey shows ten dimensions that business should take into consideration for their employees.
  • Employee Appreciation
  • Belonging in the culture
  • Trusting Management
  • Opportunity for growth and promotion
  • Happy with the Management
  • Fair and equitable pay and benefits
  • Inclusion and equity of all employees
  • Flexibility of work policies
  • Purpose driven workplace
  • Company mission in line with employees work goals
According to the survey, the highest ranked dimensions at the beginning of 2020 and the Pandemic are:  belonging, flexibility, and inclusion.
Source Indeed.com 2020 survey and HR Florida Review.

 
HR Prose is published and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment, direct staffing, employer consulting projects, and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
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​Happy Holidays 2022/2023 from the staff of HR Pros, LLC
Deb Sutton HR Pros, LLC, MS, SPHR, SHRM-SCP
debsuttonhrpro@gmail.com  
hrprosllc.net
941-776-0996

HR PROSE NEWSLETTER WINTER EDITION
December 2020

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  1.  Feature Article:  I Think I've  Survived         
  2.  Health Article:  Anti- Aging Hacks
  3.  Available candidates
  4. Available Jobs:  HRBP, Field Sales, Commercial Real Estate Sales
  5. HR Pros deal of the Quarter: Sexual Harassment Training 50% off for the first quarter only.
  6. Christmas Card
  7. Exciting News!
View my profile on LinkedIn
​Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Pat Bayer

​Brandy Lynch​​
Dawn Semones

It’s Almost 2021 – And I think I’ve survived
By:  Deb Sutton

  Let’s face it, human beings are for the most part social animals.  I believe that hermits like Walt Whitman, Grizzly Adams, and the Unabomber are few and far between.  Not too many of us choose to pack up and travel to the wilderness to be far away from it all. 
The 2020 Pandemic (the Corona Virus) will most definitely go down in history as a very uncomfortable time.  Although, like most anything there is usually a silver lining.  We learned a lot about the “new normal” and honestly, some of it is not too bad. Let me share some of my thoughts about the silver linings of 2020 along with the negatives (or storm clouds) of 2020.  I am in the state of Florida so I am familiar with what goes on here versus other states.    

Family:  On the plus side, due the virus, many families got closer.  Immediate family members were forced to shelter in place and not go off on their separate adventures for a long time.  Being together brought out new ways of living together as a family unit.  Game nights, movie nights and other inside activities were prevalent. On the negative side, families that do not live close or that are high risk to catch Covid 19, were separated and isolated from their loved ones.  The elderly being the highest risk, suffered greatly.  Many Grandparents were forced to stay away from personal visits with their grandkids.  Brothers and sisters, aunts and uncles who lived far away, could not travel for a visit.  Children also suffered the negative effects.  Wearing a mask, being told it was because of a deadly virus and other sobering realities is a cruel thing for little ones going through this.  Especially given that young children have a very low chance of catching the virus.
Work:  The new normal for work has positives and negatives.  On the up side, many who were working from home found that it added extra time and money to their budget.  Not having to commute, especially the city dwellers (NYC, Chicago, and LA/SF) found they had extra dollars each pay period. They saved on gas and wear and tear on their vehicles/commuting methods. The down side to the individual was that many lost their jobs or were furloughed.  The negative to the business owner is that they lost business which in many instances could not be recouped.  Many small businesses had to severely downsize or close altogether.  Additionally, business small and large lost great employees that ended up taking jobs with other employers.  
Business:  Businesses were thriving prior to the onset of Covid.  Many small businesses as well as certain industries suffered the wrath of Covid.  Restaurants, Hotels, the Travel Industry and Movie Theaters saw sharp decreases in activity due to the virus.  Just prior to the onset in the U.S., the stock market and the economic indicators like unemployment and the GNP were healthy and soaring in some cases.  Time will tell what the outcome will be of some of these industries and small businesses.  The silver lining is that new entrepreneurial ideas popped up and new products and services that are related to infection control and mitigation were developed and marketed. 
Politics:  This year marks the touchiest political year that I can remember and especial the presidential race.  The country was pretty close to split down the middle for each candidate.  Close election calls for the House and Senate happened as well. As of this writing, the Electoral College has not met so the Presidential candidate has not been named.  There is also much debate on both sides about election fraud in many states.  The investigations and law suits are pending.
Religion:  Churches, another part of our society that has suffered, are struggling and are doing many different things to stay active and open.  Some are open and require masks, some are open and do not require masks, and other accommodate for both mask wearers and non-mask wearers.  In Florida many of our churches meet in schools and with the Covid onset, schools stopped allowing churches to meet in their facilities.  This possibly created a financial hardship for those organizations as well as creating a dilemma to the general population of church goers who suddenly found themselves not having a church building.  The silver lining is that technology enabled them to have on-line church.  Once again though, many of our elderly population are not tech savvy.
Education:  For the first time that I am aware because of this virus, kids were prevented from going to school and in some cases starting school in the fall.  Additionally, many moms made the decision to homeschool, that in “normal” circumstances would not have done this.  This has put much extra pressure on working moms.  And, children of all ages are definitely suffering as a result of not getting their social needs meant. The fear factor of death and illness the virus represents must be terribly frightening to young children.  I am hard pressed to think of many positives here.  Hopefully history will show that the kiddos didn’t suffer setbacks in learning or social skills.
The vaccine for Covid 19 is close to being distributed and the predictions indicate it will be available 1st quarter 2021.  Time will tell how things will progress in 2021.  Will things go back to how they were before?  I somehow don’t think so.  Some of us are good with change and some, not so much.  I just hope and pray that first and foremost the death toll stops.  Next. that our freedoms and liberties are not in jeopardy of being taken away.  Concerns for this has been spoken in many different venues:  heard from my friends, family, news media and other sources.  I pray that the world as we know of doesn’t become any worse for the wear because of the Pandemic of 2020.

Anti-Aging Hacks
By: Deb Sutton

  Aging is an interesting phenomenon.  For instance, did you know that once you hit around 40 years of age, whether you're a man or a woman, your body starts aging FASTER than normal? Studies have shown that without the proper nutrients and exercise, your body will age about 6 months EXTRA for every year that passes. This is shocking (at least to me) to think about. If you are 40, that means by the time you hit 44 you will LOOK and FEEL 48. And by the time you reach 60, you will LOOK and FEEL 70 YEARS OLD!
Did you know that 90% of people over the age of 35 lose enough muscle every year to burn off an additional 4 pounds of body fat? That means you not only lose the only thing on your body that creates shape, tone, and strength—you also gain more fat every year, even if your calories stay the same.  YIKES!
Did you know that all of this is reversible at any age? That there are specific ways to move, eat, and think that tell your brain to STOP this rapid aging process... and even SLOW IT DOWN to the point where you're aging less than a year for every year?
According to the research that I have conducted, this information seems pretty accurate. Often we think we need expensive creams, supplements, or other gimmicky marketing tricks to fight aging. But I don’t buy those marketing ploys in all cases.  Here are some of my favorite Anti-Aging Hacks that I think will work for anyone, male or female, and at any age. 35, 45, 55, 65, 75... you name it.
  •  Preparation H  – is a fabulous way (easy to find and inexpensive) to reduce under-eye swelling and dark circles.
  • Coconut oil, lavender and vitamin E – a recipe for Eye Cream you can make yourself…
  • Tea Bags – Great for eye bags
  • Coffee grinds – great for dark circles
  • Sunscreen, Sun Hats and Sun Glasses – the sum can do a number on your skin
  • Quit smoking – Smoking ages you – especially around the mouth (those lip lines).
  • Limit alcohol – heavy drinkers age faster
  • Make-up – They say less is best as you age and I have found this to be very true.  Find products that conceal dark circles, soft lip colors, light weight foundations etc.
  • Hair Color and Style – Keeping one’s hair color lighter and brighter.  Don’t recommend going grey unless you really look good in it.  Staying current with popular hair styles – I recommend conservative though, something about granny’s with green or purple Mohawks – yea/no.  There are several apps that let you try out your face with hair and makeup.  This is both fun and educational.
  • Exercise – from a person who hates to exercise it has been proven that work-out routines can add to a more youthful look.
  • Good health habits are important today for many reasons.  Being a wise consumer and frugal spender can be advantages as well.​
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Jobs Available: ​ 

Human Resources Business Partner: State of Oregon, Great Salary and Benefits.  Must have at least two years’ medical experience (preferably in a hospital setting) Bachelor’s degree or may substitute 5 years of progressive, recent HR experience in lieu of degree.  HR Certification preferred.  Possible relocation.
Field Sales Professional:  Seattle, Washington; Can earn up to $150,000.00 and beyond by selling this brand.  Sales in B to C.  No cold calling – all leads are provided.  Must possess two plus years outside sales experience; a proven track record of closing sales, college degree or equivalent education and experience.  Ability to work a flexible work schedule.
Commercial Real Estate Sales Professional: Several openings, Houston, Texas.  Great variable pay plan and good benefits.  Manage a team and get above average quality training for this brand.  Must possess a Texas Real Estate License.  Must have Commercial Real Estate experience.

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Candidates Available:

John – Northern California; M.A., Industrial Technology / Cal Poly, San Luis Obispo, California – Graduated with Distinction; Sales manager, curriculum developer/trainer, and published author/writer Fifteen years’ experience in Manufacturing roles – biomedical and technology.
Dorothy – VP of HR; Tampa Bay area.  Bachelor’s degree in Computer Science; over 15 years of HR experience; SHRM-SCP Certification. Fully bi-lingual English/Spanish.


​Have you booked your annual required Sexual Harassment Training yet?  If not, this is your lucky day!  HR Pros is offering our Spring Special Discount:
Can do on site or Zoom Training

On- Site Training for all employees – 4 hours of training by a professional HR Trainer at your business location:
  • 10-30 employees (was $199.00/ee) if booked in April - June: $129.00
  • 31-50 employees (was $159.00/ee) if booked in April - June: $120.00
  • 51-100 employees (was $139.00/ee) if booked in April - June: $99.00
  • Over 100 employees (was $99.00/ee) if booked in April -June:$49.00
 
**Meets the State of Florida Sexual Harassment Mandatory Training Requirements. **
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​On behalf of Deb Sutton and the HR Pros, LLC team we wish you a joyous and blessed 2020 Christmas and 2021 New Year!
Brandy Lynch, Cheryl Lamb-New, Machelle Thompson, Doris Williams 

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Announcement
 
HR Pros. LLC is excited and pleased to announce that coming soon we will have a brand new web site that is updated and user friendly.  
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HR PROSE NEWSLETTER SUMMER EDITION 
August 2020

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  1. Lead Article: It is Okay to have a Good Cry
  2. Interesting Factoids
  3. Dental Hacks
  4. Jobs Available
  5. Candidates Available
  6. Summer Client Special
 
View my profile on LinkedIn
​Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Pat Bayer

​Brandy Lynch​​
Dawn Semones
​It is Okay to have a Good Cry
By:  Deb Sutton, CEO HR Pros, LLC

Crying is a natural response human beings have to a range of emotions, including, frustration, sadness, joy, grief and stress.  As I was home alone feeling isolated during our new normal – Covid-19 – I suddenly got that old familiar feeling of sadness and despair.  Sitting out on my Lanai I just couldn’t stop the tears from flowing and I wondered.  Is there any benefit really to a good (or for that matter bad or ugly) cry?
According to Medical News Today, crying has eight benefits.
  1.  It has a soothing effect
  2. Creates support from others
  3. Helps to relieve pain
  4. Enhances mood
  5. Releases toxins and relieves stress
  6. Aids sleep
  7. Fights bacteria
  8. Improves vision
Wow who knew?  It seems that our culture has made it a faux pas to cry in front of others.  Crying at funerals, at movies and in private seems to be acceptable.  I have to ask myself if there are so many health benefits why are we still hanging on to these old attitudes?  Perhaps this should be a part of our new normal also.  Crying seems to bring out the empath in others.  Our natural reaction is to hug and calm the crier.  That is unless we are truly a mean person.  Even crying in the workplace as long as it is not disruptive to others should be okay.  As a veteran HR person, I have had many a crying session in my office.
I do want to warn others that there is a difference between a good healthy cry and depression.  Please know there is help available for depression and make sure you do not let the situation escalate.  Have the number of your EAP or the Suicide Hotline if things have escalated to this point.

​
​Interesting Factoids: 
                                                     
  • 120,000 – The number of annual deaths due to workplace stress
Source:  Stanford University

  • 77% - Percentage of business leaders who plan to invest heavily in training to help their workforce acquire new skills and fill new roles.
Source:  Sun Trust Banks Inc.

  • 36% - The percentage of men surveyed who believe women shouldn’t earn equal pay if their employers give women more time off than men for family leave.
Source Randstad USA

  • 30% - The number of employees who say they have already dipped into their retirement savings.
Source Randstad USA

  • 2.2% - The percentage increase in real average hourly earnings from February 2018 –
Source:  US Bureau of Labor Statistics

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Dental Hygiene Hacks for busy lives

​Good Dental Hygiene is paramount to remaining healthy.   Keeping up with a good dental routine could make a difference not only in your health and wellness but could also make a difference in your financial situation, your employment continuation, your ability to stay the attractive and charming person you strive to be.
Here is how to keep your smile healthy no matter where life takes you.
  • Keep a travel-size toothbrush, floss and tooth paste with you wherever you may go
  • In the event you run out of tooth paste use baking soda
  • Use tiny interdental cleaners that can brush and floss, saving you time
  • Gargle with mouthwash or water to wash food particles away if you are unable to brush
  • Chew on gum which contains xylitol after meals to help combat plaque and oral bacteria
While these hacks can help maintain your dental health, there is no substitute for the benefits of regular dental visits.               
Source:  N of the River Dental
​

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Jobs Available
 
Compensation Professional – located in the Charlotte area.  Need 5 years of compensation experience to include a year of executive comp.  Unusually great company with lots of perks and upward mobility.  Pay $75K– $95K plus 20% bonus. Need 4 year degree and Executive Comp experience. Resumes to debsuttonhrpro@gmail.com
 
Customer Service Professional (inside sales) located in the Bradenton/Sarasota, FL area.  Excellent pay and benefits.  Two positions, one bi-lingual.  Unique vertical in the healthcare arena.  Resumes to debsuttonhrpro2@gmail.com
​

Payroll/HR Coordinator -  Great company in Venice looking for an individual who has 2-3 plus years payroll/HR experience.  Payroll for 300 employees plus HR administrative duties.  Important part of job is acting as the HR department translator  of English/Spanish.  Must have excellent Spanish and English speaking, writing skills.  Great pay and benefits.  resumes to debsuttonhrpro2@gmail.com

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Candidates Available





John – Medical/Pharma/ Sales and Sales Training.  California any part – looking for $
  
Eileen – Experienced Recruiter, Customer Service Manager, Supply Chain, Baltimore MD area.  Salary expectations $75K plus.
 
Jim – Plant Training Manager – will relocate anywhere accept NYC & New England metro, $140K plus bonus.
 
Julia – HR Staffing, On-Boarding, Assistant.  Degree, Certification SCP, Nashville area. Salary negotiable at this point.
 


Quote of the Quarter: “Out of clutter, find simplicity.  From discord, find harmony.  In the middle of difficulty lies opportunity.” Albert Einstein.

​News
Exciting News – HR Pros, LLC is partnering with Susan Howard, Founder/Owner ERPlus.  Susan’s specialties are Payroll and HR compliance for small to medium size businesses.   I have known Susan for over twenty years and I am delighted to partner with her on projects.

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​HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. www.hrprosllc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
​

   


​HR PROSE NEWSLETTER SPRING EDITION 

March 2020

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​1.
Lead Article:  Dealing with a Frankinboss
2. Catch Your Z’s
3. Social Security Regrets
4. Jobs Available
5. Candidates Available

​
​Dealing with the Frankinboss
Many of us have read about how to deal with "bad bosses" in all their different forms—the temperamental, the moody, the bullying, the disorganized, the micro-managers, and the ones who take credit for their subordinate's ideas and hard work.
But can a company avoid hiring a bad manager in the first place? Are there telltale signs during the hiring process that can tip someone off to a job candidate who may end up making employees miserable?
There are, say, hiring experts.
"Some people just aren't cut out to be managers because they lack communication and listening skills," said Brandi Britton, district president for Office Team, a Robert Half company based in Menlo Park, Calif. "These bad bosses often lead to decreased morale, stress, burnout, lack of productivity, and ultimately turnover." This type of boss can be bad news for the employer and the employee.
How can a company avoid hiring a Frankinboss?
1. Use interview and selection techniques such as assessments, developing legal but telling interview questions, and even "gut" reactions by the interviewers. Form an interview committee process and get feedback from other interviewers.
2. Thoroughly vet the employee. 
Develop questions to ask the references that might spot troubling managerial behavior. Check social media sites for inconsistencies and other unusual actions.
3. If you do end up hiring, make sure policies and procedures are in place to deal with any complaints and rumors or harassing behavior.  
 
Once hired, how can a subordinate spot and deal with a Frankinboss?
The poor manager often takes credit for a subordinates' work, plays favorites, or overreacts to mistakes, which leaves employees unwilling to take risks. Some poor managers so distrust their employees that they end up redoing all the employees' work. They can be disorganized and changeable—often requiring employees to restart or restructure assignments and projects.
"I have had a few bosses who were horrible," said Michelle Thompson, an attorney and employee relations professional for HR Pros, LLC, a human resources consulting firm in Bradenton, FL. "They had to be the smartest ones in the room, and you had to agree with them. They did not want to hear differing opinions. I have seen managers who were successful as individual contributors or as part of a team but never really had managerial experience. They usually believed they had to have all of the answers and were afraid to say, 'I don't know, but I will find out."
Then there are the insincere butt kissers who "act so sweet in front of senior leadership or their peers and seem concerned about their team to others but rely on management by intimidation. They are the worst but hard to ferret out at times."
What to Do if you have a bad boss:
There are a couple of things you should do if you have a terrible boss, and they rely on your personal, professional goals, your ability to tolerate stress and stressful situations, and your overall skill sets.
1. One thing you can do is put up with the bad behavior and hope the boss gets transferred or takes a position with another company. If this is the strategy you choose, I highly suggest that you document, document, document as much bad behavior as possible. Include dates, times, and anyone that may have heard the bad expressions besides you. Be very specific.
2. Try to talk with the individual in a politically correct way, so you don't come off as being insubordinate. 
Once again, thoroughly document the discussion. Of course, this could backfire, though, so walk through this carefully. I can emphasize recording this conversation as well as bad behaviors.
3. If the individual gets to the point that they seem to be harassing you, you can go to your boss's boss, the company employee relations officer, HR Manager, Company/CEO, or whomever your employee policies dictate as your next line of defense. The more documentation and specific examples of the behavior you can show, the better and if other people in your department are getting the same treatment – suggest that they join you. Your story will be less of a he said/she said.
4. Next strategy, you can ask for a transfer to another department. 
If there are no openings, you may have to choose to leave the job or even the company. 
This sort of behavior can lead to chronic illnesses, heart attacks, breakdowns, and more.
Unwarranted harassment can create a hostile work environment in which the employer may be liable. Also, Frankinboss' can cause individuals to suffer chronic illness, heart attacks, and physical or mental breakdowns. Company owners and stockholders do not want to be legally liable and face a lawsuit and bad press concerning the workplace.
Don't wait until your physical and mental health are suffering the consequences of a bad boss. Do what you can to rectify the situation.
 
Written by: 
Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com
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Team HR Pros
Deb Sutton
Machelle Thompson
​Doris Santos-Williams
Cheryl Lamb-New
​Brandy Lynch​
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​
​Catch Your ZZZ’s

It is important for overall health to get enough sleep.  When I was younger ( 20 something) I paid no attention to sleep and became sleep deprived later on in life.  It has effected me in many ways.


Here are some great tips:
 
Melatonin helps you sleep through the night.
FALSE:  It can help you fall asleep.  It won’t knock you out rather it helps you relax and fall asleep easier.
 
You can make up for lost hours of sleep with a nap.
TRUE:  Research shows that just a few minutes of sleep will improve alertness, performance and mood. But substituting periodic naps for one night of sleep can create severe sleep deprivation
 
Exercise before bed keeps you awake.
FALSE: One study concluded that not only did evening exercising not effect sleep, but it also seemed to help people fall asleep faster, spend more time in a deep sleep.
 
The older you get, the fewer hours of sleep you need.
PARTIALLY TRUE:  The amount of sleep a person needs various from individual and is affected by several factors. Most adults need seven to nine hours per night.
 
Source:  FAB FIT FUN Magazine spring 2020
 
 

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Social Security Regrets

​What lessons can today’s workers learn from retirees who have filed for Social Security benefits?  Be better prepared these survey results say:
  • 3 in 10 filed at age 62 or younger
  • Nearly 4 out of 10 regret not filing later
  • More than Half (53%) filed out of necessity, such as not having saved enough.
  • Another one third filed as the result of unforeseen issues, such as health concerns or employment changes.
  • Couples could receive $2,000 to 3,000 a month less by filing for Social Security retirement benefits at age 62 instead of age 70. 
Source 2019 MassMutual Security Pulse Check
 

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Jobs Available: 

Human Resources Manager:  Excellent opportunity for an experience plant HR Manager for two non-union manufacturing facilities in Scranton, PA. National manufacturer with opportunity to move to other positions/operations in HR.   Must have Bachelor’s degree and at least 7 years HR experience 5 of which is in manufacturing.  Prefer certifications SPHR or PHR or SHRM CP or SCP.  To $120 K -will pay relocation. Resumes to Deb Sutton – debsuttonhrpro@gmail.com

Training Manager:  Great opportunity for an experience plant training manager to support 400 employees and two non-union plants.  Must have a Bachelor’s Degree in Training and Development, Instructional Design, Adult Learning or comparable/equivalent job experience.  $90 – 110K plus relocation.  Resumes to debsuttonhrpro@gmail.com.

Account Executive:  Tampa Staffing firm has openings for AE’s with direct and/or temporary staffing experience.  Prefer some college and working for a staffing firm.  Medical staffing experience helpful. NO Job Hoppers.  $50 – 65K plus OTE – first year salary $90 – 100K plus.  Resumes to debsuttonhrpro@gmail.com.

Recruiter:  Tampa company has opening for staffing company recruiter.  Must have staffing company recruitment experience (medical a plus).  Prefer some college.  No Job Hoppers.  $45 -55 plus OTE – first year expectation 90 – 100K plus. Resumes to debsuttonhrpro@gmail.com.
 
B2B Account Executive:  Multiple locations 9 positions – Baltimore and White Marsh MD.Locations around the metro Baltimore/DC area.  Experienced Sales Pro – Hunter mentality, 90% of in the field work – contacting small to medium businesses.  Develop own leads.  Some college preferred.  2 to 5 years of experience $35 – 40K plus OTE – first year earnings 70 – 80K plus – unlimited commission.debsuttonhrpro@gmail.com.

Residential Sales Pro:  Fortune 50 company seeks a B2C sales pro in multiple positions Virginia. and MD. Entry level sales but would prefer some sales or customer service experience.  Must be able to work in inclement weather conditions.  Leads provided.  $26,000 plus OTE of $60k plus (unlimited commission. Will train - Outstanding benefits day one of training/employment.  debsuttonhrpro@gmail.com.

​Senior Systems Engineer:  Multiple positions – telework(remote) – 4 positions. Bachelor’s in Computer Science, Software Engineering, MIS or Equivalent work experience.  Knowledge of related applications, relational database and web technology.  5- 7 years’ experience as a Systems Engineer. Travel required.  Resume to debsuttonhrpro@gmail.com.


People Available:
​

Colleen – Recruiter – 22 years’ experience.  Prefers Remote but will consider other options.  Jacksonville, FL area. 

James – Training Manager 25 years’ experience. Willing to relocate to some areas.  Worked for large manufacturing concerns.  $140K plus bonus.
 
Eileen – Recruiter – 3 years’ experience recruitment and 18 years’ Customer Care Center Manager.  Maryland area.  $75K plus benefits needed.
 

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​From the staff at HR Pros – Deb Sutton, Brandy Lynch, Cheryl New, Michelle Thompson, Doris Santos-Williams

​HR Prose is published quarterly and written by Deb Sutton, HR Pros, LLC, an HR Consultant, specializing in consulting with small and medium-sized companies, employee recruitment and direct staffing and career coaching. debsuttonhrprollc.net. 941-776-0996 business. debsuttonhrpro@gmail.com


HR PROSE FALL EDITION 2019
10/27/19

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​
  1. Feature Article– Engaging a Multi-generational Workforce by Deb Sutton
  2. Hot Jobs
  3. Hot Candidates
  4. New at HR Pros, LLC
  5. Thank you for your Service
  6. Giving Thanks 
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How to Engage a Multi-Generational Workforce
By Deb Sutton, HR Pros, LLC
 
                                                                  My background and experience in Human Resources Management, Consulting Recruitment, and Career Coaching over the past years has taught me much about workforce culture and employee engagement. I have seen many employee cultural changes and have been involved with four generations over the years. During my career, I have always found different generations of employees fascinating to study.
This different generation of workers include employees from different educational levels, backgrounds, countries of origin, religious affiliations, sexual orientation, political differences, socio-economic differences, and many other variations of the human worker. 
From a Generational Standpoint, however, the gist of the workforce today is made up of 4 generations: baby boomers, Gen X, Millennial's, and Gen Z.
Motivation for each of these groups comes from a different place; finding out where this motivation comes from and how to best engage (recruit, hire, coach, and retain) these workers is paramount to maintaining a great workplace. 
Baby boomers are the senior workers, and they want to be recognized for their experience and longevity. These workers are getting their lives readied for retirement, and leaving the workforce can often be very traumatic. Boomers want employers to value their years of hard work and impressive work ethic. They want an opportunity to prove that they still can add value to the workplace.  
Gen Xers have different work values. They are in the process of climbing the corporate ladder or reaching the top of their salary potential. Recognizing them means they are moving up the ladder and are in control. They will feel a loss of power when their skills are replaced by someone in another generation. They are typically managers, directors, or senior individual contributors. They usually need to be able to prove themselves through promotion and more money. 
Millennial's are excited about introducing new ideas and creativity. They are often maligned for their being brought up by the older Gen Xers and younger Baby boomers. They can often be seen as living with their parents after high school or college graduation due in large by economic factors. Some studies report they are the “entitled generation.” Employers need to praise them for their new ideas and offer perks and incentives for them to stay on the job. 
The final and youngest of the generations are Gen Z’s. Gen Z’s are the youngsters of the workforce. Often called “snowflakes” because their parents taught them they were special, these younger workers cut their teeth on technology and thrive on the internet and social media. In the workplace, they may need a little extra hand-holding, but these are the folks you want to groom and give tech assignments too. There is also the stigma that they are less about-face to face encounters and use email, texting, and social media to extremes. Employers need to give Gen Z employees an opportunity to have fulfillment and excitement in their jobs. They, too, will jump ship to have community and social involvement at work as well as other perks and incentives to keep them engaged in the workplace.
 
By understanding what motivates these different generations of employees, organizations can assign them roles based on how they will best be engaged.
Boomers need to be assigned tasks that allow them to be subject matter experts and display their years of experience, which are winding down towards retirement. Generation X workers should be allowed to apply and win promotions and are typically your managers and director levels who need to display their leadership qualities. Millennial's would be the innovators who need to show their creativity and imagination whose roles should be to demonstrate these qualities. They are the entry-level managers or the independent contributors who are at the mid-stages of the career ladder. Finally, Gen Zs are just starting in their careers, and they need more entry-level roles. Paring them with Boomers will give boomers the mentor satisfaction and show the Z’s the value of a good work ethic. 
By keeping in mind the ages, values, and other variations of individuals of each generation, employers can successfully engage their workers and improve hiring, motivation, and retention practices as well as reducing the expensive cost of employee dissatisfaction and turnover.

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HOT JOBS
HR Pros, LLC is recruiting for the following positions:
  • Recruiters – 1099 – agency recruitment experience – excellent commission plan and flexible work hours. Remote needs a home office. Those recruiters who can bring clients and candidates to the show will be given the priority for hiring. Locations open –will consider all time zones in the U.S.  Opportunity to earn $50 – 75K annually.
  • Recruiter –Nashville– a great client who is growing business. Recruitment of technology or medical positions preferred. Degree and two-plus years of experience. $ 45K plus commission. 
  • Account Executives (4)– Tampa, FL, Degree preferred plus 2-5 years of b2b sales experience. Excellent work environment, little travel, super-compensation/bonus plan. $ 70 -90K
  • Field Sales Representatives (15 positions) multiple NE locations. B 2 C experience helpful. Excellent pay and benefits – first-year salary plus commission is mid $63K. Will train. Paid training. Ability to work some shift work.
  • Apply for these positions on Indeed and get full job descriptions or send resumes to debsuttonhrpro@gmail.com 
  • Note – use this information to put the jobs on the HR Pros web page
 
HOT CANDIDATES
Gerry – Excellent Senior HR Generalist Lives near Orlando– can do Lakeland or Orlando.
Tyrone - Technology Sales Manager – Looking to lighten travel load – remote position in the Houston area.
Terri – HR Business Partner ready for a Director or VP role. Tampa to Venice – open to relocation. Needs multi-industry experience. 
Polly – Bradenton/Sarasota – HR Manager – experience in profit and non-profit.
Jane– Degree plus 20 plus years in food & beverage – purchasing, supply chain management
​Todd– Senior Account Executive in the building trades Industry – Tampa, FL - will travel.

​Receive resumes on these individuals, contact HR Pros, LLC debsuttonhrpro@gmail.com  941-776-0996.
 
 
​New at HR Pros, LLC
 
HR Pros LLC is now a proud owner member of a consortium of Recruitment Agencies that numbers over 500 worldwide.  This opens up a whole new aspect for us in that if candidates that are looking to make changes apply with us and we do not have a position that fits their demographics, we can share them with a plethora of recruiters throughout the U.S. and abroad.  This is a fabulous addition to our bandwidth. 
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THANK YOU FOR YOUR SERVICE

​With Veteran’s Day fast approaching, the men and women that serve(d) our great nation are once again
on our minds. Most of us have hired Veterans in our roles as Human Resource professionals, but how
many of us actively target Veterans to fill open requisitions? Other than being socially responsible, there
are many reasons to consider building hiring initiatives that create pipelines of Veteran and Military
Spouse candidates. One of which is your P&L and recruiting budget.
Based on our research, most companies are unfamiliar with a Department of Labor program that
incentivize employers to hire Veteran and non-Veteran target groups that have historically faced
barriers to employment. The Work Opportunity Tax Credit (WOTC) program rewards companies with
tax credits up to $9600 per Veteran hired. There are no caps to the number of Veterans a company can
hire in a year and no caps on the associated credits earned. Because these are “credits” and not
deductions, the credits earned are dollar for dollar returns to your P&L.
Let’s face it, we’ve all been asked at one time or another, to find money or trim costs. Imagine if you
hired just ten Veterans in a year with an average tax credit of $5400. That’s an additional $54,000 of
found money. Could that help your recruiting budget? Could that fund an additional employee or save
one?
My bet is, you’ve not only hired Veterans in the past, but probably have unknowingly hired employees
from other WOTC target groups. Unfortunately, you can’t file in arrears for those hires, but you can put
things in place to ensure you don’t lose future credits. WOTC is a government program and of course it
comes with deadlines and requirements that have to be met in order to claim the tax credits.
Fortunately, there are companies that specialize in helping you with the paperwork so you maximize the
credits earned. VTC Veteran Tax Credits is one such company that offers a turnkey solution that is quick
and easy to implement. It combines a software platform that takes you from sourcing to credits with an
easy to use applicant tracking system. It also gives you access to source Veterans that are looking for
their next career and are pre-certified for the tax credit. The VTC software will process the required
paperwork for all target groups including the non-Veteran groups with the appropriate governmental
agencies on your behalf. They take the mystery and headache out of collecting these valuable credits.
To find out more, visit their website at https://veterantaxcredits.com. If you use the coupon code: HRPros, you’ll get the first month of the 1 Star subscription, discounted to $0 so you can try it out risk free.  
by:  Craig Washburn Founder/CEO VTC Veterans Tax Credits
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A Special greeting from the staff and management of HR Pros, LLC at Thanksgiving.  We are sincerely grateful for your business, friendship, confidence and loyalty to HR Pros, LLC, over the years and wish you and yours a heartwarming Thanksgiving Holiday!
 
Deb Sutton, Owner/Founder
Rick Sutton
Brandy Lynch
Cheryl Lamb New
Pat Bentley
Machelle Thompson
 
Deb Sutton, M.S, SHPR, SHRM-SCP is the founder and owner of HR Pros, LLC, a successful national recruitment, HR Consulting and Career Coaching business located on the west coast of Florida. She can be contacted at debsuttonhrpro@gmail.com (941) 776-0996 website: https://www.hrprosllc.net

February 2015 Newsletter

2/16/2015

2 Comments

 

Labor Law Poster Update for 2015

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Attention HR folks – Are you up to date with your Mandatory Labor Law Posters?

Florida was one of 24 states that recently underwent a Mandatory Labor Law Poster Change.  If you have not taken action, you may be out of compliance!  Let's remedy that today – contact HR Pros, LLC  to assist with your compliance needs. We offer complimentary needs assessment and a quote for further services.  We can also automatically alert you whenever a change occurs, so that you can stay on top of the updates effortlessly.  


HR on Call

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We now proudly offer HR on Call - a subscription service that allows for an annual membership for all your HR needs.  Pricing based on size of company (number of employees). Outsourcing is a proactive approach that can improve productivity as well as reduce costs.  It is the goal of HR Pros, LLC  to provide high quality HR services allowing its clients to select from a host of HR services which will be customized to meet their individual needs.
These services range the gamut of:

I. Employment
    
Recruitment and staffing projects - New Hire Orientation Program Development - Manpower Planning - ADA compliance - Affirmative Action Plan 

II. Compensation
        
Salary Plan Design - Writing Job Descriptions - Compensation Surveys - Performance Appraisal  

III. Benefits
Benefit Plan Analysis - Benefit Cost Containment - Plan Document Design - Worker’s Compensation Analysis - Unemployment Cost Analysis - FMLA - Drug and Alcohol testing - Employee Assistance Program

IV.  Employee Relations
Regulatory Compliance -  Employee Handbooks - Personnel Policies - Employee Suggestion Programs - Employee Retention Programs - Employee Opinion Surveys - Preventative Labor Relations

V. Training
Management/Supervisory - Team Building - Leadership - Sexual Harassment - Diversity - Time Management

VI. Human Resources Audit
Review of HR systems, policies, procedures & programs - 
Development of Strategic Initiatives

VII.  Outplacement
    
Career Workshops - Individual & Group Career Counseling - Manage Career Centers - Resume writing/job finding techniques

We are reasonably priced - competitive with our marketplace - call us at 941-776-0996 for a free assessment and project quotes.



Why Some Recruitment Agencies May Not Call you Back

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When I originally started the recruiting leg of my business, I wanted to stand out from other recruitment agencies.  Keeping this in mind, what  I really and sincerely tried to do was contact the candidates whom I or my staff had interviewed and make sure that we left them with a positive experience. I did this because I felt that the one thing that would help HR Pros, LLC stand out from a candidate standpoint would be great customer service.   This was also solidified by the fact that when I asked candidates if they had a positive experience with other recruitment firms, 90 % of them said no.  The reason was fairly universal:  The Recruiters would call them and be “Gung Ho” about the job they were promoting but would not get back to them with any follow-up.  At HR Pros, LLC we make every effort to engage with our candidates and to make sure we let them know if we have submitted them to a position, what the outcome is.   Anyone that we engage with and submit to a position will hear back from us swiftly and specifically about their candidacy. 

Deb

Written by Deb Sutton, MS SPHR
CEO/Founder, HR Pros, LLC



2 Comments
Mikki T
2/25/2015 11:56:33 pm

I love this page from this company! It is very straight to the point and easy to understand.

Reply
Pasadena Small Appliance Repair link
9/13/2022 02:38:26 pm

Hi great reading your bloog

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