You’ve probably heard about the best employee perks the big Silicon Valley players offer—free gourmet lunches, on-site massages and huge common areas stocked with the latest video games—and may have thought smaller businesses can’t compete. Truth be told, most small organizations probably can’t. Let’s just be upfront about that.

But Google can’t compete with small businesses, either. They can offer things big companies just can’t. Here are several perks (most small businesses can afford) that just might make them more attractive than competing corporations.

Great Management

This might not sound much like a perk at first, but it’s really the best perk there is. A manager who knows how to lead and guide their team well—and squashes bullying and gossip before it can take hold—is already winning. If the purpose of perks is to enhance employee retention, investing in great management is the best strategy. Hiring correctly and training managers properly can keep the best employees happy and engaged.

To keep reading, click here: The Best Employee Perks Even Small Businesses Can Afford

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There is often a tenuous relationship between recruiters and job seekers, which is funny because they need each other to be successful. But, they drive each other nuts and that came out to be blatantly obvious when a recruiter posted his pet-peeves about candidates and the candidates responded.

Ciaran Hardie wrote on LinkedIn that these are some of the things that bother him about job seekers:

  1. They apply to jobs which they are clearly not suitable for.
  2. They don’t respond to personalised outreach messages.
  3. They lie about their preferences (e.g. contract or perm) in order to rally up as many options as possible.
  4. After an offer has been made at the salary they’ve asked for since the beginning, they ask for more.
  5. They keep applying for jobs despite being in the final interview stage with a client.

To read the rest of the things that annoy him and people’s responses, click here: A Recruiter Said What He Hates about Candidates and the Candidates Punched Back Twice as Hard


Part of the training process is explaining what not to do. If you say, “Don’t do X,” people may tune it out. But if you say, “John did X and then the furnace blew up!”—well, people tend to remember that.

It’s easy to come up with stories that give positive examples, but sometimes a negative example can be an even more effective training tool. It can be a tricky proposition, though: Do you want to risk embarrassing your employee who made the mistake? Here are some tips for how to use negative stories in training without shaming a valued team member.

1. Consider Your Purpose

If your goal is just to share a funny or interesting story, it’s not really a training tool: It’s just gossip. If you don’t have a specific training objective in mind, telling a story that could potentially embarrass a good employee isn’t worth it.

To keep reading, click here: Stories Are Great Training Tools—If You Don’t Embarrass Someone


Did you start your career at McDonald’s? Chances are more than a few of you did, and those that didn’t may have worked for another business that operated on the franchise model.

How the franchise model works is that a person or group buys the rights to open a restaurant (or other franchised business). The business gets the benefits of the global branding and is bound by numerous corporate rules, but the employees report to the local owner.

That limits corporate liability. If Jane, who owns a McDonald’s Franchise, doesn’t pay overtime, it’s Jane that’s liable, not McDonald’s Corporate office. Jane, you might have guessed, doesn’t have the deep pockets that the corporate office has.

All of that might change.

To keep reading, click here: This Imminent Labor Law Ruling Could Change the Fabric of McDonalds Forever

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5 Leadership Lessons from Hamilton

by Evil HR Lady on March 19, 2018

I had the envied opportunity to see Hamilton in London this weekend, and while the play itself was a masterpiece, I couldn’t get out of Evil HR Lady mode. So many management lessons stood out to me, so I just had to share.

Your ensemble makes or breaks you.

I had no doubt that the stars would be outstanding and they were. (Special shout out to Rachel John, who played Angelica Schuyler. Wow.) But what amazed me more was the perfection of the ensemble.

While the stars were off stage from time to time, the ensemble was practically always there, always dancing, and always singing. And their dance moves were so well done it was hard to believe this was live theater with no chance for re-shooting.

If the ensemble hadn’t been perfect with their performances, the stars would have fallen flat.

Lesson: You may be the star and you may want to hire stars, but the show–and your company–will be a disaster if your support staff doesn’t have it together.

To keep reading, click here: 5 Leadership Lessons from Hamilton


If you work for a hot startup or a Fortune 100 company, recruiting is no big deal.

If you work for the former, applications probably flood your website. Plus, you’ve got the budget to splurge on specialized headhunters to find the exact match for each role. If you work for the latter, candidates are probably scrambling to get in on the ground floor of something huge.

But for everyone else? Well, your budget isn’t endless. The reality is, you need the best employees and you don’t want to waste any money getting there. So we came up with five affordable ideas for small businesses looking to get the most out of their recruiting bucks.

to keep reading, click here: Where Should You Really Spend Your Recruiting Dollars? Here Are 5 Scrappy Ideas


Dilemma of the Month: Out-of-Office Socialization

by Evil HR Lady on March 16, 2018

I am the chief human resources officer of a startup and live with a fellow co-founder. Without telling me, he invited one of our interns over to our house for reasons unrelated to work. While they are just playing Pokémon, I feel I am in an awkward position. Is after-hours employee fraternization between a co-founder and an intern inappropriate, or am I just being extra cautious?

To read my answer, click here: Dilemma of the Month: Out-of-Office Socialization

Share your own answer in the comments!


I think I’m supposed to be outraged to find out that the star of the hit Netflix show, The CrownClaire Foy, earned less money than her co-star, Matt Smith. As Queen Elizabeth, she had more screen time, was the main character, and totally and completely knocked her performance out of the park. She was, to put it mildly, amazing.

And if perchance, they were negotiating new contracts with Foy and Smith, I would expect that Foy would earn a boatload more than her prince. But they aren’t. Both are being replaced by older actors.

Why am I okay with Foy earning less? Well, because acting isn’t like accounting. Or HR. Or whatever job it is that you do. Part of the job of an actor is to bring in viewers. When you have a reputation, you’ll bring people in.

To keep reading, click here: Netflix Paid Queen Elizabeth Less than Prince Philip and I’m Okay with That


Microsoft spends around $55 million dollars per year on diversity and inclusion efforts, but that hasn’t stopped complaints of gender discrimination and sexual harassment. A lawsuit against Microsoft was filed in 2015, and on Monday new documents were made public. These show that out of the 8000 similarly situated women, 238 complaints of gender discrimination and harassment had been filed between 2010 and 2016.

These are internal complaints, not lawsuits or EEOC cases. These are complaints from one or more employees regarding something that occurred at Microsoft.

Interestingly, 118 of those were gender discrimination claims and the company only considered one to be based in fact.

In an earlier statement to Fortune, a Microsoft spokesperson said:

“Microsoft encourages employees to raise concerns and has numerous channels for them to do so. We take each concern seriously and have a separate team of experienced professionals whose job it is to investigate these types of allegations thoroughly and in a neutral way, and to reach a fair conclusion based on the evidence.”

If Microsoft truly follows this, it seems unlikely that less than one percent of complaints were found to be based in fact. Microsoft argued in favor of keeping this information confidential because they, said, if it came to light people would be discouraged from complaining.

To keep reading, click here: Microsoft May Not Have a Toxic Workplace (but It’s Definitely Not Healthy)


On Saturday, I ordered a new couch. The salesman had to enter the specifications for the couch into his computer. He seemed like a knowledgeable enough fellow–probably early 50s, knew a lot about furniture. But, he used two fingers to type all the information into his computer.

That made me start thinking back to my days in high school and thinking in the present about what classes my children take and I realized that there are three classes that everyone should take, but many schools don’t even offer. Educators, we HR types would be thrilled if people came to work with these skills–even though some don’t seem work-related.


Back in the dark ages, when I was in high school, I took type classes. We learned to type on actual typewriters (although they did have built-in correction tape to fix mistakes, but only small ones). We learned how to place our fingers on the correct keys (sometimes we typed with our hands covered), and to properly format business letters.

To keep reading, click here: Three Old-Fashioned Classes I Wish Would Return To High School