BizCoachGurus Blog

  Every Small Business Should Have an Internal Employee Website (or Portal), here's why! In today’s hybrid and fast-paced work environments, communication and organization are more important than ever. One simple yet powerful tool that can dramatically improve both is an internal employee website — also known as an employee portal . Whether your team is fully remote, hybrid, or office-based, an internal website can streamline operations, boost engagement, and make everyone’s jobs easier. Here’s why your business should consider building one: 1. Centralized Information Access Imagine one simple, secure location where your employees can find everything they need — HR forms, benefits information, training resources, company announcements, policies, and more. No more digging through old emails or asking around for the latest updates! An internal portal keeps your team informed, saves time, and eliminates confusion. 2. Stronger Communication and Culture Employee portals aren...

According to SHRM, selecting the best benefit plan involves first identifying your organization's benefits objectives and budget, then conducting a thorough needs assessment to understand employee preferences, before formulating a plan that aligns with those needs while staying within budget constraints; key factors to consider include: employee demographics, desired benefits, cost-effectiveness, and clear communication of the plan to employees.  Key steps outlined by SHRM to select the best benefit plan: Assess employee needs: Conduct surveys, focus groups, or one-on-one meetings to understand what benefits are most important to your workforce and their varying demographics.  Set a budget: Determine how much your organization can allocate towards employee benefits.  Consider different benefit categories: Evaluate options like health insurance, retirement savings plans, life insurance, disability coverage, paid time off, and flexible work arrangements.  Compare plan ...

Properly classifying employees as exempt or non-exempt is crucial for businesses to comply with the Fair Labor Standards Act (FLSA) and avoid potential legal issues. The primary distinction between these classifications lies in overtime pay eligibility.  And unfortunately, many small businesses and new owners find themselves having to navigate making these decisions very early on in their business.   Here are some helpful ways to understand the differences: Non-Exempt Employees Non-exempt employees are entitled to: Minimum Wage : At least the federal minimum wage for each hour worked. Overtime Pay : Time-and-a-half for hours worked over 40 in a workweek. These protections are mandated by the FLSA. Exempt Employees Exempt employees are not entitled to overtime pay. To qualify as exempt, employees generally must meet specific criteria: Salary Level: Earn a minimum amount per week. Salary Basis: Receive a fixed salary not subject to reduction based on work quality or quanti...

  HR metrics in hospitality are crucial for managing the workforce efficiently and ensuring high service quality. Here are some key HR metrics specific to the hospitality industry: 1. Employee Turnover Rate 📌 Formula: Turnover Rate = ( Employees who left during the period Average number of employees ) × 100 🔹 Why it Matters: Hospitality has one of the highest turnover rates (often 70%–80% in restaurants and 50%–60% in hotels ). Reducing turnover saves on hiring costs and improves guest experience through consistent service. 2. Time to Fill & Time to Hire 📌 Formula: Time to Fill = Days from job posting to offer acceptance Time to Hire = Days from application to offer acceptance 🔹 Why it Matters: Open positions impact guest service and operational efficiency . Benchmarking these numbers helps improve recruitment speed and efficiency. Industry Benchmark: Time to Fill : ~30-45 days for mid-level roles, shorter for frontline role...