Published on: 10 January 2019
Last Updated on: 24 February 2020
If you have decided to make a career in the home healthcare aide industry or set up a home healthcare aide agency, you already have a fair idea of how to set up your business. You know what kind of qualifications you need, or you must seek in your employees, and know what inherent qualities, such as compassion and patience, are needed to succeed in this field. However, many HHA agencies start out without a comprehensive insurance plan covering them, and this can prove to be a dangerous lapse.
Take a look at some facts that were outlined in a report by NERA Economic Consulting, commissioned by the U.S. Chamber Institute for Legal Reform.
In the year 2008, small businesses in America paid up a total of over $105 billion towards tort liability.
Small businesses absorbed about $35.6 billion of tort costs and paid from their funds, not through insurance.
Medical malpractice costs plus other tort liability cost for small businesses amount to over $133.4 billion.
The fact is that no small business owner wants to think about being dragged into a lawsuit when they are just about to embark on the business, but this is not something that can be ignored. The potential costs are simply too high, and they can push your fledgling business to the brink of ruin. Remember that letting a claim go unchallenged is not a very good option for you either, since your inaction may be taken as an admission of guilt by potential/future clients. This could impair your future business drastically. Given the disastrous consequences that a lawsuit against your agency can have, it makes business sense for you to get insurance cover in place as one of your top priority items when you set up your HHA agency. This also true if you are setting up a non-medical HHA agency. In fact, take a look at this step by step guide to setting up such an HHA agency, and you will see insurance coverage listed here as one of the critical tasks to do.
Can liability insurance cover you effectively?
The answer is a resounding YES! A savvy business owner knows that insurance is a simple, effective way to protect the business financially. Legal issues tend to run up bills that can be huge, even if you can prove your innocence and do NOT have to pay damages. There are costs associated with fighting your lawsuit, remember, and without the right insurance in place, it is your business that absorbs all these costs. To prevent this, you need to opt for the right kind of insurance plans to cover all your bases. Take a look at what you need:
General liability insurance explained: This is broader base insurance that is often referred to as business liability insurance. For example, if your aide accidentally damages some medical equipment that is at the patient’s place when they are operating it, this insurance may kick in to cover any costs arising from legal claims made against you for property damage or bodily injuries resulting from your services or operations.
Malpractice liability explained: This insurance coverage kicks in when a claim is made against services you or your aide have provided. There may be patients or family members of patients alleging that you/ your aide were negligent in duties or there was a failure to perform services as claimed or that you gave wrong advice that led to some detriment to the patient. In any such situations where you are accused of a lapse in medical care that has led to some harm to the patient, your malpractice liability insurance helps cover the risk.
Wrap:
Knowing how your insurance plan protects your business helps you tackle legal claims with confidence, challenging allegations that are falsely made against you. Talk to your insurer and understand the many benefits that your insurance plan provides because this may be your lifesaver in a challenging situation with a client.
Content Rally wrapped around an online publication where you can publish your own intellectuals. It is a publishing platform designed to make great stories by content creators. This is your era, your place to be online. So come forward share your views, thoughts and ideas via Content Rally.
Starting a new beauty line can be an exciting and rewarding endeavor, but it is essential to remember that success is not overnight. To achieve the level of success you desire, it is necessary to have a well-thought-out marketing strategy in place. One of the best ways to maximize your success chances is to hire a professional PR firm specializing in a boutique skincare pr agency.
A good PR firm will help connect you with critical media outlets, generate interest in your line, and provide valuable feedback. They will also help build buzz around your brand and create a solid foundation for long-term success. So if you are serious about launching a successful new beauty line, consider hiring a PR firm today.
What Is A PR Firm?
A public relations firm, or PR firm, is a company that specializes in creating and managing public relations campaigns for its clients. They work with the media to generate positive coverage for their clients, which can help to increase brand awareness and generate sales.
In addition to media relations, PR firms can also help with event planning, brand ambassador programs, social media management, and more. So if you are looking for help launching or growing your beauty line, then a PR firm may be a good option.
Related Resource: How to Use Videos to Get Real Estate Leads from Social Media with Little Effort
Why Should You Hire One?
When it comes to launching a new beauty line, hiring a PR firm can be highly beneficial. Here are a few reasons why you should consider hiring one:
1. They Have Experience Working With The Media
A good PR firm will have wide experience working with the media. They will know how to get your products in front of the right people, and they will be able to provide valuable feedback about your products. This feedback can help you improve your line and make it more appealing to consumers.
2. They Can Help Generate Interest In Your Line
A good PR firm can help generate interest in your line by reaching out to critical media outlets and generating positive coverage. This type of exposure can help to increase brand awareness and generate sales.
3. They Can Provide Valuable Feedback About Your Products
A good PR firm will provide valuable feedback about your products. This feedback can help you improve your line and make it more appealing to consumers.
4. They Can Help Connect You With Key Media Outlets
A good PR firm will have relationships with critical media outlets. This means that they will be able to get your products in front of the right people, which can help to increase brand awareness and generate sales.
How To Find The Right Firm
When hiring a PR firm, it is crucial to find a good fit for your business. Here are a few tips for finding the right firm:
1. Do Your Research
Before you hire a PR firm, it is essential to do your research. This means researching different firms and interviewing several of them. Ask them about their experience working with the media, their marketing approach, and their thinking of your products.
2. Ask For References
An excellent way to determine whether or not a PR firm is right for you is by asking for references. Ask them to provide contact information for past clients who were happy with their services. This can help you get an idea of what to expect if you decide to hire them.
3. Obtain A Written Contract
Once you have determined to hire a PR firm, it is vital to obtain a written contract. This contract outline the services they will provide, the fee they will charge, and the length of time they will work with you. Having a written agreement can protect both you and the Firm if there are any disagreements.
Final Thoughts
Hiring a PR firm can be highly beneficial to the success of your new beauty line. By working with a PR firm, you can focus on creating beautiful products while they help to get the word out there and generate interest in your line.
They will also connect you with critical media outlets and provide valuable feedback. If you are serious about launching a successful new beauty line, consider hiring a PR firm today.
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It’s the end of your first day. You’ve completed a plethora of online applications, psychometric tests, digital interviews and hopped through all manner of recruitment rings of fire – and you’ve landed the job of your dreams. Or so you thought… But do you know what are the ways to prepare a new employee?
You arrived at your fancy new office, but there was no one to greet you. After waiting near an hour, your co-worker-to-be apologized and took you to your desk, only to find it hadn’t been cleared. Grimacing that your equipment hadn’t been set up, your ‘guide’ spun you around the office’s sea of blank faces. Did they even know you were starting? The awkward acclimations were interrupted by an irritated-looking administrator who lugged a thick binder of forms to fill in. You missed lunch with the gang.
After finally navigating through all the red tape, the person you were meant to shadow was never notified so you were given menial tasks to pass the time, while they were in an important meeting with a client. You stared at the clock, waiting, waiting, waiting.
With the day over, you’re just sad you didn’t get out sooner. Wait – is this really your dream job?
New hires expect and need their onboarding to run smoothly. The above scenario sounds like an exaggerated horror story, but in a survey, Cezanne HR asked new employees about their onboarding experiences and was shocked to find:
52% didn’t know what to expect on their first day
30% didn’t have a buddy
8% didn’t meet their managers
23% didn’t have a desk ready
6% didn’t get told about health and safety regulations
5% didn’t have data security training
6 didn’t have a laptop or computer.
Great onboarding is extremely important. It increases retention and reduces staffing costs. It delivers an engaging experience for new hires, so they connect with the organization and colleagues from the moment they’re given the offer. Also. it should turn first-day new employee anxiety into genuine excitement. It should make them feel prepared for the new job and welcome!
Of course, no one said it’s an easy process, and orchestrating the activities to get onboarding right is time-consuming for everyone. In addition, the burdens of paper-based systems or dancing between data spreadsheets, such as Excel, allow important processes to slip through the cracks – which shouldn’t happen in a modern workplace. However, with the right HR software, you can make new employee onboarding engaging and straightforward, while automating and streamlining the admin involved in bringing on new hires.
Here are the ways to prepare a new employee:
Stay in touch after the job offer
It’s very important for a new employee to engage with employers from the moment they’re hired. This can go beyond a simple email. Make sure you consider the following:
Welcome portals are a very common feature in HR software because they do precisely that: they welcome people. Welcome portals act as an information hub and enable constant communication. They are a platform to share all essential details, including the new hire’s start date, office location, and contact details. It’s also a great way to prepare the new hire by letting them know how their first day will be structured and what their first projects will be.
Make sure you send your new hire links to any documents they need. Provide them with essential advice including what they should bring with them on the first day or week, including items like their passport, P45, national insurance number and other relevant work documents. You could use your HR software system’s welcome portal to deliver this information and advice.
Get the paperwork out of the way in advance of the first day. Signing a lot of forms can delay more pressing tasks, such as the relevant introductions, training, and the new hire’s first projects. HR software can be especially effective here. Instead of wasting time filling out form after form, new hires can sign documents electronically. It streamlines admin processes and makes everything available in one place – and it can all be done before the starting date.
Making use of welcome portals and their visual content is a powerful way of engaging with new hires and allows companies to add photos and embed company videos – it might be a hello from a CEO, or a video demonstrating the company’s culture, or brand values and goals. Portals can also allow new hires to self-serve, adding a profile, information, bank details and the like.
Moreover, all information you collect should flow straight through to your HR system. Cloud HR solutions should come with onboarding modules that are simple to set up and accessible 24/7. Storing information in one place also cuts back on the task of re-entering the same data into multiple systems.
Prepare the desk
When your new hire’s first day comes, ensure you’ve got a plan:
assign someone to receive and greet them at the door
put in an order with IT and prepare all the relevant equipment: a computer, phone, email, and network access, and office supplies
moreover, ensure security and compliance policies are explained as appropriate.
Spread the duties for onboarding tasks across different departments. For example, the IT department might be responsible for setting up the new hire’s laptop and email; the finance team might organize payroll, and the line manager will arrange inductions as well as check-in meetings. HR software’s task management systems can help significantly here.
HR software makes it much easier for these departments to fully understand their roles in the onboarding process. Task managers and checklists make use of notifications, meaning important processes don’t get forgotten about. It gives an overview of what’s been done and what needs doing.
Involve your employees
Send the first-day welcome announcement to the organization and share the news of the new hire with the team. Give their name, title, and something that distinguishes them: it might be a hobby or interest, for instance. This allows current employees to easily see if they have anything in common, making everyone more prepared for the big day. Moreover, give your current employees details of the new hire’s background, making sure the new employee’s biggest strengths are acknowledged.
Find a peer and assign them to mentor/buddy the new hire. This will help the new hire to get settled and to be comfortable enough to ask any questions that are on their mind. This also helps build relationships with the team, integrating the new employee into the company significantly faster.
Also, consider explaining who’s who – HR software can create a staff directory mapping this for you. This will help your new hire to familiarise themselves with their co-workers and assists them in directing their queries to the right people from the right departments, so they don’t feel like they’re barraging their mentor with questions.
Planning welcome social help breaks the ice, too – and not just between the company and the new hire. From team lunches to company happy hours, both new hires and current employees can benefit from getting to know each other in a more open and casual environment, building stronger relationships and channels for collaboration.
Establish a formal training program
The importance of setting a clear and comprehensive training program can’t be overstated. Doing so helps prepare and motivate the new hire for the first day and sets a precedent for the weeks and months ahead as they approach their new projects. Such a structured program does much to ease their potential short- and longer-term worries. Indeed, the HR portal assists here, too. By being able to provide access to important training documents, setting out a comprehensive program schedule through calendars, and by making use of notifications to make clear to current employees what is expected of them in the onboarding process and when. On top of this, it’s an effective and simple way for new hires to view set assignments and tasks, as well as their own schedules.
Check-ins
Check-ins are a series of regular discussions between managers and employees about their progress. They are:
ongoing and build a rapport, setting short and long-term goals
an extremely effective way of ensuring employees are continuously aware of their professional development within the company, allowing them to express any concerns and ask questions, and
they form a crucial part of the onboarding process.
At the end of the first week, give the new hire the opportunity to ask any outstanding questions. This helps demonstrate your enthusiasm towards the employee’s start beyond just the first day and will help set a clear and lasting relationship between the new hire and the company.
HR software can make continuous performance reviews and check-ins an integral part of company culture. Cezanne HR, for instance, provides a seamless and engaging way of recording conversations, achievements and agreed goals or outcomes, so it’s easier to ensure everyone is aligned.
The right HR systems are equipped with performance management functions that allow employees to make use of their flexibility and to collaborate in an online forum where others can easily and securely request feedback, record check-in conversations, and track outcomes.
Poor onboarding is a wasted opportunity
The benefits of great onboarding are infinite. It reduces unnecessary barriers that might otherwise inhibit the new employee from settling in or performing at their best. It gets new hires up to speed swiftly and immerses them in the company’s values, vision, and culture.
Furthermore, great onboarding protects your new investment. A robust, systematic onboarding process boosts new hire retention by 50%, and new hires that experienced strong onboarding are 58% more likely to stay with the company for more than three years.
Why would you waste all your efforts with a dissatisfactory onboarding process?
Onboarding can be the difference between a quick and costly new employee turnover, and a long and lasting productive relationship.
Above are just some of the boxes to tick to ensure an engaging onboarding experience. Do you have any more? Let us know!
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Operating a struggling business can feel like an extremely stressful uphill battle, especially when there doesn't seem to be any light at the end of the tunnel. Luckily, there are dozens of ways to bring a failing business back from the brink of failure. However, it will take some willpower and a multifaceted approach to pull it off. Things aren't going to fix themselves, and in most cases, a full recovery will require the implementation of some radical changes. That being said, here are some steps you can take to save even the most troubled business from its own demise:
How to Save a Struggling Company:
1. Apply for a Loan:
Regardless of which approach you choose to take, chances are you'll need a bit of extra funding to facilitate a full-fledged reform. If you have decent credit and can show proof that the business is earning some form of revenue, you can probably get approved for a loan on a same-day basis. Small business loans from Become. Lending Express has become a popular option for struggling companies that need extra cash flow to get out of the hole.
2. Find New Customers and Clients:
While a loan can keep you from going under, to really get back on your feet you'll need to start focusing on generating additional revenue. Be competitive in your niche, provide unique products/services, and utilize aggressive promotional techniques to spread brand awareness. Most struggling businesses simply aren't making enough sales to cover their operating expenses, so the straightforward solution here is to bring more business in the door or to your site.
3. Halt All Unnecessary Expenditure:
Excessive overhead is the last thing a struggling business needs hanging over them. Make a minimal list of everything your company needs to continue operating and scrap everything else immediately. After all, if you're at the stage of needing a loan or a ground-breaking ad campaign to keep the business afloat, you don't want to be wasting borrowed money on expenses that aren't even necessary.
4. Bring in New Management:
When you're trying to find the root of where your business went wrong, nine times out of ten there is somebody that can be held accountable. Assess the company's primary mistakes and try to ascertain who was responsible for allowing those decisions to be made in the first place. While letting go of employees can be a difficult adjustment to make, bringing in fresh perspective and talent could be all that's needed to turn things around. Better yet, consider the advantages of taking matters into your own hands for a while.
Create a Comprehensive Recovery Plan:
In closing, all of the above steps should be incorporated into an overall recovery plan that will guide the business back into a state of solvency and profitability. Try to be as detailed as possible when coming up with specific goals, budgets, deadlines, and agendas. The more specific and realistic your plan is, the greater your chances of success will be, so it's important to take everything into account, even if it takes days to run all of the calculations and brainstorm it out.
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