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1. Ignoring Engagement Why it matters:You can’t afford high turnover. Engagement doesn’t mean ping pong tables. it means clarity, trust, and recognition. Job market is tight, and retaining good people is cheaper than replacing them. Missed Opportunities: Quick Wins: 2. Assuming Compliance is “Set and Forget” Why it matters:Employment law evolves. Alberta has changed its Employment Standards Code multiple times in recent years—including updates to rest periods, holiday pay, and termination rules. What Small Biz Owners Miss: How to Stay Ahead: HR doesn’t have to be complicated but it does have to be intentional. Small tweaks now prevent big fires later. Nudge HR helps small businesses stay compliant and build trust

Going from Solo Employer to Small Team Without Losing Your Mind (or Compliance) Hiring your first employee was a leap. Hiring your second? That’s a shift. It moves you from “just getting help” to “building a team”and this stage often blindsides small business owners. You’re now balancing relationships, roles, responsibilities, and risk. This will be a series that breaks down what changes when you go from one employee to two or more and what you need to keep rock-solid. 1. You’re No Longer Just Managing One Person, You’re Managing Dynamics What changes:With two employees, the triangle begins meaning how they interact with each other matters just as much as how they interact with you. You’re now responsible for: What to do: What stays the same:Your leadership presence matters. Don’t disappear. Be visible, accessible, and consistent in your messaging. 2. The Employee Handbook Is No Longer Optional What changes:With multiple employees, everything that was “understood” now needs to be written down and followed consistently. Any inconsistency can be seen as favouritism or unfair treatment. What to do: What stays the same:You’re still responsible for following Alberta’s Employment Standards Code. But now you’re also creating internal standards. Make them clear, reasonable, and enforceable.

When you’re running a small business, HR often gets left behind. You’re busy selling, building, and wearing every hat in the business but the HR piece will trip you up if you ignore it. These missteps don’t just create inefficiencies; they can lead to something serious as legal exposure. Here’s what small businesses tend to overlook and how you can fix it before it blows up. 1. No Employee Handbook Why it matters:An employee handbook isn’t just paperwork, it’s your playbook. Without one, expectations are vague, policies are inconsistent, and you’re wide open to miscommunication (or worse, legal risk). Common mistakes:Relying on “we’ll figure it out as we go” until you hit a conflict then realizing there’s no documentation to back you up. Quick Fix:Create a simple handbook that includes your expectations around hours, conduct, time off, harassment, and health & safety (especially relevant with Alberta’s OHS requirements). Bonus points if you include a basic onboarding checklist and your mission/values. 2. Inconsistent Hiring Practices Why it matters:Unstructured hiring opens you up to unconscious bias, poor job fit, and legal risk. In Alberta, even small teams must avoid discriminatory practices under the Alberta Human Rights Act. What It Looks Like:You hire someone based on gut feel, skip reference checks, and forget to document interview questions. Better Way:Use a consistent hiring process: Mistake to Avoid: Don’t ask illegal questions (e.g., about family, religion, or age). Yes, even casually. 3. Skipping Documentation Why it matters:If it’s not documented, it didn’t happen. This applies to everything from onboarding to discipline. Alberta’s Employment Standards Code expects employers to keep records for minimum three years. What’s Often Missed: Fix It:Use a simple system (Google Docs or HR software) to document: Why You’ll Thank Yourself Later:If you ever need to let someone go, you’ll need a paper trail to support your case legally and ethically.