March 25, 2022
Employees 101
April is financial literacy month, and that is one area we take very seriously as your Good Faith Accounting Partners. Today, we want to highlight some areas for new Employees; specifically related to your finances, payroll, and budget.
Naturally, you will want to start with Starting Payroll in Your Church, which sounds like a great place to start; but first, we have to take a step back.
Before the Hire
First, you want to make sure that your job descriptions and your company culture is ready for a new hire; before you actually make the hire. Setting up an employee for success, before they are an employee, is a huge bonus for both parties. It sets up clear communication right from the beginning and should help with employee retention.
This is also a good time to look into your Employee Handbook and see if there are any areas that need updating. Or are there any areas that need to be added with an additional employee? Also, we would encourage you to take a closer look at your budget and finances to know the best number for your organization, without short changing your new hire.
During the Hire
Next, you can start down the Payroll 101 road. This is where the hire has been deemed a good fit, and now you are ready to start the onboarding process. For this post, we are assuming that these hires are all employees, not contractors. If that is the way you are leaning, make sure to do your research first to know if you are classifying the person correctly.
Our resources page is overflowing with all kinds of helpful paperwork for adding new people to your organization. Your Payroll Representative is your best resource for your specific needs.
Hiring a ministerial position? We suggest going to the bottom of this post for information specifically for pastors.
After the Hire
Then, you will want to make sure your employees are appreciated, motivated, and are a good fit culturally. While it is not the organization’s job to keep the employee happy, it is your job to integrate your employee well.
After that, you will need to set up an evaluation and feedback system if your organization doesn’t already have a system. That way any problems that arise are solved in real time and don’t wait until everyone is fed up. When all these steps are done and the time is taken to set up clear expectations and finding the right fit, the hire is more likely to want to stick around.
Review of the Steps:
That was a brief overview and hopefully gave you a place to go for your specific need with your new hire. Here is a review of what was just discussed.
- Set up clear expectations:
- for the job description and the company
- set a fair and manageable wage
- determine the proper employee status
- Find the right fit
- for the organization and the person
- file the correct payroll paperwork
- Know your people so you can appreciate, motivate, and evaluate them
- helps deter from short employment stints
All the above steps can help with a smoother onboarding system and also produce a happier employee.
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