In this episode, Martin sits down with Tena Jolley, founder of Apela Strategic Solutions and a 30-year HR veteran, to break down everything small business owners get wrong about human resources.

Timestamps

00:50 - Episode & Guest Intro
03:44 - Why You Shouldn't DIY HR
04:56 - At Will Misconceptions
08:49 - Cost and Fractional HR
11:26 - What HR Really Covers
15:48 - When Hair Is On Fire
19:17 - Unemployment Claims Explained
22:31 - Progressive Discipline Steps
26:55 - Handling Attitude Issues
30:19 - Reviews That Look Forward
31:03 - No More Annual Ambushes
32:27 - Who Should Evaluate
33:47 - Work Family Boundaries
36:29 - Can People Really Change
39:25 - Legacy Employees Costly Lesson
42:50 - No Surprises Review Rhythm
44:01 - 360 Feedback Done Right
47:53 - Bonuses That Drive Results
51:10 - Alignment And HR Compliance
53:16 - Start Small With HR Help
54:40 - Wrap Up And Sign Off

Key Takeaways

HR covers far more than hiring and firing; it includes handbooks, job descriptions, compensation strategy, employee training, organizational design, and compliance with federal and state laws.
Progressive discipline has four steps: verbal warning, first written reprimand, second write-up, and separation. Each step should be documented and focused on helping the employee succeed.
Employee evaluations should happen at least quarterly, not just annually, and should focus on a roadmap forward rather than a year's worth of saved-up grievances.
Subjective issues like attitude can be addressed objectively by including conduct expectations in your employee code of conduct and discussing them during the interview process.
Keeping underperforming or toxic employees because you're afraid of unemployment claims or confrontation can cost you your best people, your culture, and significant money when you sell the business.
Bonus structures should reward measurable outcomes like accuracy, response time, and process improvements rather than flat annual gifts that create entitlement.
Fractional HR professionals can work with your budget on a retainer or project basis, starting as small as a single job description, and scale with you over time.