This year, Wendy Ellen Inc. is proud to celebrate 20 years of helping small to midsize businesses thrive through smart, practical HR support. What started in 2005 with a vision to bring human connection back to Human Resources has grown into one of Western Canada's leading HR outsourcing partners. Over two decades, we've seen how thoughtful HR practices can transform a business — and we've learned a lot along the way.
To mark this incredible milestone, our team put together 20 pieces of HR advice for business owners like you. These are insights we believe every small to mid sized organization should hear — drawn from real experiences, challenges, and successes over the years. Whether you're just building your team or scaling to new heights, these tips can help you build a stronger, healthier, and more productive workplace.
Because at the end of the day, great businesses are built by great people — and great people deserve great leadership.
Here's what we've learned:
1. Listen 70% of the time, speak 30%.
Over the past decade, there has been a notable increase in women ascending to leadership positions. This shift is not only a testament to individual capabilities but also to the evolving recognition of the value diverse leadership brings to organizations. Despite these advancements, challenges persist, particularly in addressing unconscious biases and ensuring equitable opportunities.
2. Invest in a remarkable onboarding experience.
First impressions matter. A new hire should feel welcomed, not forgotten. Set up office tours, tech logins, meet-and-greets, and take time to explain their role beyond a stack of policies.
3. Follow through on your promises.
Few things erode trust faster than a "let me get back to you" that never happens. Whether it's confirming benefits details or clarifying policies, timely communication builds your reputation as a reliable leader.
4. Even the best policies fail without good leadership.
You can have the best-written handbook, but if your managers don't know how to handle conflict or give meaningful feedback, those words won't mean much.
5. Treat people like people first.
Yes, there are laws and policies to follow — but start with empathy. When someone needs support, think like a human before you think like a boss.
6. Treat people how they want to be treated.
The new "Golden Rule". Not everyone likes public praise or wants to lead meetings. Get to know individual preferences and tailor your approach.
7. Always get signed contracts before the first day.
This protects both sides and sets clear expectations right from the start. Don't leave it to chance.
8. Give regular feedback, not just annual reviews.
Imagine an employee working all year without knowing if they're on track. Regular check-ins are easier, more motivating, and far more effective.
9. Flexibility isn't a perk anymore; it's a necessity.
Between remote work, flexible hours, and life outside of work, modern employees expect and value flexibility.
10. Don't let conflict fester.
Ignoring small issues can lead to big explosions. Address concerns early and constructively.
11. Offer annual training on key topics like harassment and conflict resolution.
Training isn't a one-and-done task. Continuous education protects your people — and your business.
12. Provide an Employee Assistance Program (EAP).
Access to mental health resources for employees and their families is crucial in today's complex world.
13. Offer paid time off for illness or personal emergencies.
Presenteeism (coming to work sick) can be even more damaging than absenteeism.
14. Only include "sure thing" promises in contracts.
Overpromising can create serious legal and operational issues later on.
15. Stay involved with your benefits broker.
A good broker should advocate for you, not just sell you a plan. Make sure they understand your needs and keep you informed.
16. Culture isn't a poster on the wall — it's daily action.
Policies, hiring decisions, leadership styles — all of it shapes your culture, intentionally or not.
17. Open the door to conversations about mental health.
Normalize mental health discussions the same way you would physical health conversations.
18. Be honest in interviews.
If you paint a perfect picture that doesn't match reality, you'll end up with frustrated employees and high turnover.
19. Model the behaviour you want to see.
Respect, positivity, accountability – if you want it from your team, show it yourself.
20. Recognize when you're having a bad day.
We're all human. If you're feeling off, postpone tough conversations instead of risking an emotional reaction you'll regret.
At Wendy Ellen Inc., we know that HR isn't just about processes – it's about people.
Twenty years of experience have taught us that with the right people strategies, businesses can unlock incredible potential. As we look to the future, we're more passionate than ever about helping small and midsize businesses succeed by putting people first.
Thank you for being part of our story so far – and here's to the next 20 years of helping you build great workplaces.
Need help navigating the future of HR? Reach out to our team for expert guidance tailored to small and midsized businesses.
