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Workplace Culture Archives - Harbor America

Confronting Workplace Conflicts

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Workplace conflicts are inevitable and more common than you might think. From differences in personalities and lifestyle choices to stressors at work and time spent with the same people, workplace conflicts are bound to happen. 85% of employees have encountered some sort of workplace conflict, and 49% of workplace conflicts are caused by incompatible personalities and egos.[1] Unresolved, continuous, and explosive workplace conflicts can adversely affect the workplace environment, which in turn can influence employee morale and company culture. The best way to deal with workplace conflicts is to develop a process, involve the appropriate support teams, and address the conflict(s) as soon as it arises.

Here are some frequently asked questions and tips for resolving workplace conflicts.

When should HR get involved? Typically, it is advised to allow employees an opportunity to resolve minor conflicts on their own. However, incidents or conflicts that require immediate HR intervention include a personal attack or general disrespect toward another employee, an employee threatening to quit as a result of a conflict, or the conflict affects employees across departments or the entire organization.

What does a peaceful workplace conflict resolution look like? Determine a time to meet with the conflicting parties and discuss the conflict. The conflict should be addressed as soon as possible to avoid tension build-up and in a neutral space. Set some ground rules for the discussion, such as not talking over one another, and to be respectful of each side. Encourage a healthy dialogue that focuses on “I” statements that avoid accusatory language. One an agreement is established, discuss next steps. The next steps should include how to prevent future conflicts, ensure the resolution is followed through, and any other follow-up necessary. Lastly, try to end the meeting with a positive anecdote to clear the air.

When should I seek additional and/or external help? Most workplace conflicts can be peacefully resolved with the appropriate plan and training in place. However, should the conflict result in aggressive behavior, such as bullying, harassment, discrimination, or workplace violence, or you do not possess the proper training or knowledge to deal with such conflict, seek additional assistance to protect the well being of employees.

If you’re contemplating if you have adequate training and policies in place for workplace conflicts, please consult with Harbor America. We value the safety and well being of employees and have a team of HR experts who can provide HR best practices, strategize effective workplace conflict resolution, and offer human resource services that can better equip your business for future conflicts. Whether you’d like to revamp your employee handbook or simply explore alternative options for improved business solutions, please contact Harbor America today.

 

[1] HR Insights: Resolving Workplace Conflicts

Tips for Avoiding Employee Burnout

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When employers think of burnout, they typically associate it with unrealistic expectations, less competitive pay, or something business-related. However, employee burnout has long been connected to workplace culture and mental health. Company culture has made its way to the forefront of business priorities as it not only assists in marketability, but also decreases employee burnout. So how can business owners fight employee burnout? Let’s take a look at some underlying causes and effects of workplace culture and mental health on employee burnout.

Harassment. Different industries are tasked with various levels of harassment. For example, those who work in multimedia industries (i.e., any sort of news outlets) are subjected to extreme scrutiny and exposed to indirect harassment on a daily basis. This can have a lasting effect on their mental health. Also contributing to employee burnout is marginalized and underrepresented populations, which can lead to inappropriate behavior towards these individuals. For example, 37% of LGBTQ+ and 90% of transgender individuals reported harassment in the workplace.1 Setting forth narrow and strictly enforced harassment policies can help deter such behavior(s) in the workplace.

Leadership Support. Unfortunately, many employees that are either on the brink of burnout or trying to fight it do not find support from members of leadership. For example, responding with a reminder that it’s “part of the job” is not an effective way to combat burnout. Acknowledge the issue the employee is presenting. Discuss ways to assist the employee by directly asking what they need from management to feel supported and alleviate the burnout. Conduct regular check-ins to ensure employees are not burning out. Whether it is a simple, “How are you doing?” or an in-depth discussion of what is working and what is not, it is a critical discussion that should be regularly implemented.

Generation Divide. One thing to consider is the differences in demands and expectations across different generations. For example, a 2019 study revealed that 50% of Millennials and 75% of Gen-Z employees cited mental health as reasons for leaving a company. This is indicative of the significance company culture plays in an employee’s decision to stay with a company. One way to balance the generational divides is to ask employees what you can do to improve the culture. Send out a general feedback survey or an anonymous suggestion box that can open a dialogue about company culture revisions. It allows people to voice an opinion without feeling like they will be retaliated against for providing their feedback. From there, you can brainstorm ways to implement such feedback. If a suggestion is not feasible, creating transparency through clear, concise communication can assist in effectively acknowledging the suggestion, offering an explanation for why it cannot be implemented, and open the floor for further suggestions to revise or replace such suggestions. This creates a respectful, collaborative environment where employees feel they are being heard and that you’re being proactive in finding a solution.

Whatever the case may be, employee burnout begins with revamping the company culture. Emotional fatigue, lack of support, and lack of role responsibilities are the most influential causes of burnout, followed by position requirements, extensive workloads, lack of reward, and low job security.2 Take a proactive approach to employee wellness by review employee handbooks, labor laws, and/or consult Harbor America. We can provide safety and risk management and HR services to assist with healthier workplace practices to safeguard employee well being.

Source: What You’re Getting Wrong About Employee Burnout

1 https://williamsinstitute.law.ucla.edu/research/discrimination/llr-enda-v45-3/

2 https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-017-4153-7

Substance Abuse and Mental Health at Work

Addressing Substance Abuse in the Workplace

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What do technology and mental health have in common? They’re both on the rise and intersecting to improve the way we receive medical services. Telehealth is a new and trending approach to modern medicine, so it should come as no surprise that telerehabilitation is pushing its way to the virtual medical services platforms.

Substance abuse in the workplace can certainly endanger employees, especially if left untreated. According to the American Psychiatric Association Foundation’s Center for Workplace Health, roughly 1 in 10 U.S. employees struggle with substance abuse and/or dependence annually, resulting in healthcare costs and work-related expenses averaging a whopping $276 million annually.1 One in five adults will not seek professional help.2

Employers can significantly reduce costs by effectively identifying, addressing, and preventing such conduct, as well as developing a substance abuse program. The substance abuse programs can incorporate telerehabilitation to encourage anonymity, engagement in professional mental health services, and provide education and additional resources for managing such health issues.

Develop a substance abuse program. The first step is recognizing mental health issues in the workplace and identifying the extent to which it impacts your employees. Developing a substance abuse program can provide many advantages for the wellbeing of your employees. It offers professional mental health services, additional resources, and continued support and education on mental health issues.

Incorporate a telerehabilitation service. Substance abuse disorders can be incredibly sensitive subjects, therefore providing a telerehabilitation service can encourage those suffering from such issues to seek help because it can help retain a sense of anonymity for the employee to feel comfortable seeking help.

Build a culture of acceptance. One way to build such a culture is to incorporate diversity and team-building activities to encourage inclusivity. Hosting employer-provided lunches, after-hours activities, weekly meetings to discuss workflow processes and projects are all ways to open honest dialogues about work and personal struggles. Building a culture of acceptance can lead to increased productivity, decrease absenteeism, and increased employee retention.

Find health insurance plans that cover mental health services. Another great way to incorporate mental health awareness, prevention, and treatment is to thoroughly review health insurance plans to ensure they cover mental health services or at minimum, offer the option. From in-patient to out-patient care, it is important to explore all available services and determine which ones are best suited for your employees.

Distribute helpful resources. There are plenty of national helplines for mental health-related crises. Crisis Text Line, Substance Abuse and Mental Health Administration’s National Helpline, and other crisis services are available on national and local levels. Ensuring these types of resources are available to those suffering from substance abuse disorders can assist in preventing and treating such issues.

Mental health and substance abuse in the workplace can be delicate, complex issues that need to be handled with the utmost care to avoid lawsuits and/or other liabilities that may result if such situations are not handled properly. Human resources management can provide industry insights to ensure you remain within compliance, address any safety and risk management issues, and handle the HR intricacies that come with an employee undergoing treatment for substance abuse and/or mental health issues. Contact Harbor America to ensure that your employee handbook and policies remain in compliance. We understand the importance of employee wellbeing and can work to tailor our employee benefits and HR services to meet your unique business needs.

 

1 Substance Use Disorder

2 Mental Health in the Workplace

Source: Benefits Insights: Telerehabilitation

Mental Health x

Addressing Mental Health in the Workplace

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Mental health has long been a taboo subject, especially that of workplace discussions. Thirty-eight percent of employees believed their bosses would perceive their mental health concerns as an excuse to not work and 34% believed it would negatively influence their chances of promotions.1 Because of this negative stigma, many people do not seek help. Particularly in the blue-collar industry, mental and emotional well-being demands just as much attention as physical health. The common perspective of both men and those who work in manual labor jobs is that they have to be tough, which oftentimes hinders the ability to admit there’s a problem and seeking help.

Did you know that mental health, specifically depression, is the leading cause of disability worldwide? Some of the industries with the highest rates of depression or other mental health issues include construction, manufacturing, public transportation, real estate, social services, and legal services.

Mental Health Facts

  • Mental health’s impact is universal, common, and can have long-lasting effects. It does not discriminate – any gender, race, socioeconomic status, geographic location – mental health issues can formulate anywhere, at any time, in anyone. It is also more common despite popular belief that you may be alone or that nobody will understand you. If ignored and left untreated, mental illness can have serious consequences, such as hospitalization, workplace violence, or suicide. These long-lasting effects can take a toll.
  •  Prolonged or serious mental health issues affect productivity. Depression can reduce productivity by 20% and cognitive performance by 35%.2 Mental health problems typically cause ineffective communications, which in turn can result in poor productivity and professional relationships.
  •  Not only does poor mental health compromise work productivity, but it also increases safety liabilities. People whose mental health is compromised can affect workplace decision-making that may put themselves and coworkers in danger.
  • Workplace environments can increase the impact on mental health. For example, working in a particular role that places a person under extreme conditions can impact mental health. A person who works outside in extreme heat and executes work that requires dangerous machinery or tasks might suffer mental health issues. Physical health issues can also lead to mental health issues. Stress eating and/or drinking could lead to toxic habits that can influence self-confidence and create mental health problems.

How Management Can Help

Though the fight for mental health awareness has proved effective as the rates for those seeking treatment reflect in recent years, but the number remains high. The best way to combat the issue is to take a proactive role in doing so. Management is the first line of response to relieving the situation.

Here are some tips on how management can take action:

  • Education and training. One of the greatest hurdles to providing proper mental health awareness is the lack of education and training. There are countless resources to seek adequate education and training to assist in recognizing the signs and symptoms of mental health issues. While education and training does not necessarily mean you’re a qualified professional to give advice, it allows you to refer certified mental health professionals when someone is in need beyond venting or a shoulder to cry on.3
  • Foster a healthy company culture. There are countless ways to develop a healthy company culture. Creating and distributing a monthly (or bi-weekly) newsletter that focuses on announcements, resources, conversation starters, team activities or events, and other relevant topics can encourage camaraderie and open communications between all employees. Conducting a weekly meditative or relaxation workshop could be beneficial. Something as simple as doing a puzzle or a yoga workshop could provide meditation and relaxation. If you want something more social and inclusive, perhaps hosting weekly company lunches or potlucks could offer the opportunity for people to connect and enjoy a free meal.
  • Provide resources. There are many ways to provide resources to your employees. For example, proving self-assessment tools, free or subsidized clinical screenings for mental health concerns (which can later be discussed with mental health professionals), health insurance discounts for mental health treatment, programs for lifestyle coaching or counseling, seminars or workshops for mental health like breathing exercises, stress management, and other ways to reduce anxiety and stress. Distributing informational materials about the signs and symptoms of mental health concerns and available treatment resources can help ensure employees know what and where to find such resources should they need or want help.
  • Take a hands-on role. As a leader in your organization, people rely on you for sound decision-making that leads to peaceful and efficient resolution. Some ways to take a more hands-on approach to mental health wellness is to pay closer attention to the number of hours your employees work and ensuring proper rest and meal breaks are being taken. Other things that can contribute to poor mental health are unrealistic demands, such as working extended hours or weekends. Perhaps offering equal distribution of extended hours among your workforce could alleviate some of the pressures and stress associated with such demand. Rewarding your workers for meeting goals or volunteering and continuing their dedication to the job through monetary or even a company- or management-provided lunch could show your appreciation. Healthier supervision is a key component to a hands-on role, which includes all of the above, as well as not being afraid to jump in and help out. Showcasing your skills and conducting work at the same level may show your respect and appreciation for their work, as well as leadership in that you’re willing to do what it takes to help out.

Though the movement to push mental health wellness to the forefront of political debates and legislative change, it is just as important for employers to take initiative in proactively providing education, training, and resources for their employees. Physical health is just as important as mental health. For ways to implement more comprehensive employee benefit solutions, contact Harbor America. As your partner in HR services, we value your business and are committed to providing the expertise you seek.

 

 

https://discoverymood.com/blog/mental-health-disorders-in-the-labor-force-looking-at-the-statistics/

https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html

https://www.cdc.gov/workplacehealthpromotion/tools-resources/workplace-health/mental-health/index.html

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How Millennials Can Inspire the Workplace

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Employers around the country are noticing an influx in roles once held by baby boomers now being filled by the next generation: millennials. Recruiting millennials can bring a new and refreshed outlook on the idea of hardworking employees who are eager to learn and engage in new opportunities.

Millennials are often encouraged by the standards and vision of their employer. Typically, this group of individuals cares very deeply about what the organization stands for and is cautious when engaging in a new employment opportunity, making sure the mission and values of the employer match their own.

Retaining millennial employees can require a different mindset than with other employee generations. Here are our tips for keeping millennials engaged and using that energy to inspire and motivate other aspects of your workplace:

Diversity and Flexibility

Millennial employees are generally not looking for long-term commitments. Rather they are concerned with being able to grow and learn as much as they can in their current role at their employer before moving on to improved opportunities. Companies that boast a diverse management team spanning age, race, ethnicity, religion, and gender in addition to a flexible work environment will be more compelling than an organization without these aspects.

Consider Telecommuting or Rewarding Public Transit

Millennials are likely to choose employment opportunities that are close to their home where they can choose to walk or ride a bike vs. a longer commute. Consider adding an option for telecommuting for some employees who may not live close to the office. If this ideology does not fit in your workplace culture, consider adding a public transit stipend where employees who regularly engage in public carpools, ride the bus, or rideshare will be given anywhere from $20-$50 per month to celebrate their contribution to improving their local environment.

Work-Life Balance

Millennials are not usually willing to trade their quality of life for career advancement if it means taking work home on the weekends. Use this as a catalyst to introduce refined employee benefits including flex hours, telecommuting options, and a generous PTO plan.

In-office benefits like a pool table and margarita Fridays are great, but what matters more is a positive and encouraging culture where people share a sense of camaraderie and help each other succeed.

Embrace Collaboration

If your workplace doesn’t already do so, encourage employees to embrace collaboration by grouping into teams to help solve problems, have thoughtful discussions and brainstorming sessions to share ideas and come to explore other perspectives and come to a unique conclusion. Working as a team is a great resource and outlet for incoming millennials.

Creating an ideal fit for an incoming generation of employees is no easy task. However, the energy and excitement brought to your existing team and is only going to be seen as a benefit for everyone within the organization. Contact Harbor America to take the first step in updating your current practices, improving diversity, and implementing a well-defined handbook that supports a healthy work-life balance for all employees.

HRITBond x september blog

Encouraging a Bond Between HR and IT

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Productivity and efficiency have brought technology to paper-only departments, including human resources. This new technology gives businesses the opportunity and power to take on additional security and responsibility while innovating new and better ways to improve business operations and administration. As more technology is added to the HR team’s available stock of resources and tools, their relationship with the IT department will become even more relevant.

New HR platforms will add an immense amount of power and functionality to the team; however, the security and base integration requirements will have to come from IT. Working closely with IT is one of the only ways to verify the company’s data remains secure and protected.

A lack of mutual understanding can cause issues in HR and IT collaboration. If both teams have independent goals for a project and are not on the same page, the project will not likely meet the timeline or budget. Top-performing companies make this inter-departmental collaboration a focus and goal.

Questions that need to be considered when reviewing a new HR technology platform from an IT perspective include:

  • How will this improve employee productivity?
  • Does this solution have the ability to grow as our company and the demands of our employees and clients grow?
  • Will this new solution help attract and retain top talent?
  • Is the solution a benefit to all employees or only those in a particular role or department?

HR and IT are both high-functioning departments that require budget and engagement to positively impact the organization’s bottom line. For example, HR will evaluate the proper tools needed to encourage a positive swing in employee morale and help keep the workforce motivated by reducing turnover. IT will ensure employees have the right tools to excel at their jobs productively and efficiently. Together, HR and IT are focusing on creating a constructive employee experience.

Identify a liaison to work between the departments. This person would be knowledgeable in both HR needs and IT-speak to make the most of the partnership. From utilizing cross-functional tools such as videos or training materials to help bridge the gap between the departments, a liaison will help make the most of the collaboration and ensure both parties are getting what they need to be successful.

The combination of HR and IT will also optimize the employee experience by keeping all of the business-critical resources on a single platform. Together, both departments can deliver a consistent user experience within the organization, helping to solidify positive employee morale.

Harbor America is committed to helping business owners get back the one commodity they can’t recreate: Time. Our all-in-one human capital management (HCM) software encompasses payroll,
employee benefits, compliance, paperless on-boarding, and robust reporting, all through an easy-to-use, cloud-based application. Contact Harbor America to help close the gap between your HR and IT departments.

EmployeeTechnologyExperience x

Simplifying an Employee’s Technology Experience

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It’s no secret that employees don’t love change but are looking for ways to simplify their day, at the same time. Employers react by implementing new technology platforms that address one or a handful of tasks or responsibilities. However, these new platforms many times are not replacing existing tools, but are rather in addition to the existing technology stack. The new platforms are likely chosen for their ability to integrate with the existing tools, because they are self-proclaiming the “user-friendly” aspect, or employees will shave XX% off their day-to-day routine.

For the employees, though, the desired effect may never be achieved as the overwhelming sense of relief brought about by the new technology is overshadowed by frustration and confusion. In fact, employee stress levels have steadily increased by 20% over the last 30 years.[1]

As the introduction of new technology fails from poor implementation or miscalculated integrations, employees become increasingly frustrated by the new required platform and the addition of added, unnecessary stress and time spent ironing out issues that, in hindsight, were not that big of a deal in the first place.

Instead of attempting to introduce new technologies to help employees become more efficient, work faster, or manage their work better, consider looking at the work itself and adjusting procedures or workflow to highlight built-in efficiency options. New technology platforms should be introduced to new teams or departments assigned to tasks and responsibilities that give the organization a more technical competitive edge in the eye of the consumer.

When looking at existing departments who are using more than one software to accomplish a single activity, payroll, for example, employers should consider the upgrade (moving to the cloud, a larger multi-purpose platform, etc.) from all angles. The primary goal of the business should be to remain focused on their competitive edge, all while creating value and reducing the employee workload, many times through automation. Keep the focus on the needs of the employees rather than increasing the speed of their work.

Here are some tips for taking steps toward modernizing the technology platforms at your company:

  • Be honest with what is needed to succeed and weigh your decisions carefully in this area. Just because something is cheap and checks most of the boxes doesn’t mean it’s the right choice. What processes does the technology improve? What manual steps are eliminated? What is the real value that will be added?
  • Understand from the perspective of all users what the outcome of embracing a simplified architecture will be. Is your team focused on functionality, flexibility, or design? What is the most hindering aspect of the existing technology for your users?
  • Compile a transition or implementation team to lead the user-facing aspect of the upgrade. This team will be the go-to people for employees who are experiencing issues on the floor. The team should include developers, project managers, an IT representative, and a client or customer-facing representative, also. This group will serve as your cheerleaders and influencers for the roll-out.
  • Once the new technology is rolled out, make it routine and mandatory. Keeping the old technology around will only reopen old wounds. In addition to the implementation plan, there should be a sun-setting plan to phase out and eventually eliminate the old technology.

Ensure a positive employee experience by prioritizing the implementation of a technology that is easy, convenient, and allows employees to access the platform anywhere, anytime. Employees will be able to tell if you put their needs ahead of the needs of the business—maximize the employee experience without adding work or over-complicating existing processes. Contact us to learn more about our cloud-based solution designed with end-users in mind. From HR and payroll to benefits administration with online reporting options and paperless onboarding. It’s time to empower your employees.

[1] Forbes: Workplace Trend: Stress Is On The Rise

WorkplaceTurnover

Preventing Workplace Turnover

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The top four industries with the highest turnover rates are Technology/software (13.2%), Retail (13%), Media/Entertainment (11.4%), and Professional Services (11.4%)[1].

Regardless of the reason, the percentage of workplace turnover tells employees and potential candidates a lot about your industry and your business. From changing technologies in a volatile industry to unmanageable workloads and poor management, it is up to the organization to truly understand the “why” behind their high turnover rate.

Here are some tips for retaining valued employees while reducing turnover:

Hire the Right People

Before putting up your “help wanted” sign, start by first outlining your organization’s culture and behavioral elements. Use these aspects to construct quality behavioral interview questions using the candidate’s response as an indicator of how they would react and engage in certain situations. In the interview process, be honest about the workplace culture. In most cases, candidates who do not fit the mold will eliminate themselves if they won’t fit in well.

Lean In

Show employees that they are valued assets within the organization. Say it loud, and say it often. For those who are under-performing, be honest with them in where they are not meeting expectations and what they can do to improve.

Promote Diversity and Inclusivity

In addition to being an unbiased employer in terms of race, gender, ethnicity, and sexual orientation, hire individuals of varying ages, marital and parental statuses, educational backgrounds, and communication styles. This will create a completely diverse environment in which all employees can learn from one another and thrive.

Right-size Compensation and Benefits

Complete a salary analysis consistent with the pay grades for the industry in your area. Compensation, as we know, is a huge motivator for holding employees accountable for their work and job performance. Additionally, take into consideration new benefits in the industry or in your region of the country. Tailored benefits packages are becoming more popular as employers are discovering that employees appreciate solutions that are individualized rather than one-size-fits-all.

Employee turnover is not something you can always avoid. Some people may become simply uninterested in the work, decide to become a stay-at-home parent, or go back to school. Harbor America is your partner in everything employment, from start to finish. From employee on-boarding to unemployment claims, we have you covered. Contact us today to learn more.

[1] https://learning.linkedin.com/blog/engaging-your-workforce/see-the-industries-with-the-highest-turnover–and-why-it-s-so-hi

iStock

The Multi-Gen Workforce and Why It’s Critical to Your Business

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When gauging the direction and growth of your company, consider also evaluating the staff you’ve charged with steering the ‘ship.’ The experience, motivation, and loyalty of your employees will determine the pace of your company growth. Each generation of workers presents variable facets and strengths that you could be leveraging. Today we’re discussing how to take a closer look at what your current teams are bringing to table and why it’s essential to incorporate multi-generational staff into your growth plan.

The Baby Boomers Can Still Bring the ‘Boom!’

The only generation officially recognized by the US Census Bureau, Baby Boomers are a force to be reckoned with in the workplace. Born between 1946 and mid-1964, this group has been a driving force of change over the last 40 years. This group is the largest of the generations meaning they also represent a large portion of the buyers market. Who better to reach these mature buyers than Baby Boomers themselves!

If your staff includes this responsible and mature segment of the market, you have a team of loyal, hard-working individuals who can help you reach others like them in the marketplace. Tap into their knowledge to best connect with your Baby Boomer buyers. These workers are also ideal leaders and will often be your best assets when it comes to establishing processes, structure and setting the work pace for the generation of workers who come in after them. They are wise and have proven successful in former, non-digital times through the present. They offer work lessons, business lessons and can often be the best trainers and mentors in your business. While this generation may be approaching retirement soon, make sure you allow them to pass along their knowledge and expertise to the upcoming generations.

Generation Y = Yes We Can!

The Gen Y group is unique in that it represents the group of individuals who were brought up prior to the digital age, but also have been able to ride the wave of new inventions and technology into existence. Change is their middle name and embracing transition and change comes as second nature. Charge your Gen Y-ers with facilitating your company upgrades and changes and watch as they bring a level of enthusiasm and leadership in company-wide engagement. They work hard and can be the best resource for establishing best practices as they will take notes from their wise predecessors and help shepherd growth, connecting with their younger, Millennial counterparts.

The Millennial and Gen-Z Movement

This passionate group of new idea masters often gets a bad rap, publicly. Don’t believe everything you hear about unmotivated Millennials or Gen-Z employees. In fact, this is where you may find your best workforce. Driven by personal growth and contribution, this generation of workers will inspire your other generational staff with a sense of purpose and change inefficiency. As a company, you can leverage the knowledge of this group to help tap into your Millennial buyers as well. If you’re not talking to your Millennial staff about how best to manage your company’s social platforms and brand, you could be missing out on reaching a pivotal group of customers and buyers. Big ideas and critical enhancements will come from these employees. Make sure you’re listening and have fostered an environment of suggestions to keep the latest ideas fresh in your company growth strategy.

Regardless of your business platform, product or service offering, staffing your team with a multi-generation workforce can be the advantage you need. Learning from the veterans, empowering the doers and implementing the latest, most relevant efficiencies are just a few of the benefits of cross-generational learning.

Harbor America is Here to Help Your Business Grow

Take a look at your company direction and make sure you’re maximizing the talent you have on board. Consider the generational additions to augment existing staff and build the dream team that will help your business grow today and into the next twenty years. If you need help with creating your multi-generational dream team, contact us today!

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4 Huge Signs Your Business Could Really Benefit from Partnering with a PEO

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Here are four of the biggest signs that you may need the services of a PEO, along with a few considerations to keep in mind:

Spending Too Many Hours of Your Workday Resolving HR Problems

Spending too much time resolving HR problems is a huge sign that it’s time to outsource and begin to get your time back. Stop and consider how many daily tasks relate to HR, including managing employee benefits, handling payroll and navigating employee conflict. Creating an internal HR department is very costly. Not only can PEOs offer more expertise and experience in HR, but they also save you money since you only pay for the time and services you actually need.

Feeling Overwhelmed by Government Regulations 

Running a business today is much more complex than it used to be since there are always new regulations. Most business managers find staying current and complying with the various new regulations and rules to be overwhelming or even impossible. Failing to be compliant with government regulations can even lead to being fined. Consider how a PEO is an expert in both state and federal employment regulations and knows how to comply with them. Removing this stressful task from your plate can give you immense peace of mind. 

A Lack of Good Employee Benefits

Are your competitors trying to attract your employees with five-star employee benefits packages? If so, this can be another “red light” it’s time to hire a PEO. One of the foremost concerns many employees have is getting high-quality health insurance and benefits.

Often, business managers aren’t as aware as they should be as to what their competitors are offering, regarding employee benefits. When you partner with a PEO, your business is more likely to receive the best employee benefits, including quality health and dental insurance as well as 401(k) benefits. PEOs are on the cutting edge when it comes to comparing benefit packages, knowing how to compete with other competitors and exactly which benefits attract the best candidates.

Payroll Taking Too Much Time

How much time are you spending on payroll? What’s more, are you sure that the figures you report on your payroll tax form are correct? What about 401(k) deductions for your employees? Are you reporting them on time, and are they calculated accurately? When you’re forced to devote too much time making sure payroll is done properly or you must correct errors, you don’t have much time left for running your business. On the other hand, taking shortcuts on this important aspect of your business can lead to serious consequences, including fines.

Not Having the Time Needed to Monitor Employees

When you don’t have enough time to keep tabs on how well your employees are performing, it’s easy for mistakes to occur. Usually, this becomes obvious when customers complain. When this happens, you can easily become irritated with your employees, diminishing staff morale. Even worse, you can lose employees and clients. This doesn’t have to be a problem when you have a PEO to help implement best practices that create a positive and productive workplace.

Other Considerations and Warnings

  • Consider how low morale in the workplace can be contagious. Unhappy employees usually don’t keep their feelings to themselves but are prone to spreading their grievances to co-workers. This can lead to other employees quitting with some not even giving you enough notice. When this occurs, it can be a sign that it’s time to use a PEO.
  • Hiring new employees who come from other states can be tricky when you don’t know about applying state-specific policies.
  • If new employees fail to enroll for benefits they (and their dependents) will go without medical insurance until it’s time for open enrollment. Moreover, they may not fully know about all their different choices when it comes to benefits. With a PEO on your team, you can hand over the job of explaining benefits and ensuring that everyone signs up on time.
  • In addition to helping you devise and use more effective HR methods for your business at its current size, PEOs provide solutions for your company as your business continues to expand and grow.

Get a Free Consultation From Harbor America

Why not join the growing number of employers who are teaming up with a PEO? Please contact us for a free consultation and learn how you can find more hours in your workday.