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  • Across all industries, balancing professional responsibilities and personal time is a challenge, especially for parents. For individuals with families, the demands can feel relentless; after working eight hours, they return home to manage childcare, chores, and errands, creating an endless to-do list. This never-ending cycle leads to exhaustion and mental burnout, which can negatively impact their work performance and their personal life.

    As an employer, it’s essential to understand the needs of your workforce and provide the necessary support. Many parents need to take time off to care for their families, whether that time is planned or unexpected. Seventy-one percent of surveyed caregivers use their time off to catch up on work. Excessive work without rest can lead to burnout, reduced productivity, and lower morale. On the other hand, taking too much time off can lead to unpaid leave, which can negatively impact your employees and your organization.

    How can you support your working parent employees? Continue reading to discover different ways you can assist your workforce.

    Provide Flexible Scheduling

    Flexible and hybrid work schedules are no longer workplace perks; they are a necessity. Parenting lacks a fixed schedule; anything can happen at any time. If one of your employees’ children is sick and needs to be picked up from school, instead of requiring them to take time off, allow them to work from home. Offering flexible scheduling empowers employees to respond to unexpected situations. By trusting your employees and providing them with the option of hybrid or work-from-home arrangements, you can enhance their morale and productivity. Allowing them to take their work home while caring for their children demonstrates your commitment to their well-being and family life.

    Educate Workers on Family and Medical Leave Act Guidelines

    The Family and Medical Leave Act (FMLA) allows eligible employees to take unpaid, job-protected leave to care for or support a family member. Employees can take up to 12 weeks of covered leave. Common medical reasons for utilizing FMLA leave include, but are not limited to:

    • The birth of a child or caring for a newborn child within one year of birth.
    • To care for a spouse, child, or parent who has a serious health condition.
    • Managing a serious health condition that makes the individual unable to perform the essential functions of their job.

    FMLA leave is a valuable resource for employees who need to care for themselves or a family member for an extended time. However, workers are often unaware of the qualifying conditions, coverage options, or what constitutes a serious health condition. Hosting educational sessions, providing resources, and distributing materials on FMLA leave are effective ways to inform your workforce about their options.

    Increase Parental Leave

    Typically, paternity leave lasts about a week, while maternity leave can range from four to six weeks. Although the leave timeframe varies based on company policy, expanding the leave available for parents to bond with their newborns can significantly benefit both employees and the organization. Offering parental leave showcases your dedication to your employees, their health, and their families, fostering a positive culture of trust, loyalty, and appreciation.

    Provide Access to Employee Assistance Programs

    Employee assistance programs (EAPs) are great tools for working parents to utilize. EAPs can help individuals manage their mental health and stress by providing techniques and tools to regulate their emotions. EAPs can also assist with time management and provide emotional support when they are overwhelmed. As an employer, offering access to an EAP showcases your dedication to employee wellbeing and health.

    Another Helping Hand

    As a business owner, managing a variety of responsibilities can be overwhelming. Consider partnering with a professional employer organization (PEO), like Group Management Services (GMS), to receive assistance in employee management, supplemental insurance, open enrollment, and more. Running and managing a business is challenging, but with GMS’ expertise, you can easily implement flexible scheduling policies, offer EAPs, and work toward cultivating a positive workplace culture.

    If you need help managing your employees and improving your bottom line, contact us today!

  • Last week, California Governor Gavin Newsom announced the approval of a grant to fund apprenticeship programs throughout the state. This $25 million grant, provided by the Employment Training Panel, will support 88 apprenticeship programs aiming to train over 22,000 workers in California. These programs focus on skilled trades, including construction, plumbing, HVAC, and more.

    Purpose of the Grant

    According to the Governor’s announcement, the construction industry has a significant impact on California’s economy, with around 156 billion dollars in annual economic activity. With labor shortages in the industry, construction companies are constantly searching for knowledgeable individuals and top talent. With these apprenticeship programs in place, the construction workforce will grow and have more knowledgeable, experienced, and qualified workers.

    The Importance of Training and Apprenticeship Programs

    Apprenticeships are paid, job-based training programs that rely on experience and hands-on learning to develop a worker’s skills. These programs normally run for a set period of time and provide a combination of structured classes and real-world experience. While apprenticeships span various industries, they are predominantly utilized in construction, engineering, and plumbing.

    Regardless of the company or industry, employee training plays a crucial role in individual and business success. Hiring qualified personnel enhances business morale, boosts productivity, and fosters employee loyalty. Proper training bridges knowledge and skills gaps within the workforce, leading to improved adaptability, flexibility, and creative problem-solving, all of which can positively impact your bottom line.

    Tips for Developing a Strong Training Program

    Employee training is no longer just a perk; it has become essential for organizational growth and success. Although apprenticeship programs primarily target skilled trades such as construction, engineering, and plumbing, they provide invaluable resources that benefit both employees and businesses. Developing and implementing a robust training program isn’t easy, but it is important. Continue reading for tips on creating a strong training or apprenticeship program.

    Start with clear objectives

    To successfully develop a training program, it’s crucial to define what success looks like and what your goals are. Are you aiming to improve technical skills, onboard new hires, or prepare employees for leadership roles? Identifying clear objectives allows you to structure and coordinate your program effectively.

    Personalize your program

    A one-size-fits-all approach rarely works in training programs. Tailor your training to accommodate different roles, experience levels, and learning styles. Focus on providing engaging content by using a mix of educational formats such as videos, hands-on practice, presentations, textbooks, and more.

    Incorporate mentorship

    Pairing trainees with experienced mentors builds relationships, provides an opportunity to share knowledge and experience, and provides real-time feedback and support.

    Consistently communicate

    Schedule regular check-ins or meetings to discuss the training program with your workforce. Consistent communication allows you to adapt your program to better meet their needs and evaluate its effectiveness. This approach will help you improve the program for future workers.

    Group Management Services and Training Development

    Governor Newsom’s approval of California’s apprenticeship grant emphasizes the importance of continuous training and development. Knowledgeable and experienced workers enhance company morale, operational efficiency, and productivity. Investing in training and apprenticeship programs demonstrates your dedication to your workforce, which fosters a loyal company culture.

    Training and apprenticeship programs are strategic investments in both your employees and your company’s future. By cultivating a culture of learning, you empower your workforce to grow alongside your business and adapt to future challenges. Group Management Services (GMS) can help you achieve your training goals. Our team of experts is ready to assist in developing personalized employee training courses and streamlining the process.

    If you’re curious about how GMS can support your training initiatives, please contact us!

  • Regardless of your business size, prioritizing employee training positively impacts your bottom line, employee productivity, and engagement. According to a global survey, companies are 17% more productive and 21% more profitable when they offer employee training. The right training program differs from business to business, but in order to develop the most beneficial program for our company, business owners must focus on their reskilling and upskilling efforts.

    Upskilling Overview

    Upskilling aims to refine an individual’s current abilities to improve their knowledge and competence in topics or skills related to their role through training. The primary goal of upskilling is to improve employee performance, increase efficiency, and facilitate career advancement or internal promotions. For example, a construction worker might take a class on hypothermia management to better guide their team in handling cooler weather and treating hypothermia effectively.

    Reskilling Overview

    Reskilling refers to the process of acquiring new skills for a different position or career path. These skills aren’t related to their current expertise, normally representing a career or industry shift. For example, a Payroll Specialist who wishes to move into sales might enroll in a course or program that focuses on sales techniques.

    Benefits of Reskilling and Upskilling

    On average, companies that focus on reskilling and upskilling efforts see a 24% higher overall profit margin. Although these two training processes differ, they share many of the same benefits, ranging from improved efficiency to increased revenue, and beyond.

    Gaining new skills or certifications strengthens the workforce by expanding its collective knowledge and skills. When individuals or teams learn new concepts, they can share that expertise with others, effectively closing existing skills gaps and enhancing overall performance within the organization. These processes enhance the overall capabilities of the team, strengthening overall efficiency, productivity, and employee performance. With a wider range of skills and knowledge, employees can boost their efficiency, streamline processes, and develop creative solutions to common challenges faced by the company.

    Implementing Reskilling and Upskilling Programs

    Implementing training programs in your company can be challenging. A variety of moving parts must be managed for upskilling and reskilling efforts to be successfully implemented.

    Assess organizational needs and skill gaps

    Begin by identifying the skills that your company currently lacks and those it will need in the future. Engage with your existing workforce by holding a town hall meeting to brainstorm training topics or skills employees are interested in learning or developing. Creating a training program that resonates with employees and aligns with their interests will increase their likelihood of participation and engagement. Make sure to review your strategic goals and align them with your workforce’s capabilities and needs.

    Define Clear Objectives

    Define the goals of your upskilling and reskilling initiatives. Objectives may include reducing employee turnover, increasing efficiency, introducing new technologies, and enhancing the client experience. After identifying the primary goal of your upskilling or reskilling program, you can create relevant content and training modules that align with this objective.

    Include a Mix of Training Platforms

    To effectively expand the new skill or learning topic across your workforce, it is beneficial to provide a variety of activities and training. A comprehensive approach may include online courses, interactive workshops, video tutorials, written assessments, group discussions, and hands-on activities. This diversity not only accommodates various learning styles but also provides a deeper understanding of the material. Many organizations streamline this process by using a Learning Management System (LMS), which centralizes training content, tracks progress, and facilitates easier access for employees to manage their development journey.

    Foster a Culture of Continuous Learning

    One way to promote your upskilling and reskilling initiatives is to communicate these opportunities to your workforce consistently. Sending out emails or mentioning training opportunities during meetings can help remind your workforce of your offerings and how they can benefit their careers.

    Recognizing learning achievements and course certifications is an excellent way to promote continuous learning within your workforce. Whether it’s sending a company-wide email or giving an employee a shout-out during a meeting, highlighting employee successes and career growth can boost morale and increase loyalty among your workforce.

    Reskilling and Upskilling Your Workforce

    Investing in upskilling and reskilling programs is not just an investment in your employees; it’s an investment in your company’s future. Providing training opportunities enhances your bottom line, boosts company efficiency, and fosters employee loyalty. While the benefits of offering training are numerous, creating a program or implementing training sessions on your own can be a challenge.

    Group Management Services (GMS) is a third-party administrator that can help manage your workforce, save you money, and assist with employee training and development. Our human resources (HR) team can create personalized training tailored to your workforce, allowing you to choose the specific skills or topics that you want your team to learn. Our experts can also support you with employee management, recruitment, and retention efforts.

    Ready to build a future-ready workforce? We can help. Contact us to learn more.

  • In the business world, there are a variety of tax forms and returns that require meticulous attention to detail and timely filing. Failing to meet tax deadlines or filing incorrectly can lead to monetary penalties with interest payments, reputational harm, and the prevention of your company from receiving a business loan, among other consequences.

    Given the variety of tax documents and forms that must be filed by different deadlines, it’s easy to make mistakes or overlook important dates. While there can be consequences for missing a deadline or filing incorrectly, there are solutions available to help reduce any potential reputational damage or financial loss.

    Common Consequences for Missing Deadlines

    Monetary penalties

    Keeping track of tax filing reminders can be challenging, whether you jot them down on your calendar or keep important dates on scattered papers around your office. Mistakes can occur, leading to incorrect tax form submissions or missed deadlines. In most instances, a missed deadline results in monetary penalties for failing to file and pay, which can include interest payments. The Internal Revenue Service (IRS) sets these penalties, and the typical failure-to-file penalty is five percent of the unpaid taxes for each month the payment is overdue, which can go up to a 25% maximum. These penalties can accumulate quickly, impacting your bottom line.

    Property collection

    Failing to meet tax deadlines can have serious consequences that extend beyond your financial accounts, affecting your physical property and belongings. If a business or individual does not address their tax debt, the IRS has the authority to collect physical assets, seize bank accounts, garnish wages, and place liens on property. A tax lien limits your ability to obtain credit and grants the government a legal claim to your property. Additionally, the IRS can take further action by denying or revoking your passport.

    What to Do If You Miss a Deadline

    If you miss a tax return deadline, there are several ways you can reduce the penalty amount you’d have to pay.

    File the tax returns as quickly as possible: The sooner you file your tax return, the better. This reduces interest and penalties on the outstanding amount. It can also help lower the risk of paying a late filing penalty.

    Pay as much as possible: If you aren’t able to pay the full amount of your tax return, pay as much of the amount as you can. This will reduce the amount owed, lowering your penalty and interest amounts.

    Research: If you have paid your taxes correctly and on time for the past three years, you may be eligible for penalty relief. Research and review the requirements for First Time Abate relief, and make sure to double-check that your return meets all the qualifying criteria before submitting.

    Tax Compliance Assistance

    Submitting tax forms and ensuring tax compliance can be complicated, especially for business owners who may lack the time or expertise to manage these responsibilities effectively. Fortunately, there are resources available to assist business owners with tax management. One valuable option is a partnership with a professional employer organization (PEO) like Group Management Services (GMS).

    GMS simplifies payroll tax management through our streamlined HR and payroll technology. Our payroll software securely stores important employee information, protecting your workforce from potential security risks. Our team ensures accurate tax filing and compliance with federal, state, and local tax laws, giving you peace of mind throughout the year. Safeguard your reputation with efficient, safe, and accurate tax filings by considering a PEO partnership. Discover more about our tax services here!

  • As temperatures drop and winter approaches, construction business owners encounter specific challenges, including weather-related delays and increased safety risks for workers. Preparing for winter involves more than just providing warm protective gear; it requires careful planning to keep projects on track and ensure the health and well-being of employees.

    Winter preparation is essential for maintaining workforce safety, ensuring compliance with regulations, and completing projects efficiently and on schedule. Continue reading to discover effective ways to prepare your business and protect your employees during the winter months.

    Preparing For the Winter Months

    Winter conditions increase the risk of injuries, especially in the construction industry. With freezing temperatures, ice, and snow, employees face a greater risk of making a mistake, slipping on patches of ice, experiencing hypothermia or cold stress, or mishandling equipment. To reduce the risk of these accidents, business owners should review their current safety policies and procedures and consider the following tips.

    Provide proper winter gear

    To help reduce the risk of hypothermia, slips, falls, or frostbite, employers should provide proper gear. This gear should include insulated gloves, boots with good traction, warm outerwear, and eye protection. When employees have proper safety equipment, they feel safer, which can lead to improved productivity and morale.

    Schedule with intention

    Employers should require employees to wear proper equipment and schedule work shifts during the warmest parts of the day, typically when the sun is up, to minimize exposure to cooler temperatures.

    Business owners should also schedule consistent breaks. This allows employees time to warm up and hydrate in a heated, dry environment. This ensures your employees are alert, warm, and at a lower risk of cold stress or hypothermia.

    Consistently check the job site

    Cold weather can significantly impact equipment and construction materials. To minimize damage from snow, ice, and moisture, it is important to properly cover or store your materials. This practice helps maintain the quality of your equipment and can save you money on potential replacement costs. It’s also best practice to keep walkways, access roads, and the job site free from any ice or snow to prevent accidents or delays.

    Prioritize worker safety

    Along with providing appropriate protective equipment for your workforce, it is essential to offer safety education. Conduct refresher training sessions on cold stress and hypothermia, covering their symptoms, causes, and treatment. When employees recognize the signs, they are more likely to take proactive steps to seek warmth and ask for help. Winter safety training should also review basic safety procedures, injury and accident protocols, and remind employees of the best practices for navigating job sites during the winter months.

    Construction Safety with GMS

    As a construction business owner, navigating the cooler temperatures and the accompanying wind, snow, and ice can be challenging. But with the right preparation and education, your workforce can operate safely and efficiently. You also don’t have to navigate the winter months alone. With Group Management Services (GMS), you gain a trusted partner who can assist with risk management and workers’ compensation claims.

    GMS’ safety team offers a range of services, including conducting safety audits, addressing compliance concerns, developing safety plans, providing training, and offering on-site consulting. They can help you proactively manage your safety policies and risk management, ultimately making your company simpler, safer, and stronger.

    Explore our risk management offerings here!

  • Maintaining effective, accurate, and streamlined operations is crucial for business growth and success. One of the most important tools that business owners can use to enhance efficiency and support their goals is a Human Resources Information System (HRIS). Regardless of company size, an HRIS system can automate administrative tasks, mitigate risks, and streamline employee management, effectively improving overall efficiency.

    What Is an HRIS?

    An HRIS system is a software solution that helps businesses manage and automate core functions such as employee management, payroll, benefits administration, recruitment, onboarding, and more. This platform simplifies these tasks by consolidating them into one central location. Both employees and employers can easily access their information and remain confident that their personal data is securely protected.

    What is Included in an HRIS system?

    Payroll administration

    With an automatic payroll system, business owners can save time when it comes to calculating wages, subtracting deduction amounts, and sending out pay stubs. With an HRIS system, employees can access their pay stubs quickly and accurately through their personal portal. Using this software to run payroll not only saves time for business owners but also minimizes the risk of errors and late filings.

    Onboarding

    Onboarding new employees can be a challenging task, but an HRIS system can simplify the process. With this system, new hires can complete the necessary paperwork online before their first day, saving them the time and stress of doing it on their starting date. Additionally, they can watch any required training videos in advance, giving them the opportunity to focus on meeting their new coworkers, learning company policies, and understanding their new position.

    Benefits Administration

    With an employee self-service portal, HRIS systems provide employees with the ability to personally review and manage their benefits and health care plans. Employees can access and change their retirement plan contributions at any time or during open enrollment periods. HRIS systems can also save previous insurance or health care information year to year, making it easier for employees to enroll in the same plan again.

    Key Benefits of an HRIS

    While there are a variety of benefits to implementing an HRIS system, improved efficiency, greater data accuracy, and compliance are among the most common and important.

    • Improved efficiency and productivity: An HRIS automates your once manual processes, saving you time and reducing potential errors. With employers no longer focusing on manually running payroll or screening resumes, they can turn their attention towards business growth and improving their bottom line.
    • Better data accuracy and security: With an HRIS, employee data and information are stored in a secure platform. Having important information all in one place also reduces the risk of error and duplication, giving everyone peace of mind when it comes to their personal information.
    • Greater compliance: Transitioning to an automated process reduces the risk of human error. With a lower risk of human error or mistakes, there is a greater chance of having updated, accurate, and compliant information. With a reduced risk of noncompliance, there is a lower risk of fines or monetary penalties.

    GMS Connect

    Investing in the right HRIS is not just another decision; it’s a strategic choice that can enhance your company’s overall chance of growth, success, and efficiency. HRIS platforms save business owners time, money, and peace of mind when it comes to their business operations. If you’re currently running a business, it might be time to consider implementing one.

    At Group Management Services (GMS), our HRIS platform is called GMS Connect. Our system helps business owners streamline their onboarding process, seamlessly run payroll, and manage their recruitment and hiring efforts, anytime, anywhere. Our clients can rest assured that their information is protected by the highest standards. GMS is proud to be SOC 1 certified, a testament to our stringent policies and procedures.

    Are you interested in implementing an HRIS for your business? Contact us to learn more!

  • Employee burnout remains a growing concern affecting the productivity and morale of the workforce. While burnout is showcased differently depending on the individual, it is often caused by a heavy workload, long hours, and personal stressors. Consistent burnout is a red flag for both employees and employers, indicating that something isn’t working or needs adjustment, as it can lead to more significant issues in the long run.

    Recognizing the causes and symptoms of burnout is the first step toward creating a healthy and productive work environment.

    What Causes Employee Burnout?

    While there isn’t just one root cause of burnout, there are several common factors that contribute to it.

    Lack of clarity on job responsibilities

    When employees are unsure of what’s expected of them, it creates confusion and stress. They may stumble through their work, constantly worrying about whether they are performing their duties correctly or not, which can lead to errors, missing tasks, and inconsistency.

    Lack of support

    A workplace without adequate support from leadership, peers, or upper-level management can leave employees feeling isolated, overwhelmed, and unable to perform their job responsibilities to the best of their ability.

    Poor work-life balance

    When work consistently spills into personal time, it becomes difficult for employees to rest. Employees need to have boundaries between their personal and professional lives. Without proper time away from work, they will be unable to relax and recharge, effectively reducing productivity.

    Heavy workloads

    Constantly juggling too many tasks can lead to mental and physical exhaustion. When employees are overwhelmed, they are more likely to make a mistake or miss deadlines.

    What Burnout Looks Like

    Burnout builds over time, often showing up in subtle ways before becoming more serious. If you see your employees consistently showing the following symptoms, it might be a sign that they are experiencing burnout. Common symptoms include:

    • Exhaustion and fatigue
    • Difficulty concentrating
    • Depression
    • Reduced productivity and engagement

    If left unaddressed, these symptoms can lead to long-term health issues, reduced morale, low productivity, and increased turnover.

    How to Combat Burnout in the Workplace

    Burnout is preventable and manageable with the right strategies in place. Here are some effective ways organizations can support their teams.

    Promote Work-Life Balance

    A culture that respects personal time fosters healthier, more engaged employees. Consider implementing paid time off (PTO) policies or flexible scheduling to allow your employees more availability to relax or focus on what is important to them. Allowing your workforce more control over how they spend their time can deepen the trust and loyalty between employee and employer.

    Implement Employee Assistance Programs

    Burnout isn’t always physical. It can exhibit as a lack of motivation or difficulty concentrating. With an employee assistance program (EAP), your employees have another outlet for emotional and mental relief. EAPs provide confidential support for employees dealing with stress, mental health issues, or personal challenges. Implementing an EAP showcases your dedication to employee well-being while simultaneously providing support where it’s needed.

    Open the Lines of Communication

    You won’t know the extent of your employees’ struggles until you have a conversation with them. Consistently scheduling one-on-one meetings or company-wide town halls can improve interdepartmental communication, loyalty, and trust. By opening up communication channels, you are showcasing your dedication to employee health and well-being. This also allows you to proactively address workforce concerns, implement solutions that can reduce turnover, and improve morale.

    Reduce the Risk of Employee Burnout with GMS

    Burnout is not just an individual problem; it’s a workplace challenge that affects everyone. By recognizing the signs early and taking appropriate action, organizations can create a culture of well-being, trust, and long-term success. However, finding and implementing effective solutions can be challenging, which is where Group Management Services (GMS) comes in.

    When you partner with GMS, you gain access to a top-tier EAP provider as part of a comprehensive benefits package. Our team manages EAP administration, allowing you the time to focus on your business growth. Our HR team also supports business owners in implementing PTO policies and can provide guidance on benefits administration, healthcare policies, and more. With the right support and expertise, your workforce can grow, thrive, and succeed.

  • Open enrollment is a busy time for individuals with health insurance plans. Although the specific dates vary depending on the type of insurance, the state, and the employer, the overall process remains consistent. Open enrollment is the time when people can enroll in, update, change, or cancel their health insurance.

    Many individuals enroll in a health insurance plan through their employer, which reduces the financial burden of health care costs such as doctor’s visits, medications, and more. It’s important to note that you cannot make changes to your health insurance plan outside of the open enrollment period unless you qualify for a special enrollment period.

    Special Enrollment Periods

    Whether you’re an employer or an employee, it’s important to understand special enrollment periods and what they entail.

    Open enrollment is the only period for making changes to your health insurance. However, if you experience a qualifying life event, you can make these changes through a special enrollment period. Qualifying life events (QLE) are events that change your everyday life, such as getting married, losing your job, having a child, and more. QLEs include, but aren’t limited to the following:

    • Getting married, divorced, or separated
    • The death of a spouse or family member who shared your health plan
    • Having or adopting a child
    • Turning 26
    • A change in employment, leading to the loss of coverage
    • Moving your residence
    • See a list of other QLEs

    While it is most common for people to qualify for a special enrollment period due to a QLE, several other situations may qualify someone for a special enrollment period. Such as:

    • Becoming a United States citizen
    • Leaving incarceration
    • Experiencing a natural disaster such as an earthquake, hurricane, etc.
    • Learn more here

    Assistance with Managing Enrollment Periods

    Open enrollment can already be a stressful and confusing time, but for employers, that stress can reach new heights. Managing different health insurance plans and costs can quickly become overwhelming, especially since all changes happen within that specific time frame. Employers also must be aware of employees who need to make health insurance changes during special enrollment periods and consistently review their current offerings to make the most cost-effective decision for their employees and company. Managing these changes is no easy feat, which is why business owners may look for assistance from a third-party company like Group Management Services (GMS).

    GMS helps business owners manage open and special enrollment periods with our expert guidance, the help of a Benefits Account Manager, access to competitive group health plans, and administrative benefit support. GMS also offers business owners access to supplemental benefits, effectively reducing the cost and headaches that come from benefits administration. Contact us to learn more about how GMS can help your company during open enrollment and assist in managing special enrollment periods.

  • A new hire’s first day can set the tone for the rest of their time at your company. Putting your business’s best foot forward and showcasing your efficiency, loyalty, and personability are vital to making a strong first impression on your new employee. A great way to do that is by implementing a robust onboarding process.

    Onboarding a new employee can be challenging for both the employee and the employer. It can be a seemingly endless storm of handshakes, introductions, filling out paperwork, and navigating your new office. By developing an onboarding process, you can introduce your new hire to your company in a more systematic and organized manner.

    The Onboarding Process

    Unlike employee orientation, employee onboarding is a process designed to introduce new hires to their daily responsibilities, technologies, and procedures. This process helps them fully integrate into the company and can take several months to a year to complete. Onboarding may include personalized training, tours of the building or job sites, shadowing other employees, and more. While this process can quickly become an overwhelming experience, there are several ways to simplify it.

    Pre-board the Employee

    To ensure that your new hire doesn’t feel overwhelmed on their first day, employers should consider pre-boarding them before their official start date. This allows employees to complete administrative tasks and necessary paperwork ahead of time. Required documents typically include tax forms, direct deposit forms, and nondisclosure or non-compete agreements.

    Additionally, providing the necessary materials or equipment that they will need for their role can help ease them into their new position. These materials might include their computer, mouse, business cards, or uniform. By sending the required paperwork and materials before their start date, new hires can focus more on the onboarding process when they arrive and make the most of their first day.

    Set Up a Meet and Greet

    One of the most overwhelming aspects of an employee’s first day is meeting their new team. Depending on the size of the workforce, the level of stress can vary, but memorizing names and trying to make a great first impression can be a challenging task. To ease this burden, consider scheduling a designated time for the new hire to meet and talk with their coworkers. Organizing a team lunch or happy hour is an excellent way to bring everyone together in a more relaxed setting. This approach will help foster stronger connections among your workforce and make everyone feel more comfortable collaborating.

    Incorporate Job Shadowing

    Every employee is unique, which means that their training and learning styles may vary. Some people learn best by reading, while others excel through hands-on activities, and some retain information better when they hear it. Incorporating job shadowing into your onboarding process can effectively address these different learning styles by combining them. This approach allows new hires to experience their roles firsthand, ask questions, and gain practical experience. Additionally, employers should consider having new hires shadow employees across various departments. This practice will help them understand the business as a whole.

    Practice Open Communication

    To fully understand how the onboarding process is going for your new hire, it’s best practice to consistently check in with them. Scheduling weekly meetings or quick check-ins can help you monitor their progress and provide a safe space for them to share any concerns or questions they might have. This can also strengthen your relationship with them, fostering a greater sense of trust, camaraderie, and loyalty. It can also help you identify gaps in the onboarding process, allowing you to improve it and make changes if needed.

    GMS Streamlines Employee Onboarding

    Employees are the foundation of every successful company. While business owners know their operations inside and out, training new hires can be time-consuming and expensive. But with the help of Group Management Services (GMS), you can simplify and improve your onboarding process while reducing training costs.

    Our online training programs are tailored specifically for small and mid-sized businesses and can be customized to meet your company’s unique roles and team responsibilities. Our Learning Management System can streamline your onboarding process by allowing your employees to easily access online training courses and resources. We also simplify onboarding through our Human Resource Information System (HRIS), enabling new hires to complete essential paperwork and orientation tasks online quickly and efficiently.

    Proper onboarding can be the difference between a long and short-term hire. Learn how GMS can improve and simplify your onboarding process here!

  • Around 78% of employers believe their workers are prepared for retirement, but their employees feel differently, with only 45% of them feeling prepared. Planning for life after work doesn’t just affect the employees; it impacts the company. If your workforce consistently worries about their future financial wellness or their ability to make ends meet, they aren’t actively engaging at work, reducing their productivity and attention to detail.

    While concerns about retirement vary by age group or tax bracket, it’s important for business owners to assist their workforce with retirement planning. Providing your workforce with the resources and tools needed to properly plan for retirement can improve employee trust, loyalty, and attract top talent. Continue reading to learn about the different ways you can support your workforce’s retirement journey.

    Promote Retirement Plans

    One of the most well-known ways employers assist their employees with retirement is by offering a retirement plan. A retirement plan is a financial strategy that helps individuals save money for life after work. It utilizes resources such as 401(k) plans, Individual Retirement Accounts (IRAs), and other options to grow savings. Individuals can set aside a certain amount of their income into an account, allowing them to start saving earlier. Providing tools like a retirement plan demonstrates loyalty to your employees and shows you care about their well-being.

    Provide an Employer Contribution

    Depending on the company and plan type, employers often contribute funds to their employees’ retirement accounts. Offering a high contribution amount is another way to attract top talent and retain your current workforce. There are several contribution types that employers can provide.

    Matching contributions

    • This contribution is when an employer adds money to an employee’s retirement account, usually based on a percentage of what the employee already contributes.
    • The amount grows tax-free while in the plan and is only taxable when withdrawn.

    Nonelective contributions

    • This contribution is given to all eligible employees and is not contingent on whether the employee contributes to it.
    • These contributions are tax-deductible.

    Profit-sharing contributions

    • Profit-sharing contributions are a type of retirement benefit provided by employers, where a company allocates a portion of its profits to employees by making direct contributions to their retirement accounts.

    Provide Educational Resources

    A great way to prepare your workforce for retirement is to educate them about their options. There are various retirement plans available, such as a 401(k), Simplified Employee Pension Plan (SEP), and Employee Stock Ownership Plan (ESOP), among others, each with its own benefits. By offering educational sessions and providing advice regarding your specific retirement plan offerings, you can help your employees make more informed decisions about their retirement and future financial planning.

    Provide voluntary benefits

    Employers can support their employees’ retirement savings goals by offering a range of voluntary benefits to reduce financial stress. For example, health care benefits such as dental and vision coverage, and health savings accounts (HSAs) help employees manage out-of-pocket medical costs, allowing them to invest more towards retirement. Additionally, benefits like long-term care insurance, legal assistance, and identity theft protection provide financial security and peace of mind, which can encourage more consistent retirement contributions.

    Retirement Plans and GMS

    Effectively budgeting and planning for retirement is important for employers and employees. Employees often look to their employers for help regarding funding and contributions. Managing employee retirement funds can be a complex and overwhelming feat for a business owner. Luckily, there are third-party companies like Group Management Services (GMS) that can assist with 401(k) management and retirement planning.

    Our team can help you manage your retirement contributions and help you set up fully customizable profit-sharing plans that make your company more attractive to quality employees. From contribution amounts, vesting schedules, and eligibility requirements, GMS can help ensure your compliance and make sure you get the most out of your retirement plans.

    Learn more about GMS’ profit-sharing and 401(k) plans here!