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  • The Occupational Safety and Health Administration (OSHA) announced its citation of Amazon for failing to record and properly report work-related injuries and illnesses. The proposed penalties totaled $29,008.

    What Went Wrong

    Amazon is the world’s largest online retailer and a prominent cloud service provider. They have transitioned into an internet-based business enterprise largely focused on providing e-commerce, cloud computing, digital streaming, and artificial intelligence (AI) services. Amazon has over 1.3 million employees throughout the world.

    That said, they still made mistakes that cost them a hefty fine from OSHA. They were cited for 14 recordkeeping violations which included the following:

    • Failing to properly record worker injuries and illnesses
    • Misclassified injuries and illnesses
    • Failed to report injuries and illnesses within the required timeframe
    • Did not provide OSHA with timely records

    These citations followed site inspections in July and August at Amazon warehouse facilities in Deltona, Florida; Waukegan, Illinois; New Windsor and Castleton, New York; Aurora, Colorado; and Nampa, Idaho. The company has 15 days to comply with or contest the citations.

    How To Avoid This From Happening To Your Business

    Even with a company such as Amazon, ensuring you stay compliant and keep your employees safe is still challenging. However, there are resources available to business owners to help prevent these situations from happening. When you partner with a professional employer organization (PEO) like GMS, we have experts and resources in place to prevent situations similar to Amazon from happening. Should one of your employees get injured on the job, our partnership with CarivaCare provides our clients with 24/7 access to the workers’ compensation nurse triage program. You are quickly connected with knowledgeable, caring professionals who will assist your employees. We also have a team of safety experts who will visit your facility to ensure it is as safe as possible for you and your employees, thereby preventing injuries. Contact us today to learn more.

  • On December 9th, 2022, Governor Kathy Hochul signed a new law, Bill S. 4844-B, for private sector employers throughout New York. These employers must meet the new time, space, and notice requirements for accommodating employees who breastfeed in the workplace. This must be in effect by June 7th, 2023.

    Current Law

    The current New York law, Section 206-c, requires private sector employers to provide reasonable unpaid or paid breaks each day to allow employees who need to nurse for a period of up to three years following the birth of a child. In addition, the current law requires employers to make reasonable efforts to provide these employees with a physical location where they can nurse privately.

    Understanding The New Law

    Bill S. 4844-B amends the Labor Law to expand and clarify the requirements. It now specifies that employers must provide all employees who are nursing with a reasonable break “each time such employee has a reasonable need” to breastfeed. In addition, the bill states that this private location cannot be a restroom, must be close to the employee’s work area in which it’s shielded from other employees, and free from intrusion from the public. The private area must also include the following:

    • Contain sufficient lighting
    • Have a chair
    • Have an open surface
    • Be close to clean, running water
    • Contain at least one electrical outlet

    Should your business have refrigerators, you must allow employees to use them for storing breast milk. For any company that cannot provide a temporary location for these employees that meets the above requirements, the bill exempts most of the requirements. However, should this be the case, you are still required to make reasonable efforts to provide a private area that’s not a restroom and is near the worker.

    Finally, the law states that the New York State Department of Labor (NYSDOL) will develop a model policy setting forth the right of nursing employees. Employers must provide the policy to every employee upon hiring and annually thereafter. In addition, when an employee returns to work following the birth of a child, they must be given a copy of NYSDOL’s written policy.

    How GMS Can Help

    Partnering with GMS allows you to remain compliant with the ever-changing rules and regulations. If you don’t already have a designated area for your nursing mothers, we work with you to ensure you follow the guidelines needed to comply with this new law. We take on the administrative burdens you don’t have the time or expertise to handle. Contact us today to learn more.

  • Beginning January 1st, 2023, the following notices will be updated:

    • California minimum wage
    • Family care, medical leave, and pregnancy disability leave
    • Your rights and obligations as a pregnant employee
    • California law prohibits workplace discrimination and harassment
    • Transgender rights in the workplace
    • Know your right: workplace discrimination is illegal
    • Your rights under Uniformed Services Employment and Reemployment Rights Act (USERRA)
    • Safety and health protection on the job (Cal/OSHA)

    The following required pamphlets will also be updated:

    • Unemployment insurance
    • Sexual harassment

    Employers in California are required to post notices and distribute various pamphlets informing employees of their employment rights. Click here to view the updated “Know Your Rights: Workplace Discrimination Is Illegal” poster. The other posters are not available yet; however, they are likely to reflect the 2023 changes to California law with respect to an increase in the minimum wage and new protected categories, including reproductive health decision-making. In addition, all remote employees must receive a copy of these required posters and pamphlets. For more information, click here.

    Stay Compliant With GMS

    A new year comes with new laws and regulations you must stay on top of. When you partner with GMS, we ensure you remain compliant and are up-to-date with ever-changing rules and regulations associated with your business. We handle all the administrative burdens of your business that you don’t have the time or expertise to handle. Michelle DiGeroloma, PHR, GMS’ Client Services Manager, expressed, “Labor law posters summarize important information outlining employee rights under respective federal and state laws. These can be helpful for both the employee and employer when understanding the right of OSHA. It’s essential for employers to maintain their labor law posting by adding updates immediately upon release. This provides employees with the most up-to-date information.”

    Contact GMS today.

  • Burnout. The feeling we’ve all experienced. As we wrap up 2022, we all get in the holiday spirit and get distracted from our jobs. Oftentimes, this time of year is a time when we get that burnt-out feeling of not wanting to give it our all. 48% of employees and 53% of managers report that they’re burned out at work. Job burnout is a type of work-related stress – a state of physical or emotional exhaustion that involves a sense of reduced accomplishment and loss of personal identity. The following are common characteristics of burnout:

    • Frequent illness
    • Disengagement and detachment
    • Feelings of frustration or helplessness
    • Loss of motivation

    What Causes Burnout?

    Even though burnout has become simply “part of the job” for many workers across the world, the organizational cost of burnout is substantial. Burned-out employees are 63% more likely to take sick days and 2.6 times as likely to be actively looking for a different job. Your job as a business owner is to ensure your employees don’t have these feelings before they choose to look elsewhere. The first step in doing so is understanding what can cause your employees to feel burned out. It may come as a surprise that the main factors driving employee burnout have less to do with expectations for hard work and performance and more to do with how someone is managed.

    The main factors that cause burnout include the following:

    • Unmanageable workload
    • Challenging to find a work/life balance
    • Feelings of having little or no control over your work
    • Pressure
    • Disconnect in values
    • Lack of support from managers, feedback, fairness and equity, participation in decision making

    How To Prevent Burnout

    Fortunately, you can prevent burnout from happening. You need to start by addressing the true causes of employee burnout. Perhaps you enforce weekly or bi-weekly meetings with your employees to check in on them. This will create a workplace environment that empowers employees to feel and perform their best, eliminating that feeling of burnout. Additional steps you can take as a leader for your employees is by considering the following:

    • Hold meetings in a different setting
    • Promote work/life balance
    • Monitor workloads and schedules
    • Encourage employees to use vacation time
    • Provide work-from-home options
    • Prioritize workplace wellness
    • Enforce management wellness
    • Create goals and career paths
    • Practice open communication
    • Lead by example
    • Welcome employee feedback

    The list is never-ending. You have to determine what works best for each employee, which you won’t know until you meet with them one-on-one. This is a time for you to get creative. Perhaps you create a contest with prizes to add a new dynamic to everyone’s daily routine, or maybe you do an exercise break once a day.

    Wondering Where To Start?

    Engaged employees drive concrete business results. When employees aren’t experiencing burnout, they’re more energized, enthusiastic, and focused. Step out of your normal work style and change it up a bit. Not sure where to start? GMS has you covered. Our performance review systems provide you with resources to provide your employees with consistent feedback, develop employees’ careers, goal setting, and so much more. In addition, our benefits department works with you to develop a benefits package your employees want and need. Whether you provide them with personal days or additional benefits they can use when they do reach that feeling of burnout, we help you every step of the way. We’re in this together. Contact us today to learn more.

  • Every year, we make resolutions to change bad habits into good ones. The turn of the year is a perfect time for this if you’re looking to kick things up a notch in 2023. These changes are aimed at improving your HR processes and environment. This change is necessary. But how do you know which changes you should make?

    Post-lockdown life has definitely made an impact on the workforce. With new terms like the Great Resignation and quiet-quitting, it can be hard to make sense of this ever-evolving time in history. It’s time for companies to be nimble and fully embrace innovation, or they may get pushed to the back of the crowd. Continue reading to learn how you can make changes to your business to ensure a successful 2023.

    Increased Focus On Diversity, Equity, And Inclusion 

    In the business world, diversity is a buzzword. The term shows up in mission statements, corporate social responsibility reports, and on conference panels. However, the lack of meaningful change in the numbers – and people – offers evidence that talk is cheap. Inclusion in the workplace must start with management and core company values. It’s critical that we find ways to create more inclusive work environments and to encourage diversity in our companies actively. If we don’t, we may lose out on having a diverse workforce. If we do, however, we can make great strides toward empowering employees and promoting acceptance of different backgrounds, genders, cultures, races, and ethnicities in our businesses.

    Diversity can contribute to the bottom line of a business by:

    • Improving employee satisfaction and engagement
    • Developing leadership skills across the organization
    • Creating opportunities to understand different perspectives 
    • Helping you recruit top talent
    • Improving team dynamics 
    • Reducing turnover
    • Increasing market share and connecting with diverse customers

    These are all positive things that contribute to long-term success. 

    Continuation Of Hybrid And Remote Work

    If you haven’t heard yet, hybrid and remote work schedules are here to stay. In fact, they’re desired. Flexible work schedules allow employees to work from home, giving them far more control over which hours they choose to put in. When it comes to small business owners, this means having a greater ability to drive an organization while having the flexibility to take care of family obligations (and vice versa). Other important needs such as exercise, meals with friends and family, and even getting outside for a walk (not just an inside stroll around the block) are all necessary components of a happy life. These are made easily accessible with remote work.

    Overall, a culture of work/life balance helps with employee productivity and engagement. Key benefits include:

    • Lower costs for businesses (leasing a building) and employees (commuting costs)
    • Lower environmental impact and improved sustainability 
    • Control over your office environment 
    • Improved productivity and performance 
    • Happier and healthier life
    • Better work-life balance
    • Easier recruitment and access to a larger talent pool 
    • Increased employee satisfaction and better employee retention

    Boosting Employee Skills

    According to the Society for Human Resource Management (SHRM), hiring managers consider soft skills to carry more weight in the hiring process than in previous years. These skills consist of empathy, emotional intelligence, mindfulness, adaptability, self-motivation, and resilience. These skills are seen as an even greater asset compared to hard workforce skills such as technical capabilities. Why? Because it’s harder to teach soft skills versus technical skills.

    Look for candidates that have these soft skills and then teach technical skills. Some ways in which you can boost these technical skills are by having your employees attend courses, seminars, and webinars.

    Wellness-Focused Employee Benefits 

    Since the pandemic, wellness has become a huge focus for most individuals. They’re realizing that work-life balance is a must and that work shouldn’t equate to stress and discomfort. In fact, a 2017 study from the University of California Riverside suggests that corporate wellness programs can boost employee productivity and satisfaction by empowering them to take care of their health in a way that fits their busy lives.

    You can achieve a wellness-focused work environment by providing:

    • Exercise and physical training opportunities 
    • Nutrition coaching and advice
    • Mental health support or mental health days
    • Stress management education
    • Office environment enhancement 
    • Remote or hybrid work 
    • Better PTO policies 

    Improvements In Company Culture And Engagement 

    While many topics we’ve already covered lead to a richer company culture, it’s important to keep in mind that people are the ultimate factor in this. Hiring folks that align with your core company values and are considerate of others leads to less gossip and better team dynamics. Having policies in place to combat these issues is also a priority.

    Another key factor of company culture is regular feedback and recognition. Creating a space where you can inform people about what they’re doing right and how they can improve is crucial. When employees feel valued, it helps create a strong culture of belonging within an organization. And when in doubt, ask employees what they need to be successful. The follow-through will show that you care and lead to employees that are more engaged.

    Embracing New Technology 

    Technology has changed many aspects of our daily lives, not just in computers but also in the area of small businesses. Small businesses don’t just have to use technology to compete with bigger companies. It can help in various ways, such as helping you save money, time, and energy.

    Employee management apps, artificial intelligence (AI), and cloud-based HR technologies are all ways you can add new technology to your business. Sometimes, it doesn’t even have to be to this extreme. You can start by upgrading old laptops and clunky tech gear to sleeker, space-saving designs with a smaller carbon footprint.

    Attract And Retain Talent 

    The average U.S. employer spends $4,000, and it takes 24 days to hire a new employee. That doesn’t even take into account the productivity and expertise a long-serving employee takes with them. Retaining talent saves you in the long run. But how do you get people to stay? These are the details employees consider when deciding whether to stay in their current role:

    • Atmosphere of an organization
    • Training opportunities
    • Working independently 
    • Leadership
    • Acceptable workload

    The ability to retain employees is a critical factor in determining the health of a business. A quality business has a competitive edge when employees have an emotional connection and feel appreciated for their hard work. Unhappy employees tend to churn out quickly and take valuable knowledge with them, which can set your organization back months or even years.

    A Human-Centric Approach

    Employees want to feel seen and heard. If they don’t, that’s usually a good reason to consider leaving an organization. Creating a human-centric work environment means safe self-expression at work, addressing the life needs of their employees instead of merely work needs, and managing tailored, flexible workflows. This could look like flex schedules or working from anywhere. It may even mean allowing people to work earlier in the day or later into the evening. Whatever works best for them!

    At the end of the day, good work and productivity happen when an employee can work the way that best suits them. There is no one-size-fits-all approach to working. Everyone has different needs and priorities, as well as different life circumstances. Supporting your employees in these circumstances goes a long way.

    Let’s Start The Year Off Strong

    As the new year approaches, it’s easy to become overwhelmed with the demand of starting up a new business project or continuing old ones in addition to your daily job. Managing your staff can get tough, and some of us just don’t have the knowledge to do all these tasks by ourselves. That’s where GMS comes in. GMS can take on the administrative burdens associated with managing employees. Contact us to learn more.

  • Human resources (HR) outsourcing is an essential aspect of HR management. The hectic schedule of managing a company makes it nearly impossible for a manager to handle all the duties connected with HR. That’s where HR outsourcing comes in handy. It allows a business leader to focus on the day-to-day activities that are falling behind due to HR tasks.

    In today’s competitive market, finding the right partner for HR outsourcing can be challenging. Firms need to determine what they are looking for in a partner and what they need to focus on when evaluating them. You want to work with a company that will make your life easier, not harder. Similar to anything else, it requires the right research and knowledge beforehand so you can identify which firms best fit the job.

    Your Needs

    The first part of this process is asking yourself, “What do I want to gain from this partner?” “What are our needs?” This is not only a big step in identifying what needs to happen, but the HR consulting partner will want to know this too.

    Recruitment and payroll are two big services that you should consider outsourcing. These services take an extensive amount of time, focus, and resources. However, an HR consulting firm can easily handle this for you. The following are additional aspects to consider on your end:

    • Budget and costs
    • Who will be the key point of contact
    • Who will help vet this new partner
    • Who will assist with onboarding this new partner

    Specific Area Of Expertise And Experience 

    There is a whole market of HR consulting firms, but not all of them are alike. Some may specialize in specific services, while others are not niche enough. Choosing this partner will be dependent on what your needs are and whether their services align with these needs.

    Take a look at their knowledge, portfolio, and experience to gain a better understanding of what companies they have serviced in the past. Are these companies similar to yours? Did they have the same needs? What solutions did they offer? These are all important factors to consider when choosing the right partner.

    The best way to determine whether a provider is a good fit for your business is by interviewing them and asking questions about their experience and expertise with similar clients. This will also help you understand how well they will work with your team and handle specific challenges related to your industry or company culture.

    Proof Of Trustworthiness

    An important trait for anyone who wants to work closely with clients is integrity, a quality that can only be achieved through experience and hard work. The best partners are those who know how important it is for them to maintain their reputation. Not to mention, honesty and trustworthiness are a priority in HR, so you want to make sure your partner exhibits these qualities before you sign on the dotted line. Asking for proof of results and case studies for the firm is not only okay but it’s encouraged. This is a great time for the firm to discuss its skills and accomplishments with other clients.

    You need to find a service provider with a good reputation in the industry and one who can meet your needs and expectations. If you still don’t know where to start, ask around or look at their website for testimonials from past clients.

    Understanding Changes And Delivering Results

    A cookie-cutter approach is not the way to go with an HR partner. You want a firm that will tailor their approach to best fit your needs. Because of this, services will ultimately change and evolve over time to continue delivering great results. Trust your partner in this and talk through it accordingly. The goal is for them to provide solutions, and change is a key sign that it’s working.

    Communication Is Set In Stone

    Communication in HR is one of the most important factors. How does this firm communicate with your employees? Do they listen to their needs? These details could make or break a business partnership. Take good note of how responsive they are at the start and how regularly they touch base with you. Are you consistently talking about goals and deadlines you agreed to? You should be speaking regularly with your partner and have frequent reporting calls.

    Updated On The Latest Trends

    The right partner will be well-versed in the latest trends in the field of HR. They should be able to keep up with new laws and regulations, which may affect your business. A good partner will also have access to industry news and information, which they can use to help you make decisions regarding your company. The ability to adapt quickly is critical for any business that wants to succeed in today’s economy.

    A good candidate will not only know all the latest legislation, but they’ll also be able to provide ideas on how these changes may affect your company — and what steps you should take now to prepare yourself for what’s coming down the pike.

    Good Organizational Skills

    An experienced HR consultant should be able to organize all the information you give them into a coherent report that outlines what needs to be fixed and how best to address these issues going forward. A good sense of organization means that they will be able to manage their time, prioritize tasks, and work with you to create a realistic plan of action. They should be able to communicate effectively and clearly and be able to answer your questions in a timely manner.

    Your Goals Align 

    An HR partner should understand what matters most to you and what goals you have for your organization. They should be able to provide insights into how they can help move those goals forward while also offering recommendations. They’ll be able to provide you with insights into what you need to do in order to attract and retain top talent, and they’ll also be able to help you develop strategies for building employee engagement.

    If you want to find an HR partner who will add value to your business, keep an eye out for the following:

    • They have experience working with startups
    • They understand your industry 
    • They have worked with other companies like yours
    • They are familiar with your specific challenges

    The Price Is Right

    Budget is another consideration when choosing an HR consulting partner. With any business relationship, you don’t want to get yourself into something that could cost more than expected or take longer than expected. However, it’s also important to have realistic expectations here, too. A good quality partner will not come cheap. If a vendor is charging less than average for their services, then it’s possible that they’re cutting corners in other areas, such as quality of service or experience level. This is definitely something to steer away from.

    While it’s tempting to go for the cheapest option, this may not be the best decision. It’s important to look at the total cost of ownership and see how much time and money each option will save you in the long run.

    New Year, New HR Partner!

    Now is the best time to consider your business efforts and find ways to improve next year. This might mean improving your HR solutions, too. GMS is here to help you. Whether you want to revamp your benefits offerings to provide more paid time off (PTO) or begin implementing a shorter workweek, our experts are here every step of the way. Ready to get started? Contact us now.

  • Whether you need to follow legal regulations or simply have company rules, workplace compliance requirements are crucial for any small business. Unfortunately, it’s not always easy to get employees on the same page. While workplace compliance is often seen as an HR issue, it’s important for every employee to be aware of the laws that affect their work environment.

    It’s critical for small businesses to take steps toward encouraging a compliant workplace. Encouraging this type of culture can help businesses save on workers’ compensation, create a safer workplace, and help everyone stay on the same page. Compliance is not a one-time effort. It’s an ongoing process requiring constant vigilance and attention to detail. The benefits of compliance far outweigh the costs, though, so it’s important to ensure every employee understands their role in maintaining workplace compliance and feels comfortable raising issues with management if they see something wrong.

    Let’s break down what you can do to get your employees to buy into your company’s rules.

    The Benefits Of Workplace Compliance

    Workplace compliance is an essential part of any HR department’s responsibilities. The goal of workplace compliance is to ensure that all employees are following the laws and regulations that govern their industry. By doing so, you will protect your company from potential lawsuits, fines, and other costly penalties.

    In addition to complying with government regulations, there are other benefits to maintaining workplace compliance:

    • It helps protect your employees from injury or illness by ensuring that they have the necessary safety equipment and training.  
    • It helps protect your customers from harm by making sure your products and services meet quality standards.
    • It reduces employee turnover because employees feel safer working in a company that cares about their safety and well-being.
    • It makes it easier for employees to focus on their jobs, knowing they will not be injured or ill due to unsafe conditions at work or poor-quality products or services provided by the company. 

    How To Ensure Compliance In The Workplace

    There are several different steps that employers can take to help cultivate a culture of compliance. Here are ways that you can ensure that your workforce complies with existing policies and procedures.

    Document any rules your employees need to follow

    The first step toward workplace compliance is to make sure everyone knows your policies and procedures. It’s important to document your company’s rules in your employee handbook. This way, you can give each employee a handbook so that they can review the regulations you have in place.

    This process will not only give everyone a document to review their rights and obligations but also serves as a compliance tool in case there are any occasions where people violate company policies. You can have employees sign off on receiving and reviewing your handbook. You can also create checklists to ensure employees understand all the right steps for specific procedures.

    It’s also important to make sure your policies and procedures stay up to date with any new federal laws or business trends. You can update your handbook to add new policies or tweak existing rules, just make sure that every employee has the means to access these rule changes to stay compliant. Finally, these documents should be easily accessible so that employees can review them at their leisure.

    Consistently apply these policies and procedures

    Having policies and procedures in place is one thing; the way you apply them is another. Your compliance rules affect everyone at your company, from the top executive to the newest member of your team.

    It’s essential to make sure that you consistently apply these policies and procedures equally so that your whole organization sees that there isn’t any special treatment. Should any employee notice that the rules aren’t applied equally, they’ll be much less likely to buy into them. That disenchantment can quickly lead to non-compliance.

    The best way to avoid this potential problem is to reinforce how important these policies and procedures are for everyone. Have regular handbook reviews where you go over key policies and company culture with your whole staff and reinforce that it takes buy-in from everyone. By setting an example and making sure everyone is accountable, you can instill a culture of compliance and avoid issues stemming from inconsistent treatment.

    Take a positive approach instead of just saying “no”

    If you want your employees to truly buy into a culture of compliance, it’s best to focus on what they should do instead of telling them what not to do. Taking an “anti” approach to workplace policies is similar to telling someone “no” over and over – at some point, they may stop listening.

    This natural reaction to being told what not to do is why it’s better to focus on proper behaviors and educate employees on why that approach is best. If you have specific safety rules in place, create policies of what employees should do and why those behaviors are best.

    For example, lay out guidelines on the safety equipment employees should use and how that equipment keeps them safe and healthy. That type of message will naturally hit home harder than simply saying, “Don’t work without a harness.” By providing positive instructions and providing the reason behind them, your workforce can at least understand why those rules are in place, even if they don’t like them.

    Invest in employee training

    Once your policies are in place, you’ll want to do more than just communicate them with employees. Training will help reinforce those compliance procedures and policies so that they’re less likely to make mistakes. These training sessions should cover the following topics:

    • Safety and health policies, goals, and procedures
    • Functions of the safety program
    • Proper contacts for any questions or concerns about the program
    • How to report hazards, injuries, illnesses, and close calls/near misses

    What to do in an emergency

    Training should also be more than a one-time event. An ongoing training program can help your employees stay aware of company policies and procedures, especially if there are any changes to your compliance guidelines.

    Use positive reinforcement for doing the right thing

    Let’s be honest, the average person doesn’t think of workplace compliance as an exciting topic. That doesn’t mean the subject has to be a drag. Utilizing positive reinforcement to reinforce your policies and procedures can not only help prevent problems but also encourage your employees to participate actively in workplace compliance measures.

    There are several different ways that you can go about this process. If you’re trying to get individuals into compliance training, the company could buy lunch for employees to get them more excited about the session. You can also incentivize employees by setting up a small rewards program for people who actively engage in compliant behaviors. If you make compliance a positive experience, employees will be much more likely to follow company policies and procedures.

    Keep employees engaged

    Positive reinforcement is one step in the right direction, but don’t forget that compliance is a two-way street. It’s critical to keep communication open for any employees who want to talk about workplace compliance. Those conversations will not only help your employees feel heard but also uncover some potential opportunities for improvement.

    Sometimes these conversations aren’t exactly enjoyable. If someone breaks company rules about safety, harassment, or something else, it’s time to have a serious discussion about unacceptable behavior. It’s important to foster a compliant work environment, so these conversations are necessary to explain why an employee’s behavior went against company policy and how to move forward.

    It’s also essential to keep an open dialogue with employees to see what’s going on around the workplace. If employees are experiencing difficulties with certain policies or have feedback about how to create a safer work culture, let them know that management is there to listen. Allowing your employees to share what they’re experiencing can help foster a more engaging workforce and help identify potential opportunities to improve compliance.

    Ensure equal employment opportunity

    Equal employment opportunity (EEO) laws are designed to ensure equal employment opportunity for all employees regardless of race, color, religion, sex (including gender identity), national origin, age (40 or older), disability, or genetic information. These laws also extend protection against discrimination based on pregnancy, childbirth, or related medical conditions.

    Employers must maintain records that document hiring practices and promotions to demonstrate their compliance with EEO laws. For example, they must keep records of applications received and interviews conducted. This can prove that they didn’t discriminate against any applicants based on protected characteristics such as race or sex (including gender identity).

    Revisit health and safety regulations

    Health and safety compliance is a very important aspect of any business or organization. If you are not compliant with health and safety laws, then there can be serious consequences for you, your staff, and your business.

    It’s essential that all businesses have a health and safety policy in place which outlines exactly what needs to happen if an incident occurs or when an injury does occur (i.e.: what do I do?). This policy should be reviewed regularly so that it reflects current legislation as well as ensures that everyone knows what their responsibilities are when it comes to handling such incidents.

    If you have an accident at work or someone gets injured, then this could result in a fine from the health and safety executive (HSE) if the accident wasn’t reported correctly or if no records were kept of incidents that occurred on-site.

    Create A Culture Of Compliance

    From safety regulations to parking policies, it’s important to ensure everyone buys into your company’s rules. Fortunately, you don’t have to go through this process alone. GMS works with businesses to develop a culture of workplace compliance and helps them save time and money through expert HR outsourcing. Our team can help instill a culture of compliance through employee training, documentation, and other measures to help prevent future issues.

    Ready to make your company simpler, safer, and stronger? Contact GMS today about how we can support your business through comprehensive human resource services.

  • We are all aware of performance views by now and what they entail. Your organization’s goals, team members’ development, and the leader themselves are all fair game in an effective review. But your organization is constantly growing, changing, and evolving — it’s not practical to create the same plan every 90 or 60 days. As a leader, how can you help others succeed and develop while impacting the culture of your organization?

    Review planning is often overlooked in organizations as leaders, managers, and supervisors are busy focusing on the work that’s most essential to their success. It doesn’t have to be this way. In fact, ongoing review planning for your leaders is essential to organizational productivity and growth. When you implement an investment plan for reviewing your leaders’ future potential, you will see a positive impact on your team’s efficiency and performance throughout the organization.

    What Is A Review Plan?

    According to recent findings from a study conducted by the Center for Creative Leadership, 88% of leaders fail in their first 18 months. That’s a scary statistic and should be enough to convince most leaders that before they assume their new roles, they need a structured review plan.

    Review plans help new leaders in your organization understand what behaviors you want them to achieve and how you want them to achieve them. By writing out a review plan, you can help:

    • Give clear expectations upfront
    • Ensure all employees are reviewed consistently 
    • Ensure that your review plan includes all the key areas of a performance review

    What To Cover In Review Plans

    I’m sure you’ve heard the saying, “If you fail to plan, you plan to fail.” That is especially true in the business world. Review plans guide leaders and managers through the critical process of providing feedback to employees on their job performance and accomplishments. Feedback, setting goals, and providing resources are all key to creating an effective leader. But what does an effective review plan even look like? What should get covered?

    It’s a good practice to establish a formal, documented plan for conducting performance reviews for both supervisory and non-supervisory employees. It can be beneficial for managers and employees to have a standard process with set timelines and expectations. The following are key characteristics of a solid review plan:

    • Document it: A review should be well-documented whether you use current software or create your own filing system. This makes it easy to look back on in the future and assess growth and development.
    • Set a timeline: Reviews don’t have to be an annual thing. When bringing on new hires, 30-day, 60-day, and 90-day reviews can be crucial to the success and onboarding of an employee. This allows them to present challenges or discuss expectations. After that, feel free to switch to a six-month or annual review cadence. 
    • Create room for discussion: Apart from anything, a review should be a time to have a safe and honest discussion. This creates a space where the employee can ask questions and bring up circumstances that they can learn from. 
    • Allow feedback: Some companies opt for peer reviewing for reviews, and others choose to have higher-ups give the feedback. Whatever you choose, make sure it fits your company culture and the goals you hope to reach through a solid review plan. If you opt for peer review, make sure it’s anonymous.
    • Set goals: Reviews are an ideal time to set goals to reach by the next review. Perhaps this employee wants to become a manager or learn a new skill. Whatever these goals might be, discuss them honestly and plan to have follow-up discussions to check in on progress.
    • Express needs: Whether you have requests for this employee or they have requests for you, a review allows space to make those needs known. Perhaps they need a better workspace or want to change their schedule. Creating room to speak about these things only leads to a better work culture.
    • Discuss accomplishments and challenges: Lastly, talk about wins and fails. It’s ok not to have it all figured out, and as humans, we all make mistakes. What’s important is that we learn from them while also remembering to celebrate our accomplishments.

    Everyone wants to be a better leader, and review plans certainly help. It’s not an easy role, and it takes time, practice, and discipline. That’s why most leaders will have mentors, coaches, and other resources they can lean on during this time of growth. One of the best ways to do this is by going a step beyond and creating a leadership development program.

    What Is A Leadership Development Program?

    There is no such thing as a one-size-fits-all leadership development program. Effective and productive leadership development programs are designed according to the individual needs of each leader in your organization. However, it can be helpful to structure your leader training sessions with a well-thought-out structured approach.

    Leadership development programs cover everything from goals, performance reviews, professional growth and development, ratings, learning opportunities, check-ins, and more. It gives leadership a tangible way to assess how they’re doing and what they could improve while also consistently learning.

    Why Should You Create A Leadership Development Program?

    With the right tools, your leadership development program can help you change or refine your approach to leadership roles. It can also provide a framework for building a personal brand within the company. Creating a leadership development program will give your employees the tools they need to succeed and an opportunity to feel seen and heard.

    These programs also give peers the opportunity to review each other anonymously, which creates a judgment-free and honest work environment. This feedback can be instrumental in setting communication goals and strengthening work relationships. Some of the benefits of leadership development programs are that it:

    • Sharpens everyone’s communication skills so that individuals have a better understanding of how to work as a team, boosting teamwork, and collaboration
    • Helps guide a business toward success and growth opportunities 
    • Helps manage change and demonstrates what adaptability looks like
    • Demonstrates confidence and authority in project leadership
    • Promotes an educating, empowering, and encouraging company culture
    • Helps with employee retention

    How To Create A Leadership Development Program

    There is not a one-size-fits-all to a good leadership development plan. However, there are several methods you can use when building one out. It’s important to ask yourself what you want to gain from it. Here are some questions to consider:

    • What does our leadership currently look like? 
    • What are common problems we’d like to solve?
    • Do our leaders feel set up for success?
    • Do we have a culture of feedback and transparency?

    Once you’ve asked yourself these questions, now it’s time to develop a program. It’s critical to remember that, as a leader, your role is to develop future leaders in the organization. All new hires will eventually join your team as managers, so this program can be used for any employee, regardless of their title. Leadership development methods can include:

    • Leadership workshops: This is the most common way of going through leadership training, focusing on one topic at a time. Workshops usually involve hands-on activities or example scenarios. This gives a real-life approach to situations.
    • Leadership seminars: Seminars are for larger groups of people and offer an interactive way for teams to learn together and network with other professionals.
    • Online courses: If you’re looking to learn at your own pace, an online leadership course can be a great option. Not only does this work great for being a better manager, but they also are handy in learning or brushing up on new skills.
    • Leadership conferences: Conferences help those already in leadership positions strengthen existing skills. It’s also a great opportunity to learn from other great leaders and share that knowledge.
    • Review plans: While we already covered this, review plans are a huge part of a healthy leadership development plan. Without reviews, it’s difficult to determine what needs improvement and what you’re doing well.
    • Consistent coaching and one-on-ones: You already have great leaders within your organization. Having your current employees shadow them and meet with them creates an environment of coaching. Consistent one-on-ones with managers allow leaders to create ongoing goals and opportunities to ask for advice.

    Putting Leadership Development Into Practice

    You might be thinking to yourself, “This all sounds like a lot of work.” And it is. However, if you want to retain good quality leaders, investing in them is key. Leadership development isn’t just extra tasks and things to do – it’s a culture. To truly put this into practice, you must create an environment that is development friendly. You can do this by:

    • Setting expectations: Let current employees know that this is happening. Meet with them to introduce them to this new program and how review plans work. This is a time when they can ask questions.
    • Enforce this plan: A plan only works if people are filling out the reviews and attending the one-on-ones. While things happen and meetings may need moved, be sure to follow up and express the importance of the leadership development plan.
    • Incorporate it into your onboarding: When onboarding new leadership, enforce and discuss this program from the start. Inform them of your review cycles and create training resources that are focused on development.

    Your company will benefit greatly from putting leadership and feedback at the forefront. Doing so weeds out leaders who may not be a good fit for your company and rewards leaders who do a great job. Not only that, but this plan can build up those qualities in all of your employees, which means better work and happier employees.

    Create Leadership Programs And Review Plans With Ease

    Review plans allow you the opportunity to grow leaders and talent in your organization but creating and managing them can be daunting. Recruiting, hiring, and training staff is time-consuming and costly. See how GMS can assist with training and recruiting for your company by reaching out today! Contact us to learn more.

  • As inflation continues to hit U.S. workers, they struggle to pay for basic needs such as gas, housing, groceries, and much more. When inflation rises, the buying power of workers’ take-home pay shrinks. A study by the U.S. Bureau of Labor Statistics (BSL) showed that average hourly earnings fell 3.6 percent from June 2021 to June 2022. While wage growth rose to the highest it has seen in years during the pandemic, 55% of employees still say their earnings are not keeping up with the highest inflation seen in decades. This has forced many employees to look for other jobs that pay more, or for some, they had to take on side hustles to earn extra money to get through these challenging times.

    What To Do As A Business Owner

    Inflation has put more pressure on business owners to increase the wages of their employees. According to a study, 63% of businesses say they will adjust wages in response to inflation. Even after many employers increased wages, these increases haven’t been significant enough to cover increased prices for necessities. As a business owner, you understand the effects of inflation and how it affects your personal life, so you can only imagine its impact on your employees.

    If increasing the wages and salaries isn’t working with the detrimental effects of inflation, what else can you do? The following are ways you can support your employees during these unprecedented times:

    • Offer bonuses more frequently
    • Offer flexibility 
    • Provide competitive benefits
    • Promote from within
    • Offer career development

    Conduct A Market Analysis

    In addition to being creative with how you can offer your employees more money, a market analysis is an additional step you could take. A market analysis is a detailed assessment of your business’s target market and the competitive landscape within a specific industry. They typically include quantitative data such as the actual size of the market you want to serve, prices consumers are willing to pay, and revenue projections.

    In addition, conducting a compensation analysis reviews employee pay about an organization’s pay philosophy. It ultimately considers internal equity and external competitiveness to ensure your pay is fair and will attract, engage, and retain talent. During unprecedented times, you must stay competitive and do your best to attract and retain top talent.

    Partner With GMS

    As a new year approaches, you’re getting ready to kick-start the year strong. However, adding in inflation and dissatisfied employees makes it quite challenging. Fortunately, when you partner with GMS, we give you the resources you need to start the new year off the way you had planned. Our HR experts work with you to conduct a market analysis to ensure all employees are paid fairly and create salaries for future employees that are competitive enough for your industry. GMS makes your life simpler, safer, and stronger. Start the new year strong and partner with GMS. Contact us today.

  • The COVID-19 pandemic changed how we work and forced many of us to reflect on our current lifestyles. Many realized the jobs they were working weren’t fulfilling or flexible. Countless people began quitting their jobs which became known as “The Great Resignation.” UKG conducted a survey which showed that nearly half of employees worldwide would never recommend their company or profession to their children or to people they care about.

    As a business owner, you may wonder if your workers feel this way about your business. Sometimes, you may never know the truth, making it challenging to eliminate the feeling your employees are experiencing. However, if you conduct performance reviews or simply enforce one-on-one meetings with your leaders and their team, it can create a more welcoming environment for your employees to open up in. Unfortunately, that might not be all you need to combat these feelings.

    Continue reading to learn how you can ensure your employees enjoy working for your company and recommend you to their network.

    Purposeful Work = Job Satisfaction

    The main question employees should be asking themselves is what’s more important, a good salary or meaningful work? 52% of employees worldwide tell their children that meaningful work is the most important aspect to consider. However, 50% say the same about salary. In addition, generations that are making their way into the workforce are said to care more about the following aspects of one’s career:

    • Time to care for and spend with family
    • A feeling of fulfillment
    • A successful career path

    Since the feeling of purposeful work is a main priority for the coming generations, it’s your job as a business owner to take the necessary steps to ensure your employees feel fulfilled and find purpose in their actions. The following will help your employees find more meaning in their work.

    Provide support and employee care benefits

    Offering benefits to your employees is essential as it shows them you’re invested in their overall health and future. In addition, a quality benefits package will ultimately help you attract and retain top talent. The following are benefits you should consider adding to your benefits package if you don’t already:

    • Health insurance
    • Paid time off (PTO)
    • Paid holidays
    • Flexible schedules
    • Education assistance
    • Paid sick time
    • Volunteer opportunities

    In addition to providing your employees with resources for good health, it also gives them more purpose in their daily tasks. If they know they have a certain number of vacation days, they are more productive at work, knowing they can take a day off. You must encourage your employees to take breaks and use their PTO, letting them know it’s more than okay to take time for themselves. Try implementing a “use it or lose it” policy, so your employees are encouraged to take time off; otherwise, they will lose their vacation time at the end of the calendar year.

    Build a positive work environment

    One of the most important factors in adding more purpose to your employee’s work is creating a positive work environment. Let’s face it, creating a healthy, positive working environment brings out the best in everyone. The following are factors to consider when creating a positive work environment:

    • Social connection
    • Open communication
    • A culture of empathy
    • Willingness to help

    A positive work environment makes employees feel that the culture reflects their values and beliefs, making them more efficient, effective, and fulfilled in their work. The following are additional benefits of a positive workplace that may convince you that a positive environment helps workers feel more purpose in their work:

    • Employees take more pride in the work they do for a company they believe in
    • There’s an inverse relationship between cost and employees’ levels of happiness
    • It builds a supportive culture that fosters growth for individuals and your organization

    Link personal drivers with a team or organizational goals

    When employees understand their job’s greater purpose, they are happier, more engaged, and more creative. As a business owner, when your employees see how their job fits the company’s goals, staff turnover decreases, and productivity rises. To learn about your team members’ goals and drivers, it’s essential that you and your leaders meet with each employee to determine their drivers. From there, they’ll need to assess how they can connect their motivations with the organization’s goals. For example, if one of your company’s goals is transparent actions and your employee’s driver is to build honest relationships, that would be more motivating since you both are working towards the same goals.

    Use feedback to boost positivity

    Positive feedback helps motivation, boosts confidence, and shows your employees you value them. Giving positive feedback should be a simple part of your manager’s daily tasks. Research shows that 68% of employees who receive accurate and consistent feedback feel fulfilled. When you provide them with feedback, it motivates them, and they better understand how and where improvements are needed and where their strengths lie. In addition, when you share success stories or feedback from clients for a job well done, it’s a powerful way to inspire your team and keep them connected with the people they’re helping.

    GMS Is Here To Help

    When you partner with GMS, you are given the tools and resources to help you determine your employee’s goals and drivers. We provide you with performance review services that help you with the following:

    • Demystify the approach to implementing performance management
    • Recommend the best way to set up an employee appraisal and review process
    • Assess and develop employee performance reviews
    • Move an organization to an online, electronic system for maximum efficiency when conducting a review process

    Our HR experts take on the administrative burdens you don’t have the time to focus on. Let us do the heavy lifting so you can focus on what you do best, growing your business. Contact us today.