Sometimes simple gifts or notes won’t cut it when it comes to rewarding an employee. Earlier this month, we provided nine gift ideas and eight free suggestions for good employees, but this post is for bosses who are looking for some alternative ways to show a worker just how much they mean to a company.
The road to getting an internship can be a rough one, especially if it is your first. If you were anything like me, you went to career fair after career fair, booth to booth, one person to the next, and before you knew it you were pretty overwhelmed by the entire process.
As a sales and marketing double major, I was lucky to have my choice of several companies to complete my university mandated internship. The original ten offers quickly dwindled as I ran them past my internship expectations - pay, experience, and environment. It was obvious after my GMS interviews with the Richfield Sales Manager, David Swift, and the VP of Sales, Tim Austin, that I had found the internship my classmates could only dream about.
As we mentioned earlier this month, it’s good to reward your employees. However, sometimes you want to reward an employee, but you have a strict budget. Even if you don’t have a spare few bucks to spend, there are plenty of ways to show your appreciation to a worker without having to take out your wallet.
A happy employee is a good employee. Rewarding employees for their hard work shows that you appreciate them, which can in turn give them extra motivation to not only maintain their quality of work, but exceed it.
Whether you’re rewarding one particular employee or a group of people, a special gift or show of thanks can make a big difference.
History behind the day: When the Ms. Foundation for Women started “Take Our Daughters to Work Day” in 1993, the idea was to help boost girls' confidence and to link education to work opportunities.
The day is now referenced as “bring your kids to work day” Currently, the event is estimated that more than 37 million parents participate in this event.
On Monday June 15th, GMS conducted “Bring your kids to work Day”
Our Goal: GMS employees’ children would get a better understanding of what we do during the day. It was important for us that our children were able to see us as something other than the cook, the coach, the maid, or the chauffeur driver. If we had meetings, webinars, or conference calls, our children would be by our side for the day. The more they saw, the more they would learn!
GMS started off the day with the kids attending The GMS sales meeting even if their parents were not in Sales.
Here are some activities that we conducted:
- Kids wrote three lines as to what they learned for the day
- Pizza was brought in for lunch
- A scavenger hunt was conducted to learn about our different departments
- Everyone was shown an end of the day video
Below are some of the things the kids learned:
- My mom works on the phone a lot and needs it to be quiet
- My dad does other company’s taxes and I learned how he sends out local taxes
- They use a lot of stamps, which seems strange with the internet
- My dad drives a lot – GMS believes in face to face meetings
- He makes a lot of phone calls to people that don’t want to talk to him (I guess this child followed a GMS Sales Professional)
- My dad fixes other people’s problems
- My mom helps other business do better
- My mommy has a lot of meetings
- My mom does workers comp stuff
- My mom and her company helps business owners
- The Government takes about 40% of your paycheck
- My mom and all GMS employees prepare before a meeting
- My mom’s company makes a business owner’s life a lot easier (one of my favorite)
- My dad gets to drive to different places
- They make a lot of friends in the workplace (another favorite)
- My dad has fun with what he does (another favorite)
- My dad’s company helps injured workers get back to work
- My dad thinks all small business owners should listen to what GMS does
- Some companies offer a 401K and some do not
GMS concluded the day with the children interviewing their parents on what they were doing when they were their age and a session on “lifetime of confidence.”
All in all, I think the day was a success.
GMS… where we are all about making your life Simpler… Safer… Stronger
Whether you’re dealing with workers’ compensation or unemployment claims, risk management can be a struggle for any business. You only have a certain amount of hours and budget to handle everything that needs to get done to run a successful organization, so having to deal with potential risks can put a damper on your profitability.
Fortunately, a Professional Employer Organization (PEO) like Group Management Services (GMS) can help. Our trained professionals know human resource functions like risk management inside and out, allowing you to breathe easy and save both time and money in the process.
If you’re like most business owners, you probably didn’t go to school to learn the intricacies of human resource management. As a result, you’re either spending too much time on HR or too little. Neither is good for your bottom line.
I’m Spending Too Much Time on HR Management
According to the Society for Human Resource Management (SHRM), there are 45 components to successful HR management. Forty-five!
If you’re trying to be proactive about HR management, good for you. But if you have to manage multiple vendors who are working in “silos” while trying to make sense of everything they’re doing for you, you’re probably not spending as much time as you’d like growing your business. Either that or you’re burning the midnight oil to keep up.
Neither option seems that appealing, do they?
I’m Not Spending Enough Time on HR Management
On the other hand, if you’re not spending enough time on HR management, you’re more likely to be at risk for non-compliance fees, inefficiencies that slow down your production schedule, lower employee morale, and more. And you’re probably losing sleep at night because when it comes to HR, you don’t know what you don’t know.
HR Management is never a problem… until there is a problem and then it’s too late.
Manage HR Functions Effectively and Efficiently With a PEO
Regardless of which path you’ve chosen when it comes to HR management, a Professional Employer Organization (PEO) can be a good fit for your business.
When you partner with a PEO, you get access to a full team of HR experts that can help you:
- Maintain / obtain COBRA, ERISA, HIPAA, ADA, FMLA, EEOC, and DOL compliance
- Find and recruit top talent
- Write detailed job descriptions
- Develop employee handbooks
- Set up training and rewards programs
- Ensure that you’re compliant for employee terminations, and more
Additionally, because PEOs can also help you with risk management, payroll administration, and employee benefit administration, you can find money-saving opportunities that would have been much more difficult to spot with siloed vendors.
Best of all, you get the final say on all decisions. PEOs just make those decisions a little easier.
Stop living in fear of HR problems and get back to growing your business. Contact GMS online or give us a call at 888-823-2084 today.
Administrative professionals in a wide variety of industries work long and hard to make sure that their office provides the proper support it needs to succeed. Given their contributions to an organization’s wellbeing, it’s only appropriate that you show your appreciation for these important employees.
Conveniently enough, April 22 marks Administrative Professionals’ Day in the U.S., giving employers a chance to reward the office administrators, secretaries, and every other person in a position that helps to hold the office together.
Human resources is a very important part of any business, but it can take a lot of time and money to properly manage. Even then, there are cashflow hurdles that you may come across simply because you aren’t an HR professional with all of the proper tools of the trade.
A Professional Employment Organization (PEO) like GMS can get over those hurdles because HR is what we do. We’ve already discussed how a PEO can improve your cashflow through loss prevention, cost containment, payroll, and unemployment claims management strategies, but there’s another major factor as to how we can save you money: economy of scale.