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  • As a business owner, you didn’t start your company to get buried in paperwork, chase down timesheets, or spend your evenings decoding state employment laws. But those are the realities of running a business unless you partner with a professional employer organization (PEO). 

    A PEO like Group Management Services (GMS) becomes the back office of your business, managing time-consuming tasks so you can stay focused on growing your company. From payroll and human resources (HR) to risk management and employee benefits, GMS streamlines operations across the board through expert support, powerful tools, and a team of experts. 

    Here’s how GMS takes administrative burdens off your plate and helps you run a more efficient business. 

    Simplified Human Resources 

    Hiring. Onboarding. Employee handbooks. Compliance. Performance management. HR can get complicated quickly, especially for small to midsize businesses without a dedicated HR department. GMS simplifies HR by acting as an extension of your team or even your entire HR department. 

    We handle the heavy lifting by: 

    • Writing job descriptions and recruiting candidates 
    • Managing onboarding and offboarding 
    • Maintaining compliance with labor laws 
    • Creating HR policies and performance review processes 

    All of this is powered by GMS Connect, our all-in-one HR software platform that makes it easy to access employee data, approve paid time off (PTO), and stay organized. Whether you’re managing one employee or 100, our technology and support team streamlines your day-to-day HR functions. 

    Simplified Payroll Processing 

    Payroll is more than just cutting checks. It involves managing tax filings, direct deposits, deductions, garnishments, and compliance with federal, state, and local payroll regulations. That’s a lot of pressure and a lot of potential for costly errors. 

    GMS handles payroll processing with precision and efficiency. With GMS Connect, you can automate time tracking and payroll submission, generate reports, and ensure tax filings are accurate and on time. Plus, as a certified professional employer organization (CPEO), we assume liability for payroll taxes and ensure compliance with Internal Revenue Service (IRS) regulations. 

    No more late filings. No more payroll headaches. Just more time to focus on growing your business. 

    Simplified Risk Management and Compliance 

    Workplace injuries. Occupational Safety and Health Administration (OSHA) audits. Employment law changes. Business owners are exposed to various risks and managing them without expert guidance can result in fines or lawsuits. GMS helps simplify risk management by offering: 

    • Workers’ compensation coverage through our self-insured program 
    • Safety training and onsite audits 
    • Claims management and return-to-work programs
    • Ongoing guidance on changing regulations 

    As we are self-insured, our clients enjoy consistent and stable coverage, free from the volatility of the open market. And when incidents happen, our team is there to support both your business and your employees. 

    Simplified Employee Benefits 

    Offering competitive benefits is essential for attracting and retaining top talent, but managing those benefits can be complex and time-consuming. Through GMS, you gain access to high-quality, affordable benefits typically reserved for large corporations. 

    Thanks to our group buying power, we help small businesses offer: 

    • Retirement plans 
    • Comprehensive health insurance packages 
    • Dental, vision, and life insurance 
    • Flexible Spending Account and Health Savings Account options 

    Our team handles benefits administration from enrollment to renewal, ensuring your employees have the necessary coverage and your business remains compliant. 

    Run Your Business, Not the Back Office 

    At GMS, we simplify the complexity of business ownership. Our job is to manage the administrative work behind the scenes so you can focus on what you do best. Whether you need help hiring new employees, managing payroll, minimizing risk, or offering better benefits, we have the tools, technology, and team to make it easier. 

    “Over time, I was just really comfortable with what they were offering, and I don’t have to worry as much. They [GMS] handle it, and it’s all done through them. They have their own legal team and people who ensure things are done correctly. So, it takes a lot of that stress off me, and I don’t have to worry about inputting data and trying to ensure things are done correctly. It’s done and taken care of, and I can move on to other things.” 

    — Owner, Plumbing Company in Richfield, Ohio 

    Let us take care of the back office so you can move your business forward. Schedule a 15-minute chat to explore whether a PEO is right for your business.  

  • Knowledgeable and experienced employees are the foundation of a strong company and future business success. Effective training programs are essential for fostering a skilled, motivated, and productive workforce, helping your business in the long run. The more knowledgeable and motivated your employees are, the greater their creativity, productivity, and loyalty. Continue reading to learn why employee training is important and how it can contribute to future success. 

    Reduce employee turnover 

    Depending on the position and tenure of an employee, employee turnover can cost a company as much as one and a half to two times the employee’s annual salary. Therefore, from a financial standpoint, it’s more beneficial to focus on retaining employees. One effective strategy to improve retention rates is to offer employee training. Employees are more likely to stay at a company if they feel that they are being invested in by learning meaningful skills, gaining experience, and gaining industry knowledge. A strong training program can enhance the employee experience, develop the skills of your workforce, and retain top employees.   

    Enhance skills and knowledge  

    Effective employee training enhances the skills and knowledge of your workforce. By providing continuous education and development opportunities, employees can stay updated with the latest industry trends, technologies, and best practices. This not only improves their performance but also helps your organization maintain a competitive edge in the market. Training can take various forms, such as presentations, online courses, seminars, conferences, and mentorship programs, but it should be customized to suit your workforce and their preferred learning styles. 

    Reduce potential risks 

    Compliance is a crucial element of business success. When your workforce is well-educated, employees will have a better understanding of safety standards, industry practices, and company protocols, lowering the risk of errors and potential confusion. A compliance error or workers’ compensation claim can be damaging to your company’s reputation and expensive, which can quickly chip away at your bottom line.

    Foster creativity

    A well-trained workforce is more adaptable and open to change. Training encourages employees to think creatively and think outside the box of their previous experiences. With this newfound knowledge, employees can bolster their creativity and offer more innovative ideas to your company. This creativity can also give your company a competitive edge in your industry.  

    Strengthen Your Employee Training Program

    Employee training programs are beneficial for employers and employees. Organizations that invest in their employees tend to have a more dedicated workforce, higher productivity and creativity, and greater quality of work. While companies recognize the importance of employee training, implementing it can be a challenge. Unfortunately, companies often run into a myriad of problems implementing a training program, such as a lack of time to administer training, a lack of employee motivation, cost, and more. Luckily, a solution exists. 

    Group Management Services (GMS) is a professional employer organization (PEO) that helps businesses streamline their back-office tasks, assists with employee management, and more. Our online employee training software simplifies job training, enhances employee performance, and reduces learning costs for online platforms and in-person training. GMS also provides an online learning management system, making it easier for workers to access training courses on their laptops or mobile devices and gain the skills necessary to support your business. 

    Are you interested in learning more about our training services and how we can benefit your workforce? Click to learn more here! 

  • Auto repair shops keep America moving, one tune-up and tire rotation at a time. But running a successful shop requires more than mechanical expertise. Behind the bays and service counters, business owners face real human resources (HR) and administrative challenges that can slow operations, increase costs, and make it harder to compete. 

    That’s why more auto repair businesses are partnering with professional employer organizations (PEOs), such as Group Management Services (GMS), to handle the personnel and administrative aspects of the business. Here’s how PEO services help auto repair shops stay compliant, protect their teams, and focus on what they do best. 

    Addressing high turnover and staffing challenges 

    Finding and keeping skilled technicians is a constant struggle for auto repair shops. Turnover rates are often high, and the demand for experienced mechanics means competitors are always ready to hire your best people away. Seasonal fluctuations can also leave shops short-staffed during busy months. 

    GMS helps auto repair shops improve retention and recruitment by giving them access to comprehensive employee benefits typically only available to larger companies. From health insurance and dental coverage to retirement plans and voluntary benefits, shop owners can offer competitive packages that attract and retain qualified technicians. GMS also helps streamline onboarding, so new hires are trained, onboarded, and ready to work more quickly and confidently. 

    Reducing workers’ compensation costs and risk 

    Auto repair work isn’t without risk. Technicians work with heavy equipment, lift vehicles, and handle chemicals daily. Even a minor accident can result in costly workers’ compensation claims and higher insurance premiums. 

    GMS helps mitigate these risks by providing affordable workers’ compensation coverage combined with proactive risk management strategies. We work with shop owners to develop safety manuals, deliver safety training, and implement best safety practices to reduce accidents. And when injuries do occur, GMS helps manage claims efficiently, which helps control costs and keeps teams focused on serving customers rather than dealing with paperwork. 

    Staying compliant with changing regulations 

    Auto repair shop owners must navigate a complex web of federal, state, and local regulations, including wage and hour laws, Occupational Safety and Health Administration (OSHA) safety standards, and tax requirements. Missing a deadline or misclassifying an employee can result in expensive penalties or even legal action. 

    GMS offers dedicated HR and compliance support to help auto repair shops stay current and compliant. We assist with employee classification, maintain employee handbooks, and provide guidance on new regulations, so owners don’t have to track every change themselves. This level of support helps protect businesses from unexpected fines and legal issues. 

    Simplifying payroll and administrative work 

    Between serving customers, ordering parts, and managing repairs, shop owners rarely have time for payroll and other administrative tasks. Yet mistakes or missed deadlines can cause major headaches for both employees and owners. 

    With GMS, payroll becomes simple and reliable. Our team and technology processes payroll accurately and on time, handles tax filings, and manages deductions so owners don’t have to spend evenings buried in spreadsheets. By taking payroll off their plate, GMS gives shop owners more time to focus on quality service and growing the business. 

    Turning HR from reactive to strategic 

    Many auto repair businesses operate reactively when it comes to HR, responding to issues only when they arise. GMS helps shift HR from a reactive burden to a proactive strategy. We offer tools and support for performance management, employee development, and long-term workforce planning, empowering shop owners to build stronger teams and a healthier business culture. 

    The road ahead can be smoother with the right partner 

    Running an auto repair shop takes more than mechanical expertise. Success depends on your people, your processes, and your ability to navigate complex HR, payroll, and compliance requirements while still delivering excellent service to every customer who walks through your doors. 

    That’s where partnering with a PEO like GMS makes a real difference. By handling payroll, benefits administration, risk management, and regulatory compliance, GMS helps auto repair businesses shift from reacting to daily challenges to planning for long-term growth. Our support empowers owners to focus on what truly matters: building loyal teams, serving customers, and growing a reputation for quality and trust. 

    In a competitive industry where every hour counts, freeing your time and energy from administrative tasks isn’t just convenient. It’s a strategic move that strengthens your business and helps you stay ahead of the competition.

    If you’re ready to see how GMS can help your shop work smarter, safer, and more efficiently, contact us today! 

  • The Society for Human Resource Management (SHRM) defines company culture as the shared values, attitudes, and practices that characterize an organization and influence how things are done. Essentially, it’s the “how” of an organization, encompassing both the written and unwritten rules that guide employee behavior. 

    Culture is evident in the way employees interact, how leaders communicate, and the overall experience people have when they walk through your doors. In 2025, culture goes beyond creating a positive work environment; it is a critical component of how successful companies operate, grow, and retain talent. 

    From hiring and onboarding to performance reviews and daily interactions, culture impacts every aspect of your business. Companies cannot afford to treat culture as a background element. It is a competitive advantage, a retention tool, and a blueprint for long-term success.

    What Makes a Strong Company Culture? 

    A strong culture is more than a mission statement on the wall. It is built on consistency, clarity, and trust. Employees should understand the values that guide decision-making and feel like those values are reflected in the way the company operates. 

    Key traits of a healthy culture include: 

    • Clear communication and transparency from leadership 
    • Respect, trust, and psychological safety 
    • Opportunities for growth and recognition 
    • Inclusive practices that make everyone feel welcome 
    • A sense of purpose that connects work to a larger mission 

    When these elements are in place, employees are more likely to feel engaged and motivated. When employees feel their work is meaningful, they are 2.7 times more likely to stay with a company.  And when people feel good about where they work, they are more productive and more likely to stick around.

    Culture Drives Retention and Performance 

    Employees are not just looking for a paycheck; they are seeking purpose, connection, and alignment with their work. A significant majority, 92%, of employees across all generations say that company culture impacts their decision to stay with an employer. A thriving culture fosters engagement and reduces turnover, which is critical as hiring costs and labor shortages continue to rise. 

    A Strong Culture Builds Resilience

    In the face of economic uncertainty and ongoing workplace disruption, a positive culture provides stability. Teams that trust their leadership and feel supported are more adaptable during times of change. Companies with a clear identity and shared values are better equipped to handle challenges without losing momentum. 

    Culture Should Be a Core Part of Your HR Strategy 

    The most successful organizations recognize that culture is integral to strategy. It forms the foundation of your HR practices and drives long-term business success. 

    Workplace culture influences every aspect of the employee lifecycle, from onboarding and performance management to benefits and communication. An effective HR strategy intentionally weaves culture into its policies, programs, and people practices. This involves establishing clear values, investing in leadership development, offering competitive benefits, and promoting inclusion. Companies that align HR decisions with cultural goals are more likely to build loyal, high-performing teams. 

    Culture is something you actively design and maintain throughout the employee’s journey. This includes: 

    • Defining core values and integrating them into company policies 
    • Creating structured onboarding processes that reinforce expectations 
    • Developing leadership that models and supports the culture 
    • Offering benefits and perks that align with employee needs 
    • Implementing performance management systems that reward the right behaviors 

    When culture and HR strategy are misaligned, your business will feel the disconnect. High turnover, lack of engagement, and poor team cohesion often indicate that culture is not being supported at the operational level. 

    How PEOs Support Company Culture 

    Partnering with a professional employer organization (PEO) like GMS provides businesses with the tools and support necessary to cultivate a strong, people-first culture. A PEO helps shape culture in several key ways: 

    • HR expertise: GMS helps you build and maintain policies that reflect your values while staying compliant with ever-changing employment laws. 
    • Employee engagement: From performance review systems to recognition programs, GMS offers tools that create consistent and meaningful employee experiences. 
    • Leadership support: We provide guidance and resources to help managers lead with clarity and consistency—two essential ingredients for a healthy culture. 
    • Comprehensive benefits: Offering competitive benefits shows your team that you care. Through GMS, small and midsize businesses can access Fortune 500-level benefits that support employee well-being and satisfaction. 
    • Scalable HR infrastructure: As your company grows, so do the cultural challenges. A PEO helps you maintain alignment across departments, locations, and leadership levels. 

    Your culture is what employees say about your company when you are not in the room, and job seekers are listening. A report from Randstad USA shows that 77% of workers consider a company’s culture before applying. Culture is now a critical part of your employer brand, influencing who wants to work for you and who stays once they are hired.

     

    At GMS, we understand that culture is not created overnight; it is built through intentional HR strategies and strong leadership. Our team collaborates closely with you to develop effective policies, enhance communication, enhance your benefits offerings, and foster a workplace that aligns with your mission and values. When culture is aligned with business goals, your team is more engaged, your brand is stronger, and your business is better positioned to succeed.

  • The hospitality industry operates on customer satisfaction, attention to detail, and delivering exceptional service every day. Whether you’re operating a hotel, restaurant, resort, or event venue, your business thrives on the strength of your people. And managing those people effectively is no small task. 

    From unpredictable staffing needs and high turnover rates to strict compliance requirements and competitive employee benefits, hospitality businesses face mounting human resources (HR), payroll, and risk management challenges. Fortunately, a Professional Employer Organization (PEO) can help take those administrative burdens off your plate. 

    Continue reading to explore how PEO services are helping hospitality business owners regain control of their operations, improve employee satisfaction, and focus more on what they do best: creating memorable guest experiences. 

    Staying Compliant in a High-Risk, High-Turnover Industry 

    Hospitality is a fast-paced industry, and with that pace comes complexity, especially when it comes to HR compliance. From wage and hour laws to workplace safety and anti-discrimination policies, hospitality employers must stay up-to-date with constantly shifting regulations. 

    Whether you manage a small boutique hotel or a national restaurant chain, compliance missteps can result in hefty fines, lawsuits, and damage to your brand reputation. A PEO like GMS provides access to a team of HR experts who stay up-to-date on federal, state, and local regulations, so you don’t have to. That includes: 

    • Ensuring compliance with labor laws such as the Fair Labor Standards Act (FLSA) 
    • Helping navigate tip reporting and minimum wage rules 
    • Assisting with Occupational Safety and Health Administration (OSHA) workplace safety requirements 
    • Providing support during audits or legal issues 

    With GMS as your partner, you can feel confident knowing your business is protected from costly compliance errors. 

    Solving the Hospitality Hiring and Retention Problem 

    Hiring in the hospitality sector is notoriously challenging. High turnover, seasonal demands, and competition for top talent often leave HR teams overwhelmed with recruiting and onboarding tasks. 

    A PEO can take the pressure off your internal team by providing: 

    • Streamlined recruitment and applicant tracking tools 
    • Onboarding support to get new hires up to speed quickly 
    • Access to competitive benefits packages that help attract and retain staff 
    • Guidance on workforce planning to help you scale up or down during peak seasons 
    • Integration of Human Resources Information Systems (HRIS) to centralize and automate HR processes 

    GMS also offers employee handbooks, performance management tools, and HR consulting services to help build a positive culture and reduce turnover.  

    Offering Big-Business Benefits on a Small-Business Budget 

    Hospitality businesses often struggle to offer the same benefits that larger companies use to attract top talent. But partnering with a PEO levels the playing field. 

    Through a PEO, you gain access to cost-effective, Fortune 500-level benefits such as: 

    GMS represents more than 50,000 employees, which allows us to help businesses purchase group health insurance at rates up to 24% lower for employee premiums and up to 15% lower for family premiums compared to the U.S. average. By offering better benefits, you’ll not only improve retention but also attract top-tier talent in a competitive industry.  

    Reducing Risk and Protecting Your Brand 

    Hospitality is about service, and your team is often the face of your brand. Unfortunately, that also means you’re exposed to potential legal and workplace risks. From employee injuries and harassment claims to workers’ compensation disputes and liability issues, even one incident can harm your reputation. 

    GMS provides comprehensive risk management services, including: 

    When your employees feel safe and supported, and your business is protected from unnecessary legal exposure, it creates a positive and productive work environment for everyone. 

    Simplifying Payroll and Time Tracking 

    From hourly workers to salaried staff, managing payroll in the hospitality industry can be a complex task. Factor in shift differentials, tips, overtime, and varying state tax laws, and you’ve got a recipe for errors and inefficiencies. 

    A PEO can automate and streamline your payroll process, including: 

    By letting GMS handle the back-office burden, you can focus more on guest satisfaction and business growth. 

    Transform Your Hospitality Business with GMS 

    Whether you manage a hotel, restaurant, or entertainment venue, your people are your greatest asset and your biggest challenge. That’s where GMS comes into the picture. 

    By partnering with a PEO, you gain the HR support, compliance guidance, benefits access, and payroll expertise you need to thrive in today’s competitive market. 

    Let GMS help you simplify your business so you can focus on what matters most: growing your business. Book a 15-minute chat to learn how GMS can help you grow and succeed. 

  • As a business owner, you know how quickly the year can fly by. One minute you’re setting goals in January, and the next thing you know, Q3 is right around the corner. That’s why the halfway mark is a critical time to hit pause, reflect, and realign through a mid-year business audit.

    Think of it not just as a review, but as an opportunity for growth. A chance to ensure your business is running efficiently, financially healthy, compliant with evolving regulations, and still aligned with the goals you set out to achieve at the start of the year.

    Why a Mid-Year Audit Matters

    Unlike year-end audits, which are often reactive and focused on closing the books, a mid-year audit is proactive. It gives you the time and flexibility to pivot if needed, strengthen weak points, and capitalize on new opportunities, all before it’s too late to make meaningful changes.

    Evaluating Your Progress and Performance

    One of the primary objectives of a mid-year audit is to revisit your strategic plan. Are you on track to meet the benchmarks you set at the start of the year? Are your quarterly key performance indicators (KPIs) moving in the right direction? It’s crucial to assess what’s working, what’s lagging, and what external factors might be influencing performance, such as industry shifts or economic conditions.

    This audit should encompass every department, including sales targets, marketing initiatives, employee engagement metrics, customer satisfaction, and operational efficiency. Instead of waiting until December to determine whether goals were met, you can make mid-course adjustments now to improve your trajectory.

    Financial Review and Tax Planning

    Your business’s financial health is another critical piece of the audit. Mid-year is an ideal time to review your cash flow, expenses, profit margins, and budget adherence. Are you staying within your projected spending? Are your revenues where they should be? Are any departments over or under budget?

    These insights not only aid in better forecasting for the remainder of the year but also play a significant role in tax planning. Reviewing your tax strategy now can help identify deductions, credits, or estimated payments that need adjusting, ultimately reducing surprises when tax season rolls around. Plus, if new tax regulations have gone into effect, you’ll have time to change your practices accordingly.

    Legal Compliance and Risk Management

    Laws and regulations don’t wait until the end of the year to change. Employment laws, wage regulations, Occupational Safety and Health Administration (OSHA) requirements, and local ordinances can shift mid-year, and businesses that aren’t paying attention could fall out of compliance without realizing it.

    A thorough audit should include a review of all compliance-related areas, such as verifying that employee classifications are accurate and up to date. Are wage and hour laws being followed? Are your safety practices up to standard? Are all required labor law postings and records up to date?

    This is also a good time to re-evaluate risk management protocols. From cybersecurity to workplace safety and insurance coverage, understanding where your business may be vulnerable can help you take action before those risks become costly problems.

    HR, Payroll, and Employee Experience

    Mid-year is also a key moment to check in on the employee side of your business. How are your HR policies holding up? Have there been any internal issues, turnover spikes, or questions about benefits raised by your team? Are your employees engaged and aligned with company goals?

    Review your hiring practices, onboarding procedures, paid time off (PTO) policies, and benefits offerings to ensure they align with your company’s values and goals. Take stock of your payroll systems. Are they accurate, efficient, and compliant with all federal and state requirements? A misstep in payroll can lead to financial penalties and employee dissatisfaction, making it an area that should not be overlooked.

    More than just preventing problems, this part of the audit can help you identify opportunities to improve retention, enhance productivity, and support overall team morale. Your people are your biggest asset, and ensuring they’re supported is key to achieving long-term business goals.

    Technology, Data Security, and Process Optimization

    As businesses become increasingly data-driven, technology should also be a key part of your audit. Is your company using tools that provide the insights you need? Can your systems scale with your growth? Are they helping you automate and reduce administrative overhead?

    Equally important is cybersecurity. Even small businesses are frequent targets for cyberattacks, so now is the time to ensure that your data protection protocols are up to date. Review your access controls, password policies, file encryption, and data backup procedures to ensure you’re protected and compliant with privacy laws.

    A strong mid-year audit will also highlight inefficient processes. Whether it’s outdated manual systems, redundant workflows, or communication gaps between teams, optimizing your operations can improve both performance and profitability.

    Internal Communication and Alignment

    Clear communication fuels execution. Take time to assess whether your team is aligned with business objectives. Do employees understand what success looks like for the rest of the year? Have they received the necessary feedback and resources to perform their jobs effectively?

    This check-in provides a natural opportunity to re-engage your team. Sharing mid-year findings, company performance updates, and any strategic changes ensures that everyone is pulling in the same direction—and feels invested in the company’s success.

    How GMS Can Help

    Conducting a mid-year audit can be a complex and time-consuming process, but you don’t have to do it alone. At GMS, we work closely with business owners year-round to help assess operations, reduce administrative burdens, and implement effective growth strategies.

    Here’s how we support businesses through our comprehensive services:

    • HR audits: We evaluate your HR policies, procedures, and compliance status to identify risks and opportunities for improvement.
    • Payroll and tax management: From paycheck processing to tax reporting, we streamline and automate your payroll to ensure accuracy and compliance.
    • Risk management: We help you develop and maintain workplace safety programs and insurance coverage that protect your people and your business.
    • Benefits administration: We assist with evaluating and managing employee benefits programs that attract and retain top talent.
    • Compliance support: Our experts stay up-to-date on employment law and help ensure your business remains legally sound throughout the year.
    • HR software solutions: With GMS Connect, our all-in-one platform, you gain secure access to payroll, benefits, performance data, and reporting tools that help you make smarter, faster decisions.

    At GMS, we help you stay focused on growing your business. Whether you’re looking for help with HR, payroll, risk, or compliance, we’re here to support your success at every stage of the year. Ready to get your business back on track? Contact us today!

  • Employees are the cornerstone of a strong and successful business. Regardless of the size of your business, having healthy and happy employees can be the difference between success and failure. Therefore, it’s important to understand how your employees influence your bottom line and how you can support their emotional and physical well-being.

    The Importance of Employee Wellness

    In May 2025, Inmar Intelligence conducted an employee well-being survey and found that job and workplace conditions directly impact employee mental health. Specifically, the study discovered that employees found job security, a reasonable workload, and supportive management to be the top factors positively impacting their mental health, while poor communication, an excessive workload, and a toxic workplace culture were found to have detrimental effects. Not only does negative mental health impact the individual, but it can negatively affect the business due to reduced productivity and morale.

    Juggling your business operations, clients, and employees can be challenging and overwhelming. Managing employees is complex, and promoting positive mental health and wellness adds another layer of difficulty. Continue reading to discover various strategies you can implement to support your employees’ mental health and wellness.

    Encourage a supportive work environment

    Supporting your employees can go a long way toward their well-being and productivity. Research has shown that workplaces that offer support are linked to higher employee engagement, increased job satisfaction, and improved retention rates. To foster a positive environment, implementing policies that promote growth and encourage open communication is an excellent place to start.

    By hosting monthly company-wide town halls and brainstorming sessions, employers can encourage open communication among employees and gain insight into potential problems and dissatisfaction. Employers can also create a supportive work environment by offering continued education and training programs. These programs can help showcase your dedication to employee growth and skill development.

    Clearly identify job responsibilities and workload

    Confusion surrounding job responsibilities and job roles can lead to employee dissatisfaction. To avoid potential confusion, it is important to develop and write job descriptions carefully during the hiring process to ensure they remain accurate once the individual is hired. It is also good practice to continually review job descriptions and communicate with your employees about any changes made. This helps employees understand their job expectations and complete them accordingly.

    Offer an employee assistance program 

    Employee assistance programs (EAPs) are a valuable workplace resource designed to help employees manage and address personal and professional challenges that impact their job performance and well-being. EAPs provide confidential counseling and support for mental health, substance abuse, financial planning, and other concerns that can negatively impact an individual’s mental health.

    EAPs help employees gain access to the support they need to take care of themselves and learn strategies to manage their stress better. By offering EAPs, employers can help their workforce and demonstrate their dedication to employee well-being, fostering greater loyalty and trust.

    Implement employee recognition programs

    Employees want their successes to be seen and heard. By implementing employee recognition programs, employers can highlight their employees and cheer them on towards greater success. Whether it’s by shouting out an employee promotion, offering a gift card, or sharing a win during a team meeting, showcasing employee growth and successes can go a long way towards greater loyalty and trust among your workforce.

    How Group Management Services Can Help Improve Employee Mental Health

    Employee health and wellness should be a top priority for managers and business owners. The happier and healthier your employees are, the more loyal, productive, and focused they are, effectively improving your bottom line. While focusing on employee wellness is important, it can be difficult to know how or when to implement certain strategies and programs. That’s where Group Management Services (GMS) can help.

    When you partner with GMS, you gain access to a top-tier EAP provider as part of a comprehensive benefits package. We understand the importance of tailoring solutions and focusing on the bottom line. Our team manages EAP administration, onboarding, and can consult on the best human resources strategies to implement regarding employee wellness. We also assist with performance management and make training, career development, and onboarding processes easier.

    To learn more about GMS, contact us today!

  • Money stress doesn’t stay at home. It shows up at work, affecting focus, productivity, and even morale. With financial stress at an all-time high in 2025, employers are beginning to take notice. 

    Supporting your employees’ financial wellness isn’t just a nice-to-have benefit anymore; it’s a smart business move. Here’s why it matters, what it means for your team, and how Group Management Services (GMS) can help your business support your people with tools like Earned Wage Access. 

    What Is Employee Financial Wellness? 

    In simple terms, financial wellness is about feeling in control of your money. That means being able to pay bills on time, handle unexpected expenses, and save for the future. But for a growing number of employees, that sense of control is slipping. 

    According to recent 2025 data: 

    • 60% of employees say they’re financially stressed, a number that’s higher than it was during the pandemic. 
    • Just 44% of employees say they feel financially “well.” 

    Financial stress is associated with lower productivity, increased absenteeism, and higher turnover rates. This stress isn’t just a personal issue; it becomes a business issue when it impacts performance and engagement. 

    Why Financial Wellness Matters to Employees 

    For employees, the impact of financial stress is very real. It can lead to: 

    • Anxiety and distraction during the workday 
    • Difficulty focusing or meeting deadlines 
    • Less confidence in their long-term future 
    • Burnout or disengagement 

    Employees want to do their best, but when they’re worried about how to pay their rent or cover a surprise car repair, it’s tough to stay focused. Offering resources and support for financial wellness helps reduce that burden and shows your team that you’re in their corner. 

    Why Financial Wellness Matters to Employers 

    When your people are stressed, your business feels it. 

    Here’s what the research shows: 

    • Financially stressed employees are twice as likely to be looking for a new job 
    • They’re also more likely to be late, miss work, or make errors 
    • Businesses that support financial wellness see a 25% increase in retention 
    • Offering financial wellness benefits can improve recruiting, especially among younger workers looking for flexibility 

    The bottom line is that a financially healthy workforce is more productive, loyal, and engaged. 

    How to Support Employee Financial Wellness 

    Improving financial wellness doesn’t always mean giving raises or overhauling your benefits. Sometimes, simple changes can make a big difference. Here are a few ways you can support your team: 

    Offer Earned Wage Access (EWA) 

    EWA enables employees to access a portion of their earned wages before payday. At GMS, we partner with ZayZoon to offer this benefit, providing your team with financial flexibility without adding to your workload. 

    With ZayZoon and GMS: 

    • Immediate access: Employees can access their funds when they need them most, reducing financial stress and enhancing overall well-being. 
    • No cost to employers: There’s no cost or liability to you; ZayZoon funds the advances, making it a hassle-free solution. 
    • Attract and retain talent: Offering EWA can make your company more attractive to potential candidates and help reduce turnover. 
    • Seamless integration: It integrates seamlessly with payroll, ensuring a smooth and efficient process. 

    Provide Financial Education 

    Budgeting tools, savings tips, and online resources can go a long way in helping your employees achieve their financial goals. ZayZoon offers complimentary financial education for clients through its Financial Wellness program, which includes content, online courses, and prediction tools. 

    Encourage Smart Saving 

    Offer programs such as 401(k) plans with matching contributions, flexible spending accounts, or health savings accounts. These tools help employees plan for the future and feel more in control of their money today. 

    Create a Supportive Culture 

    Encourage open conversations about money. Financial topics are often perceived as taboo, but providing employees with space and resources to discuss them can help break the stigma and foster a more supportive environment. 

    How GMS Can Help 

    GMS is here to help you take care of your team because when your people are supported, your business thrives. Our EWA program, powered by ZayZoon, provides your employees with early access to their wages, helps them avoid predatory loans, and equips them with the tools to manage their finances more effectively.  

    Financial wellness is no longer optional; it’s essential. By supporting your employees’ financial health, you’re creating a stronger, more engaged team that’s better equipped to deliver exceptional work every day. Contact us today to get started! 

  • Construction companies continue to face ongoing recruitment and retention challenges, with the industry posting a 54% turnover rate. As a business owner in the construction industry, you have your hands full with completing client projects, overseeing supply inventory, and ensuring a safe worksite, making it difficult to develop and create retention policies. Although streamlining your internal operations can improve efficiency and help you manage your business, a strong and successful company starts with a healthy and happy workforce.

    Many business owners believe that the only way to retain employees is by offering them raises. However, this isn’t always possible for smaller or newer companies. Fortunately, there are other strategies to show appreciation for your workforce, which can enhance morale and productivity. Continue reading to discover four perks you can implement to attract new talent and retain your current employees.

    Provide a Benefits Package

    An expensive but necessary perk that business owners should consider offering is a health or benefits plan. While prices swing depending on the number of people on a plan, the amount of coverage needed, and the type of plan, the benefits far outweigh the costs. In fact, 78% of employees reported they’re more likely to stay with an employer because of their benefits program.

    Offering group health coverage can help cut down on overall costs and assist your employees with copays and other out-of-pocket charges. While a group health care plan might not make sense for your company’s needs, consider providing access to supplemental insurance plans. Offering access to vision, dental, home, and pet insurance can provide employees with tailored care specific to their needs, helping them save on health expenses with more coverage.

    Offer Professional Development Opportunities

    Another way to invest in your employees is to provide opportunities for professional growth. Whether through a mentorship program, online training, or attending industry-specific workshops, there are a variety of ways to help your employees grow their skillset. Investing in your employees’ individual growth not only expands the abilities of your workforce but also builds a relationship of trust and loyalty between employee and employer. A good rule of thumb is to continuously communicate with your workforce to gain a deeper understanding of the types of skills they want to learn or the type of programs they want to participate in.

    Invest in Workplace Culture

    Employees are more likely to stay at a company that makes them feel safe, heard, and valued. To cultivate a positive work environment, it’s important to prioritize employee well-being, encourage collaboration, and share team wins and successes. Employers can prioritize employee well-being by promoting flexible work schedules, offering paid time off (PTO), practicing open communication, and having weekly one-on-one meetings to tackle any issues or concerns. Hosting team-bonding events and encouraging interdepartmental interactions and projects are great ways to facilitate greater rapport among employees, which can lead to greater morale and retention. Employers should also consider actively recognizing achievements and group successes to showcase their trust in the team and their work.

    Implement Flexible Scheduling

    In today’s work landscape, schedule flexibility is increasingly important. Everyone’s schedule is different, and employees have different prime working hours and personal responsibilities. A tightly packed personal and professional calendar can take a toll on employees, so it’s important to implement strategies and perks to help them manage their time better. One way to do this is by offering telehealth options, so that your employees can spend less time at the doctor’s office or in the waiting room. This approach not only enables them to receive the personal care they need but also gives them extra time to handle their daily tasks, ultimately allowing them to invest more energy into their responsibilities at work.

    Business Retention and Group Management Services 

    Construction companies face unique challenges in recruitment and employee retention, but implementing effective strategies can make a significant difference. By offering comprehensive benefits packages, providing professional development opportunities, investing in workplace culture, and implementing flexible scheduling, business owners can create a supportive and engaging environment for their employees.

    Group Management Services (GMS) can assist in developing and executing these retention strategies. With our expertise in HR solutions, we can help tailor programs to meet the specific needs of your workforce, ensuring that your employees feel valued and motivated to stay with your company for the long term. Our team can also provide personalized assistance and training to help your company attract and retain talent to help bring your business to the next level. Contact us to learn more!

  • The manufacturing industry in 2025 faces a challenging landscape characterized by labor shortages, increasing operational costs, and complex regulatory requirements. Manufacturers must balance multiple priorities to stay competitive. Many owners are finding that one of the smartest strategies they can pursue is partnering with a professional employer organization (PEO).

    If you’re a manufacturer struggling to manage human resources, keep pace with changing labor laws, or find and retain skilled workers, this blog will demonstrate how a PEO can be a game-changer.

    The Current Manufacturing Landscape

    Manufacturing remains the backbone of the U.S. economy, employing over 13 million workers and contributing nearly $2.9 trillion to GDP. However, the sector is under pressure, with 77% of manufacturers citing workforce shortages as their primary concern. Beyond headcount, modern factories demand workers proficient in automation, robotics, and data analytics.

    Other top challenges include:

    • Skilled labor shortage: Over half of manufacturing executives report difficulties finding qualified workers, exacerbated by an aging workforce and a lack of tech-savvy talent.
    • Rising operational costs: Manufacturers expect raw material prices and other input costs to rise 5.5% over the next year. Increased expenses for raw materials and labor have tightened profit margins, making cost management more critical than ever.
    • Supply chain unpredictability: Despite improvements since the pandemic, global disruptions still impact operations.
    • Regulatory and compliance burdens: From Occupational Safety and Health Administration (OSHA) and Equal Employment Opportunity Commission policies (EEOC) to new state-specific wage and hour laws, manufacturers must keep up with a growing patchwork of regulations.

    With so much at stake, business owners cannot afford to let human resources (HR) and compliance fall through the cracks. That’s where a PEO steps in.

    How PEOs Can Address Manufacturers’ Workforce Challenges

    A PEO partners with businesses to handle critical HR responsibilities. This includes:

    • Payroll and tax administration
    • Benefits procurement and management
    • Regulatory compliance support
    • Workers’ compensation and safety programs
    • Employee onboarding and HR best practices

    Through a co-employment relationship, the PEO legally shares certain employer responsibilities, allowing businesses to outsource their administrative burden while maintaining control of day-to-day operations.

    For manufacturers, that means less time worrying about paperwork and legal updates, and more time focusing on production, efficiency, and growth.

    Key Benefits of a PEO for Manufacturers

    Recruiting and Retaining Skilled Workers

    The labor shortage isn’t going away. A Deloitte study estimates that nearly 2.1 million manufacturing jobs could go unfilled by 2030 if the skills gap isn’t addressed.

    A PEO helps manufacturers:

    • Offer attractive benefits packages typically reserved for larger corporations
    • Streamline hiring and onboarding processes
    • Benchmark compensation to remain competitive
    • Improve employee engagement through training, development, and HR support

    Risk Management and Safety Support

    Manufacturing has one of the highest rates of workplace injuries. OSHA compliance is critical but managing it internally can be overwhelming.

    PEOs provide:

    • Safety training programs tailored to your environment
    • Assistance with workers’ compensation claims and audits
    • Guidance on building a proactive safety culture
    • Help implementing return-to-work programs

    Compliance Expertise You Can Count On

    From new 2025 federal labor law updates to state-specific wage mandates and training requirements, manufacturers must stay informed and compliant to avoid penalties.

    A PEO’s compliance team helps by:

    • Monitoring regulatory changes at every level
    • Ensuring employee handbooks, policies, and procedures are updated
    • Managing paperwork and documentation for audits
    • Providing legal guidance on employee relations issues

    HR Technology That Simplifies Operations

    PEOs offer integrated software that combines time tracking, payroll, benefits, and onboarding tools into a single platform.

    This helps manufacturers:

    • Improve workforce visibility and data accuracy
    • Reduce administrative errors
    • Maintain employee records securely and efficiently
    • Scale operations with ease

    Why Choose GMS as Your Manufacturing HR Partner?

    At Group Management Services (GMS), we understand the unique demands of manufacturing because we’ve supported hundreds of companies just like yours. Our tailored PEO services are built to handle the heavy lifting of HR so you can get back to the floor and back to growth.

    Here’s how GMS stands out:

    • Industry-specific expertise: We’re not a one-size-fits-all PEO. Our team works directly with manufacturers to address industry-specific concerns, from OSHA regulations to seasonal workforce needs.
    • Dedicated HR support: With GMS, you get a dedicated Account Manager and access to our HR experts. You’ll never face a regulatory issue or compliance question alone.
    • Scalable solutions: Whether you have 10 employees or 200, our solutions grow with you, ensuring you’re always equipped to manage your workforce efficiently.
    • Cost-effective benefits: We leverage our collective buying power to offer premium benefits, health insurance, 401(k) plans, vision, dental, and more, without the big-business price tag.

    Manufacturing companies that partner with a PEO are better equipped to tackle today’s workforce challenges and tomorrow’s growth opportunities. You don’t have to be a Fortune 500 company to provide top-tier HR support, maintain compliance, and build a culture that attracts talent. You simply need the right partner.

    At GMS, we take the burden of HR off your plate so you can focus on what you do best. Contact us today to learn how GMS can help your manufacturing business thrive.