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

    Purpose of the Grant 

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

    The Importance of Training and Apprenticeship Programs 

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

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

    Tips for Developing a Strong Training Program 

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

    Start with clear objectives 

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

    Personalize your program 

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

    Incorporate mentorship 

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

    Consistently communicate

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

    Group Management Services and Training Development  

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

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

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

  • What is a Human Capital Management (HCM) System? 

    A HCM system is an integrated suite of tools that helps organizations manage their workforce more efficiently. It combines core human resources (HR) functions such as payroll, benefits administration, time tracking, and compliance management with strategic tools for talent acquisition and performance management. By centralizing employee data and automating processes, an HCM system enables businesses to make data-driven decisions and focus on growth. 

    However, as technology and workplace needs evolve, many businesses still depend on outdated HR systems that can’t keep up. While these older systems may appear to “get the job done,” the truth is that they cost much more than most business owners realize. 

    The Hidden Financial Costs 

    Increased labor and error expenses 

    Older systems often require heavy manual input, from data entry to reporting. This not only consumes valuable staff time but also increases the likelihood of mistakes in payroll, benefits, or compliance reporting. These errors can be expensive to correct and create inefficiencies that add up quickly. 

    Compliance penalties 

    Regulations on data privacy, wages, and employee classification constantly evolve. Outdated systems may not adapt to new laws, risking fines or audits. Non-compliance with regulations such as the Fair Labor Standards Act (FLSA), the Affordable Care Act (ACA), or data protection standards can lead to costly penalties.

    Maintenance costs 

    Outdated HR systems often rely on on-premises hardware or outdated software licenses that need ongoing maintenance, power, and information technology (IT) support. These hidden costs can exceed the cost of a modern, cloud-based solution, especially when considering downtime or lost productivity due to system failures. 

    Operational Setbacks 

    Lost productivity 

    Manual processes slow everything down, from onboarding new hires to approving time-off requests. Employees and HR teams waste hours navigating interfaces, searching for information, or entering data across disconnected systems.  

    Limited insights and poor decision-making 

    When HR, payroll, and benefits data are kept in different systems, analyzing workforce trends and making strategic decisions become challenging. Without access to real-time workforce metrics, leaders may rely on outdated or incomplete information, increasing the risk of poor decision-making. 

    Cybersecurity risks 

    Older HR systems often lack advanced security features and encryption, making them more vulnerable to breaches or ransomware attacks that could expose sensitive employee information. These incidents can be costly for businesses both financially and in terms of reputation. 

    Talent and Culture Impacts 

    Damaged employer brand 

    An outdated HR system impacts internal operations and candidate perception. Long applications, old portals, and slow responses frustrate candidates, who may then prefer more modern, tech-savvy organizations. 

    Lower employee engagement and retention 

    When employees experience repeated frustration with HR systems, such as requesting time off, accessing pay stubs, or enrolling in benefits, it can cause dissatisfaction and increased turnover. The modern workforce expects digital tools that simplify their experience rather than complicate it. 

    Weakened talent strategy 

    Without automation, analytics, or mobile features, businesses miss chances to engage, develop, and retain talent. Outdated technology hinders performance tracking, career development, and recognition, all of which are essential for creating a strong, competitive workforce. 

    Preparing for the Future with GMS 

    As businesses plan for 2026 and beyond, modernizing HR technology is crucial. The right system saves time, reduces risk, and lets teams focus on strategic growth instead of manual tasks. 

    GMS Connect, our all-in-one HR platform, provides business owners with the tools they need to confidently manage their workforce. Featuring payroll, benefits administration, HR compliance, and performance management, all integrated into one secure platform. GMS Connect eliminates the inefficiencies and risks associated with outdated systems. 

    Partnering with Group Management Services (GMS) gives you access to modern technology, expert HR support, and a system built to grow with your business. The expense of maintaining an outdated HR system is high, but the benefits of upgrading with GMS are even greater. Request a demo of GMS Connect today!  

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

    Upskilling Overview

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

    Reskilling Overview

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

    Benefits of Reskilling and Upskilling 

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

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

    Implementing Reskilling and Upskilling Programs 

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

    Assess organizational needs and skill gaps

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

    Define Clear Objectives

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

    Include a Mix of Training Platforms

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

    Foster a Culture of Continuous Learning

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

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

    Reskilling and Upskilling Your Workforce 

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

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

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

  • As we head into 2026, small businesses continue to navigate a competitive hiring landscape. Talent is in high demand, and larger companies often have the resources to offer higher salaries, more benefits, and stronger name recognition. But that doesn’t mean small businesses are at a disadvantage.  

    With the right strategy, small businesses can stand out, attract top candidates, and create workplaces where employees want to stay. Understanding hiring trends, offering a strong employee experience, and partnering with a professional employer organization (PEO) like Group Management Services (GMS) can make all the difference. 

    Understanding the 2026 Talent Landscape 

    Hiring in 2026 continues to evolve as employees want more flexibility, meaningful work, and better benefits. Several trends are influencing how candidates choose employers. 

    1. Artificial intelligence (AI) is increasingly used for sourcing, screening, and onboarding, making hiring faster and more data-driven. 
      1. Skills-based hiring is replacing traditional degree requirements as employers prioritize proven abilities and adaptability. 
      1. Candidates are finding jobs through social media, professional networks, and personal recommendations instead of just job boards. 
      1. Employer reputation and employee experience are major factors in how candidates compare job offers. 
      1. Remote and hybrid work options are widely expected, and talent competition is no longer limited by location. 

      For small businesses, this means the playing field is larger and more competitive. To stand out, you need more than a job description. You need a clear mission, flexible work options, and benefits that make employees feel valued. 

      How Small Businesses Can Compete 

      Create a strong employee value proposition 

      Candidates want to know what makes your business a meaningful place to work. Highlight opportunities for growth, impactful work, supportive leadership, and flexible work-life balance. A clear and genuine message helps candidates connect with your company on a personal level. 

      Use flexibility as an advantage 

      Small businesses can often make decisions faster than larger organizations. Offer hybrid schedules when possible, encourage employee contributions, and give them room to grow into new responsibilities. This freedom is something many employees seek but may not find at larger corporations. 

      Improve benefits and growth opportunities 

      Even with limited budgets, employees still expect solid health care plans, retirement options, mental health support, and learning opportunities. Providing mentorship, training, and clear career paths shows employees that your business invests in their future. 

      Strengthen hiring and retention systems 

      Professional recruiting practices matter. Use applicant-tracking tools, streamline your interview process, respond quickly to candidates, and ensure new hires feel welcome from day one. A positive candidate and employee experience helps reduce turnover and builds a strong reputation. 

      The Role of a PEO in Competing for Talent 

      A PEO gives small businesses the power to offer the benefits and human resources (HR) support usually reserved for large companies. Here is how a PEO helps: 

      Access to high-quality benefits 

      A PEO groups many small businesses together, allowing them to offer health insurance, retirement plans, life and disability coverage, and employee perks at competitive rates. This helps smaller employers present benefit packages that impress candidates.

      Less administrative pressure  

      Payroll tax filing, workers’ compensation, benefits administration, and HR compliance take time away from business growth and hiring efforts. A PEO handles those responsibilities so owners and managers can focus on strengthening their workplace and building strong teams. 

      Support for recruiting and HR technology 

      Many PEOs offer tools for posting jobs, tracking applicants, and managing onboarding. This gives small businesses a more professional and streamlined hiring process and improved access to qualified candidates. 

      Confidence to grow and scale 

      When compliance benefits and HR systems are handled by a PEO, owners can hire faster, expand into new locations, and confidently take on new opportunities. Ambitious employees are more likely to join a company that is ready to grow. 

      How GMS Helps Businesses Win Top Talent 

      Small businesses do not need to fall behind in the competition for talent. By embracing new hiring trends, being intentional about company culture, and partnering with a PEO like GMS, small businesses can offer strong benefits, meaningful work, and long-term growth.  

      Ready to elevate your hiring strategy and attract top talent in 2026? Contact us today! 

    1. Running a small business requires managing multiple responsibilities simultaneously. Beyond sales, operations, and customer service, small business owners often find themselves acting as the human resources (HR) department as well. While it may not be your primary focus, understanding core HR principles can make a significant difference in how effectively your business attracts, manages, and retains talent. 

      The following HR skills are essential for establishing a strong foundation and fostering a positive workplace culture as your business expands. 

      Effective Communication 

      Clear and consistent communication is essential for successful leadership. Whether you’re writing job descriptions, explaining policies, conducting performance reviews, or addressing workplace concerns, it’s important to communicate with transparency and respect. Strong communication builds trust and aligns everyone across your organization. 

      Talent Acquisition and Hiring 

      Recruiting and selecting the right employees is one of the most vital HR functions. A deliberate hiring process ensures that new team members not only have the necessary skills but also align with your company’s mission and values. Implementing structured hiring practices helps reduce turnover and foster a strong, dependable team. 

      Onboarding and Offboarding 

      The employee experience begins and ends with HR processes. A well-designed onboarding program helps new hires feel welcomed, informed, and confident in their roles, which boosts engagement and productivity. Similarly, professional and compliant offboarding practices protect your company’s reputation and provide valuable insights through exit interviews and the collection of feedback. 

      Legal Compliance and Payroll Accuracy 

      Compliance is one of the most complex areas of HR. Small business owners must stay informed about labor laws, wage regulations, benefits administration, and tax reporting. Mistakes in payroll or compliance can lead to costly penalties and employee dissatisfaction. Establishing reliable systems and keeping policies up to date are essential for managing these risks. 

      Conflict Resolution and Employee Relations 

      Workplace conflict is inevitable, but how it is managed determines its effect on team morale and productivity. Developing skills in mediation and problem-solving helps you address issues objectively and steer employees toward fair and effective outcomes. Staying professional and empathetic during these situations builds trust and maintains a positive workplace environment. 

      Process Management and Organization 

      Effective HR management relies on consistent processes and organization. From tracking employee records and certifications to maintaining performance review schedules, structured systems ensure accuracy and efficiency. Establishing clear workflows and documentation supports compliance and helps your HR operations grow as your business expands. 

      Employee Engagement and Wellbeing 

      Your employees are your most valuable asset. Supporting their physical, mental, and emotional well-being is crucial for maintaining motivation and reducing turnover. Developing programs that promote wellness, recognition, and career growth demonstrates that your organization values its people, leading to increased engagement and retention. 

      Emotional Intelligence and Leadership 

      Emotional intelligence is an essential skill for any leader. The ability to understand and respond to the needs and emotions of others helps foster a respectful and supportive workplace culture. Showing empathy and fairness builds credibility and encourages open communication among employees. 

      Partnering with GMS for HR Outsourcing 

      Managing all of these HR responsibilities while also running a business can be overwhelming. Staying compliant, maintaining accurate payroll, managing employee relations, and keeping up with new regulations require time, expertise, and attention to detail.

      Group Management Services (GMS) offers a comprehensive HR back office solution for your business. We handle the administrative and compliance burdens associated with HR management, allowing you to focus on growing your business. Our team ensures your job descriptions are compliant, onboarding programs are seamless, and employee management systems are efficient and effective. 

      With GMS, you gain the expertise of an experienced HR team without the expense of building one in-house. We help you remain compliant, manage your employees, and maintain a healthy workplace culture, allowing you to concentrate on driving your business forward. 

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

      What Is an HRIS? 

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

      What is Included in an HRIS system? 

      Payroll administration 

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

      Onboarding

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

      Benefits Administration

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

      Key Benefits of an HRIS

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

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

      GMS Connect

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

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

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

    3. As the year comes to a close, many business owners and managers are preparing for year-end performance reviews, one of the most important and sometimes most dreaded tasks on the human resources (HR) calendar. 

      When done right, performance reviews can do more than assess past results. They can boost engagement, strengthen company culture, and set the tone for growth in the year ahead. But when they’re rushed or unclear, they can leave employees disengaged and managers frustrated. 

      Continue reading to learn how to make your year-end performance reviews more efficient and impactful for both your team and your business. 

      1. Start With Clear Goals  

      Before you begin the review process, revisit the goals and expectations you set at the beginning of the year. Were they measurable? Realistic? Still aligned with your company’s priorities? 

      Managers should assess both individual and organizational performance to ensure reviews focus on results, development, and contribution to the company’s mission. 

      If you haven’t documented goals throughout the year, now is the time to establish a more structured approach for next year. Setting clear, trackable objectives from the start makes year-end evaluations far more effective. 

      2. Gather Data Throughout the Year 

      Effective reviews rely on evidence, not memory. Pull together data from across the year, such as project outcomes, client feedback, attendance, sales metrics, and peer input. 

      Encourage managers to consistently track performance, rather than waiting until the end of the year. Whether it’s through weekly check-ins, one-on-one meetings, or monthly touchpoints, choose what works best for your team. Doing so ensures fairness and helps identify patterns and opportunities for coaching long before the year-end meeting. 

      HR software or performance tracking tools, such as GMS Connect, can make this process far more manageable by centralizing employee data and documentation. 

      3. Focus on Two-Way Communication 

      Performance reviews shouldn’t feel like a lecture. Create space for open, two-way dialogue. Encourage employees to share their own reflections on what they’re proud of, where they’ve faced challenges, and what support they need to grow. 

      This not only builds trust but also helps managers uncover valuable insights into team dynamics, training needs, and potential leadership development. 

      Consider asking open-ended questions such as: 

      1. What accomplishments are you most proud of this year? 
      2. What obstacles stood in your way? 
      3. What skills or projects do you want to explore next year? 

      4. Balance Accountability  

      Recognizing achievements while addressing areas for improvement is key to a meaningful performance review. Feedback should be framed as an opportunity for growth, not as criticism. 

      For example, instead of saying, “You didn’t meet deadlines,” try, “Let’s explore what caused delays and how we can set you up for success next quarter.” 

      The key to a strong review is balancing accountability for results with support for professional development. 

      5. Set Clear Next Steps 

      Every performance review should end with actionable next steps. Define goals for the coming year, identify any training needs, and clarify how success will be measured. 

      This creates alignment between the employee’s growth and the company’s strategic objectives. It also ensures both parties leave the conversation with clarity and motivation for the following year. 

      6. Support Managers With the Right Tools  

      Even experienced managers can struggle to conduct consistent, unbiased reviews. Providing training and templates, or partnering with an HR expert, can help create a fair and standardized process across your organization. 

      Performance management is not just about once-a-year conversations. It is an ongoing commitment to employee development, engagement, and retention. 

      Simplify Year-End Reviews With GMS 

      At Group Management Services (GMS), we help business owners take the stress out of HR management, including performance reviews. Our employee performance management services provide structure and support for conducting effective evaluations, developing employees, and maintaining compliance. 

      GMS supports your performance review process from beginning to end by helping you set clear goals, monitor progress, coach employees, and maintain thorough documentation. This structured approach drives performance, enhances engagement, and ensures alignment with your company’s mission. 

      You don’t have to manage employees and compliance alone. Partner with GMS to streamline your HR operations so you can focus on growing your business with confidence. 

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

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

      What Causes Employee Burnout? 

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

      Lack of clarity on job responsibilities

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

      Lack of support

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

      Poor work-life balance

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

      Heavy workloads

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

      What Burnout Looks Like 

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

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

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

      How to Combat Burnout in the Workplace 

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

      Promote Work-Life Balance

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

      Implement Employee Assistance Programs  

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

      Open the Lines of Communication

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

      Reduce the Risk of Employee Burnout with GMS

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

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

    5. Seasonal workers play a crucial role in helping businesses handle spikes in demand during busy times of the year, especially the holiday season. From retail stores and restaurants to warehouses and hospitality, seasonal employees ensure operations run smoothly when customer volume is at its peak.  

      While seasonal employment may be temporary, effectively managing these workers is key to maximizing productivity, ensuring compliance, and creating a positive employee experience. Here are some best practices for hiring and managing seasonal employees this holiday season. 

      What Is a Seasonal Job? 

      A seasonal job refers to temporary employment during specific times of the year when businesses experience increased demand. These roles typically last for a few weeks or months and are tied to predictable events such as holiday shopping, summer jobs, winter tourism, or peak dining seasons. 

      Seasonal jobs are temporary by design, following predictable cycles based on calendar events or industry trends. Many offer flexibility in scheduling, which makes them attractive to students, retirees, or individuals looking for supplemental income. Seasonal positions can be found across industries such as retail, hospitality, agriculture, tourism, event planning, and more. 

      Tips for Managing Seasonal Employees 

      Start with a Clear Hiring Process 

      A strong seasonal hiring strategy sets the tone for success. Job postings should clearly state that the role is temporary and define the length of employment. Employers should also consider using “at-will” employment agreements, which provide flexibility while ensuring compliance with applicable laws. 

      It is equally important to classify workers correctly. Seasonal employees are generally considered W-2 employees rather than independent contractors. Misclassification can lead to compliance issues and penalties. 

      Provide Comprehensive Onboarding and Training 

      Seasonal employees often face steep learning curves with little time to adjust. A structured onboarding program helps them succeed by covering company policies, customer service expectations, and compliance standards. Training should also include opportunities for cross-training, allowing employees to assist in multiple areas as needed. 

      Offer Competitive Pay and Incentives 

      During the holiday rush, seasonal workers have many employment options. To attract and retain top talent, businesses should offer competitive hourly wages that align with industry standards and the local cost of living. Employers should be transparent about overtime opportunities and pay policies. 

      Performance-based incentives, such as bonuses for meeting sales or productivity goals, can boost motivation. Seasonal premiums or sign-on bonuses may also encourage employees to commit to the entire busy period.

      Prioritize Flexibility in Scheduling 

      Many seasonal workers value flexible schedules just as much as fair pay. Whenever possible, employers should offer shifts that accommodate students, parents, or individuals with other commitments. Predictable scheduling practices can also reduce last-minute call-offs and improve morale. 

      Keep Communication Open 

      Even if their employment is short-term, seasonal employees should feel included and informed. Regular check-ins are an effective way to provide feedback, address questions, and acknowledge achievements. Clear communication about expectations, scheduling, and performance goals helps reduce confusion and keeps employees engaged. 

      The Importance of Compliance and Labor Laws 

      Compliance is one of the most critical aspects of managing seasonal employees. Employers must follow federal, state, and local laws regarding wages, overtime, scheduling, and workplace safety. Failing to comply can lead to costly fines, lawsuits, and damage to a company’s reputation. 

      Businesses should pay close attention to: 

      1. Wage and hour laws: Ensure seasonal employees receive at least minimum wage and proper overtime pay. 
      2. Workplace safety regulations: Seasonal workers are entitled to the same safety protections as full-time staff. 
      3. Employee classification: Seasonal workers are usually employees, not independent contractors. 
      4. Recordkeeping requirements: Employers must maintain accurate time and payroll records for all staff. 

      In addition to legal compliance, it is important to foster a workplace culture that promotes fairness and inclusivity. Seasonal workers should feel respected and valued regardless of their short tenure. This not only reduces turnover but also increases the likelihood that employees will return for future seasons. 

      Plan Ahead for Retention and Future Seasons 

      Even though seasonal workers may only stay for a few months, investing in their experience can pay off long-term. Recognizing contributions with thank-you notes, small perks, or employee discounts can make them feel appreciated. Collecting feedback at the end of the season also provides valuable insights into improving the hiring and training process for the next busy cycle. 

      Retaining strong seasonal workers year after year reduces hiring costs and ensures businesses have experienced staff ready to step in when demand rises again. 

      How GMS Can Help 

      Managing seasonal employees during the holidays can feel overwhelming, especially when you are also balancing the needs of your full-time workforce. That is where Group Management Services (GMS) can help. 

      As a professional employer organization (PEO), GMS works with businesses to: 

      1. Simplify seasonal hiring and onboarding 
      2. Stay compliant with labor laws 
      3. Offer competitive benefits and perks to attract talent 
      4. Manage payroll and payroll tax management

      Seasonal employees are essential to your success during the busiest time of year. With the right strategies, you can build a seasonal workforce that boosts productivity, strengthens customer service, and keeps your business running smoothly. 

      Contact GMS today to learn how we can streamline your seasonal hiring and employee management this holiday season. 

    6. In small businesses, every decision matters, especially when it comes to human resources (HR). Too often, HR is reactive, responding to problems only after they arise. However, when HR is proactive, it becomes a strategic advantage, driving better compliance, a stronger culture, improved retention, and lower costs. For small and midsize businesses, making that shift isn’t always easy. That’s where a professional employer organization (PEO) comes in. With the right PEO partner, HR becomes less about putting out fires and more about building a strong foundation for growth. 

      What Is Reactive HR? 

      Reactive HR refers to managing issues after they arise. For example, hiring happens only when a vacancy becomes urgent. Performance issues are handled only when they escalate. Compliance problems are addressed only when an audit is already underway. This approach often means constantly responding to crises with little room for long-term planning. The result is a greater risk of mistakes with labor law compliance, lower employee morale, higher turnover, and unexpected costs that could have been avoided. 

      What Is Proactive HR? 

      Proactive HR involves planning ahead and responding to problems as they arise, rather than simply reacting to them. It’s about building systems, processes, and a workplace culture that prevents issues before they happen. This approach aligns HR strategy with business goals from the start. 

      For example, companies that take a proactive stance forecast hiring needs, invest in leadership development, regularly review compensation to stay competitive, and stay ahead of employment law changes.  

      This approach helps businesses avoid costly surprises, reduce legal risks, retain more talent, and build a reputation as a great place to work. Proactive HR creates stability, improves morale, and lays the foundation for long-term growth. 

      Proactive vs Reactive HR In Practice 

      The difference between proactive and reactive HR becomes clear when you look at everyday workplace situations. 

      1. In hiring, reactive businesses scramble to fill roles only after someone leaves. Proactive businesses anticipate staffing needs and build a pipeline of potential candidates. 
      1. When it comes to compensation and benefits, reactive employers typically make changes only after complaints or turnover occur. Proactive employers regularly benchmark pay and review benefits to stay competitive. 
      1. Compliance follows a similar pattern. Reactive employers update policies only after audits or legal issues arise. Proactive employers routinely review handbooks and stay ahead of changing regulations. 
      1. Training and development also show the contrast. Reactive employers offer training only when employee performance drops. Proactive employers invest in ongoing learning and leadership development. 
      1. Even company culture reflects this divide. Reactive HR responds to low morale after turnover spikes. Proactive HR continuously gathers feedback and works to strengthen engagement. 

      Why Businesses Should Lean Into Proactive HR 

      Small and midsize businesses face unique challenges when HR is reactive. With limited staff and resources, even minor missteps can have major consequences. A compliance error might lead to costly penalties. Unfilled roles or unexpected turnover can slow growth. And low morale can drive turnover that small businesses simply can’t afford. 

      Taking a proactive approach helps prevent these issues before they escalate. By anticipating needs and planning ahead, small businesses can reduce turnover and training costs, avoid compliance risks, and attract stronger talent. It also positions them to scale more smoothly when new opportunities arise. 

      How A PEO Helps You Be Proactive 

      A PEO is a valuable partner for small businesses that want to shift from reacting to planning ahead. PEOs provide access to HR specialists and compliance experts who monitor labor law, tax law, and workplace safety requirements. This reduces the risk of being caught off guard by unexpected changes in regulations. 

      PEOs also deliver the tools and infrastructure that make proactive HR possible, including HR technology platforms, employee handbooks, and performance management systems. They offer access to competitive benefits packages by leveraging their buying power, which allows small businesses to attract and retain talent more effectively. Additionally, PEOs offer training resources to help employees develop skills and prepare for leadership roles. 

      Most importantly, PEOs help mitigate risk through policy reviews, audits, and proactive planning, ensuring businesses are prepared rather than left scrambling when issues arise. 

      Why Outsource HR To GMS 

      For small and midsize businesses, proactive HR can feel like an overwhelming goal without the right support. Outsourcing to a PEO like Group Management Services (GMS) allows you to achieve proactive HR management without building an in-house department.  

      The price of reacting to problems after they happen is often much higher than planning ahead. Partnering with a PEO allows small businesses to focus on their core mission while ensuring that HR management is strategic, compliant, and growth-oriented. Be proactive and schedule a chat with us today!