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  • As a business owner, it’s imperative to maintain a fair workplace environment for all employees. Unfortunately, incidents such as harassment or discrimination require an investigation in order to maintain a fair work environment. Conducting an HR investigation is necessary to ensure that all parties involved are treated fairly and that any necessary corrective action is taken. However, the investigation process can be complex and overwhelming. Whether you’re a seasoned HR professional or new to conducting these investigations, this blog will provide valuable insights to help you confidently navigate the process.

    What Is An HR Investigation?

    For those unfamiliar with an HR investigation, let’s begin with a basic understanding of it. When an employee makes a complaint within your organization, the HR department is responsible for beginning an HR investigation to discover further details about possible employee misconduct. An HR investigation is a method used to determine what happened and who, if anyone, is responsible. All businesses in the U.S. are obligated by law to investigate these complaints promptly and impartially.

    The following are situations in which HR can investigate in the workplace:

    • Harassment
    • Discrimination
    • Health and safety
    • Ethics
    • Retaliation

    It’s critical to get to the bottom of these complaints, as each one can become a lawsuit.

    The Importance Of An HR Investigation

    HR investigations are essential for employers to maintain a safe and healthy workplace. When incidents of harassment, discrimination, workplace misconduct, or policy violations occur, conducting an HR investigation can do the following:

    • Uncover all the facts
    • Identify any potential legal liabilities
    • Prevent similar incidents from happening in the future 

    An HR investigation ultimately helps protect employees from further harm and ensures that your business complies with legal requirements and ethical standards. In addition, conducting thorough and fair HR investigations can help build trust and confidence among employees while demonstrating the company’s commitment to a safe and equitable workplace.

    Joe Wenger, GMS’ Senior HR Generalist, expressed, “It’s an essential HR best practice to have an established process in place whenever an internal HR investigation is warranted. The first step is outlining this in your employee handbook, encouraging employees to come forward for any incidents, and reiterating a no-retaliation policy which should also be in place. Having a set process ahead of time that guides employees on what to do and then following through on that process for them will reinforce the idea that workplace safety and security are of up-most importance. This will, in turn, create a happier and more productive workforce.”

    Conducting An HR Investigation

    For various reasons, you must have an HR investigation process before an incident occurs. This process ensures that all employees know your company’s policies and procedures and know what to expect in the event of an incident. This helps prevent misunderstanding and confusion when an investigation is needed. When you have a process in place, it ultimately ensures that investigations are conducted fairly and consistently. By having clear guidelines and procedures, HR professionals can ensure that all parties involved are treated fairly. In addition, having an HR investigation process in place can help minimize the risk of legal liability. Following established procedures and documenting all aspects of the investigation allows HR professionals to protect the company from lawsuits or claims of discrimination or retaliation.

    Now that you understand the importance of having an HR investigation process in place, let’s discuss how to create your process:

    Review existing policies and procedures

    Begin by reviewing any existing policies and procedures related to HR investigations. Determine what’s working well and identify areas that need improvement.

    Identify who needs to be involved

    Determine who needs to be involved in the investigation process. This could include HR professionals, legal counsel, managers, and other relevant leaders within your organization.

    Define the scope of the investigation

    Clearly define the scope of the investigation, which can include the type of incident being investigated, the individuals involved, and any relevant timelines or deadlines.

    Establish investigation procedures

    Develop procedures for conducting the investigation, including how to collect and review evidence, conduct interviews with witnesses and other involved parties, and document the findings.

    Communicate with all parties that were involved

    It’s essential to communicate the investigation process and any expectations to all parties that were involved in the incident, including the complainant, the accused, and any witnesses.

    Follow up and take appropriate action

    Once the investigation is complete, follow up with all parties involved and take any necessary corrective action, including disciplinary action (if applicable).

    Review and improve the process

    The final step is to review your HR investigation process regularly to determine if you need to make any improvements based on feedback and changes in legal and ethical standards.

    Consider asking the following questions to ensure you obtain all the necessary information:

    • What exactly happened?
    • When did the incident occur?
    • Have you discussed the incident with anyone?
    • Has the behavior affected you and your job?
    • Where did the incident occur?
    • How did you react?
    • Was there anyone else who may have seen or heard the incident?
    • Do you have any other relevant information?
    • What action do you want the company to take?

    Creating an HR investigation process requires careful planning and consideration. Ensuring the process is fair, consistent, and compliant with legal and ethical standards is essential. Following these steps can create an effective and efficient HR investigation process that promotes a safe and healthy workplace for all employees.

    Now What?

    Conducting an HR investigation can be challenging and complex, but it’s essential for maintaining a safe and healthy workplace. By following the steps outlined throughout this blog, you can ensure that investigations are conducted fairly, consistently, and in compliance with legal and ethical standards. If you’re looking to streamline your HR operations and ensure you’re handling these investigations with expertise, consider working with a professional employer organization (PEO) such as Group Management Services (GMS). A PEO can provide various HR services, including handling investigations and providing guidance on legal and compliance issues. With our expertise and support, you can finally feel confident that your HR investigations are handled professionally and carefully, and that your employees are receiving the support they need to feel safe and valued in your business. Interested in learning more about how GMS can help you and your business thrive? Contact us today.

  • Columbus, Ohio, recently joined other states and municipalities that have passed laws prohibiting employers from inquiring into a job applicant’s salary history. The following cities in Ohio currently have these ordinances:

    • Toledo 
    • Cincinnati

    The Columbus ordinance covers all business owners within the city with 15 or more employers and their agents, such as job placement or referral agencies. It prohibits employers from asking applicants about their salary history, current or former employer, or searching publicly available records to obtain their salary history. An applicant is considered to be any individual applying for employment that will be performed within the city’s geographic boundaries and whose application will be solicited, received, processed, or considered in whole or in part in Columbus.

    The ordinance states that it’s an unlawful discriminatory practice for an employer to do the following:

    • Inquire about an applicant’s salary history, including prior wage, benefits, or additional compensation
    • Screen applicants based on their current wages, benefits, compensation, or salary history, including that an applicant’s salary history meets minimum or maximum criteria
    • Rely solely on an applicant’s salary history when deciding whether to extend an offer of employment or when determining an applicant’s salary, benefits, or other compensation
    • Refuse to hire or otherwise disfavor, injure, or retaliate against an applicant who doesn’t disclose their salary history

    However, employers can still ask applicants about their salary, compensation, and benefits expectations. In addition, employers may inquire into objective measures of the candidate’s productivity, including revenue, sales, or other production reports.

    Its’ prohibitions do not apply if another federal, state, or local law specifically authorizes reliance on salary history to determine employee compensation for a specific position. In addition, it applies to the following:

    • Internal transfers or promotions with a current employer
    • Voluntary disclosures by the applicant
    • Positions for which salary or compensation are set by collective bargaining
    • Applicants who are re-hired by an employer within three years of leaving the employer

    This ordinance goes into effect on March 1st, 2024. Once it’s effective, all employers who fail to comply with its prohibitions permit an applicant to file an administrative complaint with the Columbus Community Relations Commission. Should you violate the ordinance, you could be subject to civil penalties of $1,000 to $5,000.

    If you’re a GMS client and have questions, please contact your HR Account Manager. However, if you aren’t a client of GMS, contact us today to stay compliant with ever-changing laws and regulations.

  • On March 29th, 2023, after three years, Present Joe Biden signed H.J. Res. 7, a resolution to end the national COVID-19 emergency. The national emergency allowed the government to take sweeping steps to respond to COVID-19 and support the country’s economic, health, and welfare systems. While signing this bill immediately ends the COVID-19 national emergency, the public health emergency (PHE) remains in effect.

    The PHE will end on May 11th, 2023. Currently, the PHE mandates that health insurance plans fully cover COVID-19 testing without employee cost-sharing on both an in and out-of-network basis. Once this emergency ends, medical plans, including employer-sponsored plans, will not be required to pay for testing and will have to determine how to move forward.

    What This Means

    The national emergency ends provisions allowing an extended time for special enrollment in plans due to life events such as losing coverage, getting married, or having children. The national emergency gave individuals with a qualifying life event up to a year to enroll compared to individuals typically having 30 days to enroll.

    As a business owner, it’s essential that you’re aware of the impact this has on your business. When you partner with GMS, you gain access to HR experts who ensure you remain compliant. We work with you to update policies, whether in your handbook or educating your employees on the changes that will take place. Interested in learning what else we can help you with? Contact us today.

  • The U.S. Citizenship and Immigration Services (USCIS) will be disposing of E-Verify records created on or before December 31st, 2012. E-Verify is an internet-based system that compares information an employer enters from an employee’s Form I-9 and employment eligibility verification to records available to the U.S. Department of Homeland Security and the Social Security Administration to confirm employment eligibility.

    What To Know As A Business Owner

    If you’re an E-Verify employer, you have until June 23rd, 2023, to download case information from the Historic Records Report to retain information about your older E-Verify cases. You’re required to record the following:

    • E-Verify case verification number on the corresponding Form I-9
    • Employment eligibility verification 
    • Attach a copy of the case details page to the Form I-9

    It’s essential to download the Historic Records report from E-Verify at the end of every year. 

    The Historic Records report provides case data, including basic company and case identifiers and case resolution information. The case data does not include sensitive employee information such as Social Security numbers or document numbers.

    To download Historic Records, click here for instructions.

    GMS Is Here To Help

    As this deadline is approaching quickly, consider partnering with a professional employer organization (PEO) such as GMS. GMS’ HR experts ensure that E-Verify employers are prepared to download case information before it’s deleted by monitoring case status, providing guidance and support, and maintaining records. We will keep your records of all E-Verify cases, ensuring you have access to the information you need. Ultimately, we help you comply with E-Verify requirements and avoid potential penalties. Contact our HR experts to get started today.

  • On March 13th, 2023, the Occupational Safety and Health Administration’s (OSHA) new rule outlining whistleblower protections under the federal Taxpayer First Act (TFA) took effect. Congress enacted the TFA in 2019 and required the Internal Revenue Service (IRS) to notify a taxpayer if the IRS or a Federal or State agency recommends disciplinary action against an employee found to have accessed or disclosed the taxpayer’s return or return information without permission. Whistleblowing is the lawful disclosure of information a discloser reasonably believes evidence of wrongdoing to an authorized recipient.

    New Whistleblower Protections

    This new rule protects whistleblowers who testified about tax violations or assisted in a government investigation of tax violations. Actions protected by the rule include any “lawful act” by an employee to provide information or otherwise assist in “an investigation regarding underpayment of tax or conduct which the employee reasonably believes constitutes a violation of the internal revenue laws or any provision of Federal law relating to tax fraud.” The rule prohibits retaliation against employees who report tax fraud or underpayment of taxes.

    The following are considered illegal retaliation: 

    • Firing or laying off
    • Demoting
    • Denying employee benefits
    • Failing to hire or rehire
    • Reducing pay or hours
    • Denying overtime or promotion
    • Making threats
    • Reporting an individual to the police or immigration authorities

    Employees must file complaints within 180 days of the retaliatory action with OSHA by visiting their local OSHA office, sending a written complaint to the closest OSHA office, or filing a complaint online. 

    What Now? 

    While we continue to wait for more information on this ruling, it’s essential that you take action now. Fortunately, when you partner with a professional employer organization (PEO) such as GMS, you gain a partner who is there by your side. A PEO can help with whistleblower protections by providing a safe and secure mechanism for employees to report any unethical or illegal behavior they observe in the workplace without fear of retaliation. Our HR experts can help you develop and implement a reporting system that provides a straightforward and confidential method for employees to report concerns. Contact us today to learn more.

  • Payroll, human resources, benefits, and risk management can be confusing tasks for business owners. If you’re unfamiliar with how these departments work and their terminology, it’s easy to feel overwhelmed.
    By partnering with a professional employer organization (PEO), you can hand off these responsibilities to the experts while staying in control of your business. If you’re like most business owners considering a PEO, you’ve likely encountered several misconceptions about PEOs within your research. We’re here to debunk some of the most common myths about PEOs so you can make an informed decision for your business.

    What Are PEOs?

    A PEO is a business that specializes in providing human resources services to other companies. Employers usually contract PEOs for human resources, payroll, benefits administration, and workers’ compensation claims.

    Myth #1: Hiring a PEO means losing control of my business.

    Fact: PEOs give you greater control over your business.

    The purpose of a PEO is to give companies the flexibility to choose their HR processes to fit their individual business needs. With the expertise of HR professionals, processes can be efficiently completed. PEOs enable businesses to streamline communications across HR, payroll, risk management, and benefits to free up your time. Instead of spending time on repetitive administrative tasks, you can focus on revenue-generating projects.

    Additionally, the assigned HR professionals can find and identify opportunities across back-office disciplines such as benefits administration, compliance management, or employee training programs. Ultimately these opportunities help you save money and reduce financial risk while improving cash flow through economies of scale. To summarize, you call the shots. PEOs make it easier to create efficient, well-informed business decisions.

    Myth #2: I will lose control over hiring and firing decisions.

    Fact: Hiring and firing decisions are up to you.

    The truth is those decisions will remain entirely up to you, but PEOs can supplement your efforts. PEOs can write job descriptions, set up job ads, and review applications. They increase the efficiency and effectiveness of recruitment processes so that you don’t have to spend hours trying to find someone who fits your needs.
    If you need to fire an employee, PEOs protect you from rising unemployment taxes (should one be filed) by taking care of all the details. In short, you improve employee recruitment and limit financial risk to a fraction of the time it would take to do it yourself.

    Myth #3: PEOs supply workforce labor.

    Fact: PEOs are not temporary staffing agencies. When you partner with a PEO, you and that PEO agrees to a co-employer relationship.

    The biggest myth about PEOs is that they supply labor. They don’t. In fact, it’s the opposite. You continue to manage your employees and their day-to-day operations while the PEO focuses on strategic HR and other administrative tasks.

    In turn, you can concentrate on growing your business while enjoying the savings and flexibility of outsourcing the additional functions to them. You also qualify for discounts and better insurance rates that you could not have gotten without a PEO (and they’re always looking for ways to reduce costs).

    Myth #4: PEOs will negatively impact my company culture.

    Fact: PEOs don’t want to change your culture; they want to enhance it.

    PEOs understand happy employees are more productive and engaged, which means they’ll find ways of working together more effectively and efficiently. This can be as simple as providing benefits such as health insurance or paid time off (PTO). Still, it can also mean giving employees access to resources that help them improve their work performance (for example, learning management programs). If your employees enjoy working for you now, imagine how much better it will be when they realize you’ve given them access to a Fortune 500–level benefits package. Plus, once word gets out about your competitive benefits, you’re more likely to attract top-tier talent!

    Myth #5: I’ll have to let go of my HR team.

    Fact: A PEO is not a replacement for an HR team, they complement your HR staff.

    PEOs aren’t only payroll and employee benefits specialists; their expertise extends to help you with hiring, training and development, employee relations, and more. By taking the daily tasks off your HR team’s plate, they can focus on improving and strengthening your company. In addition, a dedicated PEO stays current on all local, state, and federal legislative changes to labor laws to confirm your business complies with regulations.

    Myth #6: PEOs are too expensive.

    Fact: PEOS can lead to overall savings for your business.

    PEOs give you access to better employee benefits packages. Since you enter a co-employment relationship with your PEO, your employees are considered co-employed by the PEO and therefore grouped with the thousands of other employees across the organization. The PEO can then negotiate benefits packages with lower benefit-related costs, giving you rates competitive with those of Fortune 500 companies.

    Additionally, the mismanagement of HR paperwork, workplace safety protocols, and labor laws can become incredibly costly errors, including Workers’ Compensation claims, lawsuits, and government fines. PEOs ensure your business complies with local and federal regulations and each employee is appropriately trained on safety protocols to prevent accidents and expensive mistakes. Finally, a PEO is a one-stop shop for all HR verticals. Instead of shopping around to source multiple vendors to cover all your needs, you can save money by outsourcing the work to a single vendor.

    How To Find A PEO

    While searching for a PEO to partner with, there are a few items you should look out for to ensure you select the perfect organization for your business.

    • Ask for references to determine the effectiveness of their solutions. First-hand experience from past or current customers will give you an inside look at working with the company.
    • Keep an eye out for any hidden fees. Their pay structure should be clearly laid out to ensure pricing transparency.
    • Finally, while it may seem obvious, make sure they are a certified PEO (CPEO) by the IRS, especially if you’re in regulated industries such as health care or financial services.

    It’s Time To Partner With A PEO

    As a PEO and benefits administrator for over 25 years, we are happy to answer any lingering questions you may have about our services or what it’s like to partner with a PEO. Additionally, check out our resources section for more blog posts covering topics pertinent to business owners. We have years of experience helping companies find the right solution for their needs; contact us today to find the perfect solution for your business.

  • Human resources (HR) is an essential function of any organization that handles the management of people. HR professionals are responsible for recruiting, training, and developing employees, administering employee benefits, and ensuring compliance with employment laws and regulations. In recent years, HR has evolved from being a support function to a strategic partner in the organization. Strategic HR is a proactive approach to HR management that aligns HR strategies with organizational goals and objectives. Throughout this blog, we’ll discuss strategic HR and its benefits.

    Understanding Strategic HR

    Let’s start with the basics – what does strategic HR mean? Strategic HR is a long-term approach to HR management that aligns HR strategies with organizational goals and objectives. It involves developing and implementing HR policies and practices that support the organization’s mission, vision, and values. Strategic HR is proactive, flexible, and responsive to changes in the business environment. It involves integrating HR strategies with overall business strategies to achieve the organization’s goals. Strategic HR professionals tailor their recruiting, training, employee management, and planning processes to the company’s broader goals and objectives.

    Tori Moldovan, PHR, GMS’ Client Services Manager, emphasized, “One of the things I see the most is that we are so reactive in the business world when something happens with our employee base. Strategic HR is a proactive approach, and while it takes time to plan and develop up front, it saves you countless hours on the back end when something occurs that impacts your organization. Time is money, so invest upfront in your processes, employee programs, employee benefits, and training. Keep this on your radar and have quarterly evaluations on what’s working and what isn’t working to ensure you catch issues before it happens. This is a core function of what keeps a business a well-oiled machine!”

    Benefits Of Strategic HR

    As an HR professional, taking a strategic approach to HR management positively impacts your business in many ways. Keep the following benefits in mind:

    Attracting and retaining top talent

    A main benefit of strategic HR is attracting and retaining top talent. When you align HR strategies with organizational goals, HR can develop recruitment and retention strategies that target the right candidates with the skills and experience needed for the organization’s success. In addition, strategic HR can create a positive work culture that supports employee engagement and retention.

    Improved employee performance

    Strategic HR can improve employee performance by developing training and development programs that support employee growth and development. By aligning training and development with organizational goals, HR can ensure that employees have the skills and knowledge needed to perform their job effectively. Strategic HR can also implement performance management systems that provide feedback and recognition to employees for their contributions to the organization.

    Increased productivity

    Another benefit of strategic HR is that it can increase productivity by developing policies and practices that support employee productivity. For example, if you implement flexible working arrangements, HR can support employees in achieving a work-life balance, which ultimately leads to increased productivity.

    Cost savings

    Strategic HR can lead to cost savings by developing HR policies and practices that support efficient and effective HR management. Implementing a human resources information system (HRIS) allows HR to automate payroll, benefits, and risk management processes, reducing the need for manual processes and paperwork.

    Compliance

    Ensuring your business is compliant with employment laws and regulations can be done through strategic HR. By developing and implementing policies and practices that comply with local, state, and federal laws, HR can minimize the risk of legal liability and fines.

    Consider Partnering With A PEO

    As businesses continue to grow, they often face a multitude of challenges when it comes to managing their HR effectively. From attracting and retaining top talent to ensuring compliance with ever-changing employment laws and regulations, HR can be a complex and time-consuming task for businesses of all sizes. This is where a professional employer organization (PEO) such as Group Management Services (GMS) can be a valuable asset.

    When you partner with GMS, we provide you with access to HR technology platforms that streamline your processes, such as payroll, time and attendance tracking, and performance management. These technologies ultimately help you save time and reduce errors. In addition, we help you align your HR practices with your overall business goals. We help businesses develop HR policies and procedures that foster a positive workplace culture and promote employee engagement and retention. We’re a one-stop shop where you can receive all the help you need from an HR partner. Contact us today if you’re ready to simplify your HR processes.

  • Michigan’s Governor Gretchen Whitmer signed legislation that will repeal the state’s right-to-work law for private-sector employees on March 24th, 2023. For the first time since 2012, when Michigan’s right-to-work law was passed, union security clauses will be legal again in private-sector collective bargaining agreements when it takes effect in 2024. The law will require employees to pay union dues or a service fee to their bargaining representative to keep their jobs.

    The law will go into effect on March 30th, 2024.

    How To Prepare

    Any business owner in Michigan with a unionized workforce should review each collective bargaining agreement to determine if it contains a union security clause. A unionized workplace is a process of organizing the employees of a company into a labor union which will act as an intermediary between the employees and company management. In addition, it’s essential that you determine if the contract requires the parties to reopen negotiations and bargain upon repeal or invalidation of the right-to-work law.

    Partner With GMS

    These ever-changing rules and regulations can take a toll on your well-being as you have many responsibilities when running your business. As this new law passes in Michigan, you must begin implementing the changes necessary to comply. When you partner with GMS, a professional employer organization (PEO), you gain access to a dedicated team of HR experts who are ready to keep you up to speed on changes. Let’s tackle this change together. Contact us today to get started.

  • Employee performance can be tricky to navigate, and especially concerning if you have an employee who was once on track for a promotion, but something has shifted, and they’ve become lax with their productivity and deadlines.

    As a manager of a struggling employee, it’s in the best interest of both the employee and the company to get them back on track, and it’s your responsibility to give them guidance and support to address the situation appropriately. Consider these strategies to help top-performing employees manage the factors limiting their potential at work and get back in the right direction.

    Potential Factors Affecting Employee Performance

    Many factors can get in the way of top performance; by finding the root cause, you can develop a strategy to work through the issues.

    Lack of confidence – If an employee lacks confidence in their abilities and feels like they don’t belong in the role, it isn’t easy to get that person back on track. A lack of confidence can stem from a lack of knowledge or experience. It can also come from a fear of making mistakes or struggles with handling stress.

    Lack of support – As a leader in your organization, it’s your responsibility to be there for your employees, giving them the appropriate training, resources, and support from you. Having a supportive manager and colleagues is crucial if you want to see a performance improvement.

    Personal issues – It’s near impossible to separate one’s personal and professional life; external problems can arise and impact work and productivity. Family difficulties, health concerns, and financial struggles can all affect employees at work.

    Work overload — Employees overwhelmed with too much work, and no one to help them complete their assignments may struggle with their responsibilities. In this situation, you should help them prioritize their workload or reassign some of their tasks, so they have more time for critical projects. In some cases, hiring new employees may be necessary.

    Lack of motivation – If employees lack clarity on how their work contributes to overall business goals or clear objectives, staying focused on completing tasks may be problematic. You can remotivate struggling employees by taking steps to help them reconnect with their work and its importance.

    Steps To Get Your Employees Back On Track

    Start with a conversation

    The best first step to getting your employee back on track is communication. Start with an open conversation and allow them the chance to discuss their thoughts and feelings. Be ready to listen, and be prepared for them potentially to be frustrated, scared, or even angry – and that’s okay. You’re there to reassure them of your commitment to them and express your confidence in their abilities.

    Have prepared questions designed to reveal the underlying causes of their struggles rather than focusing solely on the symptoms. For example, ask what they enjoy most about their work versus what projects make them feel stuck or even tasks they’re uninterested in completing. By finding the contributing factors to their poor performance, you can work together to find a solution that works best for both of you. The goal is to create an environment where they feel comfortable sharing and developing an open dialogue.

    Ask the employee to do a self-assessment 

    It’s important to remember that an employee slacking off may not realize they’re doing anything wrong. If they haven’t recognized their behavior’s effect on their co-workers or the company itself, they’re unlikely to change their work style independently, and you must step in.

    Ask them to do a self-assessment of their performance, followed by a conversation regarding their analysis so you can work together to find ways for them to improve. An open discussion will give them a sense of control over the situation and insight into what’s going wrong.

    When you reach out to the employee, avoid being confrontational by beginning with an accusative question like, “How do you think you’re doing?” Instead, ask what they think their strengths are, what areas they believe they can improve, and how they feel about their performance lately. Open-ended questions also allow you to evaluate the employee’s self-awareness regarding their performance.

    Take a look inward

    Instead of jumping to blame the employee, take a step back and objectively evaluate how you’ve been as their manager and if there are any changes you can make to better the employee’s performance.

    When employees are having trouble meeting your expectations, it’s usually because either the expectations are unclear or they weren’t properly prepared for the task at hand. Are you setting clear expectations of the level of quality required, and are these expectations realistic? Have you been providing enough support through training and coaching? Are you giving them feedback regularly so they know how they are doing?

    Good managers take an honest look at their own actions to find ways to make their interactions with their employees more positive and productive.

    Ask how you can help

    Sometimes the most straightforward approach is the best solution. When you ask an employee how you can help, you’re doing more than just letting them know that you care about their success—you’re giving them the space and freedom to think outside the box to solve their problems. Asking, “How can I help?” is also a great way to let your employees know that you trust their judgment and understand that they are most likely the best person to decide what they could use from you.

    Reaffirming your trust in others by giving them control over their solutions communicates your confidence in them and reassures them that they have everything they need to succeed. All these factors contribute to your overall goal of helping your employees achieve their goals effectively.

    Additionally, ask for feedback from your entire team. You may find areas where resources or time are wasted and find potential to improve conditions or efficiency. Along the way, you may even discover upskilling opportunities that would benefit your entire team.

    Have check-in meetings

    Setting small, regular goals for your employees allows you to check in on their progress and assist them with any issues they may have throughout their workday. Moving forward, you’ll want regular check-ins until you’re both comfortable with the advancements and feel aligned on future expectations.

    Regular check-ins with your entire team keep you informed about what’s happening so you can make changes before encountering more significant problems. It also helps you build trust and transparency within your team by showing employees they can talk to you about any issues and work through them together.

    Proactive Measures To Keep Your Employees Motivated

    If your employees feel comfortable approaching you when they’re struggling, you can avoid problems growing into more significant challenges. If an employee fails to meet expectations or causes dissatisfaction among their peers, the best thing you can do is create a safe space for them to discuss it. Taking a proactive approach will help you address the issue immediately without becoming a bigger problem that is hard to resolve later. Below are a few proactive measures you can take today:

    Set realistic goals – One of the best ways to evaluate an employee’s performance and motivation level is to set specific goals with a clear understanding of why they are necessary. Employers and managers must be realistic about what they expect from their employees because employees might feel discouraged rather than motivated when expectations are too high.

    Give positive feedback – Feedback shouldn’t be reserved solely for when problems arise; you should also reinforce successes. By providing positive feedback, your employees will know they align with your expectations and be more confident in their work.

    Create a safe environment – A culture of open communication encourages employees to share ideas, concerns, or problems with you and address issues when they occur. Taking time to listen and understand an employee’s point of view will also help you develop a better sense of how your team is feeling.

    Encourage growth – As a manager, employee success is essential, and it’s meaningful when they know you recognize their dedication. Providing them with opportunities to develop new skills and grow in their position will also keep them motivated and excited to pursue their career.

    The most important thing to remember is that even the most ambitious, hard-working employees are only human. They aren’t immune to life events, distractions, or issues outside of work. As a manager, it’s your responsibility to discuss the reasons behind their impacted work performance and find solutions together. Understanding each person individually will help you with the best strategy for motivating them to get back on track.

    Investing in the success of your employees is vital, and GMS is here to help with performance management, retraining, or other HR responsibilities to keep your employees heading in the right direction. Contact one of our experts today to discuss how we can assist with employee management.

  • A woman’s right to belong in the workplace has been a long battle over the decades, but the fight continues to combat discrimination and biases against women daily. One of the first victories was the Equal Pay Act of 1963, making it illegal for an employer to pay women less than men simply based on sex. The following year, Title VII of the Civil Rights Act of 1964 passed into law, protecting women from workplace discrimination and making it illegal to discriminate based on race, religion, or national origin.

    While many great strides have occurred, facing biases while trying to go about your workday can be exhausting, but women don’t need to face this alone. The workplace is a dynamic environment where employees constantly learn, grow, and evolve. As a leader, you have the power to create an environment that allows employees to grow and succeed. You can also create an inclusive work culture that supports diversity and fosters inclusion. There are many ways to advocate for women in the workplace; below are a few actions you can take daily to be there for the working women in your life.

    Actions To Take To Support Women In The Workplace 

    Encourage women to be authentic leaders

    There is often a pressure to fit in with those around you, and women, in particular, often feel coerced into mirroring their male counterparts if they want to get ahead in their careers. Pushing for people to fall in line is especially true for women of color who may not fit the ‘standard’ definition of a leader’s appearance. Other leaders must encourage female employees to embrace their unique styles and strengths, so they feel comfortable being themselves at work.

    But simply “speaking up” isn’t that easy, especially in a world where women are often talked over or left out of the conversation. You can help by fostering a welcoming and inclusive environment where everyone has the chance to participate and feels safe doing so.

    When women feel confident in their ability to speak up and are given the support to navigate challenges, they can reach their full potential.

    Recognize and reward women for their achievements 

    It’s important to recognize women for their accomplishments in the workplace, especially since society has historically left them out of the spotlight. Recognition, even for something small, can give someone the power to feel confident in their abilities and build confidence as a leader. By crediting a female employee’s accomplishments, she will hopefully feel more comfortable taking on more responsibility and leadership roles within your company.

    Recognition is one of the most powerful incentives for employees at all levels — not just those with higher status or paychecks. It reinforces positive behavior and encourages others to emulate it.

    You should reward people whenever possible, even if it’s just thanking them for doing their job well or helping a colleague in need, showing that you see and appreciate their efforts. This could include awarding prizes or bonuses for good work or planning special events such as company outings or happy hours that allow workers to form a stronger team bond.

    When you see an employee doing something right, take the time to recognize them publicly. Tell them how much their work means to your company and how grateful you are for all they do daily.

    Conduct a pay equity analysis 

    The gender pay gap is the difference between the average earnings of men and women, expressed as a percentage of men’s earnings. As of 2022, women earn an average of 82% of what men earn, based on an analysis of a new study by the Pew Research Center using the median hourly earnings of both full- and part-time workers. This has remained roughly the same for the past twenty years, only rising 2% since 2002.

    One way to support women in the workplace is by conducting a pay analysis evaluating how much you pay employees based on gender, race, and ethnicity.

    Conducting a pay analysis will help you identify potential gaps in pay between your male and female employees so that you can adjust accordingly. You should also review how much more seniority males have over females regarding promotions or raises, as this could also contribute to pay gaps.

    In fact, many businesses are making their salaries public knowledge so that everyone knows what their colleagues earn and how much they deserve for doing the same job.

    Rethink leadership development programs 

    Investing in the development of female employees helps retain talent and improves productivity and performance within your organization’s culture. Companies that invest in developing their employees through training and education tend to see higher job satisfaction among their employees compared to those that don’t invest in employee development at all.

    Many organizations offer employee leadership training programs — but those programs often focus on men. These programs tend to teach men how to be more assertive and competitive while teaching women how to be likable and more collaborative. These stereotypes have been shown time and again not only to be false but also harmful. Rethinking how we teach leadership skills can help create a more inclusive workplace where everyone feels comfortable speaking up and taking charge when necessary.

    Mentorships are an excellent way for senior leaders to share their expertise with junior employees who want guidance navigating their careers or navigating office politics. Mentorship programs also help new hires feel more comfortable when they start a new job by having someone they can contact if they need advice or guidance on anything related to their career path (or life).

    Be aware of biases 

    Women are often the target of bias in the workplace, whether it’s conscious or unconscious. Implicit biases are a form of bias that occurs automatically and unintentionally but still deeply affects judgments, decisions, and behaviors. Being aware of these biases is the first step toward understanding how they affect your behavior and how you treat others.

    Unconscious bias refers to our attitudes or stereotypes about people based on their gender, race, age, and other characteristics. This can lead us to make assumptions about others without realizing it — for example, that men are better suited for leadership roles. Avoiding these assumptions helps create a culture with fair treatment regardless of gender, race, or other characteristics.

    Unconscious bias training helps people recognize their own preconceived notions about certain groups — whether based on race, gender, or other factors — so they can correct them when making decisions about hiring or promotion prospects. It’s also used in human resources departments to ensure managers understand how they might treat employees differently based on their backgrounds.

    For example, “office housework” refers to the tasks often assigned to women, such as making copies, ordering lunch, or taking notes during meetings. It’s a phenomenon noticed by many women in the workplace, who have reported feeling resentment when asked to do these tasks instead of their male colleagues.

    Create a flexible work environment 

    The fact that women continue to be the primary caregiver in most families means that they will often need to arrange their schedules around the needs of their children. Scheduling can be difficult when there is little flexibility around the hours they need to work, and the days they need to take off. It’s essential to create policies that encourage employees with caregiving responsibilities (of all genders) to meet those responsibilities without sacrificing their careers simultaneously.

    Many companies offer flexible work arrangements such as telecommuting or compressed workweeks so employees can control their schedules and spend more time with their families. These programs also help companies attract top talent while retaining valuable employees who may otherwise leave when they have children or aging parents they need to care for.

    Support Your Female Coworkers Every Day

    The workplace is changing, and people are vocalizing the importance of diversity of thought and action, but more effort must happen regarding gender equity and equality. To date, we have the trailblazing efforts of the brave women who openly speak out about harassment and discrimination to thank for all the incremental developments so far. However, they can’t create lasting change alone. With the help of individuals such as yourself, it’s possible to create a more supportive and progressive environment for women.

    As HR experts, we’re equipped with the resources to help you manage workplace prejudice among employees, such as gender discrimination. At GMS, we stay current on all discrimination laws and protections to help you create a safe and welcoming environment for all your employees. If you have any questions, contact us today to speak with a team member!