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  • The competitive job market today makes it increasingly important to retain top talent. While employees may be staying in their current roles longer than they have before, businesses still face significant challenges when it comes to developing their workforce. Upskilling and reskilling have become top priorities for businesses of all sizes, but many are finding it difficult to implement these initiatives effectively. According to Springboard’s State of the Workforce Skills Gap 2024, over 63% of leaders say that upskilling is the top priority for solving their company skills gap in the next year, and 43% plan to invest in reskilling. 

    For organizations looking to stay competitive and ensure long-term success, it’s essential to have a clear strategy in place for reskilling and upskilling employees. At Group Management Services (GMS), we specialize in equipping businesses with the expertise and tools to identify skill gaps, train employees, and cultivate a culture of learning that fuels growth and innovation. 

    Identifying Skills Gaps And Strategic Planning 

    One of the biggest hurdles companies face is determining which skills their employees need to develop. Many businesses are unsure where to start, which can lead to a generalized approach that fails to address the most pressing skill gaps. The key to successful upskilling is narrowing down the critical skills your business will need for future success and then aligning those needs with current employee capabilities.  

    At GMS, we work with business leaders to help them identify these key skills and develop targeted training programs. Our employee management services include performance management systems that track progress and ensure that your workforce is evolving to meet the demands of tomorrow. Whether it’s tech skills, leadership development, or industry-specific training, GMS can help you build a reskilling roadmap tailored to your business’s unique needs. 

    Training That Works For Your Team 

    Once you’ve identified the skills your team needs to continue developing, it’s important to provide the proper training opportunities. However, finding relevant training is only part of the solution. Employees need the time and resources to take full advantage of these opportunities. At GMS, we understand that the logistics of upskilling can be complicated. From taking employees off the production line to giving them the flexibility to attend virtual workshops, we can help you create an environment where learning thrives without sacrificing productivity. 

    Our comprehensive human resources solutions provide access to training programs and other learning resources, all while ensuring your workforce can maintain a balance between learning and job responsibilities. We help you implement strategies to minimize short-term performance dips that can occur when employees are learning new skills, so your business stays on track. 

    Recruiting With Learning In Mind 

    It’s not just about training current employees; hiring the right talent plays a crucial role in your company’s long-term success. It is imperative to recruit candidates who not only have the necessary skills but also the motivation and ability to learn. At GMS, our recruiting services ensure that you’re hiring individuals who are both capable and adaptable. 

    Given the rapid pace of industry changes, hiring employees with the ability to learn quickly can be more valuable than finding someone who meets every technical requirement from the start. Our recruiting strategies emphasize finding individuals with the drive to continuously improve, ensuring your workforce remains adaptable. 

    How GMS Can Help You Succeed 

    At GMS, we know that upskilling and reskilling are more than just buzzwords; they’re essential strategies for retaining talent and staying competitive. Our team of experts provides the guidance and tools you need to effectively train your employees and fill the skills gaps in your workforce.  

    With GMS’s employee management services, you can navigate the complexities of workforce development and create a learning culture that promotes business success. Partner with us to enhance your recruiting, training, and performance management processes, ensuring that both your employees and your business are prepared for the future. 

  • The workplace of 2025 is prepared to look vastly different from the pre-pandemic world. As businesses adapt to new challenges and trends, the workplace shifts toward greater flexibility, technological advancements, and a renewed focus on employee well-being and diversity. These changes are not just temporary responses to the global crises of the past few years but are instead shaping the future of work. By understanding these trends, companies can stay ahead of the curve and better position themselves for long-term success. Here are a few trends to note for 2025:

    Hybrid Work Models Are Here To Stay

    The most visible change in the workplace is the increased prevalence of remote work. While many businesses initially turned to remote work as a necessary solution during the COVID-19 pandemic, this trend has become a permanent fixture for many organizations. By 2025, a significant number of employees will continue to work remotely, either full-time or in a hybrid model that combines remote work with occasional in-office days.  

    This transition offers both opportunities and challenges for businesses. By hiring remote employees, companies can tap into a broader talent pool, including individuals from various regions or countries. However, maintaining a unified company culture and collaboration among remote teams will necessitate careful planning and the adoption of new communication strategies. Flexibility is key, with many businesses redesigning office spaces to accommodate a more dynamic workforce.

    A Focus On Employee Health And Safety

    The pandemic heightened awareness around health and safety in the workplace, and this focus will only intensify in the coming years. Employers will continue to prioritize the well-being of their employees with investments in advanced health and safety protocols. Companies are also expected to implement more comprehensive mental health support programs, recognizing the toll that stress and anxiety have taken on employees over the past few years. 

    Additionally, the growing importance of health and wellness benefits will lead businesses to increase their offerings, from expanded employee assistance programs (EAPs) to virtual wellness services. By focusing on both physical and mental health, companies can create a supportive environment that helps employees thrive.

    Technology Integration And Automation

    The rapid acceleration of digital transformation during the pandemic has permanently changed how businesses operate. By 2025, companies will rely even more on advanced technologies like artificial intelligence and automation to streamline operations and enhance productivity. These tools will be essential for managing a dispersed workforce, as well as for training, collaboration, and customer service. 

    However, with increased automation comes the need for reskilling. As some tasks become automated, employees must develop new skills to stay relevant in the evolving job market. Companies that invest in reskilling programs will not only support their current workforce but will also ensure they have the talent needed to compete in an increasingly digital workplace.

    The Future Of Leadership

    The traditional command-and-control leadership style is being replaced by a more empathetic approach that prioritizes emotional intelligence. In 2025, expect to see leaders who are more attuned to their employees’ emotions, needs, and concerns. This trend will require leaders to be more self-aware, adaptable, and compassionate. By building strong team relationships, leaders can boost innovation, creativity, and growth, leading to greater success. 

    To support this shift, organizations will need to invest in training programs that help managers develop these skills. Embracing continuous learning and development is essential for creating an environment where employees can thrive. One effective way to achieve this is through a learning management system (LMS), which provides a structured platform for training and development. An LMS can offer a variety of courses and resources to help managers enhance their emotional intelligence and leadership capabilities. 

    The Importance of Looking Ahead 

    As these trends continue to shape the workplace, businesses must take proactive steps to prepare for the future. Planning for the coming years, rather than reacting to changes as they happen, is essential for maintaining a competitive edge. By adopting the right technologies, cultivating a flexible and inclusive culture, and prioritizing employee well-being, companies can position themselves for success in 2025 and beyond. 

    How GMS Can Help Your Business Navigate Workplace Changes 

    At GMS, we understand that staying ahead of these workplace trends can be challenging. That’s why we offer comprehensive HR solutions to help your business adapt to the evolving changes. From managing remote work policies to enhancing health and safety protocols, GMS provides the tools and expertise needed to ensure your company is prepared for the future. 

    Our services include: 

    • Human resources support: We help you create a flexible, diverse, and inclusive workplace while ensuring compliance with ever-changing regulations. 
    • Payroll and benefits administration: GMS simplifies your payroll processes and offers competitive benefits packages that support employee well-being. 
    • Workplace safety solutions: We assist in developing and implementing safety programs that protect your employees’ physical and mental health. 

    As you look ahead to 2025, now is the time to start planning for the future. Contact GMS for a quote and learn how we can help your business thrive in 2025! 

  • As the year draws to a close, businesses often focus on wrapping up key projects, finalizing budgets, and preparing for the upcoming year. One important aspect of employee management should not be overlooked: performance reviews.  

    Many companies treat performance reviews as a formal, once-a-year obligation, but this traditional approach can be outdated and ineffective. Instead, reevaluating and restructuring your performance review process can lead to better employee development, clearer communication, and overall improved business outcomes. In fact, companies that implement regular employee feedback have 14.9% lower turnover rates than those that do not. Additionally, 92% of employees want feedback more often than just once a year. 

    Why Performance Reviews Matter 

    At their core, performance reviews serve several vital functions: 

    • Clarifying expectations: Employees need to understand what’s expected of them to succeed in their roles. 
    • Identifying areas for improvement: A review is an opportunity to provide constructive feedback and help employees grow. 
    • Setting developmental goals: Performance reviews offer a space to outline specific, actionable goals for employee progress. 

    However, waiting an entire year to offer feedback or address concerns can make the process feel forced and less impactful. Employees may be unaware of how they are performing in real-time, making it harder for them to improve. The feedback also tends to be less relevant, as it may focus on events or actions from months earlier, missing the opportunity for ongoing growth and relationship-building. 

    Reevaluate Your Performance Review Process 

    One of the key reasons companies should consider revisiting their performance review structure is to create more timely and effective conversations between employees and managers. Traditional reviews often lead to a feeling of dread, stress, and inefficiency. Instead of waiting for year-end or mid-year check-ins, a more frequent review process—whether monthly, quarterly, or after significant milestones—can help streamline feedback and goal –setting. 

    More frequent performance evaluations allow managers to: 

    • Provide timely feedback: Employees benefit more from immediate feedback rather than waiting months to hear how they performed on a specific project or task. 
    • Address issues early: Ongoing reviews can help identify issues early, making it easier to adjust behaviors or strategies before they negatively affect performance. 
    • Promote continuous growth: Shorter, more focused reviews help managers guide employees in real-time, improving overall performance and productivity. 

    Structuring Reviews For Success 

    A performance review is only as effective as the preparation and structure behind it. Here are some best practices to follow: 

    • Consistent documentation: Keep detailed notes on employee performance throughout the year. This avoids the common pitfall of only focusing on recent actions or projects, ensuring a well-rounded review that highlights both strengths and areas for improvement. 
    • Standardized questions: Make sure to ask consistent questions across reviews to maintain fairness and transparency. This approach avoids biases and ensures that all employees are being evaluated on the same criteria. 
    • Active listening: Performance reviews should be a conversation, not a one-way critique. Give employees the space to express their thoughts and provide their own feedback on their performance and goals. 

    Start Preparing Now With GMS 

    As the end of the year approaches, now is the perfect time to reevaluate your performance review process. Moving away from outdated, annual reviews to a more frequent and structured approach not only improves employee satisfaction but also helps your business grow and thrive.  

    With the right tools, support, and guidance, GMS can help you optimize your performance management strategy, ensuring your team is set up for success in the coming year. GMS can help your company by: 

    • Streamlining the review process: We assist in setting up structured, consistent review schedules and processes tailored to your business needs. 
    • Providing performance management tools: Our services include performance tracking and management tools, ensuring that you and your managers can easily document and review employee performance throughout the year. 
    • Training managers: GMS offers training for managers on best practices for conducting performance reviews, giving feedback, and setting goals that drive employee success. 
    • Ensuring compliance and fairness: With GMS’s support, you can ensure your reviews are conducted fairly, legally, and in a way that promotes employee development and growth. 

    At GMS, we understand that managing employee performance reviews can be a daunting task for any business, especially when you’re trying to balance day-to-day operations. Let GMS assist in making your employee reviews a streamlined and productive process that supports both your employees and your business objectives. Reach out to us today to learn how we can partner with you in building a stronger, more efficient workforce. 

  • A Texas federal judge recently struck down the Federal Trade Commission’s (FTC) proposed nationwide ban on non-compete agreements, which was set to take effect in early September. This ruling means that employers can continue to enforce non-compete clauses according to their state laws. However, with ongoing legal challenges and the evolving regulatory landscape, it’s crucial for employers to stay informed and prepared for potential changes.  

    Understanding The Ruling 

    The FTC’s proposed rule aimed to ban non-compete agreements nationwide, a move that was met with significant pushback from the business community. In response, a Texas employer, the U.S. Chamber of Commerce, and other organizations filed a lawsuit challenging the FTC’s authority to impose such a ban. The case was heard by Judge Ada Brown of the Northern District of Texas, who ruled that the FTC overstepped its authority and the proposed ban was invalid. 

    Judge Brown’s decision was based on two key arguments: 

    1. The FTC does not have the power to issue substantive rules, as Congress only authorized the agency to establish procedural rules to address unfair competition.
    2. The rule itself was deemed “arbitrary and capricious” due to its broad and blanket approach, which failed to consider state-specific laws.

    As a result of this ruling, the non-compete ban has been blocked nationwide, allowing employers to continue using non-compete agreements as permitted by state law. 

    Why You Should Stay Informed 

    While the immediate threat of a nationwide ban has been neutralized, the FTC may appeal the ruling in the coming weeks. That said, employers should remain vigilant. The FTC may still pursue case-by-case enforcement actions against non-compete agreements, and the legal landscape could shift again if higher courts weigh in. Now is the time for employers to ensure their non-competes are compliant with state laws and tailored to protect their business interests without overreaching.  

    Implications For Employers 

    Employers should review their existing non-compete agreements and ensure they are narrowly tailored to meet the specific requirements of the states where they operate. It’s also wise to compile an inventory of all restrictive covenants, including those involving former employees, to ensure you are prepared for potential future legal challenges. 

    Partner with GMS To Navigate Complex Employment Laws 

    Navigating the complexities of employment law, especially with the potential for rapid changes, can be challenging. That’s where GMS comes in. As a professional employer organization (PEO), we provide comprehensive support to help you stay compliant with the latest rules and regulations, including those surrounding non-compete agreements. Our expert team keeps you informed and ensures that your business is protected while allowing you to focus on growing your business.  

    Stay informed, stay compliant, and let GMS be your partner in navigating the complexities of employment law. Contact us today to learn how we can help your business succeed in an ever-changing legal environment. 

  • While peak seasons can bring exciting opportunities, it can also be a stressful time for small business owners. These periods often mean a surge in customers and needing to adjust your staffing and operations accordingly. To prevent your employees from feeling overwhelmed by the increased demand, you may need to hire temporary workers, extend business hours, or reorganize work schedules. Balancing these adjustments while maintaining service quality requires planning and flexibility so your business continues to run smoothly.

    Finding and training temporary employees can help alleviate the pressure off your regular staff while meeting the heightened need for more workers. However, hiring temporary workers presents its own set of challenges. Not only do these positions need to be filled quickly, but new employees need to be prepared to deliver the same level of service your customers expect. Providing adequate training and support is key to effectively integrating temporary workers into your team and promoting your business’s success during peak seasons.

    The Seasonal Staffing Cycle

    Seasonal hiring can provide businesses with the extra help necessary to manage sudden spikes in demand during specific times of the year. This cycle is crucial for industries where demand varies with seasons, holidays, or special events. Retail, hospitality, tourism, and agriculture heavily rely on seasonal hiring to adjust their workforce during busy periods. The flexibility of seasonal hires allows businesses to swiftly ramp up their staff to handle increased customer traffic, production needs, or service demands.

    By having enough staff on hand during busy periods, you can continue to provide quality service while also capitalizing on increased sales and profits. Furthermore, the ability to adjust your workforce as needed with seasonal hires can help control operational costs and maintain efficiency during fluctuations. Once the busy season ends, you can scale back without the long-term costs of hiring permanent employees.

    Steps In The Seasonal Hiring Process

    Businesses should establish clear timelines and objectives well in advance for a smooth and efficient seasonal hiring process. Take a proactive approach and prepare for the following steps of seasonal hiring:

    Pre-planning

    The key to successful seasonal hiring is planning well before extra workers are required. Before the hustle begins, set clear goals and objectives aligned with your business needs during the peak period. This includes determining the number of temporary positions required, the necessary skills, and balancing your budget.

    Review previous seasonal hiring efforts to identify areas for improvement and strengthen your strategy. By analyzing past metrics such as turnover rates, time-to-hire, and employee performance, you can better prepare for the upcoming season.

    Step 1: Recruitment

    In the recruitment phase of seasonal hiring, it’s essential to use all available channels to attract qualified candidates for your unfilled temporary positions. To start spreading the word about your openings, post clear, targeted descriptions on online job boards and on your social media channels. Online job boards quickly reach a wide pool of candidates, while social media lets you directly engage with potential hires.

    You can also tap into referrals from your current team, which can bring in pre-vetted candidates with existing knowledge of your company. Combining these methods can boost your chances of finding seasonal talent that fits in with your team.

    Step 2: Selection and hiring

    Determining the right seasonal hires goes beyond skills and experience. While technical skills are important, prioritizing candidates with a strong learning mindset and willingness to adapt can ensure they thrive in dynamic roles. Screening techniques, such as phone interviews or online assessments, can help quickly identify qualified candidates.

    Ask questions to gauge whether they’ll fit in well with your team and company culture. Be clear about job details, schedules, and potential for long-term roles to help manage expectations on both sides. Taking a balanced approach will assist you in identifying the appropriate candidates.

    Step 3: Onboarding and training

    Once you’ve found the right candidates, onboarding and training seasonal workers must be efficient yet impactful. Seasonal hires should be trained in company policies, safety protocols, and basic procedures to ensure they have the essential knowledge for their role. While training, measure their engagement to ensure they are truly grasping the expectations of their position. Leave room for questions and feedback during training sessions to encourage more involvement and interaction from new seasonal hires. Try to spot any gaps in their learning early on and adjust as needed to promote an effective transition into their role.

    Monitoring Performance

    After seasonal employees have been onboarded, keep track of how they are adapting and work with them directly to set performance goals. Setting goals helps measure progress and ensures everyone is clear on which tasks and responsibilities need to be prioritized.

    Arrange regular check-ins and frequent communication to provide feedback, address challenges, and offer support as needed. This not only nurtures a collaborative environment but also makes seasonal employees feel valued and aligned with the team’s objectives.

    Preparing For Future Seasons

    The process doesn’t end after a successful seasonal rush. Collecting feedback and analyzing the steps of your seasonal hiring process is crucial for continuous improvement for future seasons. By gathering insights from both seasonal hires and managers, you can determine strengths and areas that need to be re-strategized. Refine your tactics to enhance your ability to attract, onboard, and retain seasonal talent more effectively in the future. Learning from each season’s experience helps you prepare for upcoming peaks in demand while maximizing productivity and customer satisfaction year after year.

    GMS Makes Recruitment And Hiring Easier

    Eliminate the stress of seasonal hiring with a professional employer organization (PEO) like GMS. By partnering with GMS, businesses can delegate the complexities of recruiting and onboarding seasonal staff to HR experts. Our HR services can help with all aspects of seasonal hiring, from training new employees to monitoring performance.

    Our team at GMS can also assist small business owners in acquiring candidates for permanent positions. With access to competitive benefits packages, including health care coverage and 401k planning, you can attract and retain top talent. While a PEO streamlines your hiring process, you maintain full control over selecting the right employee for your business.

    Contact us today to discover how GMS can optimize your hiring strategies and support your business growth!

  • Navigating the complexities of human resources can be daunting, especially for small businesses with limited resources. From payroll processing to benefits administration and compliance with employment laws, managing HR functions internally often becomes overwhelming. That’s why a professional employer organization (PEO) provides comprehensive services for businesses that need help. By partnering with a PEO, businesses can access expert HR support, streamline operations, and focus on their core activities, saving time and money in the long run.

    There are several misconceptions about what it means to partner with a PEO. Fortunately, we’re here to help answer your questions. We’ve debunked a few common myths about partnering with a PEO.

    Myth: PEOs Take Over Control Of Your Business

    Fact: A PEO doesn’t take over your company; it’s a partnership.

    No one wants to lose control of their business. Contrary to popular belief, hiring a PEO won’t result in a takeover; instead, PEOs partner with companies to provide expert guidance and support, enabling more informed business decisions that can save time and money. 

    The confusion often arises from the co-employment model that PEOs use. While it may sound like your staff is now part of the PEO’s company, this model allows PEOs to take on HR responsibilities and liabilities without interfering with your business operations. This means that while the PEO handles tasks such as payroll, benefits administration, and compliance, you maintain complete control over your day-to-day operations and decision-making processes. 

    In addition, partnering with a PEO enhances your business’s buying power. By pooling employees from multiple companies, PEOs can negotiate better rates on benefits packages. This allows you to offer your team benefits comparable to those of a Fortune 500 company, making your business more attractive to top talent and helping with employee retention.

    Myth: PEOs Decide Who To Hire And Fire

    Fact: You retain complete control over your staffing choices.

    When partnering with a PEO, you control your staffing decisions. PEOs are there to streamline and support the hiring process, but the final decision always rests with you. 

    PEOs can significantly enhance the efficiency of your hiring process by screening applicants and presenting only the most qualified candidates. This saves you time and ensures access to a top-tier talent pool when hiring. However, the ultimate choice of who to bring on board remains entirely in your hands, preserving your control over the composition of your team. 

    In addition, PEOs provide comprehensive employee management systems that offer valuable tools for tracking employee progress and documenting incidents such as poor performance or inappropriate behavior. These systems enable you to monitor performance effectively and maintain detailed records. Should you need to make the difficult decision to terminate an employee, having thorough documentation helps safeguard your business against potential legal challenges.

    Myth: Small Businesses Can’t Benefit From PEOs

    Fact: PEOs are especially helpful for small businesses.

    You don’t need to run a large corporation to take advantage of a PEO’s services. Small businesses face many challenges regarding HR functions, much like their larger counterparts. A small company might have one person wearing many hats, making managing payroll, navigating compliance issues, and handling employee benefits overwhelming and time-consuming. These tasks often lead to late hours, costly inefficiencies, and the potential for errors that can have significant financial and legal repercussions. 

    A PEO can alleviate these burdens by providing specialized expertise and support in managing HR functions. By partnering with a PEO, you can gain access to a team of HR professionals who are well-versed in the complexities of HR and regulatory compliance without having to hire a full-time HR professional. This ensures accuracy and efficiency and frees up valuable time for you and your managers to focus on core business initiatives. 

    Myth: PEOs Are Too Expensive

    Fact: PEOs are an intelligent investment

    Investing in a PEO is a strategic decision for businesses of all sizes. While PEOs typically charge a fee per employee per month, the significant saving in HR functions and overall operational efficiency typically offsets the cost. 

    PEOs bring expertise to your business, streamlining HR and identifying and resolving costly issues before they escalate. Their proactive approach to HR management ensures that common pitfalls and compliance risks are addressed, preventing the “inevitable HR issues” that can disrupt business operations and lead to financial penalties.

    Myth: PEOs Damage Company Culture

    Fact: PEOs can enhance your company culture

    Like most organizations, you take great pride in your workplace’s culture. Culture is carefully built and requires considerable effort to maintain, so understandably, you want to protect it. Contrary to concerns that partnering with a PEO might harm your company culture, PEOs can enhance it. 

    PEOs provide access to top-tier benefits and a wider pool of resources, which can significantly contribute to a positive work environment. This leads to higher employee satisfaction and morale, which are critical components of a strong company culture. 

    Additionally, PEOs offer onboarding and training and development support, which can further reinforce your company’s values and goals. By providing opportunities for professional growth and development, PEOs help employees feel more engaged and invested in the company’s success.

    This enhances individual performance and fosters a collaborative and motivated workforce.

    PEOs also help create and maintain comprehensive employee management systems, including performance tracking, feedback mechanisms, and conflict resolution processes. These systems help ensure that your company culture remains positive and productive by addressing issues promptly and effectively. A PEO partnership enables you to maintain the essence of your culture while benefiting from the additional support and resources that a PEO provides.

    Partner With GMS 

    PEOs like GMS offer a range of benefits while saving you time and money in the long term. Over the past 25+ years, GMS has helped over 3,500 companies manage their HR functions. As HR experts, we take on the administrative burdens that companies don’t have the time or expertise to manage effectively, including:

    Contact us today to talk to one of our experts about how a PEO can help our company improve its HR functions.

  • Conflicts are inevitable in any workplace where multiple people collaborate. Misunderstandings, miscommunications, and bad days happen to everyone, even in the most high-functioning and friendly teams. Cultivating a work culture that promotes trust and transparency can help your team recover from disputes quickly, limiting issues with productivity and the impact on your bottom line.

    While each dispute will likely be different and require a unique approach, having a straightforward process in place helps your team know what to expect and ensures that issues are dealt with in a timely manner. Conflicts can arise for various reasons, from seemingly small things, such as miscommunication of expectations, to more significant issues, such as rude or blatantly inappropriate behavior. Establishing a structured approach to conflict resolution can effectively address these issues, maintain a positive work environment, and boost morale.

    Why Trust And Transparency Matter During Conflicts

    Having a culture of trust and transparency is beneficial not only because it boosts performance and engagement but also because it helps reduce the chance of conflict. When disputes arise, high trust and transparent cultures are better equipped to handle them.

    When trust exists in the workplace, individuals are more likely to approach conflicts with a collaborative mindset, fostering a sense of unity. On the other hand, transparency helps to create a sense of security among team members during conflicts.

    When the process for resolving disputes is clear and open, individuals know what to expect and feel more at ease, knowing that issues will be handled fairly. This security allows team members to focus on finding solutions rather than worrying about hidden agendas or unfair treatment. Together, trust and transparency build a foundation for effective conflict resolution, leading to stronger relationships and a more cohesive team.

    Handling Conflicts In Small Teams

    When conflicts arise, it’s crucial to have a clear plan detailing what to do and who should be involved in the resolution process. Addressing disputes swiftly prevents long-term problems and maintains a positive work environment. Here’s a loose framework to help you get started:

    1. Identify a designated conflict resolution team or individual. While having multiple team members trained in mediation techniques can be beneficial, having at least one member of your staff trained is crucial. This person or team should be impartial, skilled in conflict resolution, and have a thorough knowledge of your workplace policies.
    2. Prioritizing active listening is essential in understanding the perspectives and concerns of everyone affected by the conflict. During these discussions, managers should pay attention to the team members’ common goals and values and misalignments that may have contributed to the conflict. Highlighting common goals can help shift the focus from differences to shared objectives, fostering a collaborative approach to resolution.
    3. Create a safe and respectful environment where all parties feel comfortable expressing their views without fear of retribution. Encourage open dialogue and ensure that everyone has a chance to speak. This can help uncover the root causes of the conflict and facilitate a more comprehensive resolution.
    4. After identifying the issues, include all relevant parties in brainstorming potential solutions. Collaborative problem-solving encourages buy-in from everyone involved and can lead to more effective and sustainable outcomes. It’s essential to consider various perspectives and strive for a resolution that addresses the concerns of all parties.
    5. After agreeing on a solution, it’s crucial to implement it promptly and monitor its effectiveness. Follow up with the involved parties to ensure the resolution is working and no further issues have arisen. This ongoing support can help reinforce positive changes and prevent the conflict from recurring.
    6. Documentation is an essential aspect of conflict resolution. Keep detailed records of the conflict, the steps to resolve it, and the outcome. This documentation can be helpful for future reference and can help identify patterns or recurring issues that may need to be addressed on a broader scale.

    Proactive Conflict Resolution Strategies

    When a conflict arises, there are various ways to handle it, but taking a proactive approach to limit the chances of conflict should be a top priority. One effective method is ensuring clear communication is a shared priority among all team members. This involves structured opportunities for managers and team members to provide feedback, which aids in addressing concerns before they become more significant. Encouraging transparency and openness in communication can significantly reduce the risk of misunderstandings and miscommunication.

    Another effective strategy is regularly offering opportunities for teams to collaborate. When team members work together, they build stronger relationships and better understand each other’s strengths and weaknesses. This familiarity fosters a sense of camaraderie and belonging, which is crucial for creating a positive work environment. A cohesive team is less likely to encounter frequent conflicts and more likely to handle conflicts constructively when they do occur. In addition, the sense of belonging can boost productivity and retention efforts.

    How GMS Can Help

    Handling employee disputes is one of the many tasks you must juggle as a business owner. Partnering with a professional employer organization (PEO) like GMS is one way to elevate some of your administrative burdens so you can focus on growing your business.

    Through our comprehensive employee performance management service, we can help:

    • Demystify the approach to implementing performance management for any type or size of organization
    • Recommend the best way to set up an employee appraisal and review process
    • Optimize or change a current review process based on what is and is not working with a current process or method
    • Assess and develop employee performance review forms
    • Through review scores and feedback, identify top and bottom performers, leading to conversations regarding promotion, training, discipline, or termination
    • Move an organization to an online, electronic system for maximum efficiency when conducting a review process

    Let GMS save you time and money. Contact us today!

  • One of the most challenging aspects of being a small business owner and managing employees is navigating layoffs and redundancies. Layoffs refer to when an employee is dismissed from their role due to various reasons, from financial setbacks to restructuring. Redundancy occurs when a job is no longer necessary for business operations. These processes can strain a business’s functionality and economics while also significantly impacting the lives of affected employees.

    Downsizing can be incredibly challenging for all parties working through this emotional and professional hardship. Employees undergo uncertainty and stress as they face the prospect of securing a new job, while employers must manage the difficult task of delivering the tough news and keeping morale high among the remaining staff. As a small business owner, it’s imperative to handle this procedure with compassion and professionalism to ensure a smooth transition for everyone involved.

    Preparing For Layoffs And Redundancies

    Before resorting to layoffs or redundancies, it’s important to understand why these tricky decisions might be necessary for your business. Economic changes, shifting market demands, and company reorganization tend to be common reasons for job cuts. Early warning signs such as declining revenue or budget cuts can signal impending layoffs, giving employers and employees time to prepare.

    Once the complicated choice has been made to eliminate certain roles, the layoff process must be addressed with care. Start by understanding the legal obligations and compliance requirements associated with layoffs and redundancies. This includes adhering to notice periods, maintaining proper documentation, and respecting employee rights. After you’ve comprehended the legal aspects of this decision, it’s crucial to openly communicate with all employees affected by this change to maintain trust.

    Showing Respect During The Difficult Conversation

    Informing employees they have been let go isn’t easy, but it’s essential to handle it with respect. To show respect, have a one-on-one conversation with each directly affected employee, and maintain an equal balance of empathy and honesty. Demonstrate empathy by expressing your appreciation for their contributions and acknowledging how this decision affects their livelihood. Delivering the news with compassion shows genuine understanding and concern about your employee’s well-being.

    Honesty during this challenging conversation is just as necessary as empathy. When communicating with an employee being laid off, directly and transparently explain the reasons behind the decision, without relying on empty promises. Allow space for questions and expressions of emotion. To show your support, offer resources on unemployment benefits and career transition programs. Prioritizing respect throughout this process shows your departing employees they are valued during the transition.

    How To Support Employees Through Transition

    Layoffs affect more than just the employees who are let go . In fact, nearly 74% of employees report a drop in their own productivity following a layoff within their company. While the immediate impact falls on the departing employees, the consequences extend throughout the company. To promote a smooth transition and calm any concerns, it’s necessary to:

    Communicate with empathy and transparency

    Delivering the news of layoffs to the whole team is a delicate task that requires openness and sensitivity. Maintain the same honesty given to departing employees and clearly communicate the reasons behind the layoffs or redundancies to the rest of the team. To display empathy, listen to your employees’ concerns and acknowledge their emotions towards their colleagues being let go. By communicating with transparency and sensitivity, you can help your employees better grasp the situation and reduce feelings of uncertainty and fear.

    Acknowledge which teams are impacted

    When experiencing layoffs or redundancies, it’s inevitable that remaining teams will be affected by the loss of colleagues and the rebalancing of workloads. Directly identifying which teams are impacted can help mitigate the anxiety or stress that may arise among employees. The remaining teams may face increased workloads, shifts in responsibilities, and changes in team dynamics. To assist during these changes, you can provide support and guidance on how to navigate the transition. Prepare to answer questions about how each team is affected and offer resources to work through challenges that may arise.

    Strategize to redistribute workloads effectively

    To ensure responsibilities are being reassigned evenly and fairly, it’s crucial to approach redistributing workloads in a strategic manner. Simply piling leftover tasks onto existing employees can lead to burnout and decreased productivity. Instead, assess each team member’s current workload capacity and preferences before adjusting individual duties. Furthermore, consider which tasks can be combined or even eliminated altogether to consolidate the amount of reallocated work. Ultimately, understand that you may need to adjust deadlines or prioritize critical projects to fully support employees and avoid overwhelming them.

    Maintaining Team Morale

    Ensuring team morale remains positive is key to maintaining a sense of unity during a period of transition. To help employees feel supported, facilitate an open dialogue to answer questions throughout the entire process. Scheduling regular check-ins and instating an open-door policy provides your employees with a safe space to voice their questions as they come up. By addressing ongoing concerns transparently and promptly, you can reduce worry and promote trust.

    When employees are let go, there is often an opportunity for remaining employees to step up and take on a more active leadership role. While established roles are being redefined, it’s an appropriate time to encourage employees to express their ideas and contribute to decision-making processes. This not only develops leadership but also reinforces the message that growth and advancement are still possible during this transitional period.

    Rebuilding And Moving Forward

    While layoffs are a difficult experience, they can help identify areas for improvement and promote overall positive change. Reflect on lessons learned throughout the layoff process and evaluate what could be done differently in the future. Once you’ve assessed the process, document your layoff procedure and note necessary adjustments to strengthen your business moving forward.

    To avoid similar situations in the future, determine the factors that led to the necessity of layoffs and how to anticipate them. Layoffs and restructuring offer an opportunity to reexamine current operations and consider what can be improved. This includes exploring alternative revenue streams and prioritizing proactive cost-cutting measures to boost your business’s finances and prevent future job cuts. By taking these steps, you’re preparing your business for long-term stability and creating a more secure work environment for all employees.

    Managing Employees With A PEO

    Managing employees can be overwhelming for small business owners, especially during challenging transitions like layoffs. A professional employer organization (PEO) like GMS offers comprehensive HR support, from managing employee performance to handling unemployment claims. By partnering with GMS, you gain access to specialized expertise, ensuring layoffs are legally compliant and handled compassionately. Contact us today to learn how our team can help you navigate these difficult transitions.

  • As the days grow longer and the sun shines brighter, our thoughts naturally turn to summer vacations. But in the hustle and bustle of work life, will employees actually take the time they need to recharge? Paid time off (PTO) is more than just a perk; it’s a critical component of employee well-being and productivity. Unfortunately, many workers hesitate to utilize their allotted days, leading to burnout and decreased morale.

    The PTO Challenge

    A recent survey by the Harris Poll revealed that a significant number of employees don’t take enough time off. Some even go on vacation without asking or setting up “mouse movers” to appear active while not working. As a business owner, it’s your responsibility to create an environment where taking PTO is not only encouraged but seamlessly integrated into the workplace culture.

    The following are ways to encourage the well-being of your employees:

    Champion the benefits of downtime

    Educate employees on the transformative power of PTO. Rest and relaxation fuel creativity, boost productivity and enhance overall job satisfaction. Share compelling research to underscore the importance of unplugging.

    Lead through example

    Managers and leaders, take note: your actions speak louder than policies. Prioritize your own work/life balance by taking PTO. During vacation, resist the siren call of emails and meetings – allow your team to truly unwind.

    Streamline PTO requests

    Simplify the process. User-friendly platforms and apps should replace bureaucratic hurdles. When requesting time off becomes as easy as ordering a latte, employees are more likely to indulge.

    Craft a flexible PTO policy

    One size doesn’t fit all. Develop a policy that accommodates diverse needs – whether it’s a beach escape, a mental health day, or a family emergency.

    Demolish PTO barriers

    Identify and get rid of any obstacles that may be in the way of your employees taking PTO. Fear of falling behind, workload concerns, and cultural stigmas can deter employees. Anonymously survey your workforce to understand their reservations and proactively address them.

    Nurture cross-training

    No one should feel irreplaceable. Implement cross-training initiatives so that responsibilities flow seamlessly during absences. When team members trust the safety net, guilt-free PTO becomes the norm.

    Create A Positive Workplace Culture By Partnering With GMS

    Creating a healthy PTO culture requires thoughtful policies, consistent communication, and a commitment to employee well-being. By implementing these strategies, HR professionals can foster an environment where taking time off is normalized. Remember, a happier, healthier, and more productive workforce begins with encouraging employees to embrace their well-deserved PTO.

    At GMS, a professional employer organization (PEO), our HR experts are here to support small business owners, especially when it comes to creating a positive workplace culture. Let’s unlock the power of PTO and create a workplace where well-being is a priority. Contact us today to learn more!

  • As of July 1, 2024, businesses operating in Chicago will need to comply with the city’s new Paid Leave and Paid Sick Leave Ordinance. This updated law replaces the previous Chicago Paid Sick Leave Ordinance and introduces significant changes that employers must understand and prepare for.

    Key Provisions Of The New Ordinance

    Under the new ordinance, eligible employees in Chicago will be entitled to earn up to 40 hours of paid sick leave and an additional 40 hours of paid leave per 12-month period. This paid leave can be used for any reason, providing employees with greater flexibility and work-life balance.

    The ordinance also includes provisions regarding the definition of a 12-month period, carryover of unused leave, denial of leave requests, use of paid time off (PTO) policies for compliance, rate of pay calculations, and employer notification requirements.

    Defining The 12-Month Period

    Employers have the flexibility to establish their own 12-month period for accruing and using paid leave and paid sick leave. This period can be based on the employee’s anniversary year, the calendar year, a contract year, the fiscal year, or the tax year, as long as it consists of consecutive months.

    Carryover Of Unused Leave

    Employees can carry over up to 80 hours of paid sick leave and up to 16 hours of paid leave from one 12-month period to the next. Employers have the option to frontload 40 hours of paid leave and 40 hours of paid sick leave at the beginning of the 12-month period, but frontloading paid sick leave does not alleviate the carryover obligations for that type of leave.

    Denial Of Leave Requests

    The ordinance allows employers to require reasonable preapproval for using paid leave to maintain business continuity. However, denials must be based on legitimate factors, such as the impact on operations, the nature of the business, and ensuring fair treatment of employees. Denials must be provided in writing with a clear rationale.

    The final rule includes a new provision that allows employers to restrict the use of paid leave or paid sick leave to the employee’s regular workweek. This means that employees could be prevented from accessing their paid leave or paid sick leave during scheduled mandatory overtime or weekends.

    Using PTO Policies For Compliance

    Employers can use existing PTO policies to comply with the ordinance, but they must adhere to its requirements, such as the shorter waiting period for using paid sick leave. For example, the 30-day waiting period for paid sick leave must apply to the policy instead of the 90-day waiting period for paid leave.

    Rate Of Pay Calculations

    Employees must receive their regular rate of pay when using paid sick leave and paid leave, including continuing health care benefits if applicable. The final rules did not provide guidance on calculating the regular rate of pay for non-exempt employees based on the previous 90 days of employment.

    Employer Notification Requirements 

    The ordinance outlines various notification requirements for employers, including:

    • Posting notices
    • Providing new hire notifications
    • Annual frontloading notices (if applicable) 
    • Annual employee notifications 
    • Establishing written policies
    • Notifying employees of policy changes
    • Providing information on available paid leave balances

    Ensuring Compliance With GMS

    As the July 1st effective date approaches, businesses in Chicago must take proactive steps to ensure compliance with the new Paid Leave and Paid Sick Leave Ordinance. Failure to comply can result in penalties and legal consequences.

    At GMS, we understand the complexities of navigating the ever-changing labor laws and regulations. Our team of experts can assist your business in reviewing and updating your paid leave policies, employee handbooks, and notification procedures to align with the new ordinance. We can also provide guidance on record-keeping, payroll calculations, and other compliance-related matters.

    By partnering with GMS, you can have peace of mind knowing that your business is fully compliant with state and local laws. and any other applicable labor laws. Contact us today to learn more about our comprehensive compliance solutions and how we can help your business stay ahead of the curve.