Request a call Login

  • As summer comes to an end, so do the seasonal hiring surges that many businesses rely on to keep up with demand. From retail and hospitality to tourism and event-based industries, the end of summer often signals a major shift in workforce demands. Employers need to adjust their staffing strategies, manage workforce transitions, and prepare for the fall and holiday seasons ahead, all while remaining compliant with employment laws. 

    Here’s what end-of-summer hiring shifts typically look like and how a professional employer organization (PEO) like Group Management Services (GMS) can support your business during this transition. 

    Reduced Seasonal Hiring 

    The back-to-school season and the end of vacation months bring a noticeable slowdown for many industries. Businesses that increased staffing during peak summer may no longer need extra workers. In response, some employers will greatly reduce or eliminate seasonal positions. Others might choose to keep top-performing seasonal workers through temporary or part-time roles, making retention strategies a smart move. A PEO can help by managing seasonal offboarding, ensuring compliance with wage and hour laws, and simplifying transitions to different types of employment. 

    Refocusing on Long-Term Staff 

    Once the seasonal rush ends, many employers turn their attention to building and strengthening their core team. This may involve recruiting for long-term roles to support upcoming seasonal operations or investing in current employees through training and upskilling initiatives. Partnering with a PEO gives you access to talent acquisition support, learning and development resources, and performance management tools that help you retain top talent and build a more stable workforce. 

    Adjusting Work Schedules 

    With reduced workloads, scheduling adjustments are common. You may need to scale back hours, shift work times, or consolidate job duties. These changes should be communicated clearly to employees and tracked accurately to avoid compliance issues with wage and hour regulations. A PEO provides workforce planning expertise and time-tracking solutions that make it easier to manage scheduling changes and compliance. 

    Potential for Layoffs 

    As demand slows, laying off seasonal employees might be necessary. However, employers must handle this process carefully. If a worker was promised a certain length of employment, early termination could carry legal risks. It’s important to understand notice requirements, severance obligations, and applicable state laws related to seasonal layoffs. With a PEO, you gain access to human resource (HR) professionals and legal experts who can guide you through these procedures while safeguarding your business from compliance issues. 

    Increased Demand in Specific Roles 

    While some positions wind down after summer, others start to ramp up. Many businesses experience increased demand in customer service, sales, shipping, and logistics as fall promotions and holiday preparations begin. Proactive hiring in these areas is crucial to make sure your business is prepared for the busy season ahead. GMS can support your efforts by helping you identify staffing needs, create effective job postings, manage onboarding, and ensure new hires are properly classified and receive the training they need to succeed. 

    Transitioning Seasonal Employees 

    If you have standout seasonal employees, this is a great time to consider offering them a more permanent role. Providing training and development opportunities helps these workers grow into new positions and boosts retention. It is also a smart way to fill open roles with individuals who already understand your company culture and operations. Our HR experts can help design clear pathways for seasonal-to-permanent transitions and handle onboarding tasks to ensure a smooth and compliant process.

    Legal Considerations During Transitions 

    Employment law doesn’t take a break, and end-of-season transitions can create legal challenges. From classification issues and wage compliance to benefits eligibility and layoff notices, it’s important to stay informed about changing regulations. Mistakes can result in penalties or harm employee relationships. GMS helps ensure your business stays compliant with all relevant laws, including federal, state, and local regulations. We keep your policies current and offer guidance to help you confidently handle complex employment situations.

    Partner with GMS for a Seamless Transition 

    As hiring needs evolve with the seasons, it’s important to have a trusted partner that can help you manage workforce changes smoothly and legally. GMS offers comprehensive HR outsourcing services designed to take the pressure off your internal team so you can focus on running your business. 

    We’ll help you: 

    • Onboard and offboard seasonal staff with proper classification, documentation, and legal compliance 
    • Provide expert HR guidance on scheduling, workforce planning, layoffs, and role transitions 
    • Support recruitment through job postings, applicant tracking, and hiring best practices 
    • Adjust payroll to reflect staffing changes and avoid costly errors 
    • Offer training tools to upskill employees ahead of the holiday season 
    • Enhance retention by offering competitive benefits  

    Let’s simplify your staffing strategy! Contact GMS today to learn how our HR solutions can support your business through every season. 

  • When it comes to running a business, time is money. And if your employees are still using spreadsheets, handwritten timesheets, or outdated punch clocks to track their hours, your business could be losing more than you think. Manual time tracking might seem simple, but it opens the door to costly errors, compliance risks, and administrative headaches. 

    Investing in time and attendance software isn’t just about making payroll easier. It’s about boosting accuracy, improving compliance, and uncovering the hidden costs that eat away at your bottom line. 

    Continue reading to explore why making the switch to an automated time and attendance system like the one available through GMS Connect is one of the smartest moves you can make for your business. 

    The Hidden Costs of Manual Time Tracking 

    Manual timekeeping methods are vulnerable to human error, whether it’s an employee forgetting to clock in, a supervisor misreading a timesheet, or a typo during data entry. These mistakes can lead to: 

    • Inaccurate paychecks 
    • Compliance issues with wage and hour laws 
    • Time theft or buddy punching 
    • Wasted hours fixing timesheet discrepancies 

    Even minor miscalculations can snowball into thousands of dollars in overpayments, back pay, or penalties. And if your business is ever audited by the Department of Labor or a state agency, inaccurate time records could expose you to serious fines, legal challenges, and reputational damage. 

    The Benefits of Automation with GMS Connect 

    GMS Connect offers a powerful time and attendance system that integrates directly with your payroll and HR software. This eliminates the need to juggle multiple systems or manually re-enter data. 

    Key features include: 

    • Automated time capture using web, mobile, or physical time clocks 
    • Real-time visibility into employee attendance and hours worked 
    • Scheduling tools to reduce labor costs and avoid understaffing 
    • Built-in compliance tracking for wage and hour laws 
    • Seamless payroll integration to reduce processing time and errors 

    By streamlining your time and attendance processes, you save time each pay period, reduce payroll mistakes, and gain peace of mind with accurate, audit-ready records. 

    Benefits for Business Owners and Employees 

    Automated time tracking supports everyone in your organization. With GMS Connect, employees can clock in, view schedules, and request time off from one easy-to-use platform. 

    Business owners and HR teams benefit from: 

    • Less time spent on administrative tasks 
    • Faster and more accurate payroll 
    • Improved employee satisfaction 
    • Data-driven labor decisions based on real-time insights 

    All records are stored securely in the cloud, so you have reliable access to time data anytime you need it. 

    Stay Compliant, Cut Costs, and Focus on Growth 

    Inaccurate time tracking can lead to more than just payroll errors. It also increases your risk of non-compliance with federal, state, and local labor laws. Automated systems like GMS Connect help reduce that risk by improving accuracy and simplifying labor law compliance. 

    At GMS, we believe business owners should focus on growth, not chasing timesheets or fixing avoidable errors. Our software helps streamline your time and attendance operations so you can make confident, informed decisions. 

    Ready to Eliminate Time Tracking Errors? 

    Your time is valuable. Stop relying on manual processes that cost your business money and increase your risk of error. Group Management Services (GMS) can help you implement a smarter time and attendance solution through GMS Connect, backed by expert support and seamless payroll integration. 

    Let’s talk about how GMS can help you improve time tracking, reduce risk, and build a stronger workforce. Schedule a 15-minute conversation today and take the first step toward smarter workforce management! 

  • Hiring and recruiting the right talent is essential to building a strong, productive, and engaged workforce. A thoughtful recruitment strategy not only fills open roles but also strengthens your company culture and the long-term success of your business.

    The recruitment process isn’t an easy one. Finding the right employees to add to your workforce takes time, effort, and attention to detail, which can distract you from growing your business. To enhance your hiring processes and recruit the best talent for your team, consider implementing these best practices. 

    1. Write clear and specific job descriptions

    The recruitment process starts with a well-written job description. Clearly outline the role’s responsibilities, required skills, expectations, and benefits. Including personalized details about your company culture or team dynamics can help attract candidates who are not only qualified but also aligned with your values. This will help attract qualified candidates and those aligned with the role, reducing the risk of making a bad hire.

    2. Post on job boards

    To attract the right talent, it’s important to expand your talent pool by posting on multiple job platforms. Websites like LinkedIn, Indeed, and Handshake are excellent options for reaching a diverse group of potential candidates. The more exposure your job postings and company receive, the higher your chances of finding a qualified candidate. 

    3. Offer employee benefits

    The key to attracting a skilled and experienced candidate is focusing on what your company can offer them. Make sure to highlight your company’s perks, culture, and benefits during the hiring process. Providing health benefits showcases your loyalty and dedication to employee well-being, ultimately improving morale and trust between employees and their employers. Offering group health coverage, supplemental benefits, and telemedicine are also great ways to attract and retain top talent.  

    4. Streamline the onboarding process

    Once a candidate accepts an offer, keep them engaged with a smooth onboarding process. A strong start sets the tone for long-term success and your working relationship. Make sure to provide information on benefits enrollment, the payroll process, and where to find important resources, such as the employee handbook, to ensure that your employees are aware of proper company procedures and where to go when they have questions. 

    5. Use employee referrals

    Encourage your workforce to refer candidates from their networks. Employee referrals are on of the most effective recruitment strategies, often resulting in faster hiring, better cultural fit, and higher retention rates. When employees recommend someone they know and trust, it typically leads to candidates who are more engaged and better informed about the company’s values and expectations. Consider offering incentives to motivate participation in your referral program. 

    6. Review and communicate

    Stay on top of your recruitment process by regularly communicating with your employees. Ask questions regarding their experience, what they liked and what they wished they had learned to identify areas for improvement. Continuously practicing open communication is essential for a streamlined and quality onboarding process.  

    Find Quality Employees with GMS

    Recruitment is more than filling an empty space, it’s building your workforce and finding the right team to grow your business.  As a business owner, you already have a million other responsibilities on your shoulders. But with the help of Group Management Services (GMS), you have a trusted partner to help you find the right talent, provide you with a streamlined onboarding process, and assist with creating job descriptions or job ads. 

    Hiring and training are expensive and time-consuming responsibilities. But with the help of a knowledgeable and experienced team, you can find the right talent to grow your business. With GMS’ employee training software, our Indeed and LinkedIn partnerships, and benefit administration services, we can help bring your business and your workforce to the next level. 

    Learn more about our recruitment services here! 

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

    Reduce employee turnover 

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

    Enhance skills and knowledge  

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

    Reduce potential risks 

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

    Foster creativity

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

    Strengthen Your Employee Training Program

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

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

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

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

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

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

    What Makes a Strong Company Culture? 

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

    Key traits of a healthy culture include: 

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

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

    Culture Drives Retention and Performance 

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

    A Strong Culture Builds Resilience

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

    Culture Should Be a Core Part of Your HR Strategy 

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

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

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

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

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

    How PEOs Support Company Culture 

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

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

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

     

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

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

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

    Why a Mid-Year Audit Matters

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

    Evaluating Your Progress and Performance

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

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

    Financial Review and Tax Planning

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

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

    Legal Compliance and Risk Management

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

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

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

    HR, Payroll, and Employee Experience

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

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

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

    Technology, Data Security, and Process Optimization

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

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

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

    Internal Communication and Alignment

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

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

    How GMS Can Help

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

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

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

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

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

    The Importance of Employee Wellness

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

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

    Encourage a supportive work environment

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

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

    Clearly identify job responsibilities and workload

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

    Offer an employee assistance program 

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

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

    Implement employee recognition programs

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

    How Group Management Services Can Help Improve Employee Mental Health

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

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

    To learn more about GMS, contact us today!

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

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

    What Is Employee Financial Wellness? 

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

    According to recent 2025 data: 

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

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

    Why Financial Wellness Matters to Employees 

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

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

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

    Why Financial Wellness Matters to Employers 

    When your people are stressed, your business feels it. 

    Here’s what the research shows: 

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

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

    How to Support Employee Financial Wellness 

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

    Offer Earned Wage Access (EWA) 

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

    With ZayZoon and GMS: 

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

    Provide Financial Education 

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

    Encourage Smart Saving 

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

    Create a Supportive Culture 

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

    How GMS Can Help 

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

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

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

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

    Provide a Benefits Package

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

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

    Offer Professional Development Opportunities

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

    Invest in Workplace Culture

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

    Implement Flexible Scheduling

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

    Business Retention and Group Management Services 

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

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

  • Recessions present significant challenges for businesses of all sizes, particularly small and midsize companies. Rising costs, workforce management challenges, and regulatory complexities can quickly strain resources. In times of economic uncertainty, partnering with a certified professional employer organization (CPEO) like Group Management Services (GMS) offers a proven solution to strengthen operations, control costs, and safeguard long-term success.

    As a CPEO, GMS provides comprehensive human resources (HR) services, employee benefits solutions, risk management, and payroll administration bundled into one integrated platform. Our expertise and scale are designed to help businesses remain resilient during even the most challenging economic conditions.

    What Is a PEO?

    A professional employer organization (PEO) partners with businesses to deliver HR, benefits, payroll, and compliance services through a co-employment model. Under this arrangement, the PEO becomes the employer of record for tax purposes, while the client company retains full control over day-to-day business operations and employee management.

    This relationship allows businesses to access resources and support typically only available to larger organizations. According to National Association of Professional Employer Organizations (NAPEO), businesses that work with a PEO are 50% less likely to fail, grow twice as fast, and have employee turnover rates that are 12% lower than businesses that do not utilize a PEO.

    How GMS Supports Businesses During Economic Downturns

    GMS offers a comprehensive suite of services specifically designed to help businesses navigate economic hardships effectively. Our bundled approach to HR services ensures that businesses can streamline operations, control costs, and focus on strategic initiatives critical to long-term success.

    Comprehensive HR and Risk Management Services 

    During a recession, managing compliance, employee relations, and workforce adjustments becomes increasingly complex. GMS provides dedicated HR support to help businesses navigate evolving labor laws, implement cost-effective HR strategies, and manage workforce changes while maintaining compliance. Our risk management experts also work proactively to reduce workers’ compensation claims and ensure safer work environments, helping businesses lower liabilities and avoid unnecessary costs.

    Access to High-Quality, Affordable Benefits

    One of the most significant challenges small businesses face during economic downturns is maintaining competitive employee benefits while controlling expenses. GMS addresses this challenge through our Master Health Plan, which leverages our size and scale to provide clients access to comprehensive health coverage at more competitive rates.

    This group purchasing power allows businesses to offer robust benefit packages that attract and retain top talent, even during times of financial strain. According to NAPEO data, businesses that work with a PEO can offer a broader range of benefits compared to those that do not, enhancing their ability to compete in the labor market.

    Payroll Administration and Regulatory Compliance

    Payroll processing and tax administration become even more critical during periods of economic uncertainty. GMS ensures accurate and timely payroll management, supports compliance with evolving regulations, and helps businesses avoid costly penalties. As a CPEO, GMS provides additional assurances through its Internal Revenue Service (IRS) certification that client taxes are managed in full compliance with federal requirements.

    Our streamlined payroll services reduce administrative burdens and provide businesses with greater confidence and operational stability when it matters most.

    The GMS Advantage in a Recession

    The value of working with GMS during an economic downturn extends beyond immediate cost savings. Our personalized approach ensures that each client receives tailored support to address their specific needs and goals. We understand the unique challenges small and midsize businesses face during periods of economic contraction and provide the tools, resources, and expert guidance necessary to build lasting resilience.

    GMS’ bundled services simplify HR management, mitigate risk, improve benefit offerings, and ensure regulatory compliance, all within a scalable framework designed to support businesses through every economic cycle.

    Prepare Your Businesses for the Future with GMS

    Economic downturns are inevitable, but they do not have to dictate the future of your business. Partnering with GMS empowers you to adapt, manage costs, support your workforce, and position your company for sustained success. Contact us today to learn how GMS can help your business navigate economic challenges with confidence and emerge stronger than ever.