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  • As a business owner, ensuring the health and safety of your team should be a top priority. Your employees’ work and productivity are vital to keeping your business running smoothly, and any threat to their safety can significantly impact your business’ operations. While maintaining a safe working environment involves several factors, there are specific legal obligations you must adhere to.

    Under the U.S. Department of Labor, the Occupational Safety and Health Administration (OSHA) has established comprehensive guidelines that businesses must follow. These guidelines extend beyond the physical workplace, including emergency plans, proper documentation, and more. While a few businesses are exempt, which we will discuss later, most companies must comply with OSHA regulations regardless of size. Non-compliance can lead to significant fines, legal consequences, and reputational damage that may be challenging to recover from.

    Prioritizing OSHA compliance not only ensures the safety and health of your team but also fosters a culture of responsibility and care within your organization. By doing so, you mitigate risks and contribute to a more productive and motivated workforce, which can ultimately drive your business toward sustained success. In other words, OSHA compliance is not just a legal obligation but a strategic move that can enhance your business’ performance and reputation.

    Exempt And Partially Exempt Businesses

    While most businesses are required to comply with all OSHA regulations, several factors determine whether your business falls under OSHA’s jurisdiction and the extent of compliance needed:

    • Small business exemptions: Companies with 10 or fewer employees are partially exempt from OSHA. While they must still comply with specific reporting requirements, they are not required to maintain records of illnesses or injuries unless directed otherwise by OSHA.
    • Industry-specific exemptions: Depending on the industry, businesses with 10 or more employees may still be partially exempt from OSHA’s recordkeeping requirements. Low-risk sectors, such as payroll services and research and development, for example, have reduced OSHA responsibilities and are only required to comply with specific regulations.
    • Location-based exemptions: OSHA has reviewed and approved 22 state employee safety programs. If your business operates in one of these states, you must follow the specific regulations set forth by the state’s safety program rather than federal OSHA regulations.
    • Self-employed exemption: This only applies to businesses where the owner doesn’t have employees. Once a business owner hires one or more employees, they become subject to OSHA regulations.
    • Federally or state-regulated industries: These industries include mining and milling, aviation, churches and religious establishments, to name a few. While these organizations do not fall under OSHA, they must adhere to their industry’s specific regulations to ensure the health and safety of their workers.
      It’s critical to understand your business’ required level of compliance. In addition, as your business grows, it’s important to regularly revisit your health and safety practices to ensure ongoing compliance, as your status may change.

    OSHA Requirements For Employers

    As a business owner, you are responsible for providing a safe workplace free from serious hazards. Workplace injuries can significantly impact your employees, reducing productivity and morale. Unsafe work environments often result in increased absenteeism, as injured employees may require extensive time off, which in turn places additional labor demands on the remaining staff. This can lead to burnout, disengagement, and even more injuries due to fatigue. Investing in the health and safety of your team can save you time and money in the long term.

    Beyond creating a safe work environment, OSHA also requires you to implement and maintain several key safety protocols and practices, including:

    Emergency plan

    A clearly defined emergency action plan (EAP) is essential in a crisis requiring employees to evacuate the workplace; this plan should outline the procedures for exiting the building or work zone safely. Ensure all staff members know the EAP and that it’s in an accessible area for easy reference, such as the cafeteria or a common gathering area. Regular drills and updates to the plan will help keep employees prepared and aware of the proper actions to take during an emergency.

    Fire safety plan

    Similar to the emergency action plan, a written fire safety plan is required. In addition, marked exits that are always obstruction-free are mandatory. If you choose to keep fire extinguishers onsite, while not required by OSHA in most cases, it’s essential to train your employees on proper use.

    Safety tools and training

    As an employer, you must provide all necessary tools and safety equipment for your team. This varies depending on your industry, but personal protection equipment (PPE) while operating heavy construction equipment is one example. Additionally, it’s crucial to ensure that employees are adequately trained in using and maintaining these tools. Regular training sessions will help maintain a high level of safety and proficiency.

    Personal protection equipment (PPE)

    PPE includes items such as head protection, gloves, masks, respirators, and eye, face, and ear protection. In industries where employees handle hazardous materials or work in dangerous environments, it’s your responsibility to provide the appropriate PPE and ensure your staff utilizes it effectively. Integrate regular training sessions and reminders into your workflow to reinforce proper usage.

    Documentation and reporting

    OSHA has specific documentation and reporting requirements for workplace injuries and illnesses. While you must report all cases to OSHA, the severity of the incident will dictate the reporting timeline. For instance, fatalities or amputations require you to file a report within eight hours of the incident, while less severe injuries require a report within 24 hours. Maintaining accurate records and adhering to these reporting guidelines are essential for compliance and employee safety.

    OSHA compliance is a serious task that can be time-consuming and costly. If you’re not sure where to start , this OSHA compliance checklist will help ensure you’re on the right track. However, if you’re seeking more assistance, partnering with a professional employer organization (PEO) like GMS can be highly beneficial.

    How GMS Can Help

    As a small business owner, you can take extensive measures to create a safe working environment, but accidents may still happen; having a plan for when they do occur is the best way to ensure your team and your business are as protected as possible. GMS’ workers’ compensation experts work closely with your company to create a comprehensive risk management plan to keep your employees safe while also saving you money. In addition, our experts are always ready to help you navigate claims in real time. Our partnership with CarivaCare provides our clients with 24/7 access to the workers’ compensation nurse triage program. This program offers employees a neutral, third-party medical professional to report any injuries on the job.

    PEOs like GMS not only ensure compliance with OSHA but also implement cost-containment and loss-prevention strategies to lower workers’ compensation rates and save your hard-earned money. Contact us today, and let us help you create a safer and more compliant workforce!

  • 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.

  • South Carolina recently became the fifth state to enact a law regulating earned wage access (EWA) providers. The new law, signed by Governor Henry McMaster, takes effect on November 21, 2024.

    The Rise of Earned Wage Access

    Earned wage access allows employees to access wages they have already earned before their next payday. This helps employees meet unexpected expenses without having to pay late fees, overdraft fees, or resort to predatory payday loans.

    As EWA grows in popularity, some states and the federal government have considered enforcing stricter regulations that would classify it as lending. However, the industry has successfully advocated for laws like those in South Carolina that provide oversight without the burdens of lending laws.

    Key Provisions Of The South Carolina EWA Law

    • EWA is not considered a loan under the law
    • EWA providers must register annually with the SC Department of Consumer Affairs (DCA)
    • EWA providers must offer employees at least one no-cost option to access earned wages
    • Employees can discontinue EWA services at any time without penalty
    • EWA providers must disclose all fees associated with the service
    • Providers must report annual data like revenue, complaints, and transaction volume to the DCA

    South Carolina joins Kansas, Missouri, Nevada, and Wisconsin in implementing EWA regulations that avoid treating these services as loans subject to lending laws.

    EWA Benefits For Small Businesses

    EWA provides valuable financial flexibility for employees while helping small businesses attract and retain top talent. EWA is a beneficial tool that small businesses can leverage to foster a financially healthy, engaged, and loyal workforce. By providing employees with the financial flexibility they need, employers create a supportive and attractive work environment. With GMS’ payroll and human resources expertise, we can provide resources to integrate an EWA solution for your workforce.

    GMS stays up to date on rapidly evolving regulations like South Carolina’s new EWA law. We ensure your business remains compliant while offering benefits that give you a competitive edge in recruitment and employee satisfaction. Contact our team of HR experts today to learn more about how we can support your small business needs.

  • 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!

  • In December 2023, a tragic incident occurred at the Appleton plant of Konz Wood Products Co., a pallet manufacturer based in Wisconsin. As a result, the U.S. Occupational Safety and Health Administration (OSHA) has taken stringent measures against the company due to serious workplace safety violations, marking the fifth inspection at the plant since 2016.

    Incident Details

    The unfortunate incident involved the death of an employee who was crushed by a lumber stacking machine while attempting to free a jammed board. OSHA cited Konz Wood Products Co. for two “repeat violations” and 15 “serious” violations following this employee’s death. The company failed to ensure the machine was locked out to prevent movement, leading to the fatal accident.

    OSHA’s Actions

    In response to the violations, OSHA has proposed $177,453 in penalties for Konz Wood Products Co. The company has been given 15 business days to contest the citation and proposed penalties. In addition, due to the gravity of the violations, OSHA has placed the company in the agency’s severe violator program.

    Violations Identified

    The violations identified by OSHA include the failure to provide fall protection and violations related to machine guarding on various saws and other machinery. These violations raise serious concerns about the company’s commitment to ensuring a safe working environment for its employees.

    Protect Your Business With A PEO

    In light of the tragic incident at Konz Wood Products Co., businesses can take proactive steps to prevent similar accidents by partnering with a professional employer organization (PEO). A PEO like GMS offers comprehensive workplace safety programs that address critical areas such as machine guarding, lockout/tagout procedures, and fall protection. By collaborating with a PEO, companies gain access to expert guidance, safety training, and compliance resources. Implementing robust safety protocols, conducting regular inspections, and fostering a culture of safety can significantly reduce the risk of workplace accidents. Remember, investing in safety today ensures a brighter and accident-free future for employees and the organization as a whole. Contact our safety experts today!

  • In today’s competitive job market, retaining valuable employees is a top priority for businesses. When employees feel fulfilled, engaged, and valued, they are more likely to stay with the company for the long haul. Creating a positive and enjoyable workplace environment is essential for achieving high retention rates and mitigating the costs associated with employee turnover.

    Shift Your Expectations

    It’s important to recognize that the notion of employees staying with a single company for their entire career is no longer realistic. Instead, companies should focus on keeping employees for as long as possible, understanding that the median tenure for U.S. workers is around four years. Factors such as generational differences, burnout, work-life balance, and post-pandemic shifts have contributed to shorter tenures and higher turnover rates.

    The median tenure of workers ages 55-64 was 9.9 years – more than three times the tenure of workers ages 25-34, which was 2.8 years. As the older generations retire, Millennials and Generation Z will soon dominate the workplace, and there will be less expectations that employees stay with companies in the long-haul.

    Addressing The Fundamentals Of Retention

    Retaining top talent is a constant challenge for many organizations. However, by addressing key fundamentals, companies can create an environment where employees feel motivated, valued, and committed to staying. Three critical areas to focus on include:

    1. Competitive compensation: Regularly review your compensation strategy to ensure it aligns with industry standards, competitors, geographic location, and the broader marketplace. Fair compensation remains a major factor in employee retention.
    2. Open communication: Build trust and strengthen relationships with employees through regular, honest, and transparent communication. This not only helps in addressing concerns promptly but also makes employees feel valued and heard, fostering a sense of belonging. Employees want to feel that their manager is accessible and listens to them. Provide frequent feedback, solicit input, and address concerns promptly.
    3. Positive company culture: Evaluate and nurture your company’s mission, vision, and values. Ensure they resonate with employees and are modeled within your leadership. A positive company culture not only helps in employee retention but also makes employees feel aligned with the company’s values and mission, fostering a sense of purpose and commitment. Identify any changes that need to be made within your culture, and work towards implementing those changes. It’s easy for employees to leave a company with a negative culture or a culture they do not believe in.

    Make The Extra Effort

    To be a sought-after workplace, you must have something special about your workplace that differentiates itself from others. Implement the following strategies to stand out against your competitors and become a sought-after workplace:

    • Create a community: Encourage teamwork, camaraderie, and even friendships among employees. Host social events and team-building activities and create an environment where employees feel like members of a community. Make these events and activities something your employees look forward to doing.
    • Remind employees of their purpose: Regularly remind employees of the bigger picture and how their work contributes to the company’s mission. Recognize their efforts and make them feel valued.
    • Offer flexibility: Accommodate employee preferences for remote work, flexible schedules, or hybrid arrangements. The increased flexibility and work-life balance gained throughout the pandemic have become highly valued by many employees.
    • Address burnout: Monitor for signs of burnout and take proactive steps to alleviate stress, such as offering mental health days, redistributing workloads, or engaging in stress-reducing activities.
    • Tailor management styles: Understand each employee’s unique personality, goals, and preferences, and tailor your management approach accordingly. Avoid the one-size-fits-all approach.
    • Provide growth opportunities: Nurture a culture of continuous learning by offering training programs, conferences, and mentorship opportunities. Discuss career paths and succession plans with employees. Employees appreciate knowing that they can grow and develop within their careers.
    • Offer unique perks: Implement perks and benefits beyond the standard package that align with your employees’ interests, provide value, and demonstrate your appreciation for their contributions.

    Create a fun atmosphere: Incorporate fun activities, celebrations, and team-building events to foster a positive and enjoyable work environment. Take the time to learn what your employees truly enjoy and implement more of these events for them.

    Leverage GMS’ Services For Improved Employee Retention

    Implementing these strategies can be challenging and overwhelming for business owners. If you’re unsure of where to begin or what would be the most beneficial for your organization, consider partnering with a professional employer organization (PEO) like GMS.

    Partnering with GMS can be a smart move to access expert HR support, ensure compliance, and compete with larger companies in the race to retain top talent. Outsourcing back-office functions also allows businesses to focus on their core operations while providing a positive and engaging workplace for their employees.

    By leveraging GMS’ expertise, businesses can create a workplace environment that attracts and retains top talent. GMS’ tailored solutions and industry expertise can help business owners foster a culture of belonging, growth, and appreciation, ultimately leading to improved employee retention and long-term success. Work smarter, not harder, and contact us today.

  • According to a workforce trend report, employee retention has become the top priority for operations and HR in 2023. One of the most effective strategies to achieve this is investing in employee development programs. These programs not only enhance employees’ skills and knowledge but also foster a sense of loyalty and commitment to the organization.

    Sixty-one percent of HR professionals state that lack of development and career advancement is the second most common reason for employee turnover, behind inadequate compensation. Twenty-one percent of HR professionals report lack of development as the number one factor influencing retention. 

    The Importance Of Career Development For Employees

    Employee development programs are attractive to employees because they provide opportunities for personal and professional growth, increase job satisfaction, and boost confidence in their abilities. When employees feel they are excelling in their careers, they are more enthusiastic about doing them. Instead of being stagnant in a job, employees would like to progress towards something more significant, such as a promotion or a leadership position. Employees who feel valued and supported in their careers are more likely to remain with the company for the long term.

    Why Should Employers Invest In Employee Development? 

    Investing in employee development leads to a more skilled and productive workforce. Employees who receive continuous training and education are better equipped to handle challenges, adapt to changes, become leaders, and contribute to innovative ideas. This can give your company a significant competitive advantage in your industry.

    Sometimes, employers believe that development is expensive and risky. They don’t want to invest money in development only for their employees to take that knowledge to a new job. However, employees leaving will always be a risk. If you choose not to invest in employee development, there will be widening knowledge and skill gaps, diminished engagement, and a lack of innovation.

    Investing in development also helps you recruit top-tier candidates who want to join a company that is committed to growth. Happier and more engaged employees tend to be more productive and motivated to do better work. By focusing on continued learning, you can encourage a culture of innovation and adaptability that gives your business a reputation for being forward-looking, relevant, and fresh.

    It’s also essential to advance employees’ knowledge and skills so that eventually, they can be promoted to leadership roles. Promoting from within is almost always easier than recruiting from outside. This also contributes to a future-ready workplace that can keep up with evolving trends and stay ahead of the industry.

    Create A Retention-Boosting Employee Development Program

    To craft an engaging and practical training program that aligns with employees’ daily workflows and piques their interest in learning, consider incorporating the following elements into your plan:

    Continuous learning

    As a small business owner, it’s essential to promote a continuous learning culture. Due to the constant evolution of industries, there’s always something new to learn. You can promote your company’s commitment to learning through your core values, employee handbook, employee training, company meetings, and day-to-day employee conversations.

    Personalized development

    Involve your employees in the planning process by asking them about their short and long-term goals, which skills they are interested in learning, and how they enjoy learning. Take these factors into account when you create your development program to ensure it’s a meaningful, engaging, and fulfilling experience for your employees.

    Day-to-day operations

    Your development program should be easily implemented in daily operational activities and the company’s goals. Employees must feel what they are learning is valuable to their daily working lives and enable them to make a positive impact on the organization.

    It’s also important to create short and more frequent bursts of micro-training focused on singular topics that employees can complete on their own time. If the training is short and easy to digest, it will be easier to implement as a frequent activity that fits into their busy day-to-day schedules. As a result, learning will be incorporated into the workplace culture more often, be more effective, and occur more often.

    Make it simple

    Development programs can involve attending conferences and going on trips, but it can also be simple. Learning can be as convenient as:

    • Reading an article in an industry publication
    • Listening to a podcast
    • Completing a short e-learning module
    • Attending a lunch-and-lean session
    • Engaging in a coaching session with a manager

    Your employees do not always have to go elsewhere to achieve professional growth. Growth can happen right within your organization, including mentorships with someone in higher positions, peer collaboration, and cross-training. Leaders should lead by example and actively support employee development initiatives.

    Monitor and reward

    Sometimes, employees need an extra push to complete development programs. Reward employees for mastering new skills, from anything to a bonus, extra paid time off (PTO), a gift, or a promotion from within. Recognizing and rewarding employees who demonstrate mastery of new skills can motivate others to engage in development opportunities.

    It’s also essential to monitor the effectiveness and appeal of your development programs and what works and what doesn’t. Ask for feedback from employees on what they would prefer and how to improve. Study your turnover rates, survey employees about the development opportunities you’ve offered, ask about development opportunities during exit interviews and have managers talk with employees in one-on-one meetings.

    Your Partner In Employee Development And Retention

    In today’s rapidly changing environment, investing in employee development is no longer an option but a necessity. Your employees are your greatest asset. However, ongoing employee management and training are significant challenges, especially when there’s only so much time in the day.

    That’s why GMS works with businesses to help them retain top talent. Our comprehensive suite of services is designed to support businesses in creating and implementing effective employee development programs.

    Our HR experts work closely with clients to assess their unique needs and develop customized solutions. Contact us today to learn how we can support your organization’s commitment to development.

  • For small business owners, providing comprehensive employee benefits is vital to attracting and retaining employees. Whether it’s health insurance, paid time off (PTO), or retirement plans, these perks can make a big difference in an employee’s decision to join or stay with a company. Among these benefits, Flexible Spending Accounts (FSAs) stand out as a valuable tool for employees to manage their health care expenses. Complementing health insurance coverage, FSAs give employees greater flexibility and control over their medical spending.

    FSAs offer more versatility than just paying for doctor’s visits and medications. While many people use FSAs to cover general health care costs, there are creative ways to use these accounts that are often overlooked. From chiropractic treatments to sunscreen for vacation, various health care services and products are eligible for reimbursement through FSAs. By exploring the full range of eligible expenses, you can maximize the benefits of FSAs for both you and your employees.

    How FSAs Work

    An FSA is a type of savings account that allows employees to allocate a portion of their paychecks for designated expenses. By depositing pre-tax funds, FSAs help you and your employees save money. Additionally, as an employer, you have the option to contribute to your employees’ FSA, but it is not mandatory.

    To utilize FSA funds, individuals must submit a claim along with proof of an eligible expense, such as a receipt, in order to be reimbursed.

    Different types of FSAs determine how FSA funds can be spent:

    • Health Care FSA: The accounts can be used to pay medical costs not covered by insurance, including deductibles, copayments, prescription medications, over-the-counter health care items, and more.
    • Dependent Care FSA (DCFSA): A DCFSA is used to pay for costs associated with care for children or a dependent adult, enabling parents and caregivers to work with less financial strain.
    • Limited Purpose FSA (LPFSA): Funds in an LPFSA are designated for dental and vision costs. This type of account is a favorable choice for individuals with a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).

    Common Uses Of An FSA

    FSAs are valuable because they can address a variety of medical expenses that may not be fully covered by health insurance. They can assist with the following costs:

    • Medical: You can use an FSA to pay for doctor’s visits, procedures, surgeries, and treatments, as well as cover co-pays and deductibles.
    • Vision: FSAs can cover eye exams, prescription glasses and sunglasses, contact lenses, and even corrective procedures like LASIK.
    • Dental: An FSA can be used for routine teeth cleanings, fillings, braces, and other necessary dental treatments.
    • Prescription medications: FSAs can help with the costs of both prescribed brand-name and generic drugs, including insulin, antidepressants, birth control, and more.
    • Over-the-counter health care items: Bandages, antibiotic ointments, allergy medications, and pain relievers are items frequently purchased with an FSA.

    Creative Ways To Use FSAs

    The funds held in an FSA do not roll over and must be used by the end of the calendar year. From stocking up on first aid supplies to trying out alternative therapies, there are many ways your employees can make the most out of their FSA funds.

    By offering creative suggestions for how your employees can use their FSA funds, you not only help them maximize their benefits but also demonstrate your commitment to their well-being. The potential uses of FSAs extend far beyond conventional health care needs and can be used for the following:

    Mental health and self-care

    FSAs can support numerous mental health and self-care needs. Employees can use the money in their FSAs to cover various costs related to mental health services, such as therapy appointments, counseling sessions, or psychiatric care. In addition, FSAs can be used to purchase self-care items such as skincare products, acne treatments, or even relaxation aids including essential oils.

    Health and fitness

    Employees can use their FSAs to aid in their health and fitness journeys. Gym memberships, health clubs, and weight loss programs can be reimbursed through an FSA with a letter of medical necessity, allowing individuals to prioritize their fitness goals. Health trackers and nutritional supplements such as vitamins and minerals can be purchased with FSA funds to further assist in maintaining physical health. Items that support recovery and pain relief, such as orthopedic shoe inserts and knee braces, can also be covered by an FSA.

    Professional services

    Whether an employee is seeking treatments for pain relief or pursuing a holistic approach to health, there are numerous professional services that can be paid for with an FSA. Physical therapy, chiropractic care, and acupuncture are all FSA-eligible services that can help manage chronic pain and improve overall wellness. An FSA offers employees a range of options to address their individual health needs.

    Travel essentials

    An FSA can offer unexpected benefits when it comes to purchasing travel-related items. For example, travel essentials such as sunscreen, insect repellent, and travel-sized first aid kits are eligible purchases. Using an FSA to buy necessary supplies for travel not only ensures a safe and healthy trip but also helps with spending FSA funds before they expire.

    Advantages For Small Business Owners

    Small business owners can gain numerous benefits by offering FSAs to their employees. Since FSAs allow employees to use pre-tax dollars to cover specific costs, payroll taxes are reduced for both employers and employees. Contributions made to an FSA are also tax-exempt for employees and tax-deductible for employers, offering mutual benefits.

    Providing your employees with the option to enroll in an FSA can also enhance employee satisfaction and retention, as it is a valuable perk on top of health insurance. By offering this benefit, you not only save money on taxes, but you also display your commitment to your employees’ health and overall well-being.

    Employee Benefits With A PEO

    As a small business owner, it’s crucial to offer a benefits package that’s appealing to current and prospective employees. However, administering benefits can be costly and time-consuming. Partner with a PEO like GMS to save money and streamline your benefits management. We can assist in processing group health insurance, retirement plans, wellness programs, and more. Additionally, individuals with an FSA can visit our FSA Store to explore eligible products that can be purchased with their accounts. Contact us today to optimize your employee benefits offerings and ensure your business stays competitive in attracting top talent.

  • Compensation is a hot topic for both employers and employees, encompassing everything from minimum wage debates to comprehensive benefits packages. As an employer, meeting your staff’s needs and expectations can be challenging, especially when balancing your payroll budget. However, by implementing certain strategies, you can effectively manage your total payroll cost while still maintaining a competitive edge.

    The job market is constantly changing, and with that, employees’ expectations have also shifted. They now demand not just competitive pay but also respect, recognition, and a higher quality of life outside the office. As an employer, you have the power to positively influence their overall well-being and job satisfaction by addressing these broader concerns. This makes their positions more appealing in the long term and shows your commitment to their welfare.

    Compensation can be stressful to navigate; with limited budgets, it might be difficult to offer competitive salaries to your team. However, because today’s employees are looking for more than fair wages, we’ve gathered a variety of non-monetary ways you can boost your retention and recruitment efforts. When implemented effectively, these strategies can lead to a more engaged and satisfied workforce.

    Do Non-Monetary Benefits Matter?

    Happy employees are 20% more productive than unhappy employees. Non-monetary benefits are one way you can help boost employee morale, engagement, and overall satisfaction. Though it can take a bit of effort upfront to get these programs up and running, they can save you time and money once integrated into your work operations. The impact on employee productivity and satisfaction is well worth the investment.

    Employee turnover can significantly undermine team morale, productivity, and the quality of work. Moreover, the time and financial costs involved in hiring a replacement are substantial—often exceeding 24 days to fill a position and costing up to 33% of an employee’s annual salary. Implementing non-monetary benefits alongside a livable wage can effectively reduce turnover, fostering a more stable and engaged workforce.

    In addition, non-monetary benefits are of little to no cost to you as an employer. Once up and running, these benefits often maintain themselves with minimal ongoing expenses. Offering such benefits can create a more fulfilling work environment, encouraging employees to stay longer with your company. This approach not only reduces the frequency and costs associated with turnover but also builds a reputation for your company as a caring and desirable place to work.

    Non-Monetary Benefit Examples

    Ensuring employees are content and motivated extends beyond providing a living wage. Younger generations (Millennials and Gen Z) specifically prioritize meaningful work, positive culture, and work-life balance over traditional incentives. As an employer, it’s crucial to understand these changing needs and expectations. While it’s still necessary to consider monetary compensation, there are several options that can help boost employee engagement, productivity, recruitment, and retention:

    • Flexible work arrangements: Options such as remote work, flexible schedules, and compressed workweeks allow employees to effectively balance their personal lives with professional responsibilities. Generate a policy that works for your team, with set expectations around project completion and core operating hours. Include potential repercussions if the policy is abused, work goes unfinished, or remote employees are unreachable during core hours.
    • Health and wellness programs: These can include gym memberships, mental health days off, and recreational activities. Even if some team members don’t utilize these benefits, offering and encouraging them can help boost employee engagement and satisfaction.
    • Professional development: Offering tuition reimbursement, access to courses, workshops, and seminars, and opportunities for upward mobility within your company can motivate employees to stay long-term. Not only does this show investment in your team’s professional growth, but often, what they learn can be brought back and help your business grow.
    • Recognition and reward systems: Implementing peer recognition programs or performance-based awards can boost morale and encourage a productive workplace culture. Fostering a culture of appreciation gives employees a sense of belonging, which helps increase overall job satisfaction.
    • Financial well-being programs: These programs could include financial planning services, retirement planning sessions, and workshops on budgeting and economic health, helping employees feel more secure about their financial future.
    • Student loan repayment assistance: Given the rising concern over student debt, offering help with student loan repayments can be a significant relief for younger employees, making your business much more attractive to this demographic.
    • Time for volunteering or passion projects: Offering your team time off, specifically for volunteer work or to spend on a project they’re passionate about, is a simple but effective benefit. As younger generations are more motivated by meaningful work, giving them a few days a year or hours per month to dedicate to projects can lead to a more engaged and content team.
      While some of these tools, such as a gym membership or student loan assistance, will require a small budget, they can often be cheaper than offering your whole team higher salaries than other companies.

    While some of these tools, such as a gym membership or student loan assistance, will require a small budget, they can often be cheaper than offering your whole team higher salaries than other companies.

    Implementing Non-Monetary Benefits

    When rolling out new company-wide initiatives, anticipate some initial challenges, such as general confusion or underutilization of the new benefits. To mitigate these challenges, it’s important to develop comprehensive policies and communicate them effectively and regularly to your team. These policies should outline who qualifies for these benefits and how to use them. Make your benefits accessible and appealing to encourage your staff to utilize them.

    Moreover, actively seek feedback and involve your team in refining and improving these benefits and policies. It’s crucial that the benefits you offer align with your team’s needs and interests. Offering benefits that no one uses is not only a waste of resources but also a missed opportunity to enhance employee satisfaction and engagement.

    How GMS Can Help With Your Employee Benefits

    As a business owner, retaining and attracting quality employees is vital for business growth. Offering a competitive benefits package is critical to securing top talent. However, this can be costly and time-consuming. As a professional employer organization (PEO), GMS will work with you to find the benefits package that makes the most sense for your business operations, employees, and bottom line.
    In addition, once we’ve helped you find a benefits package, we’ll help you manage it. Our outsourcing small business benefits services include:

    Let us help you provide competitive and cost-effective benefits while you focus on running your business effectively. Contact us today!