Month: February 2014

Is It Time to Let an Employee Go? Here’s How to Tell

by National Peo National Peo No Comments

Letting an employee go is almost never easy. In fact, just knowing when it’s time to let an employee go can be difficult, especially if it’s someone who’s been with the company for a long time. Obviously, if someone’s performance isn’t up to par, changes need to be made. However, where do you draw the line and part ways with an employee? Let’s take a look at some of the signs that it’s time to let an employee go.

The Employee Is No Longer Engaged

Engaged employees love their jobs and are committed to the company’s success. They work harder and are more productive, and what’s more, their sense of engagement tends to infect their co-workers too. Everyone feels buoyed in the presence of a co-worker who’s enthusiastic about his or her job.

On the other hand, if your employee is no longer engaged in his or her job and is just going through the motions, it shows. Apathetic employees don’t work as hard and don’t get as much done. Even worse, their feelings of dispassion tend to spread to their co-workers, leaving everyone disinterested and maybe just a little bit sulky.

Of course, a disengaged, indifferent employee may just be struggling with personal issues. Don’t leap straight to the conclusion that a disengaged employee should be fired. Have a talk with your employee to get to the root of his or her detachment, especially if he or she has been a good performer in the past. There may be something you can do to help your employee leave his or her personal problems at home. In any case, letting the employee know that his or her job performance is suffering may be enough to help him or her shake off the feelings of apathy during business hours.

The Employee Exhibits Performance Problems

If an employee is having issues with performance or bad behavior, nine times out of 10, speaking to them about it is enough to motivate them to resolve the problems on their own. If an employee puts in effort to resolve behavior and performance problems, or some kind of compromise can be worked out, that’s one thing. If an employee is behaving and performing poorly, and they fail to resolve the problems when asked, it’s time to let them go. Poor performance and bad behavior are drains on company resources, and an employee who openly breaks rules will only cause resentment and bad feeling among other employees who do as they’re asked.

The Employee Foments Dissent

Employees who spread rumors, bad-mouth supervisors behind their backs, tear down others’ achievements or undermine the company in any way can’t be tolerated. Such an employee doesn’t have the company’s best interests at heart. They will harm the company by sabotaging work, spreading false information or pitting co-workers against each other. It’s best to let this sort of employee go before too much damage is done.

The Employee Is Damaging Overall Productivity

Sure, it’s easy to say that when an individual employee’s productivity is down, you’re going to take steps. But you must also consider how an employee’s performance and behavior is affecting your own productivity and that of everyone else in the company. Staff members who have to take on the work of another employee suffer in their ability to do their own duties, and managers who must constantly take time  to deal with the issues of one employee also lose time they could be spending on other issues in the company. Does the employee seem to need too much help or take too long to do work? Is he or she responsible for frequent project delays? Does he or she make mistakes that need to be fixed? If so, it may be time to let that employee go.

Customers Are Complaining

In business, the customer is the real boss. When your customers are lodging complaints that can be traced back to one employee’s poor performance or questionable behavior, it’s time to give some real thought to finding someone else to fill that position. You should do the same if an employee is making your relationships with vendors strained — your company relies on vendors as much as it relies on customers for success.

When letting an employee go, remember that there are numerous laws in place preventing employment discrimination. Don’t give a disgruntled employee any reason to file a discrimination complaint. If you’re at all concerned about whether your decision to let an employee go could be construed as discrimination, you need our help. We understand employment laws and can make sure you remain in compliance from the moment you recruit an employee to the moment you let that employee go, if indeed such an event transpires. If, like many employers, you’re reluctant to let employees go no matter what the reason, our professionals know how to let an employee go with tact and skill.

It’s not always easy to let an employee go, but your company needs to be a priority. Make sure your employees care about your company’s values and best interests, and part ways with any employees who don’t.

5 Ways Outsourcing Recruiting Could Benefit Your Business

by National Peo National Peo No Comments

In today’s global economy, it’s more important than ever that you recruit the right people to work in your company. Successful recruiting relies more and more on keeping up with the latest changes in technology and the ever-evolving expectations today’s employees bring to the workplace. Do you know where to find the best candidates for open positions at your company? Do you have the time to spend building relationships with the most qualified job candidates? Do you know what questions to ask to make sure your favorite candidate is the best one for the job?

Save time and money when you outsource recruiting with us. We can help you find the right candidates while letting you spend more of your own time focusing on your business. You’ll benefit from reduced turnover rates, lower costs, faster growth and a scalable recruiting platform that lets your entire staff focus on doing their own jobs well.

Cut Costs

Reducing costs is one of the primary reasons many small to mid-size companies outsource recruiting. You’ll save the money you’d spend on hiring a full-time recruiter or an entire recruiting staff, but there’s much more to it than that.

When you outsource recruiting, your company will no longer have to eat the costs of a high turnover rate or cope with the consequences of positions remaining open for long periods of time. The professional recruiting services you can get when you contract with a PEO allow you to fill the gaps in your current recruiting process, freeing up resources that you and your staff can use to get back to the basics of running the company.

Hire Better Candidates

Great candidates are hard to find, even in slow economic times. Increase your chances of finding and hiring the best candidates when you use a PEO for recruiting services. Professional recruiters make it their business to streamline the recruiting process using every resource at their disposal, from online job boards and social media to old-fashioned job fairs. Reach more candidates, including many options you may not have been able to find on your own, and fill positions faster and more efficiently.

Scale Your Recruitment Needs Easily

Let’s say you’re in an industry that experiences seasonal spikes and needs to recruit temporary staff to meet your company’s additional needs at specific times of the year. Outsourcing your recruitment processes makes it easier to quickly find the extra help you need when you need it. That way your permanent staff can continue concentrating on doing their own jobs — no one has to take on extra work, whether it’s to meet the increased productivity goals of the season, or to help in recruiting temporary help. It’s a win-win.

The same goes for periods of longer-lasting growth in your company. Growing your company is fantastic, but it can be hard to recruit the extra help you’ll need to handle the increased workload on your own. Outsource your recruiting and get a dedicated recruiting staff that can keep up with your changing needs over the long term.

Address a High Turnover Rate

High turnover is the bane of any company. It costs money and harms your company’s overall productivity. Customer service suffers when employees don’t stick around long enough to get to know your customers or learn how the company works inside and out. Employee engagement suffers when staff members don’t feel like yours is a company that’s worth putting in effort for — after all, if your company was worth working hard for, why do employees keep leaving?

Outsourcing your recruiting services can address high turnover problems by filling positions with candidates who are better suited for the jobs. Professional recruiters can find you candidates who fit well, not just into their jobs, but into the company culture. As a result, staff members will feel more at home in your company and be willing to stay. You’ll see morale, productivity, engagement and customer service improve.

Make Compliance a Breeze

Are you in compliance with all of the current labor regulations? What about the Affordable Care Act — are you up to speed on what it requires of employers like yourself? Employment laws are a confusing alphabet soup of rules and regulations and it’s next to impossible for business owners to keep up. Don’t let compliance issues keep you up at night — get help from professional recruiters who know the laws and can be trusted to make sure you comply with them. When you contract with a PEO like ours, you’ll even get compliance help with the staff you already have.

Finding and hiring the best candidates is a full-time job all on its own — one that certainly doesn’t leave you much time to devote to your company’s other needs. If you don’t have the resources for a full-time recruitment staff, outsourcing your recruitment is the next best thing. In fact, it might even be better.

Here’s Why You Should Offer Great Employee Benefits

by National Peo National Peo No Comments

All employers of a certain size must offer their employees benefits, especially with the upcoming implementation of the Affordable Care Act’s Employer Mandate in 2015. Offering employee benefits above and beyond what’s required by law is a wise move for any employer. We understand that offering your employees the best possible benefits can seem to pose a greater cost burden initially, but it’s an investment in your staff that pays off mightily in the long run.

Fifty-seven percent of employers offer more than the benefits required by law. When your company joins that number, it will gain a competitive edge. The better your benefits package, the more quality employees you can expect to attract, the longer you can expect to retain them and the harder they will work for your company’s success.

Great Benefits Help You Attract Great Talent

The success of your business depends on the quality of your employees. If you want to attract the best employees to your organization — the people with the most experience and the most elite education — you’ll need to offer the sorts of benefits that attract those candidates.

Remember, your business needs to compete with other businesses in your industry to attract the best talent. The benefits you offer need to be equal to or, preferably, better than the benefits your competitors are offering their employees. A stronger benefits package consisting of great health care for employees and their families, paid sick days and vacation days, and a 401(k) will attract employees with the experience, education and skills your company needs to get ahead. The best candidates have worked hard to provide comfortable lives for themselves and their families, and your business needs to respect that.

Of course, if you’re happy with under-educated or less experienced candidates, go ahead and hire them. You may be able to get away with offering these less qualified candidates fewer benefits, but don’t be surprised if they’re not as skilled or as dedicated to your company’s success.

Great Benefits Help You Retain Your Employees

Not only will a solid benefits package help you attract the best candidates in the field, it’ll give them a reason to stick with your company longer than they would if you didn’t offer such an attractive array of benefits. Job candidates don’t just compare salaries when they’re considering which companies to work for — they’re also looking at the benefits package and, more often than not, in the long haul it’s those benefits that will keep your employees loyal. Sacrifice employee benefits for the sake of cutting costs, and you might find yourself with a high turnover rate as your (less experienced, less qualified) employees pad their resumes and move on to greener pastures where the benefits packages are fatter.

Great benefits show your employees that you care about them as people, and that makes them value their positions more. Employees are more engaged with their jobs, have better attitudes and work harder when they know that their employer cares enough to take care of their needs. If you’re tempted to offer a higher salary instead of benefits, keep in mind that a bigger paycheck isn’t going to mean much to the employee who’s worried about what he or she will do if his or her kid gets sick, or how much he or she needs a vacation. Nothing kills morale faster than a bad attitude, and nothing creates a bad attitude faster than struggling with illness or stress from overwork.

Great Benefits Keep Your Workforce Healthy

A healthy workforce is a workforce that’s capable of putting in the maximum effort to help your business succeed. Give your employees good health insurance, and they’ll get checkups more often and receive the preventative care that they need to stay healthier. Without preventative care and good health insurance, they’ll get sick and stay sick, miss more work and maybe even have to leave the company altogether. Employees who lack health insurance coverage for their families will need to miss work in order to take care of sick children or spouses.

Give your employees paid sick leave, and they’ll stay home when they’ve got the flu and avoid infecting the rest of the staff. Employees who are worried about taking a pay cut if they stay home sick will come to work anyway, and the next thing you know your entire staff is either out sick or groggy, feverish and making mistakes. Your business needs healthy employees who are able to work to their full potential to succeed.

While giving your employees a fantastic benefits package might cost your company a little more up front, it’ll pay off in the long run in the form of a more qualified staff, more engaged employees, higher morale and a healthier workforce. Your company can’t succeed without a strong, healthy and engaged workforce made up of happy employees who care about one another and your business. With our help, you can give your employees the benefits they need and deserve without sacrificing the time you need to invest in smooth operations.

Basics of Effective Retention: How to Hang On to Your Best Employees

by National Peo National Peo No Comments

Retaining your best employees is crucial to the long-term success of your company. Keeping your best employees on the team means your customers will be more satisfied, your business will earn more profits, your team as a whole will be more engaged and more of your employees will intimately understand the inner workings of your organization. Losing a good employee can cost your company thousands. Employee retention goes beyond just offering more money or better benefits to employees who threaten to quit.

You need to start building your employee retention strategy from the moment you hire an employee. When an employee does leave your company, have your PEO conduct an exit interview so you’ll know exactly why the employee is leaving and, more importantly, what you could have done to hang on to him or her.

Hire the Best Candidates

Your employee retention strategy starts during the hiring process. Hire the best candidates you can find — these candidates will be most likely to engage with the job and the company and will therefore be the easiest to hang on to. Do your best to make a strong first impression when you do hire an employee.

Have Clear Expectations

Satisfied employees know what’s going to be expected from them each day when they show up to work. Make sure your expectations are clear and don’t keep changing them. Changing your expectations stresses out your employees, puts them on edge and makes them feel insecure, nervous and unsuccessful. Your employees need to feel secure and successful. They need a reasonable level of freedom from stress. While you can occasionally modify job descriptions and expectations, it’s important that your employees have a basic framework for your expectations.

Showcase Employee Talents

Each of your employees will have talents and skills they’ll want recognition for in the workplace. Most of them will want to contribute beyond the basic requirements of their job descriptions. Take the time to learn about your employees’ talents and skills and give them the space to use them in ways that contribute to the company, whether or not those contributions fit strictly into their current job descriptions.

Pay attention if any of your employees are offering to help with any company projects — it’s probably because they have skills and experience that could prove valuable. Employees who aren’t allowed to flex their creative muscles and showcase their talents, especially when they ask to do so, are more likely to look for another job.

Let Your Employees Express Themselves

Your employees should have the freedom to express themselves and give feedback. Don’t just say that you have an open-door policy and leave it at that — most employees won’t feel comfortable offering feedback or expressing concerns unless management makes the effort to engage with them and solicit their opinions. Of course, your employees should be allowed to express concerns and opinions appropriately without fear of reprisal; if they don’t feel free to express themselves, or if they get in hot water for doing so, they’ll find another work environment.

Retain Quality Supervisors

Often when someone quits his or her job, it’s not the position or the company that’s the problem — it’s the supervisor. It’s not always just a matter of the supervisor being an unpleasant or unlikable person. Managers who lack the soft skills necessary for leadership will have a hard time getting employees to engage. The same is true about managers who aren’t clear about expectations, earning potential or feedback. Supervisors need to give employees clear pathways to success.

Prioritize Work-Life Balance

Your employees aren’t machines; they’re human beings. Even passionate and engaged employees probably care more deeply about their personal lives and families than their jobs. Make sure your employees have plenty of time in their work schedules for their personal commitments. Flexible scheduling can be a great option, but your employees also need time off regularly.

Not overworking your employees is crucial, but you should also take care not to let them overwork themselves. Make sure vacations are regularly taken and that employees don’t work too many late nights. They’ll thank you for it.

Help Your Employees Grow

Your employees need opportunities to grow and evolve as members of the work force, and that extends beyond training designed to make them better at the jobs they currently hold. Give them the chance to learn new things and develop new skills. Give back to your employees and help them fulfill their potential, and you’ll earn their loyalty and trust.

If your business is to succeed in the long term, you need to retain your best employees for as long as possible. Give your employees an environment in which they can flourish, and make their needs a priority, and you’ll find that they’ll stay with your company longer and work harder for your success. Contact National PEO today to start your search for that success.

Boost Employee Engagement with These 5 Strategies

by National Peo National Peo No Comments


According to a recent report from Gallup, only 13 percent of employees worldwide are actively engaged with their positions. Employee engagement is highest in the United States, where 30 percent of employees are engaged at work – but that still means that 70 percent of American workers are either not engaged or actively disengaged.

Workers who are not engaged are checked out; they’re going through the motions at work but not putting any of their passion or drive into doing their jobs. They don’t like their jobs very much and as a result they’re not doing their best. Workers who are actively disengaged are more than just unhappy with their jobs. They’re sabotaging their companies’ and coworkers’ accomplishments and are most likely trying to find work elsewhere.

Researchers with Gallup have found that engaged employees produce vastly improved outcomes in such areas as:

  • Productivity
  • Customer ratings
  • Profitability
  • Safety incidents
  • Turnover
  • Absenteeism
  • Shrinkage
  • Quality
  • Patient safety incidents

Workers who are actively engaged in their jobs are twice as likely to succeed as those who are actively disengaged. Engaged employees are also more likely to stay in their jobs. How can you boost engagement among your employees?

Give Your Employees Opportunities to Succeed

Employees who have chance to learn, grow and excel in their positions are more engaged than employees who are plodding along without hope of advancement. Focus on giving your employees chances to develop their skills and become more valuable members of the work force. Create opportunities for your employees to work together on team projects and to get feedback from one another. Reward your employees for good performance with bonuses and promotions.

Let People Get Creative

The most successful businesses are ones that allow their employees to pursue their own passions and interests under the aegis of the company. Allow your employees to pursue projects that interest them during 15 to 20 percent of their company time — that’s just one day a week. Inventions like Adsense, Google News, Gmail, masking tape and Post-It notes were invented by engaged workers whose companies gave them the freedom to do the work they were most interested in. What kind of innovations could your employees produce?

Keep Tabs on Job Satisfaction

Job satisfaction is a huge part of employee engagement. Are your employees satisfied in their jobs? You need to know. Monitor employee job satisfaction regularly.

When you collect data from your employees on their job satisfaction and engagement levels, make sure it’s relevant and easy for your company to act on — PEOs have the expertise necessary to choose the right employee engagement surveys for your company. When you ask your workers to share their opinions and feelings about their jobs and their workplace, they expect you to act on that information. Be prepared to make changes when called for in order to boost engagement throughout the company.

Encourage a Strong Company Culture

Your company culture is a huge part of what encourages loyalty among your employees. Employees who feel a strong sense of connection to their coworkers are more likely to be highly engaged. Encourage bonding between your employees — team building exercises and company get-togethers help your employees get to know one another better and forge relationships based on more than just work. Giving your employees plenty of chances to work together on projects helps them come to depend upon one another in the workplace.

Another way you can strengthen your company culture is to emphasize flexibility and openness. People are busier than ever and it’s becoming increasingly important for employees to have some flexibility in their work hours. Employees who are allowed to put in 20 percent of their hours working remotely are actually more engaged than employees who log all of their hours in the office. Not only are they more engaged, workers who occasionally telecommute are more likely to willingly put in longer hours.

Choose Good Managers

The most engaged employees are typically the ones who have the best managers. Great managers are committed to their employees’ growth. They work hard to understand each individual person’s strengths. They try to give each employee ample chances to exercise those strengths. They recognize their employees’ worth, reward them for their contributions and seek out their opinions and ideas.

Not everyone has the talent or skills to be a good manager, so it’s important that you choose carefully when hiring for management roles. Choosing the wrong candidate for a management role can wreak havoc on your employees’ engagement levels. Recruitment help from a PEO can be vital to choosing the right managers for your organization.

Engaged employees are passionate about what they do and willing to work hard to reach their full potential within your company. As an employer, you can do a lot to increase your employee engagement and when you do, you’ll see your employees begin to succeed by leaps and bounds. When your employees succeed, your company succeeds too.