Month: May 2016

Exit Interviews Offer Multiple Advantages

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Most companies focus on interrogating applicants to hire the right talent. However, exit interviews can glean valuable information from resigning employees. National PEO’s workforce recruitingexitinterviews
experts can handle either or both. Fill out our online contact form to get your quote for these team-building services.

Business Gains

Decrease staff turnover: Understanding how workers view your employer brand can help you develop effective ways to diminish personnel turnover. Learning why employees leave and what your firm could have done differently to keep them can upgrade your long-term talent retention. Use such knowledge to avoid making similar mistakes with current and future recruits.

At times, departure interviews offer chances to retain valuable employees who would have left otherwise. Some organizations accept resignations too quickly without discussing or testing staffers’ determinations to leave. During the final employment step, separation meetings can become safety nets that convince key crewmembers to stay.

Inspire positive changes: Developing an exit interview consensus over time will help you comprehend your company’s major turnover reasons. Changing certain business practices may reduce your staff renewal rate. If most to all departures complain about inadequate vacations, for example, rethink your paid-time-off policy.

When patterns emerge but altering corresponding situations is impossible, using that information to modify your talent selection process can help decrease employee turnover. For instance, recent grads might not enjoy jobs focusing on routine bookkeeping duties that don’t utilize all their newly acquired occupational skills. On the other hand, experienced accountants closer to retirement could be happy in those positions. Whenever personnel leave for unfixable reasons, learning from them amounts to free yet valuable business consultations.

Reduce potential lawsuits and liability: Separation interviews allow discussions about company and employee obligations and rights after departures, indicating that your organization follows labor laws. They can stop former personnel from filing discrimination and harassment lawsuits. Besides covering customary issues like remaining vacation pay and COBRA, review copies of confidentiality, non-compete, and any other post-service agreements staffers signed. Addressing everything openly can prevent workers from involving attorneys in potential litigations.

Avoidance Reasons

Some small- to mid-sized companies find that administrator/workforce familiarity makes exit interviews too awkward. Vacating personnel may give guarded answers. Not wanting to alienate former employers, many resigning workers avoid being critical. Instead of revealing that their bosses were bullies, they attribute their departures to inoffensive reasons: New jobs offered higher compensations, greater benefits, and/or promotions with more responsibilities.

exitinterviews1Overcome employees’ reluctance about sharing honest opinions by asking why they began looking elsewhere instead of what made them quit. That may uncover your firm’s shortcomings. Maybe your training does not measure up to what big corporations can provide, so personnel never mastered their jobs. Alternatively, if work bored ambitious staffers, they might have sought more stimulating positions.

Supplementing in-person exit interviews with hard-copy or online follow-up surveys can boost results. In private, reserved employees may be more forthcoming with their true feelings.

Helpful Questions

Inquiries that encourage staffers to divulge their real departure reasons include:

  • How did things go for you here?
  • Can you offer any suggestions for improvement?
  • What could our company have done to stop you from resigning?
  • Where did we come up short, compared to other employers?
  • How will your new position satisfy your vocational goals?
  • What does your new employer provide that we did not?
  • May we contact you with future opportunities? For yes answers, add: Will you update us as your experience and skills expand?

Conversation Records

Witnesses or interviewers should take notes during exit meetings to document conversations. You can supply proof of questions and responses if court cases arise later. When employees file discrimination lawsuits after not mentioning that reason for quitting, for example, your notes may help your defense resolve, settle, or dismiss their claims.

Discovering staffers’ discrimination or harassment allegations or legal action plans during exit interviews provides opportunities to avoid them. Offering increased severances may derail potential lawsuits. Advance notice enables consulting attorneys early. Completing investigations of employees’ complaints before they file suits can demonstrate that they’re meritless.

Retaliation Prevention

Anytime exit interviews bring up negative responses, remain objective. Do not retaliate against good-faith complaints. To minimize hurt feelings, share departure discoveries with other team members tactfully. Former employees can sue angry supervisors or colleagues who damage their reputations by defaming them falsely. So advise your crew to be cautious about commenting on current and previous staffers within and outside of your workplace.

Likable Leaders Share These Habits

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Dictators, complainers, and faultfinders with brilliant visions may command reluctant crews for a while, but their arrogance, impatience, and condemnation burn out workers before they can likableleadersthrive. Conversely, employees follow likable leaders gladly with unconditional conviction.

When staffers portray managers, they skip innate characteristics like intelligence, extraverted personalities, and charisma. Instead, they focus on qualities for humility, positivity, and approachability that emotional intelligence can control. Leaders possessing such flairs gain admiration while outperforming their lacking counterparts.

Acquired Skills

These learned behaviors can make your management style more universally appealing:

Humility: Arrogance destroys likability quickly. Humble authorities don’t believe they rate above their employees, so they don’t behave as if they’re superior. Rather than flaunting their prestigious status, they view their leadership positions as serving their followers with greater accountability.

Positivity: Respected executives’ positive outlooks are evident in their word choices. Instead of having to make board presentations, optimistic managers get to spread their visions among influencers. Factory tours aren’t obligations. They’re opportunities to connect with product producers. Even when facing truly negative situations, upbeat leaders foresee the future with enthusiastic hope. They exude confidence about helping tomorrow surpass today.

Approachability: Some people spare time for others only when such associations benefit them. But welcoming leaders trust that personnel of all ranks and abilities are worth their attention, despite their hectic schedules. They see personal merits everywhere, so the entire staff feels valuable.

Interpersonal connections: Popular executives make team players feel like they are engaging in personal discussions — even in crowds. Employees feel like the only people around them who count. And at those times, they are. Sympathetic bosses viewing staffers as significant, sensitive, fellow humans converse on very personal and responsive levels.

Composure: Even-keeled directors take their personal achievements and setbacks in stride. They’re not braggarts when succeeding, and mistakes don’t rattle them. Instead, they savor victories without being egotistical and acknowledge failures readily without allowing them to hinder recoveries. Learning from both, they move forward.

Generosity: Insecure bosses who fear full access to job fundamentals might enable employees to outshine them hold back knowledge, resources, and contacts. But confident leaders share those essentials generously so their workers can triumph. They embrace and celebrate the correlation between individual and team successes.

Perceptiveness: Discerning leaders’ refined social awareness helps them excel at reading people. Because unspoken communications can overshadow verbalized ones, they notice body language, facial expressions, and speaking tones to perceive hidden messages.

Integrity: Principled managers’ actions instill trust and respect. Instead of just mentioning integrity, their conduct demonstrates it daily. Charming administrators aren’t likable unless strong ethics back up their appealing qualities.

likableleaders1Encouragement: Inspiring authorities go beyond spotting the best assets in employees to making sure they and everyone else involved embrace their gifts. By drawing out staffers’ talents, individuals better themselves and their joint teamwork.

Substance: Deep thinkers realize that their wisdom and proficiency are crucial to their followers’ success. So instead of making shallow small talk, they share their profound expertise with crewmembers regularly. Admired leaders don’t boast about or exaggerate their strengths. That’s unnecessary. They possess true substance, which they impart willingly.

Delegation: Savvy leaders know the merits of delegating. When you partner with National PEO, we can handle numerous back-office duties from human resources and payroll services to workers’ compensation and employee benefits while you guide your firm’s success.

Effective Messages

To increase your likability and team’s achievements, address employees with these supportive phrases:

Our aim is: Emphasize bigger pictures so workers will sense greater connections and motivation to contribute to common goals.

Enlighten me: Staffers who believe you value their opinions enthusiastically will strive for professional excellence.

So you’re saying: Listening, the key to effective communication, maintains group loyalty.

Thanks for your input: Concluding conversations politely and gratefully encourages ongoing feedback.

Great job: Flattering staffers privately or publicly about specific projects is a major motivator.

How can I help?: Showing crewmembers that you care about both job-related and personal matters increases their loyalty.

What’s your opinion?: Inviting employees to express their opinions freely fosters autonomy, creativity, and teamwork.

At your convenience: Acknowledging that productive times vary among workers raises efficiency immensely.

I have faith in your judgment: Besides monetary incentives, trusting staffers’ decisions stimulates higher performance.

Next time, what would work better?: Reduce the stress of mistakes by persuading personnel to find improvement clues in any unfortunate errors.

Avoid Legal Problems With Employees

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Many companies reserve risk management for outside sources like vendors and customers when detrimental lawsuits can be internal. Ignored and mishandled personnel issues that turn intolegalproblems litigations can become costly setbacks. Mitigate your firm’s risks while protecting your finances and reputation by adopting the following smart business practices.

Treat Your Staffers Respectfully

Disrespected crewmembers may seek legal revenge against your company if anyone deprives them of their dignity, humiliates them, or treats them poorly. In courts, juries tend to sympathize with mistreated workers.

Your firm could invite retribution by shaming personnel publicly for inferior performance, spreading staffers’ personal struggles, or enlisting armed guards to escort fired employees from your property. Managers who deal with everyone fairly and politely with equal respect can avoid lawsuits while boosting workforce morale.

Communicate With Personnel Openly

Adopt and maintain a gracious open-door policy. That will help supervisors discover employment concerns early, when they are easiest to resolve. Leaders who listen and inform staffers about job-related issues show that management values everyone’s opinions, a key component for positive workforce relations. Transparent practices and two-way dialogues will minimize the chances of misunderstandings turning into lawsuits.

Be Consistent

Staffers distrust superiors who play favorites or punish scapegoats. Workforce morale will plummet if crewmembers see that executives do not hold everyone to systematic rules. Discrimination complaints are successful when bosses treat employees in comparable situations differently. So apply uniform job performance and personal conduct standards to all team members at all levels.

Schedule Evaluations Regularly

Performance reviews can serve as early-warning signals, indicating impending employment problems. Ideally, they turn poor performers into valued workers. However, disgruntled staffers might claim evaluations constituted unfair treatment in lawsuits. So deliver unfavorable assessments to potential troublemakers before witnesses. Their objective perspectives may be beneficial if employees take legal actions.

Make Fair Decisions

Use job-related facts — not workers’ races/genders/private lives or personal biases — to guide all personnel decisions. Besides making economic sense, that habit will help managers avoid discrimination, wrongful termination, and privacy violation lawsuits.

Do not Discipline Messengers

Troubles may arise if you punish whistleblowers or employees who reported unsafe workplace conditions, discrimination, or harassment. Address underlying issues, not crewmembers who bring them to management’s attention.

legalproblems1Practice Discretion

Spreading rumors and gossiping about staffers’ problems are surefire ways to provoke them into involving the legal system. They may sue your firm for defamation, emotional distress, poisoning your well of prospective recruits, or your hostile work environment. Avoid such undesirable situations with protective measures such as sharing just the specific facts crucial to job performance at required times only.

Establish and Follow Sound Policies

Your employee handbook, an essential workplace tool, will convey key information to and manage crewmembers while protecting your company from lawsuits. All staffers should sign acknowledgements that they have read and understand your documented policies. After adopting regulations, following and enforcing them consistently is vital. Bend your rules, and personnel will quit taking them seriously. Even worse, workers can sue you for practices that differ from published directives.

An employee set a precedent by filing a breach of contract suit when his employer did not follow handbook compensation and benefit policies. The appeals court ruling proclaimed that the firm’s manual was an implied but binding employment agreement. A disclaimer stipulating that it was not a contract would have helped the proprietor prevail in the courtroom. In addition, a provision indicating that company procedures are subject to changes at the employer’s sole discretion could limit legal liability further.

National PEO can create a basic or custom employee handbook outlining your firm’s workforce regulations and guidelines. Our experts will coordinate with you and conduct research to include all applicable industry standards and mandatory compliance notices. Review your manual regularly to request updates as needed to stay current.

Keep Detailed Records

If workers sue your organization, you must recall and describe what transpired and prove why your account is the accurate one. That requires keeping vigilant, dated files on all major employee incidents and decisions including performance reviews, disciplinary warning forms, and firing reasons. Delaying record creation until staffers file internal complaints or lawsuits will harm your credibility. Instead, document events contemporaneously, which is around the times they occur.

Address Concerns Promptly

Once you become aware of employment problems, resist the impulse to ignore concerns until them go away. Take quick action, or minor issues can evolve into worse predicaments or expensive legal battles.

Is the Unlimited Vacation Trend Right for Your Company?

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The approaching summer vacation season should prompt you to review your paid time-off policy. Have you considered switching from traditional to unlimited downtime so personnel can unwind
and recharge? Successful examples show why and when this modern system works.

Case Study

Netflix employees began relishing as many extra vacation days as they wanted in 2004. The company granted them freedom to choose when to work, how long their responsibilities take to accomplish, and when to enjoy time away from their jobs. Since instituting that policy, the operation’s market cap has grown to exceed $51 billion.

While encouraging flexibility, Netflix also emphasizes accountability. Workers must communicate their schedules to their supervisors, who expect high performance. That principle is so central to Netflix’s culture that management rewards work that is just adequate with terminations that include generous severance packages.

Employees can take infinite vacation days because no superiors track their time. Rather than micromanaging how personnel fulfill their duties, leaders seek results — the only metric that matters. They discovered that increasing staffers’ autonomy makes them more responsible. Without the distractions of domineering rules, team members’ focus and production grew.

Upgrading Reasons

Back when Netflix offered a conventional vacation policy, staffers asked a key question: Since we do not keep track of our after-hours time like answering business emails from home, why maintain records of our days off from work? Management understood and addressed that question’s simple logic.

Basing pay on hours made sense for industrial-age employers when workers stood on assembly lines for fixed shifts. Thanks to convenient technological advances, many present-day employees perform job duties from anywhere they might be whenever needs arise. Such scenarios make off time an obsolete concept for modern talent.

Today’s participation economy measures and pays staffers according to their production. Yet we still cling to industrial-era practices of compensating personnel for how much time they spend at workplaces. Recognizing that as a massive de-motivator, Netflix changed its leave policy to match how crewmembers accomplish their work.

Brazilian Origins

Unlimited vacations did not begin at Netflix, even though it was among the first significant American organizations to embrace them. Semco, a Brazilian firm, has offered them quietly for over 30 years. Following serious health issues at age 21, the founder’s son realized that his grueling work schedule was killing him slowly. That meant other employees also were in danger.

unlimitedvacation1In a radical move, the firm eliminated traditional work shifts, vacation time, and sick days. Despite typical fears of output plummeting, talent became fiercely loyal and more productive. The company thrived as the staff did. Revamping its scheduling policy in 1981 helped Semco’s worth grow from $4 million to today’s $1 plus billion.

Global Comparison

In America’s workaholic society, employees receive fewer days off than those in all other countries besides South Korea. Five, 10, or 15 per year are common. Laws do not require U.S. organizations to provide annual paid vacations, but many other nations must follow such mandates. Brazilian personnel amass 30 days plus 11 holidays. United Kingdom workers can take 28 including holidays. Austrian, Danish, Finlander, French, Luxembourger, and Swedish staffers get 25 days.

Policy Incentives

Various firms defend their inflexible vacation plans by asserting that employees would exploit lenient methods. However, the 1 to 2 percent of U.S. companies trying limitless programs finds the reverse. Freedom strengthens workers’ ownership and answerability to the point that some workers do not take any time off at all. Therefore, some corporations switching to unrestricted time off also establish leisure incentive policies. Talent submitting travel expense receipts receive partial to full reimbursements. Evernote repays staffers $1,000. FullContact ups that stipend to $7,500.

Workaholic recruits may seem ideal, but exhausting schedules do not benefit your business or overworked personnel. Shrewd companies realize that recharging during downtime — particularly when empowered staffers can take leaves as needed — increases creativity and productivity upon returning. Your firm will save money by not paying departing employees for earned but unused vacation days, conserving funds to subsidize leisure getaways.

Modern Update

Sadly, most companies still reward their teams by an outdated assembly-line approach. When personnel work from wherever and whenever necessary to achieve results, updating your compensation and benefit programs to reflect that business concept makes sense. You may choose to count time off until you confirm this system is effective. If you worry that will create a recordkeeping nightmare, National PEO’s payroll administration services will track the vacation and sick days each employee uses.

Protect Crews Working in Extreme Heat

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Soon, sweltering summer conditions will plague construction crews and other outdoor workers. Scorching May to September weather ranks Arizona among the earth’s hottest locales. Toiling long hours in extreme temperatures increases the risk for employee illness and injury. Every year, emergency rooms across the state treat almost 2,000 patients for heat-related complaints. Over 1,500 residents died from severe natural heat exposure between 2000 and 2012.

National PEO’s heat stress training will prepare your employees to identify warning signs, understand their causes, avert incidents, and treat symptoms to avoid serious harm and fatalities. Review the Arizona Department of Health Services’ safety tips to protect your team and minimize workers’ compensation claims.

Preventative Steps

Heat escaping through staffers’ skin and perspiration cool them naturally. Anyone unable to do so properly or sufficiently can be vulnerable to heat-induced illnesses. At-risk workers include outdoor, overweight, and sick employees along with those taking certain medications. Untreated heat-related conditions can range from serious to deadly. To ensure personal protection:

Drink more water: Consume one to two liters of water every hour of outside shifts. Take extra care during strenuous activities when depleting up to four liters hourly is possible. Keep liquids handy, and drink regularly — even when you do not feel thirsty. Omit caffeine, which has dehydrating effects. Do not take salt tablets except on doctor’s orders.

Dress for heat: Lightweight, breathable, light-colored work attire and hard hats help reflect the sun’s energy. Protect exposed skin with sunscreen.

Make dietary modifications: Eat smaller meals more often. Skip high-protein foods that may raise metabolic heat.

Limit heat exposure: Schedule strenuous activities for the coolest hours between 4 a.m. and 7 a.m. Work in shaded, covered, or indoor environments throughout the hottest interval from 2 p.m. to 4 p.m.

Take breaks: Rest during frequent cool-down breaks in shaded areas or more comfortable places. Whenever physical exertion causes heat-related symptoms, stop for breathers in ventilated locations.

Be alert: As temperatures rise, watch for the following illness stages and perform appropriate care.


Symptoms: Thirst indicates that mild dehydration has occurred already.

Treatment: Ingesting water promptly in cooler areas may prevent more serious stages.

Heat Cramps

Signs: Heavy exertion and sweating reduce bodily salt and water levels. Mild to very painful muscular spasms may result in leg or abdominal muscles.

First aid: Take a break from physical stress to rest in air-conditioned comfort. Consume half a glass of cool water or a sports drink every 15 minutes. Stretch cramped muscles slightly, holding extensions 20 seconds. Massage relaxed regions gently. Repeat as necessary. When no other heat symptoms are present, resume work after cramping subsides.

Heat Exhaustion

extremeheat1Indicators: This condition occurs typically when personnel lose body fluids through heavy perspiration while working in warm, muggy places. Due to high humidity rates or excess clothing layers, sweat does not evaporate properly. Depleted fluids decrease blood flowing in vital organs, causing shock. Insufficient cooling signals include:

  • Moist, cool, pale skin that may appear flushed or reddish following demanding activities
  • Profuse sweating
  • Near normal body temperature
  • Skin temperature that feel hot in some cases
  • Vomiting or nausea
  • Headache
  • Dizziness
  • Exhaustion or weakness

Remedies: Stop physical activities, move to a breezy or indoor location, and rest in a relaxed position. When alert, fill half a glass with a caffeine-free sports drink or chilled water. Hydrate slowly every 15 minutes. Loosen or remove tight clothes. Drape cool, damp cloths on exposed skin, or mist with water. Other crewmembers should call 9-1-1 if workers refuse fluids, vomit, or lose consciousness.


Signals: Life-threatening sunstroke or heatstroke occurs when staffers’ internal temperature-control systems stop functioning. The mechanisms that should instigate perspiration cannot refresh overheated workers. Body temperatures can climb high enough to cause brain damage or death if victims do not cool down quickly. Variable signs may include:

  • Moist skin if still sweating
  • Red, hot, dry skin if perspiration has stopped
  • Body temperatures that may reach 105° F
  • Vomiting
  • Throbbing headache
  • Confusion
  • Fast, shallow breathing
  • Quick, weak pulse
  • Seizures
  • Decreased alertness or unconsciousness

Emergency care: Other personnel must call 9-1-1 immediately. While waiting on help, relocate victims to ventilated areas. Use available cooling methods quickly. Wrap numerous cold or ice packs in cloths. Apply them over large blood vessels at wrists, ankles, and armpits, as well as the neck. Wrap workers in wet sheets and place them in reclining positions in front of air conditioners or fans. Omit rubbing alcohol that closes pores, trapping internal heat. Make sure airways are clear, and watch for breathing problems.

Top Millennial Perk: Education Debt Relief Plans

by NPEO Media NPEO Media No Comments

perkeducationMillennials born between the early 1980s and mid ’90s have amassed higher student loan obligations than all other generations. They also are becoming the chief workforce demographic. This means gym memberships, free snacks, and holiday parties aren’t enough to entice this talent group to accept jobs. These needy young adults are being very selective by looking for employers that offer education debt-relief plans, a growing benefit trend.

Financial Burdens Sway Priorities

Outstanding U.S. student loans have reached a staggering $1.3 trillion. Almost seven of every 10 alumni owe considerably high sums for earning recent college or trade school degrees. The 2015 graduating class alone racked up an average of $35,051 in education debts per person. Huge financial drains are causing current scholars to reconsider if academic credentials will help them land high-paying positions. Economic issues are influencing which majors they pursue.

Such overwhelming responsibilities force workers to choose between reimbursing scholastic loans and achieving other impending yet costly life milestones like marriage, home ownership, and families. Many millennial employees elect to pay down debts instead of saving for retirement that is roughly four decades off in the distant future. Due to high lender balances, younger personnel who participate in their employers’ 401(k) plans contribute low percentages that are too insufficient to provide for late-life workforce exits.

Saving in early adulthood is the best way to boost investment compounding and growth over time, improving staffers’ chances of accumulating enough money to retire. However, trying to compensate for not building wealth soon enough during their later years is challenging. Then, workers must contribute much larger percentages of their incomes while possibly also funding their own children’s expenses and/or elderly parents’ care.

Current Monetary Assistance

A study found that almost 80 percent of people who received educational advances prefer working for firms offering repayment assistance programs with matching opportunities. Of those, 49 percent favor school-loan contributions over company-sponsored 401(k) plans. Other research shows that half of recent graduates wish their employers would subsidize their college balances instead of health insurance or retirement.

Sadly, only 3 percent of enterprises offer scholastic loan repayment plans currently. Typical industries include technology, law, and medicine — all specialized fields that require lengthy and expensive schooling. Some benefits may help government workers and teachers. Luckily, forward-thinking companies are enacting creative programs to help struggling millennials and inspire future generations of business leaders to choose higher education.

perkeducation1Emerging Benefit Trend

When considering appropriate options to compensate their teams, perceptive firms offer help where young workers need it most: paying down student loans. Companies are devising various incentives. Some put $100 per month toward staffers’ college bills for as long as six years. Other outfits lure new hires with sizable contributions over preset intervals, following low monthly expenditures with balloon payments several years later. Both strategies ensure loyalty.

Group-sponsored programs that combine debt relief and retirement savings offer balanced approaches that can set workers up for more secure futures. Such win/win situations enable reducing loans while building up funds for their post-work periods. When staffers make school payments, their employers deposit pretax subsidies into their retirement plans — even for non-participating team members who are not eligible to receive matching contributions.

Company assistance possibilities include fixed dollar amounts, proportions of workers’ college loans, and percentages of staffers’ total compensations by payroll periods or at bi-weekly, monthly, or annual intervals. One industry expert doesn’t foresee student debt pay-down programs becoming as popular as 401(k) retirement plans, but he anticipates as many as 100,000 businesses offering options between 2021 and 2026.

Mutual Advantages

Today’s young job seekers want unique employment benefits that address their top financial issue. Firms hoping to interest, hire, and retain those millennials are embracing their education debt concerns. Company loan contributions are cost-effective recruitment tools that reinforce workforce knowledge, skills, innovation, productivity, loyalty, and satisfaction.

Your support could lessen millennials’ financial burdens so they can plan for futures goals. Benefits that shave off $10,000 of workers’ loans can shorten payoffs by as much as three years. The chances of saving enough money to buy homes or start families climb when carrying less student debts. Options that also pad their retirement accounts fulfill needs at both ends of the career spectrum. National PEO can simplify that additional benefit when administering your company’s Employee Assistance Programs. Complete our online form to request a group benefit quote.

Are You Addressing These HR Essentials?

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Typical human resource (HR) issues that employers face include recruiting workers, training employees, preventing discrimination, increasing productivity, ensuring safety, resolving conflicts, and offering benefits. To lighten your load, National PEO provides various staffing solutions ranging from comprehensive services to customized individual tasks. Access more useful employment information via our federal and state government links.

Recruiting Workers

HR specialists perform most employee recruitment duties. They must find methods from internet employment sites to job fairs that generate qualified candidate interest in specific positions and your company. Numerous firms face even bigger hiring challenges because globalization increases competition to encompass the whole world instead of one region or country. Today’s talent is searching for greater work/family/life balance, so offering flexible schedules and shorter hours may be wise.

Many ventures enlist independent contractors in addition to or in place of in-house staffers. Those freelance workers cover their own Social Security, Medicare, and income taxes plus insurance premiums. By performing tasks off site, they reduce company overhead costs because larger facilities, more workstations, extra equipment, and additional benefits are not necessary.

Classifying talent correctly as full-time, part-time, temporary, seasonal, or contract can influence your taxes and benefits greatly. National PEO experts will ensure that your staffing needs meet all government requirements and best business practices.

Training Employees

Virtually all industries and enterprises provide training so workers can follow their specific procedures and policies. HR professionals determine how and when to guide employees without interrupting or straining daily operations. They define how tutorial classes factor into their firm’s budget and calendar. National PEO’s instructional seminars range from employment regulations to labor law compliance. Besides avoiding lawsuits, we will help you maintain a welcoming, safe, stable, and productive work environment.

Preventing Discrimination

Organizations value diversity for blending assorted thoughts and experiences to inspire fresh ideas and improve output. Creating a feeling of equality supports teamwork. Entrepreneurs count on personnel specialists to diversify their crews through recruiting, hiring, promotions, and terminations. Laws prohibit various workplace prejudice forms, so HR must conduct employment duties by business and judicial standards. More jobholders recognize their employee rights today, so discrimination complaints could mount. National PEO can help your firm avoid such legal issues.

Increasing Productivity

Managing staffers to maximize productivity is a key goal that leads to greater revenue generally. HR personnel consider strategic aspects carefully including shift employee counts, team assignments, how to keep morale high, and motivators like bonuses. Those factors may share strong connections, so challenges revolve around making modifications in certain areas without disrupting others. Experts can develop appropriate adjustments and corrections that will not strain your company budget.

hressentials1Ensuring Safety

Workers in industries like construction and manufacturing must use safety equipment properly. Otherwise, accidents, physical harm, health problems, and/or property destruction may result. Prepare your team by conducting ongoing evacuation training, mock emergency trials, and fire drills.

Even standard office essentials like desks and computer keyboards that ignore ergonomics can be potential injury sources. HR personnel direct or coordinate solutions for such issues to protect all staffers. They also investigate managerial oversight and dangerous workplace allegations.

Resolving Conflicts

Although HR team members strive diligently to find good fits for your company culture, wide-ranging workforce personalities, skill sets, and experiences make some conflicts inevitable. Verbal and physical harassment complaints are commonplace, but controversies concerning stolen property, broken supervisor promises, and other disputes also occur.

Retaining involved employees is more cost effective than finding and training replacements typically. So if your firm does not resolve disagreements promptly and effectively, dismissals or resignations can be expensive outcomes.

Offering Benefits

All organizations offer some type of employee benefits to be competitive and/or comply with national, regional, and/or local regulations. HR and company leaders work together to develop employment policies and benefit packages. Common staff extras include paid vacation time, sick and personal days, health and life insurance, dental and vision coverage, product discounts, and retirement plans. Your firm may need to customize incentives for talent seeking opportunities that will decrease their financial risks in erratic economic times.

Benefits lapse when employees quit or leave following involuntary terminations, so keeping precise hiring and separation records is key. Managing COBRA that allows former workers to keep their health insurance at full price is a complex legal responsibility. Partnering with National PEO to handle your HR duties will ensure benefit administration accuracy and compliance.

Help Managers Improve Employees’ Bad Attitudes

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Negative mindsets and conduct can erode workplace morale, business goals, and revenue greatly over time. Bosses need proven strategies to rectify such potentially destructive attitudes. Fill out National PEO’s quick contact form online to request HR and management training for this tricky personnel concern. The following approaches can help supervisors handle such awkward situations better today.

Survey Staffers

Arrange an anonymous attitude survey to gain a clear understanding of your employees’ opinions. Crewmembers who might be unwilling to share their negative feelings and thoughts directly may be more open secretly. Gathering everyone’s viewpoints will send the message that your company cares about its personnel, which could help turn around gloomy spirits.

Identify Problems

Generally, negative workers do not make big blunders that stir up major troubles. Their production quality is frequently good, so bosses do not fault their performance often. That might make them hard to identify. Such employees share these incessant behaviors:

  • Complain about various things including exaggerated gravities of colleagues’ mistakes
  • Insult workmates to others and spread gossip
  • Initiate rumors that turn employees into rivals
  • Criticize managers sneakily, undermining their authority without them recognizing and correcting such actions often

To assess problem areas and the importance of addressing them, answer these key questions:

  • What adverse effects are staffers’ behaviors causing?
  • How do those habits affect their co-workers and/or reports?
  • In what ways do those actions vary from company-wide norms for all personnel?
  • Could following accepted conduct standards improve morale and output?

Guide Difficult Conversations

No one enjoys tough exchanges between bosses and negative employees, but delaying such encounters can worsen bad situations. In private one-on-one sessions with acidic staffers, managers should pursue these methods:

Acknowledge any awkwardness: Supervisors can admit that their comments may be difficult to hear and discuss.

Focus on results: Indicate that workers must address harsh realities to perform their jobs successfully.

Accentuate positives: Highlight good outcomes staffers can expect after changing disruptive behaviors. If they remain defiant, stress negative consequences of not upgrading their outlooks.

eebadattitudes1Be specific: Experts advise supervisors to tackle bad attitudes using specific facts — not general terms — about employee behavior problems. Stating that you don’t like workers’ dispositions so they should fix them is too vague. Instead, identify negative staffers’ actions. Present representative examples of past judgmental remarks for clarity. Declare that disparaging clients to associates is not helpful, for instance. It poisons other customer service reps’ moods.

Tolerate a little ranting: Calling out employees’ undesirable behaviors may make them defensive. So let them vent opposing opinions briefly. They may just need you to hear their interpretations. Then steer conversations back to correcting your concerns.

Use first-person plural pronouns: Approach struggles as challenges for all affected parties. “We have to fix our problem” helps staffers realize their behaviors’ importance without singling them out.

Restrict “you” usages: Dumping all responsibilities on employees will derail reciprocal communications. Directing constant attacks at “you,” like “You have the worst outlook” may provoke arguments. “We have an attitude issue to solve” is preferable.

Avoid “but” and “however”: Some bosses think opening compliments lighten bad news that follows. Employees will respond well to hearing that their work efforts are good. Tacking on “but …” alters that message enough to elicit anger. Substitute “and” for the dreaded “but” or “however” to help interchanges go more smoothly. Finish positive assessments with “… and we should consider how you could respect our clients more.”

Allow silence: Tense situations may tempt superiors to fill in uncomfortable conversation gaps. Instead, stay silent during lulls. That compels workers to speak. Managers can gather surprising amounts of information without asking questions if they just remain quiet.

Assign resolutions: Bosses should state clearly that they will not tolerate negative staffers’ troublesome actions. Announce your official company policy instructing all personnel to exhibit professional behaviors that strengthen conduct, performance, teamwork, and productivity. Explain suitable resolutions for all issues that are effective immediately. For instance, if comments about customers are not supportive, do not voice them. Supervisors demonstrating positive corrections show that they care, which may improve employees’ attitudes toward their bosses and workplace.

Inspire Positivity

Supply daily doses of positivity while minimizing negativity. Post bold banners celebrating success around your facility. During corporate meetings, praise those who have done great jobs so everyone will notice your firm’s appreciation of excellence. Optimism that overshadows pessimism will shrink that cancer damaging your workforce.