With most traditional healthcare plans, there is a contribution requirement from the employer to sponsor a portion of the insurance premiums. Also, there is usually a minimum number of employees that must enroll to meet the participation requirement.
During the Small Business Special Enrollment Period (SB-SEP), requirements are waived from November 1 – December 15 for policies starting January 1st.
Moving from an individual to a group plan will allow those covered to retain access to a large provider network and pay premiums with pre-tax dollars (lowering the taxes paid by both employees and the employer), among other benefits.
Call 630-888-7144 or email email@example.com for more details
The world around us changes at an unfathomable speed. Did you know that our knowledge base now has the resources to double every single day? That means what we learned last year might be obsolete today, and what we learned five years ago is closer to ancient history than it is to relevancy!
Education and knowledge are prime keys to success and in direct relationship to your business and your workforce. When employees are in a working environment that encourages continuing education, they will, in turn, have a greater capacity to do their job exceptionally well. This is not industry or job title specific. Whether its training in customer service and conflict negotiation or engineering and technology, the desire to learn and the need to grow personally and professionally are universal.
The advanced speed of knowledge is just one factor. Another challenge is how we build our workforce. Most employers hire to fill the current role, with little thought about future growth of the new hire or the business’ goals and objectives. This one-sided thought process literally sets the stage to develop challenges such as high turnover, poor leadership and business culture.
An article written by Joyce E.A. Russell, University of Maryland School Business published by the Washington Post found that “96 percent of employers agreed continuing education improves employees’ job performance” but only 11% did anything about it. Knowledge and experience may seem like a hiring paradox, but you can have the best of both worlds, you have to create it!
It is not as complicated as it may sound. All it takes are clearly defined company goals, hiring metrics and a focus on providing continued learning opportunities for high valued employees.
Create a Personal Growth Strategy
As a part of the hiring process and employee on-boarding with your company each employee should have a Personal Growth Strategy. The strategy should define their current skill set, future growth options, metrics to achieve their personal goals and company objectives, as well as industry education requirements.
Goal oriented employees will embrace their growth strategy as a personal challenge. No one wants to lose. You will soon see talent rise to the top. Put your focus on those employees who have proven themselves and give them the opportunities. Look to broaden their understanding of their work with institutional learning, hands-on experience, and supplement their learning with vendor and online classroom education. Whether its form vs. function. Theory vs. practicality. Ideas vs. execution. You are giving your employees the knowledge they need to excel.
A personal growth strategy not only lends itself to opportunity, it also encourages employee responsibility. By establishing defined metrics up front you are creating an environment of achievement. Some will move quicker, some slower. Their growth strategy becomes the foundation of their employee review, and their drive to succeed at your company.
When they win – you win
Continued learning can be mentorship, coaching, tuition reimbursement, access to paid courses, admission to a seminar circuit or something else entirely. Giving them the chance to learn means giving them the chance to succeed again and again, no matter how your company, your industry and the world changes around them. Our online courses with Udemy can be easily implemented and become a valued company benefit.
Lead from the front
When you dedicate yourself to keeping pace with new knowledge, it puts your company on the leading edge of the learning curve - ahead of your competition, new hires will be attracted to your company and current employees will align with your objectives and become dedicated to your success, thus reducing employee turnover, increasing productivity and improving your bottom line. And when it comes to future growth and expansion, you don’t need to look very far to find highly qualified talent.
Today more than ever, small businesses operate on a tightrope. They pay for only the essentials to keep cash flow secure, and leaders often wear many hats to keep payroll lean. There’s nothing wrong with this approach—bootstrapping your way to success through hard work, and stringent discipline has worked for many companies! Just make sure you’re not skimping on the things that will enable growth, like outsourced HR.
Many small companies don’t see the need for HR. There are only a handful of employees who all appear to get along—what’s the point? Contrary to common belief, your HR department isn’t all about hiring and firing. A strong HR core lays the groundwork for business growth in many ways, and outsourcing is often the most cost-effective means for budding businesses to take advantage of these benefits. Here’s why outsourced HR makes sense.
1. Better employee retention
Did you know the average financial loss of an hourly employee to a company is $1,500, and 1.5%– 2% for a salaried employee? How many employees have you lost in the last twelve months that you can't explain? Each loss is a direct impact on your bottom line, making employee retention a priority.
Employee retention is a function of HR and a conduit between leadership and employee. More than just hiring and firing, an outsourced HR solution gives your employees the experience they expect, like benefits administration and conflict mediation resulting in a more secure outlook for their career with your company. Peace of mind, especially in our current environment, priceless.
2. Better recruiting and talent acquisition
Just because you run a business doesn’t mean you’re a good talent evaluator—or that you have time to search for and hire quality talent. Leave it to HR! Growing businesses need to add the right team members quickly and effectively, to shoulder the burden of responsibility, and foster growth. Outsourcing HR will pay dividends in the form of new hires who are properly aligned and equipped to help your business succeed.
3. Growth opportunities by focusing on operations
There’s a reason large companies have an HR department—it’s more than a full-time job for any single person! Small business owners can’t add “HR Generalist” to the hats they’re already wearing. Leaving HR and its many duties to an outsourced partner can free up time and energy for business owners to focus on what matters: growth opportunities for their business, less stress, and more balance.
4. Creation of SOPs and workplace standards
Order, process, and organization are prerequisites for growth and success. You can’t expect to scale your business if you have no scalable processes in-place! HR is where these resources are created and where workplace standards come to fruition. Outsourcing HR can lay the groundwork for standard operating procedures (SOPs) that enable growth. This is also how you keep your business mission-focused and everyone happy and productive.
5. Benefits administration
Benefits administration is a benefit all by itself—mostly because it’s so important! Benefits are a big part of the reason employees choose to work for small companies (instead of higher pay). You need to know your way around everything from health plans, to retirement plans, to stock options, and more. Leave it to HR to qualify, explain, manage, and execute on these benefits, so employees can realize them as a portion of the total sum of their compensation.
6. Cost control
All of these points add up to a smart decision: outsourced HR. The best part is, outsourcing HR costs next to nothing for small businesses. It might actually cost you more not to hire an HR partner - so why try and accomplish everything all by yourself?
Based on resources from payscale.com and Glassdoor, an HR Specialist earns, on average, $60,000, and an HR Director makes just over $82,000 annually.
Outsourced HR services cost an average of $500-$700 per month. If Outsourced HR can improve your bottom line, reduce turnover by just one person, and improve your productivity, the net cost to you – ZERO.
At Employee Solutions Group, people, productivity, and profitability are what we do best. As your HR partner, we work diligently to understand and actively engage in your goals and objectives to build a successful business. Call to schedule a consult at (630) 888-7144 or email at firstname.lastname@example.org
To learn more go to www.employeesolutionsgroup.com
When you hire or promote into leadership positions, it's essential to look for high-level traits. They need to know how to motivate people, keep them accountable, and to bring a results-driven approach to everything they do. But these days, simply being a competent professional isn't enough.
In an era of turbulence caused by COVID-19, social movements, and economic instability, our workplace leaders also need to exhibit social-emotional awareness and how to apply it.
As part of a decade long study, social-emotional leadership is a framework for empathetic leadership and the ideology behind "servant leadership." Essentially, social-emotional leadership is the ability of a leader to connect with his subordinates beyond giving direction, similar to mentorship.
A good social-emotional leader needs to influence productivity. But, they also need to impact morale, build trust, and confidence in the workplace. A genuinely successful social-emotional leader can mediate disagreements, reduce workplace tension, settle disputes to help employees feel supported, thus bringing social-emotional attributes to the workplace.
The need for social-emotional leadership in the workplace is paramount. Thankfully, a little goes a long way! Many good leaders are naturally inclined to demonstrate social-emotional awareness, and more traditional leaders need to focus on exploring the human dynamic of their group to make a big impression.
Here are a few examples of social-emotional leadership:
Sit down with each employee one-on-one and chat candidly about how they feel. Ask questions; how is work going for you? Is there anything I can do to support you? Do you have any suggestions? Giving your employees a voice is a big deal!
Adopting people-centric work policies demonstrates social-emotional accountability. Flexible work schedule, work-from-home options, or even the ability to work extra time to make up for unexpected time off shows compassion, and you understand them as people.
Embodying a cause or movement that's important to your employees shows your recognition of their values. Good leaders show support that extends beyond the workplace. Even passive examples of social-emotional leadership make a big difference. Set transparent accountability standards to be upfront about your expectations for employees, or offer to help a struggling employee with an action plan, instead of chastising them about their performance.
The days of superiority leadership are gone. Social-emotional leadership is about connecting human to human. People need to be seen, heard, and appreciated. Your employees need social-emotional leaders now more than ever!
Those organizations that embrace this strategy are the ones that will attract and retain high-quality talent and experience significant growth in turbulent times and beyond.
When it comes to your team, do you soar with eagles, or do you fly with chickens?
Ask yourself these critical questions:
- Does my team compliment me as a leader?
- Does my team support my company's mission, vision, and values by their actions?
- Does my team fill in the talent gaps that allow me to focus and achieve big picture goals?
- Do all members of my team have the drive, determination, and grit to bring my vision to reality?
- Is fear or concern of today's environment preventing me from making important decisions about my business?
The success of your leadership team is vital to your company's ability to adapt and thrive in today's environment.
Here are five things to consider so you and your team can soar;
Review your personal and professional goals and objectives? Have they changed? If so, what will the impact be on your team?
Assess your industry and company projections for future growth. Do your company goals, objectives, mission, and values need to be adjusted to support the current situation?
Assess each team member based on their position with the company, their abilities, and their personal goals. Look for coaching moments, and consider a growth plan for each member.
Communicate clearly and consistently with your team. Consider routine meetings and an agenda to stay on point. If working conditions have changed, be sure to include how these changes may impact your company's operations and objectives.
Consider outsourcing specific areas of operation that help to save you time to focus on other areas that generate business. Employee Solutions Group can help.
For employers, there’s a lot up in the air right now as it concerns COVID-19 and human resources. Whether you’re an essential business that’s stayed open, have transitioned to remote work or have furloughed workers during the stay-at-home order, employee safety is a top priority. So, what do you say when an employee comes to you and asks to self-quarantine using FMLA?
Employees may have many reasons for choosing to self-isolate during the pandemic. They may be immunocompromised or have had recent exposure to someone with the virus. Or, they may be a single parent with no means of child care. In some cases, they may be the primary caregiver for someone who has COVID-19 or a chronic illness, who is unable to care for themselves.
Whatever the reason for requesting FMLA to self-quarantine, the United States Department of Labor (DOL) has provided clear guidelines on who’s eligible for FMLA and what the difference is between FMLA and the Families First Coronavirus Response Act (FFCRA).
FMLA vs. FFCRAMost employees are familiar with the Family and Medical Leave Act (FMLA), which allows them to take up to 12 weeks of unpaid, job-protected leave each year to tend to serious health conditions (themselves or an immediate family member). Unfortunately, proactive action against illness isn’t covered by FMLA, which means employees can’t use FMLA to self-quarantine.
That said, FMLA and FFCRA both have accommodations for employees dealing with extenuating circumstances caused by the pandemic. For instance, employees can take FMLA to care for a family member who has a positive diagnosis for COVID-19.
There are also child care provisions as part of FFCRA, which provides expanded family and medical leave for reasons specific to COVID-19. Under FFCRA, employees are eligible for the following:
How to handle self-quarantine requests?
If an employee comes to you and requests FMLA to self-quarantine, it’s important to talk with them about their options. It becomes a matter of specifics. Work with them to assess their options as it relates to their reason for requesting a leave of absence.
If your employee does qualify for FMLA, act with compassion and assist them however you can in processing paperwork. For cases falling under FFCRA, work to determine the duration of leave and the rate of pay according to guidelines. Document everything accordingly and work to be as thorough as possible.
Times may be uncertain, which makes it even more important for HR professionals to be a beacon of information and assistance to employees—especially when it concerns a leave of absence. Can Employees Use FMLA to Self-Quarantine During COVID-19?
The Vision for 2020 is far from clear. And with just 14 days until the new year, HR compliance needs some clarity. Here is the long list of Illinois state mandates, guidelines and law amendments and changes that go into effect January 1;
To get clear on compliance in the new year, register for on demand access to ThinkHR Workplace Pro Vision on Compliance 2020 webinar.
ThinkHR’s Workplace Pro is a modern, integrated suite of advanced HR knowledge and training solutions that provides everything employers need to create and maintain a compliant and productive workplace, including mandated training, state compliant handbook editor, plus 24/7 access to professional HR consultants to address all of your HR needs.
Employee Solutions Group is a proud affiliate of ThinkHR Workplace Pro. For information on affordable healthcare and other solutions for your small business go to https://www.employeesolutionsgroup.com/ to learn more.
You often hear people say life is short. Time passes by so fast that you may not know it. You may have lived your life by working or doing meaningless things. Here are some tips that you can check to help you have a happy and smart living.