- Lack of alignment between benefits and the company’s recruitment and retention goals.
- Wasted time and money, as well as inefficiencies.
Posted by Janice Scherwitz on June 22nd, 2016 in Safety & Wellness in the Workplace
On June 12, a devastating event occurred inside Pulse nightclub in Orlando, Florida when a gunman opened fire, killing 49 people and wounding many more. While those far and wide have been personally affected by this tragedy in some way or another, you may think this incident does not directly affect your business. However, this isn’t necessarily the case.
Your employees may have ties to the place where the shooting occurred or know someone who was there that night. They also may feel especially touched by this tragedy for any of a number of reasons.
External factors can affect workplace performance
Incidents of violence, no matter where they occur, can create stress and depression in people that, in turn, affects the work place.
But it’s not just unpredictable external events that can lead to employee distress. Consider other ways forces outside the office can affect workplace performance: Continue reading this entry →
Posted by Dan Higbee on June 20th, 2016 in Wages & Pay
Twenty years ago, when I started in the time and attendance business, manually tracking time and attendance was the norm. The majority of businesses used manual “punch clocks,” where employees would place their time card in a machine on the wall and literally “punch” the top of the clock to stamp their time card with the date, time of their arrival, breaks, lunches and, finally, when they left for the day.
Frequent errors in the placement of the punches, over stamping, hand written notes and “buddy punching” were all too frequent. The payroll department would spend days and, in some cases, weeks calculating each employee’s total work hours. They would then have to apply federal and state rules – as well as any applicable union rules – to calculate gross pay for each employee. This was a lot of work and left a lot of room for human error. Yet, even today, it’s amazing how many companies, both large and small, still employ the manual punch card system in one form or another. Continue reading this entry →
Posted by Tosha Owens on June 17th, 2016 in Management Practices
Employees leaving your company may give various reasons for resigning. While they may really need to take a job closer to where they live, decide to stay home with their children or want to change career paths entirely, these are often not the only reasons employees leave.
While major life changes do happen and employees do leave a job they love, most organizations fail to look at the actual causes that are typically associated with turnover of high-contributing employees.
Many employees quit jobs for reasons that they never share with their manager. Think about these possibilities when assessing why your people are leaving.
Dislike of their manager
Bad bosses come in all shapes and sizes but they all have one thing in common: their ability to drive talented employees away. Companies that elect to keep managers who lack real leadership skills – or that fail to help these managers develop leadership skills – can leave employees with no other choice than to leave. Continue reading this entry →
Posted by Michael Young on June 15th, 2016 in Employee Benefits
As a senior benefits consultant for TriNet, I help many small businesses think about how to approach funding their benefits. What I notice is that companies seem to frequently make the same common mistakes.
The negative effects of these mistakes include:
Here are the top mistakes I see businesses make when it comes to benefits and my suggestions for avoiding them. Continue reading this entry →