Fortune Business Consulting

Category: Employment

  • How to Keep Your Best Employees in High-stress Situations in 2022

    How to Keep Your Best Employees in High-stress Situations in 2022

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    With files bundling up like a pyramid, deadlines knocking on the door, and pending targets, employees often suffer high stress. However, a manager’s job is to help them not let stress affect their morale and maintain a positive environment around them. 

    But how to foster such an environment in which the performance of the best employees does not get affected even in stressful situations? Here are some tips to follow!

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    How to Manage Stress at Work?

    When employees have too much work and little time to complete, they often ignore their stress. As a result, it gets stored and affects their work ultimately. So, a manager must help them by guiding them on how to manage their stress at work by following the below tips:

    Workplace Flexibility

    One of the best ways to help employees come out of stressful situations is by giving them an adaptable working environment with flexible working terms. It means allowing the employees to work at varying hours depending on the work requirement and pressure. Also, if required, managers must schedule a face-to-face meeting to understand the requirement of their employees and identify if they are suffering from work-life balance.

    Individualized Employee Experience

    Managers must always take care of individualized employee experience and work to improve it. This is important because only when employees feel they belong in the particular workplace does all of their stress go away. Steps that can enable such an environment include:

    • Communicating openly and honestly
    • Demonstrating corporate social responsibility
    • Supporting peers
    • Listening and ensuring                                                                                                                                                                                                                                                                                                                                                                                                                               Give Them More Time Away

    Another best way to help employees perform better is by giving them lots of short breaks. By working for a long period to push deliveries, the stress level keeps increasing, and productivity starts declining. However, on the other hand, when employees take short breaks, it allows them to clear their minds and work with maximum productivity. So, managers must encourage their workers to go on breaks and, if possible, push them to eat their lunch away from their desks.

    Keep Realistic Expectations

    The most common cause of stress in the workplace is deadlines. However, this does not mean managers should discard the system of deadlines, as these are important for tracking and accountability. However, one should make sure they are realistic and attainable. For this purpose, managers can use management tools that tell about specific employees’ workload and capacity according to which management can set their expectations. 

    Reduce Meetings

    When a workplace has too many meetings for workers to attend, they feel short on time to complete their day’s work, creating stress on them. So, managers can help by reducing the number of meetings to absolutely important ones. However, to ensure this does not create a communication gap, one can also use a management platform where communication is centralized. So, everyone is well aware of the updates without wasting time attending the meetings.

    Pair Employees

    Humans can deal with stress better when they have someone to lean on. So, by pairing up employees, managers power them to deal with stressful situations. However, one must set an experienced employee with a newbie to get work done more efficiently. 

    Management is much easier when companies have professional assistants who know how to handle employees and get more work done. If you need such a managerial expert, then reach out to us. We have solutions to every HR, employee, payroll, and management problem. Want to read more on related topics? Then check out our blog section. It has some mind-blowing facts to discover.

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    Reference Links:

    https://www.qualtrics.com/blog/stress-management/

    https://hbr.org/2019/11/making-work-less-stressful-and-more-engaging-for-your-employees

    https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/10/20/five-techniques-for-managing-workplace-stress/?sh=1331ef3b5d74

    https://www.wrike.com/blog/managing-high-stress-employees-in-the-workplace/

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    Contact Us

    Find out if a PEO is the right solution for your business.
    Fill out the form below and we will contact you to schedule a chat.

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  • Key Pointers to Keep in Mind While Creating the Perfect Employee Handbook for Small Businesses

    Key Pointers to Keep in Mind While Creating the Perfect Employee Handbook for Small Businesses

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    Regardless of the size of a small business, the owner would have definitely developed workplace procedures, expectations, and policies either informally or formally. The employees must be aware and have a proper understanding of these to help run the company more effectively. Also, that goes a long way in ensuring that the organization does not break state or federal laws. 

    An employee handbook is basically a compilation of an organization’s protocols and policies and employees’ legal rights and obligations. Having this handbook helps communicate responsibilities and rules to employees. 

    Now, let’s dive in to gain insight into the various vital aspects of an employee handbook.

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    How to Create the Perfect Employee Handbook for Small Businesses?

    Illustrated below are four steps that business owners can take to start the procedure of creating an employee handbook.

    • Begin with Values and Culture

    Employee policies can include dress code, performance review procedure, attendance rules, etc. For business owners, thinking about the organization’s values and culture is a good place to begin when one is pondering over the employee policies.

    Small business owners must consider their personal values and what they are willing to emphasize. They should also consider how to form a culture and value system that will help motivate the employees to deliver their best performance and work with the organization long-term.

    It will indeed prove to be sensible if one drafts a mission statement prior to creating the employee procedures and policies.

    • Create the Policies

    After clearly identifying the values, business owners can think about developing policies that are necessary for the organization’s functioning and will be embraced by employees. 

    • Be Aware of Applicable Laws

    An employee handbook is not a contract with the organization’s employees. But it does set expectations. Therefore, business owners should follow local, federal, and state laws while preparing some parts of this handbook. One can visit the state government’s web portal for a detailed description of the state’s laws.

    • Look into the Employee Handbook of Other Organizations

    Business owners can look through employee handbooks and the policies of other organizations. But they must ensure that they don’t copy them entirely. Looking into them would plan out the procedures and policies. One can get access to a sample employee handbook via the internet itself.

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    Must-includes in an Employee Handbook

    Given below are the essential elements that business owners must include in an employee handbook:

    • Workplace Security and Safety

    To keep any potential litigation or confusion away, business owners must define the steps that they must take to keep the workplace (non-physical and physical) safe.

    • Social Media and Digital Conduct Policy

    Business owners must define the way employees can (or cannot) represent and talk about the organization on social media.

    • Company Vision, Overview, Values, and Mission

    Entrepreneurs should define the organization’s vision, purpose, and mission so that employees can be completely clear about and aligned with the firm’s values.

    • Perks, Compensation, and Benefits 

    Employees will probably navigate to this section first as it’s a crowd favorite. Regarding compensation, business owners must define how employees are paid, overtime policy, frequency and time of payment, and alternative compensation. For benefits, entrepreneurs must provide an overview of what they offer in terms of life insurance, retirement plans, etc.

    • Code of conduct

    Some areas to cover within the code of conduct are customer privacy and data management, ethical policies and standards, conflict resolution policy, rest periods, meal breaks, etc.

    Besides these, employers must also include equal opportunity and anti-discrimination policies, medical and family leave policies, hours of operation, Paid Time Off (PTO) and schedule, conflicts of interest and nondisclosure, and vital disclaimers.

    Thus, business owners must keep in mind the points mentioned above while creating their employee handbooks. They must also note that if their company lacks proper infrastructure related to risk management, payroll, or HR, they can face problems related to creating the employee handbook. In that case, they can opt for us to manage these important areas. Further, they can go through our blogs if they are willing to know more about what we do.

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    Reference Links:

    https://sba.thehartford.com/managing-employees/hiring/employee-handbook-guide/

    https://www.score.org/blog/how-create-employee-handbook-your-small-business-ultimate-guide

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  • A Comprehensive Guide on the Unemployment/Reemployment Requirements & Deadlines

    A Comprehensive Guide on the Unemployment/Reemployment Requirements & Deadlines

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    For a business owner, paying reemployment/unemployment taxes is a vital responsibility among several others to ensure that the entire system runs in a smooth manner. If you are an entrepreneur just starting your business, you must be aware of the various vital aspects regarding this.

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    Unemployment/Reemployment Requirements

    General liability requirements

    A particular business is liable for state reemployment tax if any of the following applies to the concerned employer in the preceding or current calendar year:

    1. The business Is liable for the federal unemployment tax.
    2. It has paid a minimum wage of $1500 in a calendar quarter. This includes paying $800 each to two workers.
    3. It has had a minimum of 1 employee (this does not have to be the same employee) for any part of a day in 20 different weeks within the same calendar year.

     

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    Special liability requirements for some particular employer types

    • Governmental Entities

    Coverage is extended towards employees from the state of Florida and any county, city or joint governmental unit.

    • Indian Tribes

    As per s. 3306(u) of the Federal Unemployment Tax Act, coverage is extended towards employees for service that is carried out in the employment of an Indian tribe member. However, there are some conditions attached to this.

    • Agricultural Employers

    For this, liable agricultural employers are those who paid cash wages amounting to $10000 in the preceding or current year in a calendar quarter. Or those individuals who have employed 5 or more workers for a part of a day in 20 different calendar weeks.

    Business owners with liability under this provision should also report any other employees (excluding domestic workers). The other employees should be reported even if the paid wages were lower than $1,500 for any of the quarters or their employment was valid for less than 20 different weeks.

    • Domestic Employers

    Business owners who paid wages of a minimum of $1,000 in the prior or current year in any one calendar quarter are liable to pay reemployment tax. These particularly imply business owners of organizations with employees who deliver domestic services – maintenance workers, maids, cooks, caretakers, butlers, house-parents, private yacht crews, chauffeurs, and social secretaries.

    • Non-profit Employers

    Coverage is extended towards the non-profit organization (like scientific, religious, education, charitable, or literary groups) employees. These organizations include those that employ 4 or more workers for any part of a day in 20 different calendar weeks during the preceding or current calendar year. Some of the exceptions to this coverage are church schools and churches.

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    Unemployment/Reemployment Deadlines

    A majority of the employers pay both the state unemployment tax (SUTA) and federal unemployment tax (FUTA). Employers need to pay unemployment tax (which is now known as reemployment tax) using the form RT-6 (Employer’s Quarterly Report) quarterly to the Florida Department of Revenue. Typically, this form and any tax owed are due 30 days after each quarter ends.

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    Given below is the due date schedule for unemployment reports:

    Quarter Months Due by
    1st January to March 30th April
    2nd April to June 31st July
    3rd July to September 31st October
    4th October to December 31st January

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    Liable employers receive a pre-printed Employer’s Quarterly Report (RT-6) via mail for each quarter unless they choose to file electronically. Business owners who do not receive this form may download it from the web portal of the Department of Revenue, Florida by navigating to the Reemployment Tax section.

    If your business lacks proper infrastructure related to payroll, risk management, or HR, you can face issues paying unemployment/reemployment tax. Regarding that, you can reach out to us to manage these crucial areas. Also, if you want to know more about what we do, consider going through our blogs.

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    Reference Links:

    https://floridarevenue.com/forms_library/current/rt800002.pdf

    https://floridarevenue.com/Pages/forms_index.aspx

    https://www.irs.gov/taxtopics/tc759

    https://floridarevenue.com/taxes/taxesfees/Pages/rt_return_pay.aspx

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    Contact Us

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