Fortune Business Consulting

Category: Human Resources Outsourcing

  • When “It’s Just Payroll” Becomes a $20K Fine 

    When “It’s Just Payroll” Becomes a $20K Fine 

    Many small business owners think of payroll as a back-office task—just cutting checks and sending pay slips. But payroll isn’t just about payment; it’s a compliance-heavy process with real legal consequences. 

    In 2025, regulatory bodies will crack down on payroll errors, and small businesses are the most vulnerable. A “minor” oversight in wage calculation, classification, or tax submission can easily spiral into a lawsuit, audit, or a hefty fine—often over $20,000.

    Misclassifying Employees vs. Contractors 

    One of the most common payroll mistakes is misclassifying employees as independent contractors to avoid taxes or benefits. This might save money short-term, but once flagged by labor departments, the penalties include: 

    • Back pay for overtime and benefits 
    • Employer payroll taxes 
    • Additional federal/state fines 

    Avoid this by reviewing classification laws like the IRS 20-factor test and using local labor guidelines. 

    Missing Tax Deadlines 

    Payroll involves more than just salaries—it includes federal and state tax withholdings, unemployment insurance, and social security contributions. Missing deadlines for filing forms like 941, W-2, or 1099 can trigger automatic penalties. 

    • Late W-2 filing penalty: up to $290 per form 
    • Failure to deposit payroll taxes: up to 15% interest + penalties 
    • Incorrect TIN: $50 per incorrect return 

    Protect your business by using automated payroll software that tracks due dates and files directly with tax agencies. 

    Failing to Track Overtime or Breaks 

    Most labor laws require overtime for non-exempt employees working over 40 hours a week. If you aren’t tracking hours properly or paying time-and-a-half when required, that’s considered wage theft—even if accidental. 

    • Recent lawsuits have forced small businesses to: 
    • Pay years of backdated overtime 
    • Cover legal fees for employees 
    • Face public backlash and reputation damage  

    Fix this by implementing a compliant time-tracking system and ensuring managers understand local labor laws. 

    Inaccurate Record Keeping 

    Payroll records must be kept for several years, depending on your jurisdiction. Inaccurate or missing records during an audit can make you liable—even if you were paying correctly. 

    • Fines can go up to $1,100 per missing record 
    • Businesses may be barred from government contracts 

    Stay compliant by maintaining digital records for at least 3–5 years and backing them up securely. 

    Conclusion 

    Payroll is not “just admin.” It’s a compliance function with financial and legal exposure. As your team grows and regulations evolve, outsourcing to a PEO or using payroll specialists may save you more than DIY errors ever could. 

    Reference

  • You Hired Fast. Now You’re Firing Wrong. 

    You Hired Fast. Now You’re Firing Wrong. 

    Because no policy is still a policy… and it might cost you more than you think. 

    When startups scale, speed often becomes a double-edged sword. You boarded fast. Filled in gaps. Trust your gut. Hope for the best. But now the honeymoon phase is over.  A recent hire isn’t performing. There’s tension. Productivity is dropping. Your team is frustrated. And you’re ready to let them go. But wait—do you have: 

    • Documentation of their performance issues? 
    • A signed employee handbook? 
    • Proof of consistent treatment across all employees? 
    • A compliant termination process? 

    If not, you’re not just firing wrong—you’re firing dangerously. 

    The Compliance Cost of “Wing It” Off boarding 

    Terminating an employee without proper HR processes opens the door to claims of: 

    • Wrongful termination 
    • Discrimination 
    • Retaliation 
    • Hostile work environment 

    In fact, wrongful termination lawsuits have been increasing steadily.  Most small businesses don’t think this could happen to them—until it does. 

    What You Thought Firing Would Look Like: 

    • Quick meeting 
    • Professional goodbye 
    • Moving forward 

    What It Can Actually Look Like Without HR Support: 

    • A formal demand letter 
    • Legal consultations 
    • Public reviews and damage contro 
    • Burned out internal teams 
    • Massive payouts 

    Enter the PEO: Your HR Safety Net 

    A Professional Employer Organization (PEO) doesn’t just help with hiring. It gives you the legal and structural backbone to exit an employee legally, fairly, and with minimal risk.  Here’s what that looks like: 

    Documented Performance Reviews 

    PEOs help establish performance management systems that track: 

    • Goals set and missed 
    • Feedback delivered 
    • Actions taken 
    • Warnings issued 

    No guesswork. Just clear records. 

    Termination Protocols 

    From verbal warnings to final separation, PEOs create standardized procedures aligned with labor law and state-specific compliance rules. 

    Legal Support On-Call 

    If a situation gets tricky, PEOs provide: 

    • Immediate HR guidance 
    • Legal review of documentation 
    • Support during difficult exit

    Think of it as your HR pit crew—handling the friction, so your business keeps moving. 

    The Real Cost of Getting It Wrong 

    According to SHRM, the cost of one wrongful termination lawsuit—even if you win—can range from $75,000 to $125,000 in legal fees and productivity loss.  Worse, it’s not just about one employee. The morale hit, reputational damage, and internal tension can ripple across your team

    PEOs Prevent These Scenarios by Design 

    Instead of reactive HR, you get proactive protection: 

    • Pre-written policies 
    • Documented performance systems 
    • Legal compliance checkpoints 
    • Strategic workforce planning 
    • Conflict de-escalation mechanisms 

    You’re no longer just “firing” someone—you’re managing risk the right way. 

    Firing Isn’t the Problem. Unstructured Offboarding Is. 

    Letting go of someone who doesn’t fit is sometimes the right move. But how matters as much as the why. And if you’re growing, the stakes are too high to keep guessing your way through terminations.  So, before your next hire becomes your next HR nightmare, ask: 

    “Are we protected if this doesn’t work out?”  If the answer is no, it’s time to bring in a PEO. 

    References: 

  • You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    You Don’t Need a PEO—Until Your Best Employee Quits and Sues 

    There’s no siren. No Slack ping. No dramatic exit. Just a resignation letter. 

    But two weeks later, there’s an email from their attorney. What started as a simple departure has spiraled into a legal complaint—and now you’re questioning every policy, every payroll entry, every email sent during that employee’s time with your business.  And here’s the real kicker: 
    It could have been prevented

    HR Fires Don’t Always Start Loud 

    Small businesses often believe they can manage HR “in-house”—until something breaks down. And by then, it’s usually expensive.  One misunderstood termination. A payroll delay. The benefits of miscommunication. When these things stack up, your top talent doesn’t just leave—they take their frustrations to court. That’s when the true value of a PEO (Professional Employer Organization) becomes painfully clear. 

    The Problem Most Founders Don’t See Coming 

    When you build your business without HR infrastructure, you’re building cracks beneath the surface. 

    • You hire fast to keep up with demand 
      • You rely on templates for contracts and policies 
      • You assume “everyone’s fine” because no one’s complaining until they do

    What You Thought You Were Doing Right: 

    • sing an HR tool to onboard new hires 
      • Having a payroll software to handle salaries 
      • Providing “basic” benefits like health insurance 

    What Actually Happened: 

    • An outdated employment contract didn’t protect your company 
    • • A missed compliance update led to unlawful dismissal 
    • • The benefit plan wasn’t competitive—so they left for better 
    • And worse: you were caught completely off guard. 

    What a PEO Could’ve Prevented: 

    • Proper documentation for terminations 
    • Access to legal HR advisors before decisions are made 
    • Competitive benefits that retain high performers 
    • Real-time compliance updates, not outdated policy templates 
    • A formal grievance and resolution process 

    The Cost of Waiting Until It’s Too Late

    The average employment lawsuit costs businesses $125,000+, according to Hiscox’s Guide to Employee Lawsuits.  Even if you win, the cost in legal fees, time, and brand trust is irreversible.  A PEO, on the other hand, costs a fraction of that—and prevents most issues before they become threats. 

    The Employee Who Left Shouldn’t Be the One Who Teaches You the Lesson 

    Smart HR isn’t just paperwork. It’s prevention.  When the right systems, advisors, and benefits are in place, your people stay—and when they don’t, your business is still protected. You don’t need a PEO… 
    Until the moment you wish you had one yesterday. 

    Ready to talk about PEO support before something breaks? 

    Let’s explore what it would look like for your business. 

    References: 
  • What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    What Your Balance Sheet Doesn’t Show: The Real Business Value of a PEO

    Because sometimes, the biggest profits come from what you didn’t lose.  You won’t see it at first glance. 

    There’s no flashing red alert. No urgent Slack message. No budget meeting meltdown. Just a quiet, consistent drain happening behind the scenes of your growing business. It might show up in the form of a compliance fine you didn’t see coming. Or the resignation of a high  performer after one too many payroll glitches. Or worse—lawsuits, turnover, and missed opportunities stacked like hidden fees under “Operating Expenses.”  But here’s the twist: 

    Most of those losses could’ve been avoided… with the right PEO. 

    The ROI You Can’t Calculate (Until It’s Too Late) 

    When most business owners consider a PEO (Professional Employer Organization), they look at costs upfront—and often forget to assess the costs of not having one.  A PEO’s ROI is rarely found in flashy dashboards or spreadsheets.

      It’s found in the: 

    • Lawsuit that never happened 
    • Star employee who stayed because of better benefits 
    • Penalty that was prevented before it was ever filed 
    • HR fire that never reached your desk 

    What You Think You’re Paying For: 

    • Payroll processing 
    • Employee onboarding 
    • Compliance checklists 
    • Benefit access 

    What You’re Actually Getting: 

    • Legal protection 
    • Risk prevention 
    • Strategic HR planning 
    • Improved retention 
    • Business continuity 
    • Peace of mind 

    And most importantly—time back to lead, not chase admin. 

    The Cost of an HR Mistake Can Be 10x the PEO Fee 

    An EEOC violation alone can cost between $10,000 and $100,000.  Wage and hour lawsuits? Even more. According to the Society for Human Resource Management (SHRM), the average cost of just one bad hire is nearly $240,000 when your account for lost productivity, morale damage, and rehiring expenses.  A PEO minimizes those odds with structured hiring processes, HR best practices, and access to experts who live and breathe compliance. 

    Better Benefits Without Bleeding Cash 

    By co-employing your staff, PEOs give you access to benefits typically reserved for large corporations: 

    • Group health insurance 
    • 401(k) plans 
    • Mental health support 
    • Wellness programs 
    • Workers comp coverage 

    And because you’re part of a larger buying pool, you get enterprise-level coverage at SMB prices.  According to the National Association of Professional Employer Organizations (NAPEO), companies that use a PEO: 

    • Grow 7–9% faster 
    • Experience 10–14% lower employee turnover 
    • Are 50% less likely to go out of business 

    Time is the New Currency 

    Most CEOs don’t start businesses to become part-time HR managers.  But when compliance updates change weekly, employees need questions answered, and hiring surges overnight, you end up buried in tasks that take you away from growth.  A PEO handles the operational chaos, so you can focus on: 

    • Launching new services 
    • Expanding into new markets 
    • Leading your team 
    • Building client relationships 

    Talent Stays Where HR Works 

    Quiet quitting. Burnout. Lack of development. These aren’t just HR buzzwords—they’re indicators that your people feel unsupported. PEOs don’t just process paperwork. They build cultures. From onboarding design to fair policies and performance tracking, they help businesses create environments where employees want to stay—and thrive. 

    Risk Is the Hidden Killer of Growth 

    Think your business is too small to get sued? Think again.  One compliance misstep could derail everything you’ve built. And here’s the worst part: you often don’t know it’s coming until it hits.  A PEO keeps you ahead of risk with: 

    • Up-to-date legal guidance 
    • Automated filings 
    • Employee handbook developmen 
    • Investigations and conflict resolution 
    • On-demand HR counsel 

    So, What’s the Real ROI of a PEO? It’s not just savings—it’s security, scale, and strategy. In a time when regulations are shifting, talent is scarce, and competition is cutthroat, your HR setup shouldn’t just help you survive. It should fuel your ability to thrive  Thinking Beyond Cost—Thinking Growth . The smartest business owners aren’t asking “What does a PEO cost?”  They’re asking: 

    “What’s it costing me not to have one?” 

    Ready to see the hidden ROI for yourself? Let’s explore what a PEO would look like for your business. Prefer to read more success stories and insights? Browse the rest of the series here.  

    References

    • PEO vs. Traditional HR Outsourcing 

      PEO vs. Traditional HR Outsourcing 

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      How do you ensure that your business’s HR functions are streamlined and cost-effective? One critical decision business face today is which HR model to choose: PEO (Professional Employer Organization) or HRO (Traditional HR Outsourcing). 

      Your business, whether small or medium, requires HR outsourcing. Both PEO and HRO options provide HR outsourcing. However, PEO acts as a co-employer, while traditional HR outsourcing providers are third-party providers of HR services. Read ahead to learn more about the differences between PEO and HRO and what could be the possible solution for your business. 

      What are the Key Differences Between PEO and HRO?

       

      In the following segment, we have discussed the comparison between PEO and traditional outsourcing, outlining the key features.

      Set-Up

      If you are considering PEO as your HR outsourcing model, they are involved in all your business risks. For instance, during tax audits, PEO takes full charge and they are equally liable. On the contrary, when you hire HRO as your outsourcing partner, you need to solely handle tax audits. 

      HRO companies can give you advice being your consultant but they are not responsible for any organizational strategy. However, the PEO contract focuses on shared responsibility and risk management.

      HR Services

      PEOs provide comprehensive services, which include payroll processing, employee benefits, tax affairs, compliance, and guidance in all areas of HR. On the other hand, HROs are the third-party providers dealing with the HR functions of your business. With the HRO model, you can choose which services you can obtain for your business.

      Costs

      PEOs are often costly as compared to HRO companies. PEO set-up requires more money and it can cost 3-12% of your monthly payroll. However, HRO companies cost less but they can charge higher insurance premiums. Thus, it may seem that PEO takes thousands of dollars but it is conducive to your business if you consider the overall costs.

      Benefits of the Services

      PEO services can be exclusive for your business but it has its restricted set of insurance plans. Such insurance plans cannot be customized. However, with HRO companies, you can choose the insurance premium because it has a flexible approach. However, HRO companies do not guarantee the substantial premium savings that are available with PEO. 

      Potential Advantages and Drawbacks of PEO and HRO

       

      PEOs and HROs have their own set of advantages and drawbacks. Here, we have highlighted how advantageous these options can be and what drawbacks these could hold. 

      • Comprehensive HR Management and Flexibility: PEOs solely deal with every aspect of HR that is extremely beneficial for the in-house team. However, with HRO functions, you can only take the desired HR functions from the companies, leaving you more empowered to deal with other aspects. 
      • Cost-Effectiveness and Premium Benefits: PEOs can offer premium benefits by negotiating better rates for health insurance, retirement plans, and other benefits. However, HROs can be more effective for smaller operations. Here, you can choose one or two individual HR functions. 
      • Compliance Support and Retention of Control: PEOs are there to handle risk management and reduce compliance issues. But, when you hire HRO companies, you keep your control for employment decision-making to yourself without making any HR functioning company your co-employer. 

      Final Words 

      Considering which type of HR outsourcing model would be beneficial for your business depends on your business size and growth. If your business size is small or medium, it will be better for you to choose a professional employer organization. In case you are looking for HR function-related solutions, you can contact us. We provide simplified HR solutions at an affordable price. To know more about us, you can read our previous blogs. 

      Reference Link 

      https://www.businessnewsdaily.com/16514-peo-vs-hro-differences.html 

      https://www.talentnetgroup.com/sg/featured-insights/hro-vs-peo-hr-outsourcing-model 

      https://www.helioshr.com/blog/2015/01/pros-vs-cons-of-professional-employer-organizations-peos 

      https://www.trinet.com/insights/peo-vs-hro 

        

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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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    • How to Staff HR Support within Your Organization?

      How to Staff HR Support within Your Organization?

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]Are you planning to staff HR support within your company and contribute to growth and development? 

      Hiring an experienced and qualified HR support team is a challenging task for any organization. Some companies attempt to outsource HR organizations that help to staff the HR department. Companies keep different attributes in mind when screening candidates for staffing.

      Keep reading to learn about a step-by-step guide that will help you effectively staff HR support.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      5 Best Ways to Staff HR Support within a Company

       

      Staffing human resource support team within your company involves a lot of planning. It is essential to hire the right persons for a specific job role since these employees will understand organizational needs and contribute massively to the growth and development of companies.

      Following is a step-by-step guide to help you staff HR support:

      Step 1: Analyse Years of Experience

      The first step is to analyse the number of years of HR experience and the level of responsibility handled during this period. This will help in understanding which person to choose.

      • Understand a person’s experience in working with startups or organizations of similar industry or size.
      • Check education level and HR-related certifications.
      • Check if that recruit knows employment laws and other compliance issues.
      • Understand if they can access, prioritize, and handle multiple projects, conduct in-depth research and adapt quickly to the changing needs.
      • Analyse the communication skills in terms of interaction with senior level and trainee level.

      Step 2: Create Job Descriptions

      It is essential to determine the number of HR staff required depending on the company size. Accordingly, create detailed job descriptions and portfolios for each of these positions. Here is what you can do:

      • Consider the HR-to-employee ratio and plan recruitment of staff.
      • Frame responsibilities, qualifications, and reporting structures.
      • Undergo a thorough recruitment procedure to hire HR staff who have the required experience and skills.
      • Job descriptions help to determine salary levels, analyse performance reviews, clarify missions, and establish titles and pay grades acting as an effective tool for recruiting.

      Step 3: Implement Advanced HR Tools and Technologies

      To hire the right prospect, share these job descriptions with social media, recruitment agencies and employee referral platforms. You can use advanced HR tools and techniques for the hiring process.

      • Leverage online recruiting tools to ensure the best onboarding experience.
      • There are several employee engagement applications to avail to get hold of the right staff.
      • Post onboarding equip the HR team with applicant tracking systems, payroll software and other tools to streamline HR processes and enhance efficiency. 

      Step 4: Develop a Competitive Pay Structure

      Crafting a fair and competitive pay structure is one of the major aspects of retaining and attracting HR staff for the organization. To develop a proper pay structure, it is important to gather background information and then implement it accordingly. Building a market-based pay structure includes:

      • Conducting in-depth market analysis to understand the changing market scenario.
      • Calculating the cost of the pay structures and accordingly implementing the new pay structures.

      Step 5: Implement Benefit Plans

      Every organization must determine certain benefit plans that are mandatory for the employees. Implement vacations, paid leaves, sick leaves, and health benefits insurance, pension and retirement plans and other such benefits.

      • Mandatory benefits include workers’ compensation insurance and unemployment insurance under state laws. 
      • Some regions mandate paid disability insurance and/or paid sick leave for employees. Organizations must check their states’ laws to get more information on required benefits.
      • While small companies can begin by offering few benefits, others can offer a comprehensive benefit package to help attract and retain HR recruits.

      For companies you are not ready to invest in HR staffing internally can go for Professional Employer Organization or PEO as an effective alternative. PEOs come with a comprehensive solution by outsourcing HR functions. A PEO takes care of compliance and HR responsibilities for the organization including payroll, compliance, benefits administration, employee relations and more, allowing businesses to focus more on internal functions. With these aspects, a PEO empowers businesses to grow at scale.

      These steps help in tailoring an effective HR staffing plan adhering to the organization’s unique perspectives and requirements. Following these above-mentioned steps will help in the proper HR staffing process. However, you can also contact us for these services. Additionally, explore our blog section if you are interested in knowing more about such topics.

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      Reference Links:

      https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/startinganhrdepartment.aspx

      https://in.indeed.com/career-advice/career-development/types-of-workplace-training#:~:text=Most%20training%20programs%20occur%20as,skill%20sets%20of%20their%20employees.[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      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.[/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • 5 Best Practices to Resolve Performance Issues in the Workplace

      5 Best Practices to Resolve Performance Issues in the Workplace

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]Do you know hiring policies and the recruiting system is the key to proper staff selection?

      The success story of any business is associated with the employees working there. Therefore, it is crucial for every company or business to prepare a backup plan so that they can adhere to employee issues and handle these matters efficiently.

      Scroll down to learn about 5 best practices that will resolve performance issues of employees in a workplace.[/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-26px|||||”]

      5 Ways to Resolve Employee Performance Issues in a Workplace

      Regardless of an organization’s size, even a low-performing employee can pull down the success of a company. That is a major reason why employers are working more on diligent staff selection.

      However, here are some tips that will help in dealing with employees who have low performance in the workplace:

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” min_height=”408.6px”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” min_height=”260.6px” custom_margin=”-45px|||||” custom_padding=”0px|||||”]

      Set Clear Performance Goals:

      The key to getting employees and staff to meet expectations is to set clear performance goals before them. This will help in the following ways:

      • Precise job descriptions help these employees in understanding what exactly they need to do to perform better in the workplace.
      • This will prevent issues before they start and even if it does, the employee will know the correct way to resolve them.
      • This will prevent hardworking staff to choose the wrong path in their work as they will realize what they need to put effort into.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_padding=”0px|||||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-78px|||||”]

      Provide a Regular Feedback:

      Companies must not restrict discussing performance issues with employees to only formal review meetings. This is what they should focus on:

      • Managers should put effort into making small corrections whenever a staff slips up unknowingly.
      • Addressing these matters as soon as it begins is a proper way to prevent them from recurring.
      • Managers must work on providing simple but effective resolutions. In case of serious issues, they should conduct formal meetings.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_padding=”0px|||||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” min_height=”310.8px” custom_margin=”-28px|||||” custom_padding=”0px|||||”]

      Diagnose the Issues:

      When these issues become recurring and an employee continues to underperform, it is essential to identify the root cause of the issue before planning an action. Generally, problems fall into 2 segments:

      • A lack of motivation in an employee makes an individual ignorant of official matters.
      • Lack of ability to perform according to their job description, where an employee might not understand what they are supposed to do.

      However, in both these cases, diagnosing the issue of this employee will help in making a proper resolution.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-61px||-48px|||” custom_padding=”0px|||||”]

      Plan a Performance Improvement Strategy:

      As soon as the cause of low performance is detected, managers must lay out a strategy to help the employee to improve. This will help in 2 ways:

      • If the issue is related to an employee’s ability, that person will benefit from certain training or a small change in their job responsibilities.
      • Employees who suffer from a lack of motivation might respond better if they receive support. Also, provide positive feedback, and ensure cooperation from the management and colleagues.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” min_height=”391.8px”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”||-68px|||” custom_padding=”0px|||||”]

      Keep a Record of Everything:

      The management must document all discussions related to performance with the employees which extend beyond casual verbal discussions to improve. This will help in:

      • Tracking an employee’s improvement.
      • Determining what additional steps will help the employee to improve.
      • Properly documenting performance reviews allows employers to identify whether their strategies have worked to help improve an employee’s performance.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_padding=”0px|||||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-99px|||||” custom_padding=”0px|||||”]

                             

                                             All these above tips will assist managers in better addressing performance issues so that it benefits both employers and employees. Most of these issues can be solved without the management taking any harsh disciplinary action or decision of dismissal. If you are seeking strategies such as these do not hesitate to contact us. We will assist you in the escalation of these plans. If you are willing to know more, please explore our blog section.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Reference Links:

      https://www.lbmc.com/blog/managing-employee-performance-issues/

      https://www.omniagroup.com/addressing-employee-performance-problems/

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]

    • 5 Tips to Ensure Your Company Is Not Overpaying for a PEO

      5 Tips to Ensure Your Company Is Not Overpaying for a PEO

      [et_pb_section fb_built=”1″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      Are you aware whether your company is overpaying for a Professional Employer Organization or not? 

      Professional Employer Organization or PEO is a cost-effective option that helps small businesses in managing their HR resources and employee benefits. However, you must be aware of their duties and responsibilities and ensure that you are not overpaying your PEO company.

      This write-up provides you with tips that will assure that you are not spending excessively on your PEO.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_padding=”1px|||||”]

      What Are the Tips to Ensure You Have a Proper Budget for PEO?

      Most companies negotiate with PEOs as the prices of these companies are never fixed and depend on the services, they are willing to provide. It is, therefore, necessary for you to decide upon the best pricing so that you know you are within your budget. 

      However, here are some tips that will help you:

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” min_height=”310.8px” custom_margin=”-28px||-66px|||”]

      1. Find Options and Competitors: 

      One of the significant points to remember before you are finalizing on anyone is that you must compare options when seeking a PEO. Here is what you must do:

      • Try to find the best market rates that other competitive PEOs might charge you.
      • Find the services and additional benefits that other PEOs will offer you.
      • Find their client list and their tenure of service from them.
      • Many PEOs have a challenge in bringing new clients on board. In that case, if you are finalizing them, seek some discount or concessions in exchange for your commitment.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-34px|auto||auto||” custom_padding=”0px||31px|||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”][/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-103px|auto||auto||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”49px||13px|||”]

      2. Understand the Finances First: 

      Another significant aspect you might keep in mind is checking the financial aspect before agreeing to a term. Remember, PEO salespeople are well-trained in a way to build their value before they will let you know their cost. Therefore, you must be mindful of:

      • Avoid emotional discussions while interacting with such individuals, agreeing to specific services, or technologies.
      • Consider the cost they will provide and stick to your budget before proceeding further.
      • Understand whether the cost they are providing is adhering to that of the market.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-48px|||||”]

      3. Try to Control Privacy: 

      You must provide information only to an extent that is required. However, be sure to not provide them with the important ones, concealing which, might lead to higher quotations. Here you must also use non-disclosure acts and reference-based diligence to control the privacy of your company.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_padding=”0px|||||”]

      4. Understand the Price Locks: 

      Price locks can be much more valuable than the discount that most companies offer. For an instance, if a PEO can lock in during their medical renewal, this comes as a more valuable decision than reducing their administrative fees.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-14px|auto||auto||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default”]

      5. Find an Expert/Professional: 

      Try to utilize a third-party agency that will save your time and money by shopping for multiple PEOs on your behalf. They will ensure to stick to the guidelines. However, you must check the following in a professional:

      • An expert must have the appropriate market knowledge and its changing scenario. Also, he/she must be aware of the competitive price structure.
      • The concerned organization must follow best practices followed to the core and there must be no violation of laws.
      • They must have information and access to the lowest rates and must support you throughout the PEO relationship.
      • The professionals must also support you regarding annual reviews and other services.

      So, now that you have an idea of how you must avoid overpaying your PEO, it is also necessary for you to educate yourself about their services and offering before seeking one. This will also assist you in saving on your costs. Besides, if you are willing to opt for these services, contact us anytime. We can assist you with payroll, employee compensation and other services. Also, if you wish to explore more about this, you can visit our blog section.

      [/et_pb_text][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.9.3″ _module_preset=”default” custom_margin=”-60px|auto||auto||”][et_pb_column type=”4_4″ _builder_version=”4.9.3″ _module_preset=”default”][et_pb_text _builder_version=”4.9.3″ _module_preset=”default” custom_padding=”56px|||||”]

      Reference Links:

      https://peospectrum.com/blog/5-tips-to-ensure-your-company-is-not-overpaying-for-a-peo/

      https://peospectrum.com/blog/business-big-work-peo/

      [/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Contact” _builder_version=”3.22″ background_color=”#012780″ use_background_color_gradient=”on” background_color_gradient_start=”#012780″ background_color_gradient_end=”rgba(1,39,128,0)” background_color_gradient_end_position=”60%” background_color_gradient_overlays_image=”on” background_image=”https://wordpress.fortunebizconsulting.com/wp-content/uploads/2020/03/insurance-01.png” background_size=”initial” custom_padding=”54px|0px|120px|0px|false|false”][et_pb_row module_id=”contact_form” _builder_version=”4.4.4″ background_color=”#ffffff” custom_margin=”80px|||” custom_padding=”80px|6%|80px|6%|true|true” animation_style=”zoom” animation_intensity_zoom=”-5%” animation_speed_curve=”ease-in” border_radii=”on|10px|10px|10px|10px” box_shadow_style=”preset1″ box_shadow_vertical=”40px” box_shadow_blur=”80px” box_shadow_color=”rgba(55,104,238,0.15)”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.4.4″ text_font=”Montserrat|300|||||||” text_font_size=”16px” text_line_height=”2em” header_font=”||||||||” header_2_font=”||||||||” header_2_font_size=”36px” header_2_line_height=”1.4em” text_orientation=”center” max_width=”700px” module_alignment=”center” custom_margin=”||60px|” header_2_font_size_tablet=”30px” header_2_font_size_phone=”24px” header_2_font_size_last_edited=”on|phone” locked=”off”]

      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.

      [/et_pb_text][et_pb_contact_form use_spam_service=”on” recaptcha_list=”Default-0″ recaptcha_min_score=”0.7″ email=”stephanie@fortunebizconsulting.com” custom_message=”New Form Submission!||et_pb_line_break_holder||||et_pb_line_break_holder||First Name: %%FirstName%%||et_pb_line_break_holder||Last Name: %%LastName%%||et_pb_line_break_holder||Company Name: %%CompanyName%%||et_pb_line_break_holder||Company Email: %%CompanyEmail%%||et_pb_line_break_holder||Phone: %%Phone%%||et_pb_line_break_holder||Message: %%Message%%” module_id=”et_pb_contact_form_0″ _builder_version=”4.4.4″ form_field_background_color=”rgba(0,0,0,0)” form_field_font=”Lato||||||||” custom_button=”on” button_text_size=”14px” button_text_color=”#ffffff” button_bg_color=”#003bde” button_border_width=”10px” button_border_color=”rgba(0,0,0,0)” button_border_radius=”4px” button_letter_spacing=”1px” button_font=”Montserrat|||on|||||” border_radii=”on|6px|6px|6px|6px” border_width_all=”2px” border_color_all=”rgba(51,51,51,0.06)” form_background_color=”rgba(0,0,0,0)” button_bg_color_hover=”#0053ef” button_border_radius_hover=”4px” button_letter_spacing_hover=”1px”][et_pb_contact_field field_id=”FirstName” field_title=”First Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”LastName” field_title=”Last Name*” min_length=”2″ _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyName” field_title=”Company Name*” min_length=”2″ _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”CompanyEmail” field_title=”Company Email*” field_type=”email” _builder_version=”4.4.4″ button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][/et_pb_contact_field][et_pb_contact_field field_id=”Phone” field_title=”Phone*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][et_pb_contact_field field_id=”Employees” field_title=”Number of employees*” allowed_symbols=”numbers” _builder_version=”4.4.4″][/et_pb_contact_field][/et_pb_contact_form][/et_pb_column][/et_pb_row][/et_pb_section]

    • 5 Strategies Your Business Should Adopt to Thrive in 2023

      5 Strategies Your Business Should Adopt to Thrive in 2023

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      Are you finding it tough to plan strategies for 2023 that can propel your business? Do you want to know the new trends that you must focus on?

      Over the past few years, businesses have undergone massive changes and faced several challenges. There have been various socio-economic alterations, the upgradation of new trends and the launching of new technologies. Moreover, people speculate it to continue in 2023 too.

      So, navigate through this write-up to learn about the five best strategies to help your business thrive in 2023.

      What Are the 5 Best Strategies to Prepare for FY 2023?

      The best way to push your business is to chalk out a strategy keeping the changing market trends in mind. Additionally, analyze other aspects and your competitor’s actions to help understand your business requirements and push it towards growth.

      The top five strategies to help your business to thrive are:

      Strategy 1: Review Results of 2022

      If you are willing to get better results for 2023, you need to access the data and results of last year. Also, understand how they helped your business grow. Some questions you can analyze in the process are:

      1. What was your revenue and profitability last year?
      2. How many streams of revenue you had last year?
      3. Do you want to refresh your brand?
      4. How many clients did you crack, and how many did not venture?

      Strategy 2: Plan Sales Goals and Strategies

      The best way to prepare your business for 2023 is to set sales goals and plan effective sales strategies. For this, develop a promotional calendar to help you focus on your last-minute campaigns. However, before escalation, analyze the following questions:

      1. How do you plan to generate leads?
      2. How will you qualify these leads?
      3. Do you need to hire more experienced salespeople?
      4. What are your plans to upsell existing customers?

      Strategy 3: Accelerate Digital Transformation

      The year 2023 will witness a continuation of digital transformation with the introduction of more innovative products and services in the market. Artificial Intelligence (AI), the Internet of Things (IoT), cloud computing, blockchain and virtual/augmented reality are some innovations you can expect. So, you must prepare your business for the following:

      1. Increased hybrid and remote working
      2. Innovative solution for augmented working
      3. Automation of creative, manual and routine workloads

      Strategy 4: Develop/Update Website

      A website is an essential sales tool for any business as people look up products and services online, most likely from their mobile devices. That is the reason you need to update your website every year. Here is a guideline you must follow:

      1. Ensure that the website is optimized, simple and engaging to the customers
      2. Make it mobile-friendly as most customers will view it through their mobiles
      3. Review its load time and think about the site navigation
      4. Consult with others to have an idea about their opinion
      5. Your website might not require a total change, but certain updates will surely improve the user experience

      Strategy 5: Set Your Budget

      Setting a budget and keeping the goals in mind will help business development per quarter. So, review your finances for 2022 and plan a budget accordingly. This planning will identify your available capital, estimate spending and help predict revenue to set financial goals. Here is what you can do:

      1. Evaluate current operating costs
      2. Understand your cash flows
      3. Plan the areas you can cut expenses

      Apart from all these strategies, you can create an appropriate content plan to help you handle short-term and long-term obstacles. Besides, you can contact us if you need assistance in human resource management and payroll structure. Also, if you want to know more about such topics and how to grow a start-up business, please explore our blog section.

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      Reference Links:

      https://www.entrepreneur.com/growing-a-business/5-things-to-do-now-to-propel-your-business-in-2023/438319

      https://www.forbes.com/sites/bernardmarr/2022/10/03/the-5-biggest-business-trends-for-2023/?sh=221eb1ea4217

      https://succeedasyourownboss.com/10-ways-to-prepare-your-business-for-2023/

      https://online.hbs.edu/blog/post/importance-of-budgeting-in-business

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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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    • How to Choose a Right Payroll Provider (2023)

      How to Choose a Right Payroll Provider (2023)

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      Are you confused about who will be the right payroll provider for your company? Want to know how can you judge the service of a payroll provider for the smooth functioning of your business? 

      Gone are the days when you had to handle payroll activities manually. A modern-day solution is now available to large and small companies, including payroll outsourcing help. It simplifies the workflow and effectively reduces everyday payroll stress.

      So, to incorporate it into your system, read how to choose the right payroll provider for 2023 from here below!

      What Are the 6 Tips to Choose the Right Payroll Provider?

      The key to a successful payroll conversion is to match it with the nature of your business. It not only helps to streamline the payroll process but also meets your business’s requirements, minimizing your manual work. Consider the below tips to choose the right payroll provider:

      Tip 1: Ensure Accuracy

      The first and most crucial tip to consider while choosing the right payroll provider is ensuring that they carry expertise for accurate calculations. 

      You can do this in the following ways:

        1. Check the experience of the provider.
        2. Check the company’s reputation in the market.
        3. Look for industry-specific expertise for the provider.
        4. Check if they keep abreast with the constant market changes.

      Tip 2: Check Customer Reviews 

      You must check out their customer reviews to get clarity on the payroll provider’s services. It is possible in several ways and gives an idea about the functions.

      These include:

      1. Check their social media handles to know which companies are engaged with them.
      2. Try to find out their Google review and ratings. Also, go through both positive and negative feedback.

      Tip 3: Ask for Customer References 

      Ask for customer references so that you can reach out to them. This is because references provide direct feedback about the payroll provider’s services, flexibility, accuracy, and user-friendliness. If you find any discrepancy, it is wise not to progress further with the particular provider. 

      Here are a few questions you can ask their client:

      1. What are the reasons behind continuing with their service?
      2. How has this organization helped you in the long run?
      3. How many payroll providers did you review before selecting the current one?
      4. How long are you willing to continue with their services, and what are the reasons behind the same?

      Tip 4: Ask for Customized Packages

      A basic subscription-based package will not comply with the growing business needs. That is why you must ask for customized payroll packages from your provider from the start. 

      Moreover, when a payroll provider has proper compliance knowledge, it will be much easier to join hands and work with him/her.

      Tip 5: Evaluate Its Expertise

      A skilled and experienced payroll provider will always have a team of experts to conduct hassle-free payroll tasks, calculations, taxes, deductions, and related requirements. 

      Following are the ways you can evaluate their expertise:

      1. Ask for a detailed demo of the provider’s services and involve all your stakeholders.
      2. Try to visit the payroll provider’s office to check their office infrastructure.
      3. Have a one-on-one discussion with the payroll team to get insight into their skills.

      Tip 6: Ensure Stringent Data Security

      When finalizing a payroll provider, ensure they maintain strict data security policies and a secure payroll management system. Payroll data is essential and confidential. So, your provider must back up all information for contingency planning.

      Joining hands with an appropriate payroll provider who ensures convenience and an error-free process helps your business grow. Therefore, following these above tips will guide you in choosing a proper service provider. Besides, you can contact us to opt for efficient payroll services. If you want to know more about it, please explore our blog too.

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      Reference Links:

      https://www.businessnewsdaily.com/7477-choosing-payroll-service.html

      https://topsourceworldwide.com/choosing-a-payroll-service-provider-things-to-keep-in-mind/

      https://apspayroll.com/blog/6-things-consider-choosing-payroll-provider/

      https://www.talentproindia.com/2021/07/31/things-to-check-for-verifying-your-payroll-service-providers-trustworthiness/

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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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