Fortune Business Consulting

Tag: payroll

  • 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: 

  • Beyond Payroll: The Hidden Liabilities Lurking in DIY HR

    Beyond Payroll: The Hidden Liabilities Lurking in DIY HR

    You thought payroll software was the hard part? Think again. It started with a late-night call from the accountant. A former contractor had filed for unemployment but… contractors don’t get unemployment benefits, right? Wrong. That’s when the panic started. Turns out, your HR software may have misclassified a worker. Not on purpose—but software doesn’t catch gray areas. It calculates. It doesn’t caution. It processes—not protects. This is the challenge with DIY HR. For fast-scaling businesses, juggling payroll tools, spreadsheets, and guesswork, it’s a lawsuit waiting to happen. A PEO (Professional Employer Organization) does more than automate tasks—it shoulders risk, shares liability, and becomes your HR shield. 

    In this post, we’ll expose the hidden landmines buried under DIY HR practices and show how a PEO helps you avoid penalties, reduce risk, and stay compliant while you grow. 

    Employee Misclassification: A Hidden Tax Bomb 

    The IRS and Department of Labor take misclassification seriously. If you’re labeling someone a 1099 contractor when legally they’re a W-2 employee, you could be responsible for back taxes, overtime, benefits, and penalties.  

    Payroll software won’t stop you, it’ll let you misclassify with confidence. 

    A PEO helps you assess roles, responsibilities, and control factors to properly classify every worker. It also provides documentation and legal guidance if you’re audited. 

    FMLA, OSHA, and ADA Compliance: You’re Expected to Know 

    Most small businesses assume that if they’re under 50 employees, federal HR laws don’t apply. That’s not always true. State laws often kick in sooner, and certain industries like healthcare or construction, face additional compliance layers. 

    Your software won’t flag that. A PEO will. (HR software cannot flag a misclassification. A PEO is the fine-tooth comb that ensures any errors are caught) 

    PEOs provide guidance on: 

    • FMLA eligibility and leave tracking 
    • OSHA reporting and safety training 
    • ADA accommodation policies 
    • HIPAA and employee privacy 

    They don’t just give templates—they give advice that fits your state, your sector, and your risk profile. 

    Onboarding and Termination Errors = Lawsuit Triggers 

    Hiring and firing seem straightforward—until they’re not. Terminating an employee without the right documentation, or onboarding someone without signed policies, can open the door to lawsuits, unemployment claims, or discrimination complaints. Most payroll software doesn’t track: 

    • Progressive discipline 
    • Acknowledgment of policies 
    • Compliance training 
    • Exit interview documentation 

    A PEO keeps audit trials, generates compliant paperwork, and coaches your managers on how to avoid unlawful termination claims. 

    Handbooks and Policies That Aren’t Legally Binding 

    Google can’t write your employee handbook and even if it did, labor laws are constantly changing. There is no one-size-fits-all solution. 

    Many DIY HR handbooks: 

    • Use outdated legal terms 
    • Don’t include state-mandated policies (e.g., meal breaks, paid sick leave) 
    • Lack signed acknowledgments 
    • Are unenforceable in court 

    A PEO crafts a legally compliant handbook that’s reviewed annually. It ensures your team is trained on policies and that disciplinary procedures hold up if challenged. 

    Benefits Missteps: You Could Be Breaking the Law (Not Just Losing Talent) 

    Offering benefits without understanding your fiduciary obligations? You could be violating ERISA (Employee Retirement Income Security Act). 

    Common DIY HR mistakes: 

    • Offering retirement plans without proper documentation 
    • Mishandling open enrollment deadlines 
    • Failing to disclose plan changes 
    • Providing healthcare to contractors (invalidating classification) 

    PEOs administer benefits under their umbrella. This means: 

    • Better rates via group purchasing 
    • Accurate ACA reporting 
    • COBRA compliance 
    • Proper benefits election documentation 

    Wage and Hour Pitfalls: Your Software Won’t Alert You 

    Do you think your time-tracking system covers you? Think again. Most lawsuits in labor courts revolve around unpaid overtime, improper rounding, and rest break violations. 

    Payroll software may not: 

    • Flag improper tip pooling 
    • Handle minor labor laws for teenage workers 
    • Comply with California’s strict overtime calculations 
    • A PEO has HR professionals who audit your timesheets and coach your managers on compliant scheduling. 

    You’re Alone in a Crisis—Unless You Have a PEO 

    Whether it’s a data breach, an employee lawsuit, or a harassment allegation—crises happen. And software won’t jump on a call with you at 7 AM to guide your response. A PEO will. 

    They assist with: 

    • Crisis communications 
    • Internal investigations 
    • Legal counsel coordinatio 
    • Employee relations and sensitivity training 

    Think about it: Would you rather explain yourself in court… or prevent the lawsuit altogether? 

    Final Thought: DIY HR Is a Liability, not a Savings Plan 

    Payroll software is a tool. But it’s not a team. 

    When you rely on DIY HR solutions: 

    1. You assume all the risk 
    2. You lose compliance coverage 
    3. You miss red flags 
    4. When you work with a PEO: 
    5. You reduce liability 
    6. You gain proactive support 
    7. You unlock expert guidance at every turn 
    8. If your business is growing, your HR shouldn’t be guessing. 
    9. A PEO doesn’t replace your payroll software—it replaces your anxiety. 

    References 

  • What Your Payroll Software Won’t Tell You (But a PEO Will) 

    What Your Payroll Software Won’t Tell You (But a PEO Will) 

    It started with a missed tax deadline. 

    Not a big one—just a quarterly filing that slipped through the cracks. The finance manager blamed the software: “It didn’t alert me.” The CEO, tired of last-minute scrambles and constant legal anxiety, called a meeting. On the whiteboard were three words: “We need help.” 

    Like many growing companies, they had outgrown the convenience of their payroll software without realizing it. The platform they once celebrated for automating salaries and taxes had become a silent bottleneck. It handled numbers but ignored nuance. It knew dates but not regulations. It printed pay stubs but couldn’t solve compliance puzzles or provide HR strategy. 

    This wasn’t a software problem. It was a growth problem. 

    And it’s more common than most business owners realize. 

    The truth? Payroll software is built for management—not for mitigation. It’s reactive. It’s linear. And it’s just one piece of a puzzle that includes compliance risks, employee satisfaction, benefits administration, workplace safety, and people management. 

    So, while payroll software calculates, a PEO counsels. 

    This blog dives into the overlooked truths your payroll software won’t tell you—secrets that a good PEO knows by heart. Because payroll is just the start of the story… and your business deserves a better ending. 

    1. Payroll Software Focuses on Numbers, Not People 

    Payroll software is excellent at crunching data. It can process paychecks, calculate taxes, and generate W-2s. But what happens when an employee disputes overtime hours? Or when a team member goes on extended leave under FMLA? Software can’t mediate, interpret legal nuances, or anticipate human concerns. 

    A PEO brings a human touch to HR and payroll. It comes with experts who understand both the emotional and legal dimensions of employee management. Whether it’s compliance with federal leave laws, dealing with misclassification risks, or setting up fair employee policies, a PEO offers holistic support that software can’t. 

    Example: If you run a business in multiple states, your payroll software may not account for nuanced regional laws. A PEO, however, is built to manage multi-state compliance seamlessly  

    2. Compliance Isn’t Optional—But Payroll Software Treats It Like It Is 

    Did you know that according to the IRS, 33% of employers make payroll errors, and penalties for noncompliance can run to thousands of dollars per year? Most payroll software tools send alerts—but they don’t assess risk or offer strategic responses. 

    A PEO acts as a compliance partner. It monitors laws, updates document, trains your team, and ensures every form is filed on time and correctly. 

    Key Areas Covered by PEOs: 

    ACA compliance 

    Employee classification (W-2 vs. 1099) 

    Wage and hour laws 

    State-by-state employment laws 

    COVID-19-related leave policies (now winding down, but still relevant in audits) 

    3. Payroll Software Isn’t Designed for Strategic Growth 

    Your payroll software can’t help you analyze turnover, forecast hiring needs, or strategize your benefits packages to attract top talent. A PEO can. 

    A PEO provides data-backed insights into HR trends. It helps you create workforce plans, build retention strategies, and benchmark compensation packages. Payroll software sees transactions; a PEO sees trends. 

    Strategic Insights from PEOs Include: 

    Turnover risk modeling 

    Employee engagement surveys 

    Compensation benchmarking 

    Talent acquisition support 

    4. Payroll Software Doesn’t Reduce Liability—It Outsources Responsibility 

    Many business owners assume that using software means they’re covered legally. Not true. Payroll errors, wrongful terminations, and poor documentation still leave the business fully liable. 

    PEOs often operate under a co-employment model. This means they share certain legal responsibilities with you—essentially becoming a partner in protecting your business. They help with: 

    Claims management 

    Risk mitigation training 

    Workplace safety protocols 

    5. PEOs Offer Access to Big-Business Benefits 

    Small businesses using payroll software alone often can’t access affordable healthcare, 401(k) plans, or wellness programs. PEOs pool multiple clients to negotiate better benefits at lower costs. You become part of a bigger bargaining unit. 

    Benefits Administered by PEOs: 

    Medical, dental, vision insurance 

    401(k) retirement plans 

    Life and disability insurance 

    Employee wellness programs 

    This results in happier employees and improved retention. 

    6. Payroll Software Has No Face 

    When issues arise—like a wage garnishment notice, a harassment complaint, or an emergency leave—who do you call? Most payroll software companies route you through chatbots or low-tier customer service reps. 

    With a PEO, you get dedicated specialists—real people who know your business and guide you through difficult situations. From HR advisors to legal counsel, they don’t just troubleshoot—they protect. 

    Real Business Case: Sequoia’s Data Breach 

    In late 2022, Sequoia, a payroll and HR platform, experienced a major data breach. Employee names, addresses, social security numbers, and more were exposed. This highlighted a crucial truth: software is vulnerable. 

    A good PEO invests in layered security systems, data redundancy, and crisis communication plans. And more importantly, they walk you through recovery—not leave you to read help articles. 

    Conclusion

    Payroll Software Is a Tool. A PEO Is a Partner. 

    Your payroll software can cut checks and calculate taxes. But it can’t: 

    Anticipate risk 

    Guide leadership decisions 

    Offer employee counseling 

    Provide legal defense 

    Help you grow strategically 

    A PEO does all of that—and more. 

    So, here’s the big question: Is your business growing faster than your software can keep up with? 

    If yes, maybe it’s time to look beyond automation… and lean into partnership. 

    References

    1. Business.com – Surprising Perks of PEOs 
      https://www.business.com/articles/surprising-perks-peos/  
    2. ExtensisHR – PEOs and Risk Management 
      https://extensishr.com/resource/blogs/peos-and-risk-management/  
    3. Paycor – Pros and Cons of Using a PEO  
      https://www.paycor.com/resource-center/articles/pros-and-cons-of-using-a-peo-company/  
    4. US Chamber – PEOs vs Payroll Services 
      https://www.uschamber.com/co/co-100 
    5. Wired – Sequoia Data Breach 
      https://www.wired.com/story/sequoia-hr-data-breach/ 
    6.  APSPayroll – Talk PEOs: Pros & Cons 
      https://apspayroll.com/blog/talk-peos-pros-cons/
    7.   EmployBorderless – Payroll Systems 
      https://employborderless.com/payroll/systems/  
       
       
       
       
  • 5 Common Payroll Problems from 2023 and How to Overcome Them in 2024

    5 Common Payroll Problems from 2023 and How to Overcome Them in 2024

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    Are you stuck in a never-ending cycle of complicated payroll issues in the past year, wondering if there is a solution?

    From intricate legal compliance issues to the pressing concerns of data security, businesses encounter hurdles that need swift resolutions. 

    Payroll does not have to be a time and resource-consuming process. There are plenty of ways to reduce the amount of time you spend on payroll. Therefore, this blog will discuss five key payroll challenges from 2023 and provide actionable insights to address them in 2024. 

    Keep reading to know more.

    5 Payroll Challenges from 2023 to Resolve in 2024

    There are the five major payroll issues that businesses have faced in the past year that can be resolved in 2024:

    Legal Compliance and Statutory Challenges

    One of the biggest challenges, businesses face, when it comes to payroll compliance is staying compliant with labor laws, state laws, and statutory requirements. These regulations can be complex and constantly changing, which means that there can be a lot of room for error.

    If you do not follow these regional guidelines, you could face significant fines for your business. Moreover, remote work is gradually increasing for companies. Therefore, the solution to payroll compliance challenges is to invest in automation and continuous updates to your payroll software. Another way is to outsource payroll management to experienced professionals to stay updated with evolving regulations with the assurance and accuracy you need.

    Tax Filling Issues 

    Timely and accurate payroll tax filings are tricky but vital for business, as delays or errors can lead to penalties and interest charges, adding financial strain to businesses. Compliance with these standards in 2024 is vital, ensuring businesses avoid penalties and maintain financial responsibility.

    It accurately calculates and withholds taxes from employees’ paychecks, as well as pays the business’s share of payroll taxes on time. 

    As a solution, it is advisable to delegate payroll responsibilities to a third-party entity to alleviate concerns related to legal complexities. Third-party services bring specialized expertise and can promptly adjust to industry trends or regulatory changes.

    Employee Data Handling and Training

    Managing employee information is like managing a complicated puzzle without errors. Payroll is all about financial information about the employees, including salary, benefits, perks, bonuses, and other benefits like health insurance, travel and accommodation, credit, etc. 

    To solve this, direct deposits can be simplified through payroll management software, offering direct deposit services for convenient salary distribution directly to employees’ bank accounts. Eliminate physical document storage. Provide continuous training to personnel managing payroll data to reinforce optimal practices for ensuring data security and privacy. 

    Payroll Backup and Accuracy

    Confronting payroll challenges remains crucial for business owners, particularly startups. Businesses often struggle with payroll accuracy, streamlining data entry, and precise calculations. In addition, new businesses often discard or improperly file payroll, which can later cause trouble in payroll tracking.

    Therefore, to enhance accountability, businesses should preserve a backup of payroll data, preferably on a cloud platform or an external device, minimizing the risk of data loss. Also, implementing a reliable time-tracking system, staying alert on tax rates, and implementing payroll software contribute to seamless payroll processes, mitigating potential errors and their consequential impacts.

    Concern on Data-Security Breaches

    Nowadays, cybercrime and data breaches are on the rise, making payroll data protection a challenge. This increased risk requires the need for strong cybersecurity defenses. Not only does a breach compromise confidential employee data, but it also exposes businesses to potential regulatory non-compliance issues.

    Therefore, payroll service providers need to allocate resources to strengthen their cybersecurity defenses against the ever-changing and ever-evolving cyber threats of 2024.

    It includes implementing encryption, stringent access controls, consistent updates, employee training, and dependable backup and recovery strategies. Another great alternative is outsourcing payroll to a reliable provider with robust security protocols. These combined measures protect payroll data against potential threats, assuring secure processing.

    As we move towards 2024, addressing payroll issues requires strategic actions. Beyond automation and strong security, businesses of all sizes can benefit from outsourcing payroll to a reliable PEO partner.

    Therefore, if you are in need of expert payroll services to streamline processes and compliance do not hesitate to contact us. Check out our blog for more information on related topics, leading your business forward in 2024!

    Reference Links

    https://www.softwaresuggest.com/blog/payroll-problem-solutions/

    https://medium.com/@bestarion/8-common-payroll-compliance-errors-to-avoid-in-2024-ae43060c8806

    https://myxalary.com/blog/challenges-of-payroll-processing/

    https://www.peoplehum.com/blog/payroll-challenges 

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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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  • Difference Between the Value of AI and Human Experience in HR and Payroll Management

    Difference Between the Value of AI and Human Experience in HR and Payroll Management

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    Do you know introducing artificial intelligence in human resources and payroll management can help you run a seamless business operation? With the implementation of AI, HR services have been automated and efficient. However, AI may not be able to replace the human-centric aspects of HR management, but the possibilities and advancements it can bring will help in better management. 

    Continue reading to know more about the differences between the value of human experience and artificial intelligence in HR management!

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    Top 6 Differences between the Role of Human Experiences and AI in HR and Payroll Management

    Artificial intelligence has brought several significant changes in managing human resources, but the role of human experiences is still essential. 

    Here are 6 differences between the value of AI and human experiences for better interpretation of the facts:

    Decision-Making 

    AI helps in processing huge data without much turnaround time and accelerates the decision-making process. It helps analyze candidates’ resumes, predicts the turnover of an employee, and assesses their skills seamlessly. Thus, AI comes forward as a crucial tool that facilitates workforce planning and recruitment. 

    However, human judgment is time-consuming, but it excels in evaluating the complex interpersonal dynamics of an employee, soft skills, cultural fit, etc. HR professionals can understand every employee’s needs and resolve any issues empathetically.

    Personalization

    With artificial intelligence, you can personalize employee experiences through customized training programs, career development opportunities, etc. This helps in increasing employee engagement and leads to excellent employee retention.

    However, when it comes to sensitive issues like workplace conflicts, mental health, career counseling, etc., a human touch is needed. AI cannot understand the compassion and mental stress of an individual.

    Efficiency

    With artificial intelligence, HR processes get streamlined and easy as repetitive tasks like data management, payroll, etc., get automated. This automation releases the administrative burden, offering enough time for strategic initiatives. 

    On the other hand, AI cannot build up employee relationships or address the concerns of an individual. Thus, HR professionals play a crucial role in building trust and a positive work environment.

    Diversity and Inclusion

    AI can put an end to the biased recruitment and promotion process and make the decision based on employees’ skills. However, this is only possible when the database is managed efficiently. On the other hand, human resources professionals can understand biases and issues properly and address them while hiring or promoting an employee. 

    Adaptability

    AI plays an essential role in accomplishing large-scale HR responsibilities and managing a huge workforce efficiently. However, when it comes to unforeseen situations, AI cannot adapt to it. Here comes the need for an HR professional, who can overcome complex situations with smart and creative thinking. 

    Cost Efficiency 

    AI improves resource allocation and automates HR tasks, thereby reducing operational costs. However, employee satisfaction, strategic planning, talent development, etc., need a human understanding. Thus, complete AI implementation in HR and payroll management cannot yield better results. Instead, companies need to balance both the human experience and AI for a successful and efficient management system.

    Final Words

    The introduction of AI in HR and payroll management has undoubtedly increased compliance, efficiency, data analysis capabilities, and more. However, the role of empathetic decision-making, emotional intelligence, etc., is still undeniable for a healthy work culture. The perfect collaboration of human experiences and AI can foster a positive work environment and enhanced employee experience. If you need professional assistance in implementing an efficient HR solution, contact us. Our blog section can also guide you in understanding these aspects in an easier way.

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    Reference Links:

    https://blog.darwinbox.com/ai-in-hr-trends-benefits-best-practices

    https://www.sciencedirect.com/science/article/pii/S2772662223000899

    https://www.hrexchangenetwork.com/hr-tech/articles/ways-ai-can-make-hr-professionals-more-efficient

    https://www.whatishumanresource.com/11-ways-ai-can-revolutionize-human-resources

    https://www.oracle.com/a/ocom/docs/applications/hcm/oracle-ai-in-hr-wp.pdf

    https://www.hec.edu/en/knowledge/articles/ai-hr-how-it-really-used-and-what-are-risks

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  • 12 Ways How Companies Can Reduce Workers’ Compensation Costs

    12 Ways How Companies Can Reduce Workers’ Compensation Costs

    Are you worried about workers’ compensation costs cutting a high share of your company’s budget?

    As compared to the share a company spends on salaries and employee health benefits, this number is very high. Hence, it is vital to know how companies can reduce worker’s compensation costs. 

    Fortunately, there are many ways to do it that many companies do not know of. The different ways to reduce worker’s compensation costs are discussed below.

    12 Effective Strategies to Reduce Workers’ Compensation Costs 

    Here are a few ways a company can manage to reduce their worker compensation costs effectively:

    Install a Safety Program 

    Document a safety program and also involve the employees to participate in field practices for the same. Employees training on safety and hazard mitigation will help them be active during accidental mishaps. 

    Join Hands with a PEO or Professional Employer Organization

    A PEO will help provide the right guidance by evaluating the safety guidelines of the workplace. Also, joining hands with a PEO will help in training the worker on what to do in an emergency like a fire, etc. 

    Introduce a Return-to-Work Program

    The longer the injured employee takes to come to the office, the higher the compensation costs will be.

    Companies must maintain a return-to-work policy for their employees. Doing so will prevent unnecessary leaves leading to no extra compensatory costs.  

    Establish an Employee Wellness Program

    Companies must implement an Employee Wellness Program to educate their employees regarding workplace safety. 

    It will also help employees take precautionary measures, be alert during accidents, and manage workplace hazards.

    Provide Immediate Medical Solutions in Case of Emergencies

    Companies should be effectively equipped with the needful tools and solutions in case of any emergency. If an employee gets sick this will help curb any long-term medical issues of the employees.

    Ensure Quicker Insurance Communication

    Companies must maintain error-free insurance documentation of the employees. Doing so will prevent any mistakes during emergencies, leading to no extra compensatory costs. 

    In case of any other doubt, the quicker the insurance process, the lesser chances of incurring extra compensatory costs.

    Select the Right Insurance Policy

    Selecting the right insurance means a reduction in higher premium rates. If the market is competitive, choosing an insurance policy that best fits your available funds and resources will help cut unwanted expenses. Additionally, knowing the position of your company will help avoid paying more than you should. 

    Set a Workers’ Compensation Claims Guidelines

    Being thorough with the guidelines will help your company devise the right worker compensation plans. 

    It includes dealing with the right health insurers, verifying claim coverages, and ensuring the paperwork is correct. 

    Abide by the State Policies

    Any company policies must be in tune with the state policies this help avoid penalties. Also, many states give discounts on employee wellness programs and businesses that promote a safer work environment. 

    Instal Social Network Analysis 

    This tool helps an employer track the claims raised by different employees. So, employers can avoid mistakes in documentation, fraud claims, and multiple claims by one employee. 

    Boost the Morale of Employees

    Maintaining a healthy and positive work-life balance helps employees attain higher work productivity. Employees can lead a healthy lifestyle and, in many aspects, reduce the risks of falling sick. 

    Companies can conduct weekly fun-filled activities and other motivating sessions to keep up the morale of their employees. 

    Try to Predict the Costs of Probable Mishaps

    Predicting the costs of possible accidents in the workplace will help companies to allocate a part of their budget to cover these. Doing this will help the business to be prepared beforehand and mitigate it without incurring extra costs. 

    If you need deeper insights into human resource management and professional assistance, contact us. Also, if interested in reading more such topics read our blogs for detailed insights.  

    Reference Links:

    https://www.insperity.com/blog/workers-compensation-insurance-cost/ 

    https://www.hourly.io/post/5-ways-to-reduce-workers-compensation-costs 

    https://www.klear.ai/post/reduce-workers-compensation-costs 

    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.

  • Why Does Mental Health in the Workplace Matter? – 5 Reasons to Know

    Why Does Mental Health in the Workplace Matter? – 5 Reasons to Know

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    Are your employees feeling stressed from work pressure? Do you know how their mental health can affect the company’s overall production?

    The workplace environment has been a crucial factor in determining an employee’s mental condition. If employees face unsupportive behavior within the organization, it directly impacts their contribution. This in turn affects the employee’s performance and work efficiency. Continue reading this blog to know how mental well-being can be beneficial for an employee and the organization.

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    Top 5 Reasons Why You Must Have Sound Mental Health in Workplaces

    Your work environment should be friendly and healthy to ensure your employee’s mental well-being. Here are the best reasons why it is important:

    A Sound Mind Can Enhance Productivity

    An employee with sound mental health can always add value to the organization. A happy and healthy workforce can help in uplifting the business with excellent skills. However, it is the responsibility of the employer to ensure a healthy and supportive work environment for the employees. 

    When the mental health of employees is stable it increases their productivity. As per research, companies that prioritize their employee’s mental well-being have outperformed by 10% more than others. 

    To Release Work Stress

    Work pressure can often burden employees with immense stress. With sound mental health, one can release the extra stress and approach things positively. Several workplaces provide relaxation activities and make a separate relaxation space for mid-day breaks. 

    As per the health and safety legislation, employers should ensure that each employee is having a safe, healthy, and relaxing working environment irrespective of mental health. Thus, a responsible employer will always care for their employee’s well-being and focus on releasing their stress through engaging in activities.

    Boosts Decision Making Capabilities

    An unstable mind cannot make the right decisions as it is distracted by multiple thoughts. Thus, it will affect the working abilities of employees and their performance as well. Promoting a healthy work environment will enhance employee engagement and help in developing their skills and capabilities. With a sound mind, one can develop strategic business plans and help in boosting the organization’s growth. 

    Employers can help in improving the worker’s mental health by appreciating and recognizing them for their performances. Moreover, they can offer benefits like flexible working hours, referral programs, etc. 

    Consistency at Workplace

    If employees find their workplace healthy and supportive, they will not opt for frequent job switches. It helps both the employer and employees in maintaining consistency at the workplace. Moreover, it will ensure the goodwill of a company and also improve the employee’s work efficiency.

    Thus, maintaining a healthy work environment facilitates the development of a company. In other words, both the employee and employer can flourish individually when the work environment is mentally supportive and cooperative. 

    Poor Mental Health Can be Fatal

    When employees face immense work pressure and stress it can affect them mentally and lead them to depression. If not taken care of on time depression can be life-threatening. Multiple instances have been found where employees who are unable to handle the work pressure have been mentally distressed. 

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    Final Word 

    It is the responsibility of an employer to ensure every employee is having a safe and healthy work life. With less stress and improved facility, employees can focus more on their work and enhance productivity. If you are facing such issues maintaining workflow balance in your workplace, you can contact us for professional assistance. You can further read our other blogs to know more about workplace management, employee handling, and more. 

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    Reference Links:

    https://www.iod.com/resources/blog/mental-health/five-reasons-why-mental-health-in-the-workplace-matters/

    https://www.betterup.com/blog/mental-health-in-the-workplace

    https://ca.godaddy.com/blog/why-mental-health-in-the-workplace-matters/?gclid=CjwKCAiAr4GgBhBFEiwAgwORrY8y7J9KBbqbrqhfqqtb3ogNxHrgDbvVgK8aXG_uFI9bIG7Y9polgBoCNZsQAvD_BwE

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  • Five Wage and Hour Violations That May Surprise You

    Five Wage and Hour Violations That May Surprise You

    [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 paying your employees what they deserve? Do you know underpaying or illegal deduction is a violation of the Wage law?

    Employers often commit wage and hour violations knowingly or unknowingly. However, this can drag them into legal hazards if reported with proof. As a reputed business organization, you should abide by the Labor Wage regulations to maintain a healthy and protected work environment. Read this blog to know about a few common wage and hour violations you must watch out for![/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”]

    Top 5 Wage and Hour Violations That You Must Look Out For

    As a responsible employer, you should take care of your employee’s wages and benefits. So, here are the top 5 things you must stop doing to maintain the Labor Wage regulations:

    Illegal Payroll Deductions

    Some employers often deduct wages in multiple illegal ways. In most cases, employers deduct money to compensate for damages that are not associated with employees. These may include shortages in the cash register, property damages at the workplace, the value of tools, etc. Moreover, some also deduct the employment uniform’s price from their employee’s wages. 

    Here, employers must set up laws to discuss the deduction parameters with their employees before deducting their wages. For instance, an employee has worked overtime and is eligible for an overtime bonus. In that case, if you want to deduct any part of his wage, you may have to ask for permission.

    Misclassification of Employees

    As per the law, employees of the company will receive added benefits, overtime payment, and much more. However, in recent years the number of independent contractors in a business organization has increased. Generally, these contractors do not receive equal facilities as the employees of the company. 

    Some employers misclassify their employees as independent contractors to avoid paying benefits. If your company is following any such practices refrain from that as it is considered a violation of the law.

    Not Paying Minimum Wages

    As per the Federal Government, the minimum hourly wage in America is around $7.25. However, some states consider paying a higher rate showing compliance to their employees. On the other hand, some employers violate this law and refrain from paying minimum wages to their employees. This can be seen prevalently in the case of tipped employees. 

    As per the Labor Standards Act, if a worker earns a tip above $30 each month, his minimum hourly cash wage will be $2.13. If any such practices are being followed in your company, stop them immediately. Generally, no employer can deduct more than $5.12 from the wage of a tipped employee. 

    Underpaying the Employees

    Another way of wage violation is not paying the workers per their work. In such cases, employees are working more and earning less. Some employers do not pay the employees for the extra work they do even after their shift ends. 

    Other instances include not paying the employees for the prep work they are doing before their shift starts. Some employers also avoid paying their employees for side work and travel for work purposes. However, these are strict violations of the law and a responsible employer should avoid such practices to maintain his company’s reputation. 

    Not Paying Reporting Pay

    Employees reporting to the office during their shift are eligible for reporting pay irrespective of whether they worked for the day or not. However, some state laws do not include this. This is applicable in case of work interruption due to Acts of God, Government instructions for closure, or an employer closing the shift due to insufficient work. However, if the employee is leaving early due to personal reasons, employers may not compensate him with reporting pay. 

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    Bottom Line

    If you are running an organization and providing employment to several workers, you should maintain the wage and hour regulations strictly. It will keep your employees satisfied with their deserved wages and also mark your company’s goodwill. If you need expert advice and suggestions regarding the wage laws, you can contact us. Moreover, you can read our blog section to get a detailed overview of these violations and ways to stop them.

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    Reference Links:

    https://wageadvocates.com/7-labor-law-violations/

    https://inspiringhr.com/five-wage-hour-violations-that-may-surprise-you/

    https://www.katzmelinger.com/blog/2020/06/5-common-wage-and-hour-violations/[/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]

  • How to Stop Overpaying Taxes? – 5 Strategies to Save Company Cost

    How to Stop Overpaying Taxes? – 5 Strategies to Save Company Cost

    [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 facing difficulties in filing your business tax? Do you want to know where can you save money while paying taxes?

    Business organizations often face challenges while filing their taxes. Without a proper estimation of your taxable income and payable taxes, you may find it daunting to pay off your taxes on time. As a result, you may need to pay hefty penalties and end up overpaying taxes. Continue reading this blog to know the best strategies to avoid overpaying taxes.[/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”]

    Top 5 Strategies to Avoid Overpaying Taxes

    Follow the below pointers to save yourself from paying any extra amount of tax or penalties:

    Know Your Obligations

    With better insights into federal, state, and local tax obligations you can keep away from overpaying taxes. IRS audits businesses on a given financial year and every organization must pay their taxes on time. If you fail to pay the tax on time, you can attract penalties, or your business can be scrutinized. So, you can log in to the websites of the IRS and SBA to know about the obligations regarding tax forms, due dates, instructions regarding tax filing, etc.

    Estimate Upcoming Year’s Income

    Estimating your company income for the next year can help in getting a clear idea of your payable taxes. Thus, you can plan your finances accordingly and refrain from overpaying taxes. You can take help from professional financial advisors or estimate your income from the yearly W-2 that provides detail of your yearly revenue.

    Go for ‘Safe Harbor’

    Taking advantage of the ‘safe harbor’ can be ideal for taxpayers who are expecting a much higher or lower income in the upcoming year. By paying ‘safe harbor’ you can stay away from paying penalties. It is a minimal amount that does not burn a hole in your pocket. Moreover, if you fail to pay the taxes, fulfilling the safe harbor target will keep you protected from overpayment issues. 

    You can approach paying safe harbor in two ways. Either you need to pay 100% of the previous year’s tax or 90% of the next year’s tax. You need to divide this amount into four equal parts and pay the ‘safe harbor’ accordingly.

    Calculate the Estimated Deductions

    Deductible expenses include professional expenses, mortgage interest, dependent exemptions, etc. Calculating the tax deductions for the upcoming year can be another way to stay protected from overpaying taxes. In this way, you can predict your eligibility for deductible expenses in the upcoming year. 

    If you want lower deductible expenses in the upcoming year, you can reduce some deductions. For instance, you can reduce mortgage interest. Enquire about the next year’s expenses from the lender and pay off the maximum amount to reduce the interest. However, if you are unsure about any deductions in the next year, exclude them from the tax estimations.

    Determine the Payable Tax

    You can use the IRS tax table to determine your estimated tax payment. Your taxable income is decided after deducting the average gross income from your total income. After you get an idea of the taxable income use the tax table published by IRS on the previous year to determine your payable tax. You can use this table easily in the following way:

    • Know your estimated annual tax.
    • Divide the payable amount by the total paychecks you get in a year.
    • You will receive the amount you need to deduct from each paycheck to reach a $0 return.

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    Final Word

    If you find the above strategies hard to follow, hiring a professional can be fruitful. Though you need to pay them a charge, the amount you save from overpaid taxes will be worthwhile. Moreover, they will guide you to keep away from simple mistakes and pay penalties. So, if you are looking for any professional knowledge in this area feel free to contact us. Besides, if you want to know more about such company operation-related topics, browse our blog section.

    Reference Links:

    https://www.linkedin.com/pulse/how-avoid-overpaying-your-taxes-strategic-tax-planning-arron-bennett?trk=pulse-article_more-articles_related-content-card

    https://www.keepertax.com/posts/overpay-estimated-tax

    https://www.purposefulfinance.org/home/Articles/2017/stop-overpaying-your-taxes

    [/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/

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