Fortune Business Consulting

Tag: small business

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- An outdated employment contract didn’t protect your company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- Real-time compliance updates, not outdated policy templates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:
- Hiscox Guide to Employee Lawsuits: https://www.hiscox.com/employee-lawsuits
- SHRM: Cost of Employee Turnover https://www.shrm.org
- NAPEO Industry Research: https://www.napeo.org
June 3, 2025
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
- The True Cost of a Bad Hire https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/the-cost-of-a-bad-hire.aspx
  NAPEO Research & Statistics
  https://www.napeo.org/what-is-a-peo/peo-industry-statistics
  Forbes – Hidden Costs of DIY HR
  https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/05/18/five-hidden-costs-of-diy-hr-you-cant-afford-to-ignore
  Harvard Business Review – Time Management for CEOs
  https://hbr.org/2021/03/how-ceos-manage-time
May 27, 2025
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
- U.S. Department of Labor – https://www.dol.gov/newsroom/releases
- ExtensisHR https://extensishr.com/resource/blogs/why-small-businesses-need-peo/
- Zurich Insurance – https://www.zurichna.com/knowledge/articles/2022/10/top-causes-of-employment-lawsuits
- Business.com – https://www.business.com/articles/surprising-perks-peos/
- US Chamber – https://www.uschamber.com/co/run/human-resources/peos-vs-payroll-services
- Nolo – https://www.nolo.com/legal-encyclopedia/independent-contractor-vs-employee-29502.html
- IRS – https://www.irs.gov/businesses/small-businesses-self-employed/independent-contractor-self-employed-or-employee
May 20, 2025
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/
May 8, 2025
5 HR Trends Small Businesses Need to Watch in 2025

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Are you looking forward to new opportunities that can potentially redefine the role of HR?

As we approach 2025, small businesses are already facing lots of challenges that aren’t futuristic anymore and need to be addressed immediately. Therefore, it is better the sooner you incorporate the budding HR trends that will give your organization an edge over the competitors.

In this guide, you can find the top 5 HR trends the top management of a company needs to watch closely this year.

Discover the Top 5 HR Trends That Will Matter Most in 2025

At present, the workforce in most organizations involves a hugely diverse mix of four generations. These include Boomers, Generation X, Millennials, and Generation Z all working together in the same team. Therefore, to handle their expectations uniformly and ensure nobody faces hindrances while working, the HR teams need to be caring, creative, and compliant at the same time.

Having said that, below are the top 5 HR trends we believe small business owners should follow in 2025.

Prioritizing Skills Over Degrees

The world is revolving around skill-based hiring. Thus, HR departments in reputable firms increasingly rely on candidates with promising skill sets over those whose educational background strictly aligns with the job profile. This practice is quickly spreading worldwide, especially after the pandemic, which led to prominent labor shortages in different sectors.

As a result, certain role aspirants are also rethinking their college degree requirements and focusing more on professional course completions. Consequently, to boost efficiency and productivity throughout operations and management, you can start depending on the right people with the right skills.

Emphasizing AI Usage for Increased Productivity

Small companies have already felt the increased adoption of AI across industries and the positive part is it is here to stay. Hence, to stay ahead of the competitors, your business must leverage AI tools to transform the performance dynamics.

Utilization of artificial intelligence can automate repetitive tasks thus freeing up your workforce for more resourceful tasks. In addition, with AI tools and chatbots you can streamline the administrative part of the operation. Finally, when it comes to decision-making and implementation, AI can be trusted hugely as the models are run by well-researched data-driven insights.

Encouraging Leadership Involvement to Navigate Changes

Successful small businesses are backed by strong leaders. In 2025, this leadership involvement is going to be more critical than ever. HR teams with well-defined policies can engage competently with teams and bring out high performance amidst changing environments. In this year, the primary focus of small businesses should be to nurture emotionally intelligent leaders who are capable of boosting team wellness.

Also, the HR department is responsible for providing training sessions that address topics like conflict resolution and adaptability within the workspace. Lastly, the leaders should be efficient enough to tackle the issues faced by remote or hybrid team members.

Accommodating Opportunities for Flexible Work

Hybrid and remote working modes are the new standards. Efficient employees expect a certain degree of flexibility and businesses cannot afford to let these talents go only because they cannot fit into a rigid workflow.

In this New Year, success will depend more on clear policies, strategic communication plans, and professional scheduling techniques that will promote even work distribution. Additionally, companies need to take care of burnout prevention for employees and promote a supporting professional environment to develop a workforce that is loyal to the business.

Motivating Employees to Develop Relevant Skills

Employees need to realize that their roles will require them to develop new skills in the months and years to come. Thus, small businesses should encourage their employees to carry an innovative mindset and stay ahead of others in a fast-changing environment. This, in turn, will develop teams that can adapt to different client requirements quickly and come up with optimized solutions.

Final Words

The highlighted HR trends in 2025 aim to design workplaces where businesses and their employees can thrive together. So, to stay ahead of the curve—schedule a free consultation with us to ensure your business is ready for 2025!

You can contact us today for strategies that will be specific to your needs. Finally, you can explore our blog section for more HR tips proven to benefit businesses across industries.

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January 21, 2025
How to Use Technology and do Less with More in Your Small Business?
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How to Use Technology and do Less with More in Your Small Business?

Are you willing to leverage technology to reduce quality issues and boost productivity in your small business?

If you own a small business or a start-up venture, use technological innovations that play a key role in driving business success. You can smoothen workflow and create efficient operations by leveraging right tools and technologies. It save ample time and money and allows you to focus on the other aspects of the business.

Keep reading the write-up to learn how to use technology to transform traditional processes and approaches into something more efficient and enhance workflow.

5 Unique Ways to Leverage Technology in Your Business

We are amidst a rapid digital transformation where businesses use new and advanced tools and technologies to ensure growth, innovation and differentiation within a competitive market structure. It has pushed the need to use modern technology so that companies become agile and develop efficiently.

Let us find out the 5-unique ways to leverage technology in your business and work in a professional manner.

Using Project Management Tools

Avail project management tools, the most essential and profitable small business technologies available today. These tools helps in boosting productivity and increases revenue to your business. A project management software provides you with a range of tools that include:
- Task delegation and tracking
- Budget tracking
- Project scope and planning
- Risk management planning
- Analyzing and preparing progress reports
Leveraging Customer Support Tools

Customer support tools helps to connect with customers faster and in more productive ways. By getting customer feedback, you learn different ways to improve your workflow using these tools. Some of the customer-aligned tools to leverage include:
- Visual chat boxes
- Live chat boxes
- Smart routing to agents
- Omni channel support
- Post-support surveys and market study
Furnishing E-commerce Management Tools

With new trends entering the market and an ever-changing market scenario, the demand for high-quality e-commerce management tools have exploded. These tools help to work better and ensure your online customer’s shopping experience smoother while still driving profits, in a sustainable way. Below some of the ways in which e-commerce management tools can help your business grow:
- Helps to invest in better marketing strategies
- Increase product line of the business
- Make your site easier to navigate and makes it user friendly
- Attracts wider audience demographic
- Ensure easy payment options for customers
Investing in Marketing and Advertising Tools

Marketing and advertising tools helps to equip and implement better marketing strategies and systems. It improves the way a target customer perceives a brand. It helps to drive a profit, ensuring you make profits as you benefit from conversions and leads. Following are the ways marketing tools help in business management:
- Performance of social media content
- Lead scoring
- Site visitor tracking
- Social media scheduling
- Email marketing
- Contact management
- Multi-site tool integration
Using Customer Relationship Management (CRM) Tools

Customer Relationship Management tools are easy to access and push conversions and cash flow within a minimal turnaround time. Besides, these tools contributes to developing longer relationships with your audience. By using this tool, you can ensure your customers with high-quality experiences. This aspect incentivizes your customers to remain loyal to your brand.

Here are some features you can expect from a CRM tool:
- Customize consumer experiences
- CRM analytics
- Track consumer behavior
- Third-party integration
- Leads management
Providing your customers with high-quality service and support through effective tools and technologies is one of the hallmarks of a successful and sustainable business. These tools solidify your presence in the competitive market and helps your business grow by helping you to work in better ways. So, if you want such services, contact us, and we will assist you in an escalation of these strategies. If you are willing to know more, please explore our blog section.

Reference Links:

https://www.linkedin.com/pulse/leveraging-technology-drive-business-success-jeff-thompson-/

https://www.insightssuccess.in/leveraging-technology-for-small-business-success-how-to-improve-profit-with-the-right-tools/

https://www.xperience-group.com/news-item/leveraging-technology-for-business-growth/

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October 31, 2023
How to Maintain Top Talent in Your Small Business?
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Are you finding it too challenging to maintain top talents in your start-up?

Employee turnover can be a significant challenge for small and big organizations. When a company or business is losing a significant amount of its top talent, it is time for leaders to take action and analyze their talent acquisition and retention plans. By doing so, they can actively identify improvement areas and take necessary steps to attract and maintain the top talent.

Here is a detailed guide to help you with unique ideas for maintaining top talent in your small business.

What are the Strategies to Apply to Retain Top Talent in Business?

If you have a small business, you must be aware of the necessity to have a team of loyal, skilled and motivated employees. So, it is necessary to attract top talent and also maintain them in the competitive market. Below are some tips that helps you develop a positive work environment and foster a superb company culture.

Build a Positive Work Environment

One of the best ways to maintain top talents in your small business is by ensuring them a positive work environment. Allowing a safe, supportive, productive and comfortable work environment always fosters innovation, communication, collaboration and feedback. For this, you can do the following:
- Invest in physical space, equipment, infrastructure and tools that help your employees to work comfortably.
- Encourage teamwork, engage them in interesting tasks, celebrate achievements, address issues and ask for feedback. It builds trust within the teams and boosts employee morale and engagement.
Ensure Growth and Development Opportunities

People working in your company will always seek growth opportunities that will help them build their careers. Growth opportunities help in learning and adapting to new skills, expanding knowledge, taking up new challenges and progressing in future.
- Include training, assigning projects and arranging mentoring sessions to share your knowledge within the teams.
- This will build confidence and help your employees reach their potential and achieve their goals.
Recognize and Award Your Employees

Appreciation and recognition are ways to exhibit that you care for your employees and notice their efforts, contributions and achievements. This action will increase their motivation levels and loyalty.
- Recognition and appreciation can be formal or informal, monetary or non-monetary.
- Include awards, perks, gifts, and certificates that will make your employees feel that they are important for your company.
Offer Compensation and Competitive Benefits

Another great way to maintain your top talents is by offering them benefits. This might not be only in terms of money but about their well-being and recognition in your company. This exhibits that you value your employees and their work and reward them for their achievements.
- Benefits can include paid time off, maternity leaves, flexible schedules, training opportunities, retirement plans, health insurance and many more.
- Compensation can include commissions, bonuses, shares, salary appraisals, equity, and more.
Prioritize and Strengthen Company Culture

A strong company culture impacts employee job satisfaction in amazing ways. It is a set of beliefs, behaviours, norms, and culture that explains how your company runs and your employees communicate and interact. Employees always seek to work in an environment that values and celebrates talent diversity.
- Communicate your goals, vision and values as an employer clearly and consistently.
- Model them according to the needs of the organisations, and involve your talents to shape and sustain them.
Maintaining talents within a company helps in building a strong company culture and smoothens workflow. Try to be consistent, inclusive and authentic as this is a trait that will build trustworthiness amongst people working in your company. By crafting a strong company culture, you can create a sense of belonging, purpose and identity for your employees. It may take some effort, but following these aforementioned steps will help in the long run. However, you can also contact us for these services. Also, explore our blog section if you are interested in knowing more about such topics.

Reference Links:

https://www.forbes.com/sites/forbesbusinesscouncil/2023/04/21/analyzing-strategy-14-steps-to-retain-top-talent/?sh=1aee821f1065

https://www.businessnewsdaily.com/5189-attract-skilled-workers.html

https://www.linkedin.com/advice/0/how-do-you-attract-keep-top-talent-skills-small-business

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Find out if a PEO is the right solution for your business.
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October 24, 2023
How to Remain in Compliance with the New I-9 Verification Process?

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Do you know the recent updates about Form I-9 compliance? As per DHS’ announcement on 25 July 2023, employers need to meet four criteria for choosing an alternative procedure for Form I-9 documentation. It includes employers who have remotely examined an employee document between 20th March 2020 to 31st July 2023.

Employers must have enrolled to E-verify while completing Form I-9 and are still enrolled in it. Lastly, the employer should have created a case for that employee in the E-verification process to qualify for the alternative process. If an employer fails to meet these criteria, he/she needs to go through in-person physical documentation by 30th August 2023.

Staying compliant with Form I-9 is essential to keep your company lawfully protected. Keep reading to know the strategies to follow the same!

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Top 6 Strategies to Stay Compliant with the New I-9 Verification Process

Employers need to maintain Form I-9 to ensure they hire employees who are legally allowed to work in the USA. There are many ways a responsible employer can maintain compliance with the new I-9 verification process.

However, here are top 6 strategies to comply with the I-9 form:

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Introduce E-verification and Automatic Operations

The manual audit process is time-consuming and may be prone to errors which can affect the ICE inspections. So, employers can introduce automated solutions and E-verification processes to conduct seamless operations and relieve the work of HR department. This process automatically determines the document’s authenticity and makes the employment procedure seamless. Employers practicing the E-verification process should not hire unauthorized workers without consent.

Go through the Employer’s Handbook (M-274) Thoroughly

Employers may find I-9 a bit confusing in many aspects. Thus, USCIS published the M-274 handbook to help employers understand the purpose of 1-9 perfectly. You should go through this handbook thoroughly to find out most of your answers regarding the I-9 compliances.

Keep the I-9 Forms Safely

The information included in I-9 forms is sensitive enough and should not be revealed while auditing or any other documentation. So, try to keep these forms separate from other official files. You can store it in a different file apart from other personnel files.

Do not Continue Discriminatory Employment Practices

Many employers conduct certain discriminatory practices like asking for a work authorization document even before hiring a non-American citizen employee. As per the I-9 form, every employee irrespective of their citizenship, national origin, immigration status, or native language should have equal employment rights.

Routine Internal Audits are Necessary

You can perform a regular audit yourself to find errors and correct them effectively to comply with I-9. You should keep a record of all the corrections made, date them, and store them properly with the original forms. It will also increase your credibility, saving you from paying hefty penalties during government audits. Though the procedure may be hectic, it can help you in the long run.

Keep Track of Sec-3 Reverifications

As per section 3 of the I-9 form, you need to conduct employment re-verification while rehiring or reporting a legal name change. So, you need to track the work authorization document expiry date. It helps ensure the reverification is done before the work authorization expiry. Moreover, a responsible employer should inform the employees about the expiration at least 6 months before the date. This is because you cannot continue the employment after expiration until reverifying or updating the form I-9 for the employees. So, to comply with the I-9 form, you must complete, date, and sign section 3 before the existing work authorization document expires.

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Final Words

You can follow the mentioned strategies to comply with the I-9 Form and run your company as per Federal law. However, if you are in doubt regarding the rules and regulations of I-9, it is advisable to get in touch with an expert. You can contact us in such a scenario for a sorted suggestion. Moreover, you can read our previous blogs for a clear idea about related topics.

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Reference Links:

https://www.completepayrollsolutions.com/blog/form-i-9-compliance

https://www.experian.com/blogs/employer-services/improve-i9-compliance/

https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/complying-with-i9-and-everify-requirements-in-the-united-states.aspx

https://www.paycor.com/resource-center/articles/i-9-compliance-faqs/

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September 12, 2023
Managing Employee Performance: Best Practices for Small Companies

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Want to increase your company’s productivity by improving employee performance?

Every organization, whether small or large, should introduce performance management programs to reach company goals effectively.

However, small companies may not have enough resources to proceed. In this regard, they can implement the best practices to maximize their employees’ potential. They can focus on creating a positive and productive environment for the betterment of both the company and its employees.

Scroll down to check out the best ways to manage employee performance!

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Top 6 Ways to Manage Employee Performance in Small Business Organizations

Small businesses can follow these performance management tips for a successful approach:

Set Clear Business Goals

The foundation of a successful performance management system is setting clear expectations and goals. Guide the employees about your expectations towards their performance and how they need to execute. Also, provide a clear concept about how their performances can help develop the business.

When you set guidelines and expectations, you can notice a considerable improvement in the quality and quantity of your employees’ work. This is because a proper structure and guidance provide them with a perfect baseline for work.

Communicate with Your Employees

Another way you can manage employee performance is by fostering transparent and open communication. As you set your guidelines and expectations, you should also know about the concerns and needs of your employees. This will help provide a favorable working environment, boosting their performance and efficiency.

Teamwork cannot be accomplished with only one person communicating and sharing his/her views. Thus, you need to listen to every employee’s input and help them in improving their performance level.

Provide Genuine Feedback

As a responsible employer, you should provide feedback on your employees’ performance and working methods. Other than annual performance reviews, you should provide daily or weekly feedbacks. This will help them work on their mistakes and improve their performance accordingly.

Thus, you should provide constructive feedback focusing on employee behavior and not on their traits. You can strike a balance between positive feedback for their accomplishments and pointing out the areas where they need to improve.

Offer Proper Training Opportunities

Providing training opportunities for your employees can also help enhance their skills and knowledge. Thus, you can invest in employees’ professional development to boost productivity and work efficiency. Though small businesses may not have the budget to invest in full-fledged professional development courses, they can consider affordable options.

It includes mentoring programs, online courses, workshops, etc. When you help in your employees’ career growth and development, they will also stay motivated and put their best efforts into flourishing your company.

Address Performance Issues Immediately

Another way you can improve work efficiency and avoid any bigger problems down the line is by addressing performance issues promptly. If you find an employee not meeting the expected performance level, take immediate action in addressing the issue. If needed schedule a one-to-one meeting and discuss the concerns.

It will help identify the reasons behind the issues and you can collaborate on a plan to improve the situation. As a responsible employer, it is your concern to offer adequate support, guidance, and resources to help the employee get back on track.

Introduce Performance Review and Recognition

Apart from daily or weekly feedback sessions, you can also evaluate the employees on a yearly basis. This will help identify the employees’ strengths and weaknesses and set future goals effectively. You can introduce an annual or bi-annual performance evaluation to discuss the concerns.

The reviewing part does not only end with assessing your employees’ performances but also rewarding them for their achievements. You can introduce recognition programs or a small incentive as a gesture for their efficient performance.

For further assistance and information on employee performance programs contact us. You can also go through our blogs for related concerns.

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Reference Links:

https://quickbooks.intuit.com/ca/resources/manage-employees/employee-management-techniques-for-small-businesses/

https://www.linkedin.com/pulse/8-tips-small-business-performance-management-paul-freudenberg

https://www.peocompare.com/performance-management-small-business/

https://www.valamis.com/hub/performance-management

https://www.plumhq.com/blog/best-practices-in-performance-management-for-start-ups

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August 8, 2023
How to Offer More Services to Your Clients?

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Do you want to offer more services to your clients but aren’t sure what they need? Offering a range of products and services can help your business grow. It can also help you build a strong customer base and increase your revenue. But, before you start, you need to understand your clients’ needs. You also need to know about the market and what’s in demand. This blog will show you how to offer valuable services to your clients.

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8 Ways to Offer More Services to Your Clients

Here are some tips on how to provide more services to your customers:

Understand Your Clients:

Before you add new services, you need to know what your clients want. You can do this by getting feedback from your clients. This will help you understand their needs and what you’re missing. Once you know what they want, you can tailor your services to meet their needs.

Look at Your Competitors:

Looking at what your competitors are doing can give you ideas. It can show you what you’re not doing and new market opportunities. It can also help you see how you can stand out from your competitors. This can further create unique services or improve your existing ones.

Do Market Research:

Doing market research can help you understand industry trends. It can also show you the size of your target market and new opportunities. This can help you decide if a new service will be profitable and in demand.

Make a Plan:

Before you add new services, you need to have a plan. This should include your goals, pricing, target market, risks, challenges, and marketing strategies. It can help you figure out your budget, resources, and timeline.

Train Your Team:

If you’re adding new services, your team needs to know how to provide them. You can train your existing team or hire new people. You can also work with freelancers or partners. But, investing in your team’s training can help ensure you provide top-quality services.

Talk to Your Customers:

When you add a new service, let your customers know. You can do this through social media, email newsletters, or your website. Tell them about the benefits and features of your new service. Ask for their feedback to see if you need to make any changes.

Maintain Quality and Consistency:

When you add new services, make sure they’re as good as your existing ones. Your clients have certain expectations based on your current services. Make sure your new services meet these expectations.

Evaluate Regularly:

Keep track of how you’re doing. Get feedback, look at your financial growth, and track performance indicators. This can help you see how your expansion is going and if you need to make any changes.

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Final Word

So, now you can introduce more services to your customers by implementing the mentioned strategies. Building a strong customer base will help you to level up your business operation. You can also contact us for further assistance regarding human resource management and payroll. Reading our previous blogs will also help develop ideas regarding new services.

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Reference Links:

https://www.superoffice.com/blog/five-ways-to-deliver-excellent-customer-service/

https://www.endorphindigital.com/post/7-steps-to-help-build-a-service-offering

https://www.retently.com/blog/customer-service-tips/

https://theranest.com/blog/market-new-services-existing-clients/

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Fill out the form below and we will contact you to schedule a chat.

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June 13, 2023