Managing payroll isn’t just about paying employees on time—it’s about ensuring compliance with complex and ever-changing tax laws. For business owners, keeping up with payroll tax filings, wage calculations, and regulatory updates can be overwhelming. Mistakes in tax payments, employee classification, or withholding can result in costly fines, audits, and even legal consequences.
With tax laws frequently changing at the federal, state, and local levels, the risk of errors is high. The IRS and state agencies impose strict deadlines and penalties for late or incorrect filings. Missteps such as misclassifying employees, failing to withhold the correct amounts, or missing reporting deadlines can result in substantial financial consequences.
That’s why outsourcing payroll to professionals like FullHR is a smart move. FullHR’s payroll services, backed by certified tax professionals, ensure accurate tax filings, compliance with federal and state regulations, and protection against costly mistakes. Here’s how professional payroll services help businesses stay compliant and avoid unnecessary risks.
Tax laws and payroll regulations change frequently, making it difficult for business owners to keep up. New rules around minimum wage, overtime pay, tax rates, and reporting requirements can impact payroll processing. Professional payroll providers continuously monitor these changes to ensure compliance and adjust payroll processes accordingly.
Employers must withhold the correct amount of federal, state, and local taxes from employee wages, including income tax, Social Security, and Medicare. Incorrect calculations can result in underpayments or overpayments, leading to penalties or unhappy employees. FullHR’s payroll services use advanced systems to ensure precise calculations and timely tax remittances.
Missed payroll tax deadlines can lead to hefty fines and interest charges from the IRS and state agencies. Professional payroll services handle all payroll tax filings and payments on time, reducing the risk of penalties. This ensures businesses remain in good standing with tax authorities.
One of the most common payroll compliance mistakes is misclassifying workers as independent contractors instead of employees. Misclassification can lead to back taxes, fines, and legal disputes. Payroll professionals ensure employees are properly classified according to tax and labor laws, helping businesses avoid costly mistakes.
Beyond tax compliance, payroll services confirm businesses follow wage and hour laws, including overtime rules, minimum wage requirements, and fair pay regulations. Noncompliance with labor laws can result in employee disputes, lawsuits, and damage to a company’s reputation.
Payroll processing involves handling sensitive employee and tax information. A professional payroll provider offers secure systems to store payroll records, protect against data breaches, and guarantee compliance with record-keeping requirements.
Businesses that fail to comply with payroll tax laws are at higher risk of IRS audits, state tax investigations, and potential lawsuits. Payroll services minimize these risks by ensuring proper documentation, accurate reporting, and adherence to all relevant regulations.
Managing payroll in-house can be time-consuming and stressful. By outsourcing payroll to experts, business owners can focus on growing their companies, improving operations, and enhancing employee satisfaction.
FullHR’s payroll services offer a comprehensive solution to help businesses stay compliant with changing tax laws. Backed by certified tax professionals, FullHR ensures accurate payroll processing, timely tax filings, and regulatory compliance, all while reducing risk and freeing up valuable time for business owners.
Take control of your payroll compliance today. Contact FullHR to safeguard your business and stay ahead of tax law changes.
Employee retention is one of the most significant challenges for businesses of all sizes. High turnover not only disrupts productivity but also incurs substantial costs in recruitment and training. What’s more, is that today’s job market has never been more competitive. As such, companies need to offer more than just a paycheck. Employee benefits, particularly health insurance, play a central role in retaining top talent and ensuring overall satisfaction within the workplace.
In this post, the team at FullHR will explore how group health insurance can improve employee retention and satisfaction and why it’s a vital part of your talent strategy.
Group health insurance plans typically offer lower premiums than individual plans because the risk is spread across a larger pool of employees. This savings translates directly into tangible benefits for your team members. The lower cost of health insurance makes it more affordable for employees to access necessary care, which boosts their overall well-being.
Employees who feel secure in their health coverage are less likely to worry about medical expenses, creating a more productive, engaged workforce. When employees don’t have to stress over what will happen if they get sick or face an emergency, they are more likely to stay with an organization that provides them with this benefit.
Health benefits are one of the top considerations for potential employees when evaluating a job offer. Offering a competitive group health insurance plan can make your company more attractive to high-caliber candidates.
Additionally, employees appreciate when a company invests in their long-term well-being. Offering comprehensive health coverage demonstrates that you care about your employees beyond just their work output, which creates loyalty and strengthens retention.
Employees who have access to group health insurance are more likely to seek preventive care, stay healthier, and manage chronic conditions effectively. This, in turn, leads to fewer sick days, greater productivity, and better overall work performance. By investing in the health of your employees, you’re also investing in the success of your business. Healthier employees are more engaged, have fewer distractions, and can contribute more effectively to their roles.
Job satisfaction doesn’t just come from interesting work or a good salary—it also comes from feeling valued and cared for by your employer. Offering group health insurance shows your team that they’re important to you. Employees who feel that their employer genuinely cares about their needs are more likely to be loyal to the company.
Offering high-quality health insurance can foster a culture of support and satisfaction, which contributes to a positive work environment and encourages employees to stay long-term.
Offering group health insurance also comes with significant tax benefits for businesses. Employers can often deduct the cost of premiums as a business expense, which can help offset the overall costs of providing insurance. This makes offering health benefits not only a way to attract and retain employees but also a financially sound decision for your company.
If you’re looking to improve your employee retention and boost satisfaction, it’s time to consider the powerful impact of group health insurance. At FullHR, we offer tailored HR solutions to help you implement effective benefits packages that support both your business and your team’s well-being.
Schedule a consultation with FullHR today to learn how we can help you improve employee retention and satisfaction through comprehensive group health insurance plans and more.
Managing payroll is one of the most complex and time-consuming responsibilities for small and medium businesses (Small and Mid-Sized Businesses). From calculating wages and tax withholdings to ensuring compliance with ever-changing regulations, payroll demands significant attention and resources.
By outsourcing payroll to an experienced provider like FullHR, your business can streamline operations, mitigate risks, and focus on growth and profitability.
One of the greatest advantages of outsourcing payroll is the time it saves. Payroll isn’t just about issuing paychecks—it involves tracking work hours, calculating taxes, managing benefits deductions, and staying updated on labor laws.
For many Small and Mid-Sized Businesses, these tasks consume hours each pay period, diverting attention from strategic business functions. By outsourcing payroll, business owners and HR teams can reallocate their time to key priorities like employee training, customer service, and company expansion.
Tax laws and employment regulations constantly evolve, making compliance a challenge for Small and Mid-Sized Businesses. Keeping up with federal, state, and local tax rates, overtime rules, and other payroll mandates can be overwhelming. Payroll errors can lead to hefty fines, legal issues, and reputational damage.
With FullHR, your payroll is managed by experts who stay ahead of compliance requirements, reducing the risk of costly mistakes. Our integrated payroll services work seamlessly with human resources management, benefits administration, and compliance systems to safeguard your business against financial penalties and legal issues.
Payroll mistakes can lead to employee dissatisfaction, tax penalties, and legal complications. Given the complexities of tax regulations and employee classifications, even minor errors can escalate into significant problems.
Outsourcing payroll to specialists minimizes these risks. FullHR’s payroll solutions are designed for precision and reliability, ensuring employees are paid correctly and on time, every time.
Managing payroll in-house often requires investing in expensive software and ongoing staff training. Outsourcing allows Small and Mid-Sized Businesses to leverage cutting-edge payroll technology without these financial burdens.
FullHR’s payroll platform integrates with a full suite of HR services, enabling businesses to automate payroll processing, track attendance, generate reports, and access real-time data—all from a single, user-friendly system. This technology-driven approach enhances efficiency and accuracy in payroll management.
Handling payroll internally can be costly when factoring in software expenses, staff salaries, and training. Outsourcing payroll eliminates these overhead costs while providing expert-level service at a fraction of the price of maintaining an in-house team.
Additionally, avoiding compliance-related penalties can result in significant long-term savings. FullHR helps businesses maximize efficiency and minimize financial risks associated with payroll management.
As your company grows, payroll requirements become more complex. Outsourcing offers the scalability and flexibility needed to accommodate expansion, whether you’re hiring new employees, opening new locations, or introducing additional benefits.
FullHR’s payroll services adapt to your evolving needs, seamlessly integrating with other HR functions to ensure smooth transitions as your business scales.
Outsourcing payroll is a strategic move for Small and Mid-Sized Businesses seeking to reduce administrative burdens, enhance compliance, and boost operational efficiency.
FullHR’s integrated payroll solutions, combined with our comprehensive HR services, allow businesses to stay focused on growth and profitability while we handle the complexities of payroll and compliance.
Contact FullHR today to discover how our payroll solutions can benefit your business.
Starting a new business is both an exciting and challenging endeavor, and while the potential for success is high, the risk of failure is equally significant.
Entrepreneurs often focus on product development, marketing, and customer acquisition, but one crucial aspect that many overlook is insurance.
Ultimately, insurance is essential for safeguarding a startup’s financial future and protecting you from unforeseen risks. To mitigate these risks, startup entrepreneurs should consider several types of insurance coverage.
General liability insurance is a must-have for any business, including startups. It protects against claims of bodily injury, property damage, or personal injury that occur on your business premises or due to your operations.
For example, if a customer trips and falls in your office, or if your product causes harm to a customer, general liability insurance covers the cost of legal fees and settlements. This type of insurance is key to maintaining your business’s reputation and ensuring that a single incident doesn’t lead to financial ruin.
Also known as errors and omissions insurance (E&O), this coverage is designed for businesses that provide professional services or advice.
If a client claims that your services caused them financial loss, professional liability insurance can cover the legal costs and potential damages.
This is especially important for consultants, marketers, designers, and anyone who offers expertise to clients, as it protects against claims of negligence or mistakes in the course of business operations.
For startups that manufacture or sell products, product liability insurance is a must. This coverage protects against claims that a product caused harm or injury to a customer.
No matter if it’s a defective product, an issue with packaging, or inadequate instructions, product liability insurance helps cover the costs of legal fees, settlements, and damages.
Ultimately, it’s essential to ensure that your products meet safety standards and that you’re covered if something goes wrong.
As your startup grows, you may hire employees to help run your business. As such, workers’ compensation insurance is required by law in most states.
This type of insurance covers medical expenses and lost wages for employees who are injured or become ill while on the job. Workers’ compensation protects your employees and minimizes the risk of lawsuits related to workplace injuries.
Also know that even if you don’t yet have employees, workers’ compensation can provide protection for yourself if you are injured while working in your business.
Commercial property insurance covers your business property—whether you own or lease a space.
This insurance protects against losses caused by damage to your building, equipment, inventory, or supplies due to incidents like fire, theft, vandalism, or natural disasters.
For startups that rely on physical assets, such as offices, warehouses, or storefronts, this insurance can safeguard against financial setbacks caused by unforeseen events.
Even with proper planning, unexpected events can disrupt your operations (just think of what the pandemic did to businesses—big and small—across the country).
Business interruption insurance covers the loss of income that occurs when your business is forced to temporarily close due to circumstances like a fire, natural disaster, or equipment breakdown.
This insurance will address operating expenses, such as rent and payroll, while your business is closed. It confirms that your startup can recover and resume normal operations without significant financial loss.
In today’s digital world, cyberattacks and data breaches are growing concerns for businesses of all sizes.
Cyber liability insurance protects against losses resulting from cyberattacks, data breaches, or other online threats.
If your startup stores sensitive customer data, handles financial transactions, or operates online in any capacity, you should carry this type of policy. It helps cover costs related to data loss, legal fees, notification to affected customers, and damage to your business’s reputation.
As a startup entrepreneur, securing the right insurance coverage is essential to protect your business and its future.
Don’t leave your company’s financial well-being to chance—partner with an insurance specialist like the professionals at FullHR. We can help you identify your risks and craft an insurance strategy that meets your needs. Let our team guide you through the process, ensuring your business is adequately protected against the uncertainties of the entrepreneurial world.
Is your office culture helping or hindering productivity? Too often, companies chase trends or fall for myths, ignoring the proven strategies that truly drive success.
With debates swirling around remote work, office setups, and the role of technology, it’s easy to get off track about what truly drives employee performance. At FullHR, we’ve worked with organizations of all sizes to cultivate flourishing office cultures, and here’s what we’ve found: productivity isn’t about ping-pong tables or micromanaging attendance. It’s about creating an environment where employees feel empowered, engaged, and valued.
Let’s debunk some common myths and explore five key traits of a thriving office culture.
Myth: Productivity requires constant monitoring of employees.
Reality: Productivity flourishes when trust is the foundation of workplace relationships.
Contrary to the belief that remote work stifles collaboration and efficiency, studies show that employees who feel trusted to manage their time and tasks are more engaged and productive. Instead of relying on surveillance software or rigid schedules, cultivate a culture of accountability and autonomy. Give employees clear goals and the freedom to achieve them in ways that work best for them.
Myth: Real collaboration only happens in person.
Reality: Collaboration increases when supported by intentional communication and the right tools, regardless of location.
Stop blaming remote work for communication breakdowns. The issue isn’t where people work but how they’re set up to connect. Thriving office cultures use technology to bridge gaps, foster real-time collaboration, and ensure team alignment. Hybrid meeting solutions, virtual brainstorming sessions, and asynchronous tools like Slack or Microsoft Teams enable employees to work together seamlessly.
Myth: Perks like gym memberships and snacks are enough to keep employees happy.
Reality: True employee well-being requires a holistic approach.
A great office culture prioritizes mental, physical, and emotional health. Flexible working hours, access to wellness programs, and a genuine focus on work-life balance contribute to happier, healthier employees. Leaders should model these behaviors, reinforcing that downtime isn’t a luxury—it’s a necessity for sustainable productivity.
Myth: Productivity is driven by internal competition.
Reality: Teams thrive in environments of mutual support and recognition.
Employees perform better when they feel their contributions are valued. Instead of promoting a competitive atmosphere, implement programs that celebrate individual and team achievements. Peer-to-peer recognition platforms, shoutouts during meetings, and transparent feedback channels can create a culture of appreciation that drives results.
Myth: Culture is organic and doesn’t need management.
Reality: Great cultures are nurtured by intentional leadership.
Leaders play a critical role in shaping office culture. They set the tone by embodying company values, encouraging open dialogue, and making inclusivity a priority. Leadership training and ongoing support for managers ensure that they can inspire and guide their teams effectively.
Thriving office cultures don’t happen by accident—they are built through deliberate actions and a clear focus on people, not just policies. Productivity myths, especially those scapegoating remote work, distract from what really matters: building trust, collaboration, and well-being.
By adopting these five traits, organizations can create environments where employees and businesses thrive together. Want to know how your organization stacks up? Contact us at FullHR for a culture assessment today.
The window for the open enrollment period is ever shrinking—with December 15th being the last day to enroll or change plans for coverage starting January 1, 2025, and January 15th serving as the last day on the calendar for enrolling in or changing a plan with a February 1st start date.
This is a critical period for both employers and employees, which makes clear communication practices that stress the urgency of this time of year even more important. Employees must be able to make informed decisions about their benefits.
As such, here are some top tips to follow at your company to ensure communications are paid attention to and benefits engagement is maximized.
As the clock ticks on the end of open enrollment, make sure your communication calendar still delivers a steady flow of information, and stress last-minute reminders. Also, encourage employees to approach your HR team if they are unclear about benefits information and have questions. Time might start to feel limited, but you don’t want employees to feel rushed or frantic.
Benefits information can feel overwhelming to many employees, especially when it involves making coverage changes, understanding premiums, or truly absorbing the differences between plan options. Therefore, break down the information into bite-sized, digestible pieces. Use bullet points, infographics, or short videos to explain key points, including:
Clear, concise, jargon-free communication will enable employees to understand their options and minimize the chance that costly mistakes are made.
Employees consume information in different ways, and your approach to connecting with them on open enrollment shouldn’t be one-size-fits-all. Use a mix of communication channels to guarantee everyone is reached in time. Consider the following:
Truly, by leveraging varied communication platforms, you ensure a multi-generational approach to boosting benefits enrollment at your company.
The open enrollment process should be tweaked and modified from one year to the next and should never remain static. Always welcome employee feedback and seek to improve processes to ensure everyone feels accommodated and happy with the open enrollment season.
The team at FullHR would love to consult with you to learn what open enrollment challenges you have faced, and help you make the process become more efficient. Reach out to us today.
Succession planning is mission-critical for companies of all sizes and spanning all industries. Simply put, a succession plan ensures that, when an important decision-maker or senior-level leader leaves the company, your organization isn’t caught flat-footed. A succession plan allows you to identify key roles, to recognize promising new talents, and to ensure future leaders are well-prepared to assume new roles as they become available.
Succession planning isn’t a one-and-done kind of activity. On the contrary, it’s wise to review your organization’s succession plan on a regular basis, and to revise it as necessary.
As you try to take stock of your succession plan, here are a few questions that may help you to think critically, analytically, and systemically.
1) Does your succession plan account for each member of your leadership team?
Succession planning probably doesn’t need to encompass your entire team; for example, you are unlikely to need a succession plan for an entry-level sales rep. But neither is succession planning meant to encompass the CEO only. Every leader or executive should have a succession plan in place, ensuring continuity for if and when they leave the organization.
2) Are you preparing your up-and-coming leaders?
Your plan should help you to identify potential leaders, and to ensure they’re ready for success before they are promoted. Professional development is a critical aspect of any good succession plan.
3) Do your leadership candidates know they’re being considered for advanced positions?
It’s difficult to prepare future leaders for success without actually communicating with them about the opportunities that lie before them. Make sure your succession plan includes a communication plan.
4) Are you hiring to get a diversity of views, or just to replicate the boss?
A common succession planning error is looking for a successor who is, for all intents and purposes, just a clone of the current boss. Make sure you’re recruiting and hiring with the goal of bringing in a wide range of mindsets and perspectives. Your organization will be richer and more robust because of it!
5) What tools are you using to evaluate your talent pool?
From CVs to 360 performance reviews, there are numerous tools available to help you size up future leaders. Are you using all the tools and resources at your disposal to ensure an informed decision?
6) Are you challenging your up-and-coming leaders?
One way to ensure your top talents are ready for a promotion is to challenge them with new projects or expanded scopes of responsibility. Rather than allowing anyone to “fail forward,” provide employees with opportunities to prove themselves.
These and similar questions can help you appraise your current succession plan. If you’d like to talk more about the role of HR in ensuring a viable succession plan, reach out to the FullHR team at your convenience!
At larger companies, middle management serves an important function. Simply put, middle managers play a vital role in liaising between executives and entry-level employees, ensuring strategic alignment and operational efficiency.
Lately, studies have shown that middle management is actually in jeopardy, with more and more employees eschewing these mid-level positions. Many reasons have been given for the decline of middle management, including workplace burnout, inadequate work-life balance, or a lack of clarity about expectations.
All of this raises a question: What can HR leaders do to ensure that their middle managers are well cared for? We have a few suggestions.
Consider a few guidelines to keep your middle managers happy and engaged.
Reduce Reporting Requirements
One thing that quickly drains time and energy from your middle managers is the need to file seemingly endless operational reports, sharing their intel with executives on a monthly or even a weekly basis. Consider cutting back on reporting requirements (or using AI to automate some of your reports), or even getting rid of the reports that don’t really get read. Free more time for managers to interact with their team members or to do meaningful creative work.
Provide More Autonomy
Nobody likes to be micromanaged, and that includes the people you have in middle management positions. One way to reduce micromanagement is to come up with a clear set of guardrails: Determine, as a department or as a company, which areas require more oversight, and which areas can accommodate more freedom and independence.
Allow Middle Management to Air Their Concerns
Something else to consider is that many middle managers feel like they lack a safe space to share their fears, struggles, or concerns. Make sure your middle managers know where they can turn when they need to process or troubleshoot issues, without fear of finger-pointing. Make sure the lines of dialogue remain open and unencumbered.
Explain Why Their Roles Matter
The “mushy middle” sometimes struggles to identify their import in the workplace. Provide middle managers with regular reminders of how their role fits into the big picture, and how their daily activities promote team goals and core business objectives. Do everything you can to keep middle management from feeling like they’re just doing “busywork.”
Provide Training That Makes a Difference
While nobody likes wasting time in training sessions that feel pointless or disconnected from daily realities, everyone wants to feel supported in their professional development. Provide opportunities for your middle managers to get additional training and collect feedback to ensure the sessions offered are actually meaningful.
The bottom line: Employees who work in middle management play an important role in keeping your company running smoothly and effectively. Protect these important positions however you can. And with any questions, reach out to FullHR directly.
Most businesses place a big emphasis on maintaining happy customers… and rightfully so. But what if having happy employees is just as important?
The argument for employee happiness goes something like this: The only way you can provide a really rich and satisfying customer experience is through team members who genuinely like what they do and see the value in helping to achieve broader organizational goals. An employee who is disgruntled is seldom going to go the extra mile to serve their customers joyfully and enthusiastically.
In other words, promoting employee happiness can lead to customer happiness. And that’s just for starters.
Consider a few additional reasons to prioritize the happiness of your team members.
Enthusiasm is contagious. One reason to focus on happy customers is that doing so can help you convert your customers into brand advocates. When your team members use enthusiastic and emotive language to describe the organization they work for, it’s much easier for their love and passion to seep into the way customers describe the organization, particularly to their own family and friends.
Valued employees = valued customers. If your employees are genuinely happy in their day-to-day work, that’s a pretty clear indicator that they feel valued. And only employees who feel valued can help customers feel valued.
The way you treat employees affects how employees treat customers. This is sort of a variant of the Golden Rule: Do unto your employees how you would have them do unto customers and clients. The way you treat the people who work for you provides them with a model for how they should treat the folks they interact with day in and day out.
Happiness helps you sell your brand values. Another angle to consider: If you can’t sell your own people on the value or the greatness of your brand, you shouldn’t expect to sell it outside, either. Learning how to translate your organizational vision into real satisfaction starts with your employees, then extends out to your customer base.
Happiness and engagement go hand in hand. Employee happiness is not quite the same thing as employee engagement, but the two certainly go hand-in-hand. The employee who feels genuinely happy about their work is more likely to be detail-oriented, to invest in excellence, and to do everything with a good attitude.
It’s not uncommon for businesses to say that customer happiness is their #1 priority. While having happy customers is obviously desirable, this may be an example of putting the cart before the horse. Working to ensure your team members are happy may be paramount. And that’s an area where HR can show tremendous leadership and initiative.
Questions about the role HR can play in cultivating employee happiness? We’d love to chat with you further. Reach out to FullHR any time!
There have always been challenges with rallying your employee base around a shared vision or a common set of values. Those challenges have been exacerbated by the era of hybrid work, with fewer and fewer companies having their full personnel in the same geographic location each day. When your employees are working remotely, at least part of the time, it presents some real obstacles to culture-building.
What, if anything, can HR leaders do to ensure a strong sense of culture for their dispersed, decentralized teams? In this post, we’ll share a few ideas.
First, it may be helpful to know why building culture amongst a decentralized workforce even matters.
There are a number of benefits to robust culture-building, but we’ll focus on just two. First, the lack of a shared culture can make it more difficult for employees to find common ground for communication and collaboration, which may result in a less effective, less productive team.
Second, culture is a major factor in employee satisfaction and loyalty. Your team members will be more likely to commit to your company if they feel like they are part of something bigger than themselves. In this way, a strong culture can help you minimize turnover.
With that said, how can HR teams create a culture in which even remote and hybrid workers can thrive? Consider a few suggestions:
Even if your employees are working from different locations, a shared culture can unite them. Follow these guidelines to ensure your company culture remains central. And with any questions, reach out to FullHR directly.
Sooner or later, every manager encounters an employee who is talented and knowledgeable yet fails to meet workplace expectations. Initiating conversations with these employees can be difficult, and many managers feel ill-equipped to deliver negative feedback.
When handled appropriately, however, these conversations can not only improve relationships between managers and employees, but potentially result in significant improvements to the employee’s performance. Here are some tips to help guide these conversations
Set the Right Tone
When you first sit down with the employee, be clear and candid with them about the nature of the conversation. Demonstrate right from the get-go that you’re on the same team, and that the goal is for a constructive and collaborative discussion. Say something like: “My goal for this conversation is to have an open and honest dialogue, to provide clear feedback, and to work together on a plan for your performance development.”
Invite Self-Reflection
It’s often helpful to provide the employee with a chance for self-assessment. Ask them to take a moment to reflect on their performance, and to evaluate whether they have met their own personal goals and expectations. Also ask if they have anything they might wish they could change or improve.
Connect Performance and Goals
One way to motivate employees is to connect their current performance with their long-term career goals. For example, you might ask them to reflect on how their current role contributes to their professional development, or to inquire about the kinds of skills they hope to develop.
Provide Clear Feedback
When delivering constructive feedback, clarity and specificity are essential. Rather than speaking in generalities, offer some concrete examples of the issues or inefficiencies that you’ve noticed. Leave no room for ambiguity. Also make sure you seek comments from other leaders or managers, ensuring the feedback isn’t only coming from you. This makes it harder for the employee to blame you personally, or to assume it’s an interpersonal misunderstanding as opposed to a real issue with performance.
Demonstrate Vulnerability
Empathy goes a long way in these conversations. You can convey empathy by sharing relevant personal experiences. For example, if your employee struggles with organization, you can share about a time when you messed something up due to poor organization, then highlight some of the steps you took to address the problem.
Offer Positive Reinforcement
It’s also important to provide some positivity. Reiterate that you value your employee. Enumerate some of their strengths. And underscore your sincere desire for them to do well.
Be Clear About Expectations
Before you conclude the meeting, be very clear and deliberate about expectations moving forward. Ensure your employee knows the benchmarks you’ll be using to assess their performance improvement.
Ask Questions
Finally, provide the employee with a chance to weigh in on the feedback they have received. Often, this will lead to some healthy self-reflection and accountability. Also ask what steps they think they might take to better align their performance with the expectations you have provided.
Managers must be ready to have candid conversations with employees who are struggling. These tips should provide the parameters for healthy feedback and effective coaching. With questions, reach out to FullHR at your convenience.
No matter what kind of business you’re in, you need insurance coverage to manage your financial and legal risk. In fact, most states require small businesses to maintain certain types of coverage, including workers comp insurance.
As you seek adequate insurance coverage, there are a number of considerations to make, including the type of coverage, the limits to your coverage, the agent or broker you purchase from, and beyond. And then there’s the question of timing. Simply put, there are certain times when it is especially beneficial to purchase coverage or to review the terms of an existing policy.
Some of the most advantageous times to consider your business insurance needs include:
Insurance offers year-round protection for your business, but there may be certain seasons where it makes more sense to make your insurance purchase.
Remember that, when you choose a certain month to buy insurance, that’s when your renewal process will occur each and every year. As such, it can be wise to look at your fiscal calendar in order to determine the time of year best suited for buying insurance, taking into account your cash flow and the price of your insurance premiums.
A final question: Let’s say you’re launching a brand-new business entity. Is insurance something you need from the get-go, or can it wait until your business is more firmly established?
There are certain types of insurance, including general liability, that you’ll probably want from the very beginning. After all, as soon as you start your business, you begin courting risk. A good broker will be able to tell you more about the types of coverage best suited for your new business.
Something like workers comp may be able to wait until you start bringing on employees, assuming you don’t have personnel on staff from the very beginning.
If you’re ready to move forward with business insurance, or simply have questions about the timing of the process, reach out to us directly. At FullHR, we are always happy to address questions about small business insurance coverage, and to help our clients get the insurance they need at rates they can afford.
If you’ve managed a team for any length of time, then you’ve surely realized one basic fact about the workplace: That even the happiest and most cohesive team will experience turnover eventually. People leave because they crave a change, they find a better offer, or they are simply ready to move on.
While turnover is inevitable, it’s usually not welcome. In fact, extensive turnover can be incredibly costly. It results in elevated recruitment and onboarding costs. It can drain your team’s morale, disrupt customer service continuity, and more. Above all, extreme turnover is a major red flag about your company culture.
But while you can’t always avoid turnover, sometimes you can minimize its frequency. It all starts with developing the right plan.
There are a handful of steps we’d recommend as you develop a plan to reduce employee turnover.
Hire with Diversity in Mind
One important way to ensure your team remains highly functional, even with the occasional departure, is to hire with cross-coverage in mind. Be proactive about hiring people who bring different skill sets to the table, as opposed to laser-focused specialties.
Develop a Transition Plan
When you do have an employee leave, it’s important to have some kind of a template, allowing you to guide a smooth transition. Maintain an internal document denoting the expectations for employees during their final weeks: What do they need to complete, and to whom do they need to pass off their unfinished projects?
Train for Cross-Coverage
When one employee leaves, another employee will likely need to fill their role and perform their duties, at least until a new hire can be made. Invest in cross-coverage training, ensuring your employees are prepared to step into new responsibilities as needed.
Be Strategic About Delegating
Empowering your employees to take on new projects and duties can accomplish two things. One, it shows existing team members that you trust them, which can go a long way toward boosting satisfaction and retention. And two, it shows employees that they can be flexible and adaptive, even when there is a sudden departure.
Normalize Time Off
It’s much better to have employees take vacations or sabbaticals than to have them burn out, then quit. Create a culture in which people feel like they can take their PTO, even if that means the occasional mental health day. Remember, this is an area where you can lead by example: When the boss or manager takes time to recharge, everyone else will feel the freedom to follow suit.
Turnover happens, but with the right strategy, you can mediate its effects. Questions? Reach out to the FullHR team any time you want to chat.
Ever since the COVID lockdown, remote work has become standard practice for many businesses. Even at companies that have launched “return to work” initiatives, there remains a lot of interest in flexible or hybrid work arrangements.
As such, one of the big challenges HR teams have taken on is finding a way to create and sustain a meaningful work culture, even with many employees working from their home offices or kitchen tables.
Whether your team has struggled with building a meaningful remote work culture or you’re simply looking to shake things up a bit, here are a few action items to think about.
1) Create a mentorship structure.
Encourage employees to sign up for mentorship relationships. Pair older and younger employees and invite them to take a few minutes each week to check in with each other, digitally, to share insights and experiences.
You might even opt for a “reverse mentorship” model, asking junior employees to share their perspective with more senior team members. Fresh perspectives can benefit everyone!
2) Plan “wildcard” days.
Many businesses schedule wildcard days once every week or two. The premise is simple: On wildcard days, employees are encouraged to work on projects or initiatives that are beyond their normal scope of duties.
For example, you might have employees planning community service endeavors, brainstorming new business strategies, or developing teambuilding exercises. This can be a great way to shake off the monotony that often comes from remote work.
3) Emphasize shared experiences.
It’s helpful to remind employees that they’re not in it alone; that they have team members and colleagues, even if they don’t see each other in a physical workspace each day.
A simple way to create a sense of shared experience? Make a group playlist and encourage employees to add songs to it. Everyone can listen throughout the day and chat with one another about standout tracks.
4) Rethink office hours.
It’s important to maintain a sense of work-life balance for all employees. However, it’s equally important to acknowledge that some employees may be more or less productive during different times of the day.
For example, some employees may benefit from having early morning brainstorming sessions but taking a longer break for lunch; or knocking off early but regrouping for an evening planning session. Encourage this kind of flexibility whenever possible.
Remote work is here to stay, so it’s important for teams to think long-term about developing a strong culture. Outside-the-box thinking is essential, and the suggestions we’ve offered are just a jumping-off point.
Questions about building a strong, cohesive team? Reach out to the FullHR team at any time.
