Category Archives: Blog

How To Prevent Employee Burnout

How To Prevent Employee Burnout

How To Prevent Employee Burnout

If your employees feel exhausted, distance themselves from their job, and perform poorly at work, then according to the World Health Organization, you may have a case of workplace burnout. An official mental health condition as of 2019, burnout can stem from unmanageable work expectations, lack of communication, or biased treatment. If neglected, major workplace challenges, including presenteeism and less productivity, are more likely. If you’re aiming to keep your team from feelings of constant stress or frustration, take a look at how to prevent employee burnout. 

Offer Novelty at Work

When an employee excels in their role, it’s instinctive to continue assigning them the same types of tasks, but constantly doing so may take an employee’s excitement and passion away from work. Check in with your staff to learn who enjoys what and offer them the chance to work on assignments that excite them. If you distribute workloads and rotate responsibilities on a schedule, no one has to handle the same stressful setbacks week after week. 

Prioritize Active Listening 

When active listening is prioritized in conversations, teams will work better knowing they’re treated and cared for as people rather than overworked machines. In fact, when employees have a manager who listens to their work-related problems, they are 62% less likely to burn out. So, if an employee comes to you with their concerns, make sure they feel seen, validated, and understood before you start fixing any problems. 

Keep Off-Job Responsibilities on Your Radar

It’s a given to respect your employees’ personal lives, but circumstances may arise where you’re not the only person they report to for work. When employees have a lot on their plates — whether it’s balancing multiple jobs, freelancing on the side, or tending to other professional matters — burnout is more likely. While their off-job responsibilities shouldn’t hinder meeting your company goals, be mindful and considerate of what’s immediately needed. Don’t be afraid to clarify expectations, and don’t forget to lead with humanity.

Support Your Team 

If you’re looking to maintain a mentally well work culture, know that our team at Professional Employer Resources (PER) can help. We are experienced in assisting with everyday business operations, including human resources, records administration, and employee-related issues. As a Professional Employer Organization (PEO), we can provide you with solutions that prevent your team from feeling overworked and overwhelmed. For additional information on how we can help guide your company towards healthy productivity, check out our frequently asked questions page or call us today at 888-599-4991.

How to Improve Organizational Skills to Reduce Stress

How to Improve Organizational Skills to Reduce Stress

How to Improve Organizational Skills to Reduce Stress

Strong organizational skills are vital whether you are working out of the office or from home. Without an organized plan, your assignments can quickly pile up and overwhelm you. Fortunately, improving your organizational skills will not only help reduce stress in your professional life, but it can also be applied to your personal life. If you are facing a mountain of daunting tasks and don’t know how or when you’re going to complete them, then here are some tips on how to organize your workload so that you can reduce stress and get work done efficiently. 

Organize Your To-Do List

The most important step in improving your organizational skills is rethinking your to-do list. A haphazardly made to-do list can be overwhelming and stressful to look at. The next time you put together a to-do list, think through how you’re writing it. Are you just listing every task that you need to do? Instead of doing this, try writing your tasks in the order that they need to get done. This will create a streamlined, easy-to-follow timeline of your priorities. Alternatively, consider listing your tasks in order of how long they will take with a predicted amount of time allocated to complete each task listed next to it. This way, you can either tackle very long tasks or very short tasks first depending on your preference. 

Break up Your Tasks

Another important thing to note is that you don’t have to do multiple tasks in one sitting. If you predict that one of your tasks is going to take several hours, consider breaking up the tasks in a few small sprints of work instead of trudging through the whole process at once. Organizing and scheduling your tasks incrementally will not only help reduce your stress, but it will also keep you from losing focus halfway through your task.

Get Help Organizing Your Business

If you need help organizing your professional tasks, employee efficiency, and other business affairs, the team at Professional Employer Resources (PER) is here to help. Our experts at PER are highly experienced in guiding businesses on toward streamlining their day-to-day operating needs. As a Professional Employer Organization (PEO), we can aid in reducing your stress by helping you engage your employees and coach your managers. 

From organizing benefits and payroll administration to workers’ compensation management and human resource assistance, we can provide you with the solutions you need to improve the productivity of your business. For more information on our management assistance and advising services, visit our frequently asked questions page or call us today at 888-599-4991.

How To Be a Virtual Team Leader: 3 Actionable, Digital Tips

How To Be a Virtual Team Leader: 3 Actionable, Digital Tips

How To Be a Virtual Team Leader: 3 Actionable, Digital Tips

Strong leaders are experts at bringing people together, but social distancing, quarantining, and working from home have made this tough to accomplish in-person. Whether you’re at the head of a small team or an entire company, here are three takes on virtually uniting your team. 

Troubleshoot as Needed 

Virtual leadership requires a unique set of tools and techniques. Before deploying employees to work from home, confirm that everyone on your team has access to the necessary equipment:

  • A computer and any necessary software 
  • A keyboard and mouse 
  • A web camera (including a microphone) 

Once you’ve helped your employees replicate an in-office work environment at home, stay on top of any technological concerns that pop up. If, for example, more than one employee is struggling with your organization’s remote time and attendance tracking protocol, organize a meeting for your IT staff to address their questions and concerns. Create a running FAQ document to update if any additional issues arise and share it with your staff. 

Don’t Waste Time 

Your employees or team members might have more time on their hands, but you should still treat it with the same respect as you did in the office. For best practices, always draft a virtual meeting agenda — which should include the date, start and end time, and general topic overview — to send out in advance. When hosting larger or longer meetings, take advantage of breakout rooms where smaller teams can meet separately before rejoining and recapping with the entire group. If another, more tech-savvy member of your team has time, consider asking them to co-host and take charge of the technical aspects of your upcoming meeting, such as organizing breakout rooms and granting users access to the meeting. 

Encourage a Purpose 

Without their daily commute and general office distractions, your employees have a lot more room to think about what they truly want out of their work. It matters — perhaps now more than ever — that you’re staying in touch with the wants and needs of your team. However, there aren’t any opportunities to run into an employee by the watercooler or pass them in the hallway when you’re working remotely, so you’ll have to organize conversations in advance. 

Plan to have discussions that help you identify your staff’s personal values and goals and use that connection to adjust your virtual leadership style. Listening to the people on your team will allow you to pinpoint what’s working in your remote employment model and adjust what isn’t. Maybe some employees appreciate a flexible schedule while others might crave a little more structure. 

Virtual Leadership Guidance 

Great leaders are always in demand. If you’re a business owner in search of leadership guidance for yourself or the managers in your organization, contact the team at Professional Employer Resources (PER). As a Central Florida professional employer organization (PEO), our team of HR service providers can help direct established leadership teams and guide new managers with the best and latest practices in virtual administration. If you’re interested in these PEO services or learning more about our other services, contact us today. 

5 Ways to Run More Effective Meetings

5 Ways to Run More Effective Meetings

5 Ways to Run More Effective Meetings

You want to make meetings fun, but you don’t want to wander off task. You want to share some really important information, but you don’t want to lose your staff’s attention along the way. Put simply, you want to put a stop to ineffective, unproductive meetings in your company. Here are five ways to get started.   

Pay Attention to the Energy 

According to the 2019 State of Meetings report by Doodle, employees spend roughly two hours of every week in “pointless meetings.” If you’re questioning the meaningfulness of your meetings, look to your staff for answers. Send out a survey to get a general idea of how effective your most recent meetings have been, asking questions like: 

  • Do you feel like the agenda of the last meeting you attended was defined? 
  • Did the presenter of the last meeting you attended fully answer your questions? 
  • Do you feel that your presence was necessary in the last meeting you attended? 

Prime the Important Topics  

If you struggle with falling off topic, keep yourself accountable by creating an agenda and reviewing it before the start of your presentation. Highlight your main talking points on a whiteboard or PowerPoint so you can easily refer back to them throughout the meeting. This will help you and your staff keep track of the conversation and retain the most important details. 

Don’t Perform a Monologue 

You can effectively lead a meeting while letting others occasionally take the wheel. In fact, opening the floor to other speakers can add energy, introduce new perspectives, and cater to more learning styles. Different speakers deliver information differently and offer unique perspectives on key topics — so don’t be afraid to switch the pace with more than one presenter in your next meeting.  

Put in the Effort to Stay Late 

Holding employees to cram in more information isn’t going to make your meeting any more effective; it will just eat away at the time they already budgeted somewhere else. Instead of asking everyone to stay late, make it clear that you’ll be sticking around for a few minutes to answer questions and review key topics. 

Make a Practical Change

Some meetings are more effective than others simply because they introduce one small, refreshing change. If you’re looking for a practical, affordable way to add a little novelty to your next meeting, try: 

  1. Gathering at a new location 
  2. Offering a meal, snacks, or drinks 
  3. Meeting virtually via video chat  

Advice for All of Your Employment Business Needs 

Holding more effective meetings might be one of your current priorities, but it certainly isn’t your only priority. When you have so many other tasks competing for a slot in your daily schedule, it can feel impossible to get ahead with any one assignment in particular. Whether you need advice on meetings and management or administrative assistance with payroll and HR, our team at Professional Employer Resources (PER) can deliver. 

As a Professional Employer Organization (PEO), we offer a range of services and benefits designed to help you from getting overwhelmed and overworked. And while we step in to offer our assistance in key areas of your business, you remain in control of the everyday direction. To learn more about our PEO services, contact us today. 

Your Guide to OSHA Compliance as Employees Are Recalled

Your Guide to OSHA Compliance as Employees Are Recalled

Your Guide to OSHA Compliance as Employees Are Recalled

Along with furloughing employees due to a global health crisis, recalling employees to work during a global health crisis is something few employers were fully prepared to do. As more cities and states transition further into reopening phases, you now have to consider how to bring your staff back — and how to stay OSHA compliant while you do it. But what if you aren’t ready to recall every employee? Or what if the only way to rehire your entire workforce is to make serious changes to it? Below are some guidelines to help you recall members of your staff while staying OSHA compliant. 

Selecting Rehires 

Deciding which employees to recall and which employees to recall first may be fairly simple if you have a preestablished set of guidelines to help. If you don’t already have a system in place, however, you’ll need to be a bit more careful with how you approach the rehiring process. Focus on the most objective measurements of an employee’s performance possible rather than rehiring based on factors such as:

  1. Age

  2. Gender 

  3. Health 

To resist subjective rehiring, decide which employees to bring back first by comparing seniority and determining which positions are most essential to your business at this point in time. As you continue to rehire employees, continue to take these factors into account so as to not leave your business vulnerable to legal liability. 

Sending Rehire Letters

You might want to personally welcome back your senior employees with a phone call or keep your other staff members updated with text messages, but it’s most important that you assemble all of the necessary paperwork and deliver it — via mail or email — at least a week in advance. Keep in mind, the contents of rehire paperwork may vary depending on:

  • The length of time an employee was furloughed

  • Job title changes 

  • Salary increases or decreases 

Although there aren’t any legal requirements regarding the contents of rehire letters or when they are distributed, you can better protect your business by carefully classifying employees, detailing what their employment will look like upon return, and sharing this information as far in advance as possible. 

Recall With the Right Partner  

Remotely managing your business while surviving a pandemic may not have been easy — but that doesn’t mean returning to work has to be hard. To help small- to medium-size businesses recall their staff while avoiding legal complications, the team at Professional Employer Resources (PER) offers a variety of human resource services, including federal and state compliance, wage and salary information, and records administration. Contact us today to see how we can help during the rehiring process.  

How to Make Your Employees Feel Safe as They Return to Work

How to Make Your Employees Feel Safe as They Return to Work

How to Make Your Employees Feel Safe as They Return to Work

If your office is just now reopening or your employees are gearing up to return to work, safety should be your first priority. You can stock up on personal protective equipment (PPE), sanitize from floor to ceiling, and encourage social distance with floor markers, but it’s the way you communicate with your staff that will determine just how safe your precautions seem. Here are some tips to help you make your employees feel as comfortable as possible while stepping back into the office. 

Be Patient

Making daycare arrangements, gathering PPE, and overcoming potential anxiety can take days — at minimum. So, whether you’ve just gotten the go-ahead from your local government or have been permitted to reopen your office for some time, you should still offer your staff room to prepare for an on-site return. If possible, consider giving a one- to two-week notice before officially requiring them to revisit the office. 

Be Thorough

Months into the COVID-19 pandemic, your employees are certainly familiar with the latest health and safety recommendations — washing hands, maintaining social distance, etc. But that doesn’t mean you can expect them to understand what your business is doing to encourage, facilitate, or implement them. The first day you ask your staff to set foot in the office, make them feel comfortable by:  

  1. Going over your existing health insurance policy or explaining any new changes to your office benefit structure that could affect an employee’s ability to access affordable medical care 
  2. Reviewing the policy for personal protection, detailing the PPE you’ll provide and the sanitization practices you’ve put into place
  3. Explaining how you plan to regulate social distancing in the office — whether that be through staggered work schedules, smaller team meetings, or seating rearrangements 
  4. Expressing that you appreciate your staff, admire their dedication, and are grateful for their health and safety 

Be Available

If you want to make your employees feel safe, listen to their concerns, answer their questions, and be as receptive as you possibly can. Make yourself more available through email, phone, or video chat, and let your staff know exactly where to find you when they have a question or concern. Likewise, if you don’t yet have an answer or are still working on a solution for one particular pain point, be honest — but also make it clear that you acknowledge the issue and aren’t going to let it go unsolved.   

Be Flexible

While it’s important to honor your customers and your company, it’s also important to honor your employees. If employee performance and results have remained stable throughout the pandemic, your staff might come to you with requests to keep working from home for the time-being. To slowly transition back into the office full-time, consider putting a hybrid in-office/work-from-home schedule in place. 

Be Ready for a Safe Return

Your employees need reassurance, honesty, and availability now more than ever. Instead of taking time away from other areas of your business to be there for your staff, partner with Professional Employer Resources (PER). As a co-employer and human resources provider, we can help with tasks like payroll administration, benefits administration, and workers’ compensation — allowing you more time to focus on your workers and their safety. To learn more about our services, contact us today.

How to Make Working From Home Work for Your Business

How to Make Working From Home Work for Your Business

How to Make Working From Home Work for Your Business

Whether it’s a temporary fix or a long-term change for your business, working from home certainly has its benefits. Many employees report increased productivity, focus, and relaxation while working from home. Notwithstanding, there are some who might still struggle to make the shift. The following tips will teach you how to make working from home work for your business. 

Set “Regular” Hours 

From home, it’s just as easy for employees to underwork as it is for them to overwork. Create structure for your staff by scheduling regular work hours. “Regular” hours might mean something different to your company than others, but whether it’s eight hours or not, you still need to find a way to make your staff stick to them. Some employees work best at night, while others thrive in the morning — so staying somewhat flexible in your approach will help you find out when each employee will put in their best work. You can use a digital timecard software or simply ask your staff to send regular reports at the end of each workday to keep up with their performance and monitor their progress. 

Equip Your Employees 

An office setting is a comfort for some employees because it draws the line between work and home. For others, an office setting is imperative to their performance simply because they don’t have the same technology or tools available at home. To help your workers transition to a work-from-home environment, give your staff the option to take computers, keyboards, and other items that they may not personally own. Keep track of which employees take which devices so you can easily collect them when you’re ready to transition back into the office again.  

Use Communication Tools 

In the office, questions, answers, and virtually everything else your employees could need are just a few steps away. To make communication as easy — if not easier — from home, set your team up with a communication software. With the right software, you can create channels for specific departments, teams, and project members that might need to quickly chat, review information, or ask questions. When you want to schedule meetings, try using a video chat program like Zoom or Google Hangouts to remotely meet with multiple team members.  

Have Faith in Your Workforce 

Working from home is something that everyone will have to adjust to. Some employees will face more temptations and distractions while others will find it easier and more relaxing to work away from all the hustle and bustle of the office. Regardless, you need to trust that your employees can handle the shift over time and equip them with the tools to do so. Keep an open line of communication and be transparent about how your employees can reach you if and when they need to. 

Co-Employment Wherever You Work

If you’re stressed about switching to a work-from-home setup, partner with a provider that has all the resources you need. At Professional Employer Resources (PER), we’re a human resources provider and co-employer, which means we can help with HR, payroll administration, and a range of other essential business functions — no matter where you work. To learn more, contact us today.

Why Do Good Employees Leave?

Why Do Good Employees Leave?

Why Do Good Employees Leave?

They’re great at what they do, and your business directly benefits from their input — but what exactly makes good employees want to work somewhere else? Do they have a personal issue with you, your office, or your company? Are they no longer interested in the perks that once drew them in? Or, are they simply looking for a salary your company can’t quite provide? Here are some of the top reasons why good employees leave.

They Don’t Feel Fulfilled 

Great employees strive to make a difference in their workplace — and in their industry. If you or anyone else in your management team sets low expectations or discourages employees when they try to input new ideas or innovate workplace practices, it can rub off the wrong way on workers that care the most. Instill a sense of pride in your employees by starting from the top. Training your management team to be better leaders, and it will encourage them to expect the best from subordinates at all levels.  

They Need Better Benefits 

No matter how hard you work on your office culture or how much compensation you offer, you still risk your greatest employees when you don’t provide the right benefits. Employees expect a strong benefits package — one with ancillary options, as well as health, dental, and life policies. If you don’t already offer a competitive benefits package, you may want to partner with a provider that can help you design the right one for your staff. 

They Aren’t Being Recognized 

The best employees put in the best work — and they deserve to be recognized for it. Likewise, top-performing staff members don’t always work for praise, but they can still feel underrecognized when it never comes their way. Consider implementing a recognition program, which can include Employee of the Month awards, employee recognition lunches, or email blasts that congratulate your top-performing workers at the end of each quarter. These simple expressions of gratitude go a long way when you want to retain your talent. 

They Feel Like Management Doesn’t Trust Them 

You may feel compelled to micromanage your staff because you’ve seen issues with time management or efficiency in the past. This management style can quickly become an issue, because your employees can tell when you don’t trust them. If you’re having a hard time trusting your employees to do their job without handholding or a constant watchful eye, consider improving your onboarding process so your workers are better trained from the start. Or, think about working with an organization that can assist with the task of tracking their performance. 

Co-Employ Your Employees 

Whether you’ve recently had to say goodbye to a good employee or are dedicated to making the changes necessary to keep all of your workers right where they are, Professional Employer Resources (PER) is ready to help. As a Professional Employer Organization (PEO), we can co-employ your workforce while providing cost-effective, personalized human resource services designed to improve satisfaction and retain talent at all levels. To learn more contact us today. 

How Personal Stress Affects Your Employees

How Personal Stress Affects Your Employees

How Personal Stress Affects Your Employees

There are a variety of internal factors that can influence employee performance — office culture, workload, and training. But what should you do when stress outside of work is causing problems inside the office? When personal problems in your employees’ day-to-day lives start affecting their performance on the clock, you need to confront the issue and come up with a plan to address, manage, and minimize it. 

Where You’ll See the Signs of Stress

Some employees might be straightforward and let you know right away when they’ve got a serious problem at home, but others can be more reluctant to share their struggles. Notwithstanding, your staff doesn’t always have to speak up for you to see that there’s an issue. Here are the likely signs that an employee is dealing with some personal stress: 

  • They are calling out more often than usual 
  • Their motivation is low 
  • Their performance is declining  
  • They are tense, irritable, or agitated 
  • They are missing deadlines 

When to Address Their Stress 

Considering the severity of the warning signs listed above, your entire workplace can suffer quite a bit when just one employee is under stress. That’s why it’s important to address the issue once you see that it’s more than a short-term problem. For example, if an employee has a temporary blip in their efficiency, misses one deadline, or calls out unexpectedly, you can monitor their behavior to see if it worsens or improves in the following days before you take the next steps. 

However, if an employee is displaying one or more of the warning signs mentioned for an extended period of time — a week or more — you should consider having a confidential conversation with them before their stress starts to affect your other staff. When addressing your employee, let them know that their privacy is of your utmost concern, and that your team is dedicated to supporting them through personal and professional struggles.  

How to Manage Stress Among Your Staff 

While it’s important to instill a sense of personal responsibility in your staff, it’s also important to step in and offer assistance when appropriate. Of course, the solution you present to a staff member may vary depending on the specific issue they are facing. Some possible plans to present to your employee include: 

  • Flexible work hours 
  • Bereavement leave 
  • Opportunities to work from home 
  • General condolences and sympathy 

Keep in mind that, if an employee is suffering from a medical condition, disability, or a similar type of issue, you may be required to provide certain accommodations based on state and federal law. 

Your Professional Employee Partner 

Managing the stress of your staff shouldn’t add to your own stress. If you’re having trouble responding to the personal problems of your employees and making sure you offer a solution that’s fair to the rest of your staff, count on the help of Professional Employer Resources (PER). Because we’re a human resources provider, we can assist you with federal and state compliance, employee related issues, and management consulting. To learn more about our services and how they can help minimize stress around your office, contact us today. 

Manager Mistakes That Ruin Employee Engagement

Manager Mistakes That Ruin Employee Engagement

Manager Mistakes That Ruin Employee Engagement

Like most other internal issues, the longer you ignore problems with employee engagement, the harder they are to solve later on. On the other hand, the quicker businesses adapt to prevent such concerns, the easier they are to proactively put a stop to. That’s why company owners and, more specifically, managers need to correct their course of action and stop making mistakes that ruin employee engagement. 

Setting Unattainable Worker Expectations 

There’s a fine line between pushing your employees and pushing your employees too hard. Even if your staff clearly understands what’s expected of them, you can still run into issues when your management team simply expects too much. While there’s no clear measurement to know how much is too much, you can see that there’s an obvious issue when employees are struggling to meet deadlines, turning in rushed work, or consistently having to stay late.  

Failing to Recognize Strong Performance 

Employees don’t need to be thanked, rewarded, or even recognized every single time they do good work. But when it comes to big projects or big displays of effort, even a minimal amount of praise can make your staff feel genuinely appreciated and encourage employees to put forth the same amount of effort in the future. That’s why it’s important to send out congratulatory emails, financial bonuses, or other means of recognition to staff when they go the extra mile or show a general history of excellence.   

Showing Favoritism to Select Employees 

It’s critical that managers maintain a positive relationship with subordinates. But when managers show excessive leniency toward one or a few employees, it can disrupt relationships with those who don’t feel included in the circle. Favoritism may not only cause managers to unfairly give additional perks and rewards, but also falsify performance reviews and recommendations. This kind of behavior fosters an uneven, unfair, and unwanted work environment. 

Giving Unhelpful Performance Reviews

Both managers and the staff they supervise can take away valuable insights from performance reviews. However, when managers fail to explain the scores they assign, offer advice for how to improve, or recognize excellence in those that rank high, it can leave workers feeling discouraged about their performance and future with their employer. That’s why managers should never end a one-on-one evaluation without setting goals, answering questions, and giving a thorough review. 

Forgetting to Collect Employee Feedback 

One of the most, if not the most, critical mistakes made my managers is forgetting to collect employee feedback. Something as simple as an anonymous survey can provide insight on employee satisfaction and the general state of office culture. However, when managers fail to ask for the opinion of their staff, they almost always fail to understand their wants and needs.  

Elevate Employee Engagement With PER 

If you’re experiencing high turnover, low employee satisfaction, or declining engagement, get back on track with Professional Employer Resources (PER). As both a human resources provider and a Professional Employer Organization (PEO), we offer a variety of services that can help you address your biggest employee issues. To learn more, contact us today.