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 888-599-4990.

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 888-599-4990.

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.

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. 

What Does High Turnover Mean for Your Business?

What Does High Turnover Mean for Your Business?

What Does High Turnover Mean for Your Business?

Black means profit, red means loss, but what exactly does high turnover mean for your business? Turnover rate marks the amount of employees that resign, quit, or leave a facility within a specific number of weeks, months, or even years. A high employee turnover rate not only suggests that employees are leaving, but also that their employment is short-lived — and this can be devastating to companies of all sizes at any point in their lifetime.  

Consequences of High Turnover 

Employees aren’t inventory. They aren’t easily replaced or assembled. Because each member of your staff serves a specialized and highly important function in your overall operations, turnover can hurt your business in multiple ways, including: 

  • High costs — Just like customers, it’s more affordable to retain existing employees than to hire new ones. Re-training, insuring, and onboarding employees costs money. 
  • Low employee morale — When employees see their coworkers come and go, it can influence the way they perceive your company and cause them to lose morale. 
  • More distractions — The more focus you have to put on posting new job positions, interviewing candidates, and training new employees, the less time you have for your other obligations. 
  • Poor performance — Without enough time to properly train and mobilize employees, you can expect to see a dip in overall performance. 

Causes of High Turnover

Turnover isn’t as clear-cut as other issues that healthcare facilities commonly face, and it can be especially difficult to track down the main cause. Employees might choose to leave for a number of personal or professional reasons — some of which you can minimize. Reasons that employees most commonly cite as the cause of their decision to leave include:  

  • Advancement — If employees feel like there’s no room to grow, either laterally or vertically, they may start to look for a company with such opportunities.  
  • Leadership —When staff members feel disconnected from leadership, it can affect the way they perceive their position and personal value. 
  • Compensation — Failing to offer additional compensation for tenured or high-performing employees can drive them to look for companies that will.  
  • Benefits — Company benefits that don’t effectively meet the wants and needs of your employees may be a significant factor in their decision to leave. 
  • Stress — All other variables held equal, companies with high-stress positions are far likelier to experience turnover than those with low-stress ones. 

Lowering Employee Turnover 

Whether you need to reverse the cycle of employee turnover or want to preemptively prevent it from starting, the team at Professional Employer Resources (PER) can help. At PER, we’re a human resources provider, which means we coach management teams on how to be better leaders, mentors, and coworkers — all of which are vital to high employee satisfaction and low employee turnover. For more information, contact us today.

How to Welcome a New Employee to the Team

How to Welcome a New Employee to the Team

How to Welcome a New Employee to the Team

New hires have a lot to take in on their first day — new names and faces to memorize, a new office floorplan to navigate, and a new copy machine to master. Fortunately, you can relieve a lot of their start-date stress just by welcoming them to the team with the some friendly and functional gestures.

Give Them an Office Tour

Perhaps the best way to welcome your new employee to the office is to personally show them around. Give your new hire the grand tour by leading them through the different departments, introducing them to your other staff members, and highlighting key points of interest — like the conference room, kitchen, and restrooms. Encourage them to take advantage of any amenities you offer to your employees, like complimentary snacks, coffee, or candy.

Decorate Their Workspace

Nothing says “welcome” like a personalized decoration. Something as simple as a handmade welcome sign and a few balloons will show your new hire just how much their contribution means to your team. Of course, you can also use this opportunity to go the extra mile for your newest team member. Make their first day one they’ll never forget by putting together a welcome package stocked with branded merchandise like a t-shirt, reusable water bottle, and stress ball.

Create a Reference Guide

Between the countless account logins and phone extensions, there are a lot of numbers, figures, and phrases that your new employee will have a hard time keeping track of. To prevent them from getting overwhelmed while trying to get comfortable with your office software and digital programs, compile a list of important passwords and key information that they can use as a quick index.

Review the Employee Handbook  

You should take the time to make sure your handbook is as clear as possible, but you should also take an extra minute to address any questions your new employee might still have about the contents. Walk them through essential sections of the handbook, including employee benefits, the company 401k plan, and workers’ compensation. Stick around to clear up any confusion, and make yourself available in the future if another question pops up.

Help Your New Hire With HR

At Professional Employer Resources (PER), we offer benefits and perks that employers can extend to their staff that will not only help you welcome new members to the team, but keep them satisfied well into their tenure. As a human resources provider, we can also assist your business by providing employee handbooks, maintaining employee payroll records, coaching your management team on HR best practices, and much more. For more information, contact us today.

Ways to Improve Employee Morale

Ways to Improve Employee Morale

Ways to Improve Employee Morale

What would you do to make sure everyone on your payroll was at their happiest? Would you give company-wide bonuses or raises? Would you add a week of PTO to your onboarding package? 

The most satisfied employees have a better chance of being successful. However, you don’t have to unrealistically uppercut compensation to improve employee morale. In fact, these three tips will help you lift satisfaction in the most sustainable ways possible.   

Provide an Outlet for Opinions 

If you aren’t sure how or where to start with improving employee morale, ask your employees. While you don’t have to be as direct as to imply that morale is low, you can use company- or department-wide surveys to pull valuable answers from your staff. Some important questions to ask include: 

  • If you could change anything about our workplace, what would you change? 
  • How do you feel about our company culture? 
  • What do you like most about working here? 
  • Is there any training that you feel would make your job easier or more satisfying? 

Support Your Staff Through Training 

No matter what industry you work in, there’s always more to learn. By training your talent, you can not only empower your employees, but also show them that you’re invested in their future. Adopting new information and expanding their skillset, your employees become more of an asset when they have more to offer — and they become more satisfied when they feel like a valued member of your team. 

Offer Ancillary Benefits 

To feel confident in their future with your company, employees need to know that they’ll have flexible options for their health and wellness. In combination with your current heath, vision, and dental plans, provide peace of mind to your working professionals through ancillary benefits. Some of the top ancillary benefits include: 

  • Cancer
  • Accident
  • Hospitalization insurance 
  • Short-Term Disability
  • Specified Health Event Protection

Partner With the Professionals 

With Professional Employer Resources (PER), you don’t have to wait until employee morale is low to make the right moves. By partnering with PER, you’ll unlock a multitude of morale-boosting services tailored specifically to your business. A human resources provider, PER can assist with management consulting, records administration, and other services designed to minimize employee-related issues. Furthermore, PER supplies benefits administration so your staff can have access to health, vision, dental, and a range of ancillary benefits. For more information on how PER can help your company, contact us today. 

Everything You Need to Know About Employee Feedback

Everything You Need to Know About Employee Feedback

Everything You Need to Know About Employee Feedback

Report cards can determine whether a student makes the dean’s list or ends up in the dean’s office, which is why teachers rarely wait until the end of the semester to provide feedback. Similarly, performance evaluations determine whether working professionals need to keep up the good work or put in extra effort. However, not every employer is as considerate with the timing of their criticism.    

Performance reviews and annual evaluations are undoubtedly valuable to both employers and their staff, which is why feedback sessions shouldn’t only happen once or twice a year. If your company is falling behind on feedback, here are some tips to help you catch up.  

Start Putting Feedback First 

If you already adhere to once-yearly individual evaluations, you might wonder what’s really in it for you when it comes to additional feedback. Through consistent and clear feedback sessions, you can improve your operations by: 

  • gauging employee satisfaction 
  • setting objective goals 
  • measuring employee success  

Find the Balance Between Give and Take 

There are more than a few ways to give feedback, but you also need to adopt methods to improve how your feedback is received. That’s right; response from your employees should play a big part in your feedback policy. Depending on your leadership style and your company as a whole, you can keep in touch with your staff by using the following techniques.  

  • Send surveys

    Surveys anonymously allow employees to voice their opinions, address concerns, and vote on office amendments. 

  • Appoint mentors

    Newcomers to your company can easily blend in with your workforce when they feel connected, guided, and supported. Appointing mentors gives them the opportunity to ask questions and learn from successful staff members. 

  • Evaluate performance

    While casual feedback establishes strong connections, you should still make room for the occasional sit-down evaluation. 

  • Set goals

    The only way to measure an employee’s progression since your last meeting is to set goals. 

  • Check in

    Feedback sessions don’t always have to be formal affairs. By regularly checking in, you can maintain contact and encourage employees to continue working toward their goals.  

Get the Fix for Your Feedback 

Whether you have specific areas to improve or a need for an overall update, the team at Professional Employer Resources (PER) has the management consulting services to guide your team to success. As an HR provider, we can help create surveys tailored to your company, policies, and any updates around your office that will bring out the most effective responses from your staff. And, we can assist in minimizing employee issues through recognition programs and other feedback-forward solutions. To take the first step with your new evaluation system, contact us today at 888-599-4990.