• HR consulting firms provide specialized guidance and support for businesses in multiple areas, from strategic planning to performance management.
• By leveraging the expertise of a dedicated HR consultant, companies can gain fresh insights and accelerate their business transformation.
• At EmPower HR, we understand your business’s unique needs and create personalized strategies to drive your success. Contact us to get started!

Every business faces unique HR challenges. From navigating compliance to managing employee relations, the to-do list is endless and time is always running out. That’s where HR consulting steps in, offering expertise and insights to transform organizational structures and cultivate a thriving workplace environment.

A human resource consulting firm can cover a lot of ground, such as crafting effective recruitment strategies, implementing diversity initiatives in the workplace, or designing a stellar onboarding process.

Read on to learn how HR consulting can elevate your business and provide a tailored plan to address your current challenges.

Let’s jump right in!

Understanding the Power of HR Consulting

First thing first: What is HR consulting? Short for Human Resources Consulting, HR consulting refers to a specialized service provided by professionals or firms with expertise in various aspects of HR management.

An HR consultant provides strategic advice, support, and customized solutions to companies seeking to improve their workforce management practices and increase employee engagement.

Here are some of the many areas where HR consulting can help companies:

• Strategic planning
• Recruitment and selection
• Employee engagement
• Performance management
• Training and development
• HR compliance
• Diversity and inclusion

By leveraging the expertise of HR consulting, you can unlock the true power of your workforce, creating a competitive advantage and paving the way for success.

Strategic Steps for Business Transformation

Transforming your business through HR consulting involves strategic planning and implementation. Here are some key steps to guide your business transformation journey:

• Know your starting point. Assess your current HR practices, policies, and procedures. Identify areas of strength and areas that need improvement.
• Define your goals. Clearly define your business objectives and goals. Determine how HR initiatives can support these objectives, whether it’s improving employee retention, increasing diversity, enhancing performance, or achieving compliance.
• Involve key stakeholders in your transformation. This includes senior leadership, department heads, and employees. Seek input, gather feedback, and ensure alignment with your business priorities.
• Work with HR consultants to develop customized solutions tailored to your business needs and goals. This may involve designing strategic recruitment plans, implementing performance management systems, or establishing diversity and inclusion initiatives.
• Implement effective change management strategies. To ensure a smooth adoption of the new HR practices, make sure to communicate openly with employees about the reasons for change, provide training and support, and address any concerns.
• Embrace a culture of continuous improvement. Regularly monitor and evaluate your HR initiatives. Ask your employees for feedback, track key performance metrics, and make adjustments along the way.
• Measure the impact of your HR transformation efforts. A few key business metrics to keep in mind are employee satisfaction, retention rates, productivity, and profitability. Use data-driven insights to assess the effectiveness of your strategies and make informed decisions.
• Remain adaptable and flexible. Continuously reassess your HR strategies and adjust as necessary to stay competitive and responsive to evolving needs, market dynamics, and trends.

The Role of HR Consulting Partnerships

Engaging in a partnership with an HR consulting firm can boost your business transformation efforts in various ways.

These are some of the benefits of working with an HR consultancy firm:

• Specialized expertise: HR consulting firms bring specific industry knowledge to the table. By partnering with these professionals, you gain access to a diverse team with experience in various HR domains, including recruitment, talent management, and compliance.
• Objective perspective: External HR consultants offer an objective perspective on your organization’s HR challenges and opportunities. They can identify blind spots, uncover hidden inefficiencies, and offer fresh insights that you may not be aware of.
• Tailored solutions: Rather than offering fixed solutions, HR consulting partnerships work closely with your team to understand your organizational culture, challenges, and objectives, and craft customized solutions that align with your strategic priorities.
• Resource optimization: Instead of hiring full-time HR staff or overburdening your existing employees with additional responsibilities, you can tap into the specialized skills and resources of consulting partners on an as-needed basis.
• Risk mitigation: HR consulting partnerships help mitigate risks associated with HR initiatives, such as legal compliance issues, regulatory changes, and reputational risks. Consultants are always up-to-date with industry trends and emerging regulations, providing proactive guidance and support to ensure your business remains compliant and resilient.
• Accelerated results: HR consulting partnerships can accelerate the pace of business transformation by providing access to best practices, proven methodologies, and efficient implementation processes. Consultants bring a wealth of experience and industry insights, helping you avoid common pitfalls and achieve results more quickly.

Conclusion: Embrace Transformation with HR Consulting

HR consulting can go a long way in unlocking the full potential of your business and helping you navigate HR challenges, from compliance to employee engagement.

Looking for a personalized approach to HR? At EmPower HR, we take the time to fully understand your unique goals and challenges and provide dedicated HR consulting services. We believe that having a solid foundation is the key to long-term success, so we focus on ensuring your HR strategies align with your goals and values.

Let’s get your business ready for sustained growth! Contact us to learn how an HR consultant can help.

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• PEO Services: A Guide to Grow Your Company
• A Deep Dive into Employment Practices Liability Insurance
• 4 Ways Companies Can Maintain Positive Culture During Rapid Growth

• PEO services allow small and medium-sized businesses to outsource time-consuming HR tasks.
• By partnering with a PEO, businesses can have more time to focus on strategic initiatives and negotiate competitive benefits for their employees.
• EmPower HR supports small businesses by managing payroll, compliance, benefits administration, and more HR administrative tasks. Contact us to get started!

You are in business for a reason. You have big goals and a solid purpose. But somehow along the way, the endless administrative tasks have distracted you from the things that can move the needle and grow your company. PEO services can get you back on track by taking charge of time-consuming tasks like processing payroll or handling employee benefits.

Partnering with a Professional Employer Organization (PEO) can offer exciting benefits, especially if you are a small business with few employees and a tight budget.

Read on to find out the advantages of hiring PEO services and how they can set your business on the path to success.

Let’s jump right in!

What are PEO Services

As we mentioned, PEO stands for Professional Employer Organization. By hiring PEO services, companies can outsource some of their most time-consuming HR tasks to a strategic partner, allowing them to be more efficient and have more time to focus on HR activities that drive business growth.

“Companies that partner with a PEO develop 7 to 9% faster and are 50% less likely to fail.”

— McBassi and Associates

When you hire a PEO, both companies engage in a co-employment agreement, which means you share certain responsibilities.

The PEO takes on the role of the administrative employer, handling crucial aspects such as payroll, taxes, compliance, and managing employee benefits. This allows your business to concentrate on what truly matters — managing the core business, determining fair compensation levels, and overseeing the daily tasks and performance of your employees.

Differences Between PEO Services

Generally, most PEOs cover the following HR areas:

• Payroll processing and taxes
• Employee benefits administration
• Risk management & compliance

However, some PEOs may offer additional services, like talent acquisition and recruiting to help you find top talent and bring them on board.

PEOs can also differentiate themselves by specializing in specific industries or operating in certain geographic areas.

EmPower HR serves over 400 small businesses in diverse sectors like non-profit, hospitality, technology, professional services, and more.

Finally, some PEOs are designed to suit the needs of global enterprises and can serve as Employers of Record (EOR). These PEOs take on the responsibilities of a local employer, ensuring that businesses can hire employees across borders in a compliant manner.

What PEO Services Don’t Include

It’s important to debunk the myth that PEOs are meant to replace your internal HR team. On the contrary, PEOs work alongside your team, offering support and sharing their expertise to navigate through challenging HR situations.

But just to clear up some doubts, these are the things that PEO services don’t include:

• Managing employees’ day-to-day activities. The role of PEOs is to support you in HR management. But tasks such as employee supervision, task assignment, and performance evaluations are still your responsibility.
• Designing training programs and opportunities for development. Although PEOs may offer some training resources, they do not assume the responsibility of creating and executing extensive employee training or development initiatives for your employees.
• Creating an onboarding program for new hires. While PEOs handle all things compliance and can help you out with the necessary paperwork, the rest of the onboarding process depends on you. Onboarding is so much more than administrative tasks, so keep it in mind to provide a stellar experience for your new employees.

PEO Services Benefits

Does your HR team feel trapped in a never-ending loop of administrative tasks, such as payroll, compliance, and benefits? It’s time to set them free! Joining forces with a PEO can bring numerous benefits to your small business:

1. Say Goodbye to Administrative HR Tasks

PEOs take the tiresome aspects of HR off your plate, from processing payroll and calculating taxes to negotiating competitive employee benefits.

Instead, your small HR team will now have more time to focus on nurturing an inclusive workplace and coming up with initiatives to keep your employees happy and motivated.

2. Reduce Payroll Errors and Ensure Compliance

Payroll is a sensitive topic that your business needs to get right. If not, you risk dealing with frustrated employees, financial losses, and unfair compensation claims.

By leveraging the specialized knowledge and advanced software of a PEO, you can minimize errors in payroll processing and guarantee that all your employees receive their payments accurately and on time.

3. Gain Access to Competitive Benefits Packages at an Affordable Price

Fortune 500-level benefits seem beyond the reach of small businesses, right? Well, it doesn’t have to be that way.

Offering competitive benefits has a decisive impact on your employee brand and can be a strategic way of keeping top talent by your side.

By partnering with a Professional Employer Organization, businesses can tap into a vast network of clients and gain access to competitive employee benefits that otherwise would be impossible to assume.

These benefits include not only health insurance but also retirement plans and various other perks.

4. Delegate Compliance to an Expert Team

Keeping up with constantly evolving employment laws and regulations across federal, state, and local levels can be quite daunting. That’s where PEO services come in.

PEOs specialize in HR compliance and can provide invaluable assistance to your business. By helping you understand and meet legal requirements, they minimize the risk of penalties and lawsuits, keeping your business (and your employees) on the safe side.

Partner with EmPower HR for PEO Services and Get to the Reason You’re in Business

There is only a limited number of hours a day to work on your business — and your HR administrative tasks shouldn’t take them all!

At EmPower HR we help companies grow by allowing them to focus on the things they can do best while handling complex HR tasks for them.

Benefits of EmPower HR’s PEO Services

Why choose EmPower HR as your partner for PEO services? Here are three reasons you should consider:

• We go beyond customer service — we genuinely care about your business success and are always available to answer your questions or help you solve any HR challenge you may have.
• We specialize in small businesses and offer customized solutions based on your specific needs.
• On top of all the PEO services, we also provide HR consulting services to support your strategic HR planning and help you grow your business!

PEO Services Final Ideas

PEO services can alleviate the burden of administrative HR tasks, like payroll processing, compliance requests, and managing employee benefits. By allowing an external provider to handle these time-consuming HR activities, your team can have more time to spend on revenue-generating strategies and keeping a thriving workplace.

At EmPower HR we offer PEO services for small businesses across a variety of industries, giving you access to customized solutions based on your business HR needs.

Contact us to learn how we can help your business grow, by taking care of your administrative workload!

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• How to Optimize HR During a Recession

Layoffs

When layoffs are necessary, engaging HR early on in the process is key. By involving HR from the beginning, you can ensure that the layoffs are conducted fairly and in accordance with company policy.

• Work with HR to create a clear plan for who will be laid off and how the process will work. Your management team is a key component in this process, and HR can provide support and guide any managers who may be struggling to cope with the layoff process. They can provide coaching and support to ensure the conversations go as smoothly as possible. 
• A strong communication plan is important to helping layoffs go according to plan. This communication plan should include a general announcement and individual meetings with affected employees. Engaging HR in the layoff process can help ensure that the layoffs are conducted with sensitivity and compassion.

Pay Cuts

In any organization, the Human Resources department is responsible for a great deal, from ensuring compliance with employment laws to managing employee benefits. However, one of the most important functions of HR is setting and administering payroll. One of the most difficult decisions that companies may need to make is reducing employee salaries to stay within their budget, and HR is key to making this happen. 

There are several factors that HR will need to consider when overseeing pay cuts: 

• First, they will need to determine which employees will be impacted by the cuts. Not only will they be able to help you decide which employees will be impacted, but they will also be able to assist with retraining or redeployment plans. 
• Second, they will need to calculate the new salary amounts for each affected employee.
• Finally, they will need to communicate the pay cuts to employees in a way that is respectful and professional while minimizing the impact on morale. 

By engaging HR early in the process, organizations can ensure that pay cuts are handled smoothly and efficiently.

Fringe Benefits

When it comes to reducing employee fringe benefits, it is important to engage HR from the outset. This will help to ensure that any changes are made fairly and transparently. 

• First, HR should be involved in any decision-making about which benefits to reduce or eliminate. They will be able to provide valuable insights into the impact of different changes.
• Second, HR should communicate any changes to employees clearly and concisely, which will help minimize confusion and maximize understanding. 
• Finally, HR should provide support to employees who are impacted by the changes. This may include assisting the employees in finding new benefits programs or offering advice on adjusting to the new situation. 

By working closely with HR, companies can ensure that changes to employee fringe benefits are made in a fair and supportive way.

No business owner wants to think about the possibility of financial hardship, but it’s important to be prepared for anything. Optimizing your HR team during these times is key to ensuring you can weather a tough economic climate. Your HR team can support reviewing HR-related operating expenses and see where you can cut back. This may involve making some tough choices, but these steps can help your business survive and thrive during tough economic conditions.

Yes, there are a lot of great opportunities, such as having access to a wider talent pool, gaining a competitive edge, and increasing your bottom line. With all the opportunities, it is equally important to do your research and understand the risks involved. As with any business decision, you need to have a solid plan before making any investments. What are your goals for the FDI? How will you measure success? What are the potential risks, and how will you mitigate them? A clear plan will help you make the best decision for your business.

Here is EmPower HR’s Guide to understanding foreign direct investment and how to optimize it for your business.

In this guide, you’ll learn

• What Foreign Direct Investment (FDI) is and how your business can leverage it.
• Tips on hiring employees in the United States and what you need to know.
• Best practices when expanding your business into the United States and investing directly in a foreign entity (FDI.)
• The differences in work culture in international business.
• How to find the right HR partner to set you and your team up for success.

Checkout our guide to learn more about FDI and how it can impact your business. Download our guide today!

Today, HR in the manufacturing space faces many challenges ranging from addressing injuries to training supervisors and everything that falls in between. Once company leaders and HR departments address these challenges, they can curb attrition and improve the retention rate of the employees.
Below is a list of some of the top HR challenges facing the manufacturing industry and a few tips to address them properly.

Retraining

The Manufacturing industry is introducing new technologies every day to make its operations fast and efficient. Today, companies are automating job tasks that were possible through manual work. With new technology, manufacturers have to retrain their employees so that they understand these new machines and how to use them for an efficient work environment.

Earlier, companies used to fire existing employees and hire new ones with the right skill set for the job. But today, recruiters don’t have that flexibility, as they must invest time in looking for the skills that may be needed in the future while recruiting new workers.

Companies should estimate the requirement of the workforce and then match the demand with their current workers. The remainder should be retrained to support the existing employees to move forward without compromising their work.

Recruitment

Earlier, word-of-mouth and classified ads might have been sufficient for all producers to hire skilled workers. But that’s not the case in the 21st century, as manufacturers have to be more creative when luring pure talent and young generations, including people of Gen Z and millennials in their 30s. Here’s how HR members can recruit the right talent suitable for their job.

Building Relationships With High Schools

The HR team can talk about career placement, and job offers with students at colleges, community colleges, high schools and trade schools, to encourage students to consider manufacturing careers. Invite students and school personnel to tour your company so that they can see all that you have to offer. That way, they will see your company and experience the culture inside the facility. It will encourage them to work with you in the industry.

Build Company Awareness Online

Plants and factories are often installed in non-popular industrial parks, making it challenging for potential employees to physically know their presence in the market. To combat this potential lack of awareness, start showcasing your services and promote your business online to get recognized by potential employees.

Training And Preparing Supervisors

Lack of proper management can lead to work burnouts, unhappy employees and low revenue. Everybody in the organization works for a bigger picture, and supervisors have to keep track of their workers to ensure everything is done right. To ensure effective results, supervisors need to understand the people working under them and connect with them on a personal level, like learning more about their hobbies and families, as they are humans too.

With that knowledge, leaders can spark a conversation using a few open-end questions with their employees to know them better, like is there anything you need help with? Or how was your weekend? Or how’s your kid doing? Striking conversations with these questions can help supervisors build a strong relationship with their workers.

The manufacturing industry can organize mentorship and leadership programs to ensure all supervisors have the right skill set to handle the workforce under their command.

Leave And Injuries

Besides other sectors of the economy, manufacturing contributes the highest injury rates, and those injuries can enforce the protection of workers’ rights under federal and state laws. The ADA (Americans with disabilities act), the FMLA (family and medical leave act), workers’ compensation rules, and other laws can intersect here.

Once an employee in the manufacturing industry gets injured, everything gets complicated for the employers. For instance, if a worker gets a back injury, they can get 12 weeks off, according to the FMLA. But an employer may fire them if they don’t show up after those weeks are up.

However, if the worker has a note that shows they need at least 21 weeks to recover, the ADA will need the employer to grant more time. At this moment, employers need to be mindful and find work within the company that does not intersect or put pressure on their injury. Remember, an employee should go through a necessary screening process to determine an ideal position after they come back from an injury so that you can avoid any lawsuit.

HR teams work day and night to fill their organizations with employees and manage other challenges side by side while keeping the bigger picture of the company in mind. After all, a right leader treats their people with equality and values their opinion so that there is no workplace politics and everybody feels heard.

How HR Outsourcing Services Can Help

When you work with an outsourcing partner like EmPower HR, your manufacturing company will have a team of experts, ready to tackle the challenges outlined above — so that your company can continue to prosper and grow.

The workplace setting is changing faster than anyone could have ever anticipated. The Great Resignation is a call for business owners and management to open their eyes to the importance of an HR department. HR for marketing agencies is vital for keeping your talent from resigning.

Common HR Challenges that Marketing Agencies Face

HR challenges are standard for any company, regardless of the industry. If you’ve been struggling, you’re not alone. HR managers worldwide face unprecedented difficulties, and you’ll probably identify well with one or two from this list.

Remote Work

HR leaders are paving the way for remote work. Not only has working remotely become generally unavoidable, but potential and current employees expect the option, especially in a forward thinking industry like marketing and advertising.

As the weight of the Covid-19 pandemic began to taper off and the world launched a global reopening, many businesses planned on returning to the office. Instead, it became undeniably clear that hybrid and remote work models are here to stay.

With that said, HR teams must change how they maintain productivity and manage human capital. Interpersonal communication is a cornerstone of every office environment, regardless of where employees work and live.

Diversity, Equity And Inclusion

Whether you use an in-house team or utilize outsourced HR for marketing agencies, one of the main focuses for the next year should be diversity, equity, and inclusion, also referred to as DEI. Creating an inclusive working environment lessens HR managers’ external and internal pressure to focus on DEI.

It also widens the talent pool to include remote workers from around the globe. Organizations across every industry strive to raise internal awareness of DEI-related problems within their company. Once you’ve identified the issues, you can begin to mend them.

Tackling Change Management

Massive organizational changes come with moving any company to a hybrid or remote working model. Managing these changes effectively, preventing staff from becoming fatigued, is one of the most significant HR issues that many businesses are facing right now.

Expecting behavioral changes from employees while failing to model said behavioral changes through management can be catastrophic. If your transformation isn’t working, prioritizing change management can lessen burnout and exhaustion in employees due to consistent changes.

Locating Talent During A Shortage

It’s no secret that there is currently a shortage of talent, primarily due to the effects of the Great Resignation. Companies globally struggle to find quality, reliable talent to fill gaping staffing holes.

HR teams should develop methods of effectively evaluating potential employees, including remote interviews and amplified skill tests. The goal is to speed up the hiring process while filling positions with employees that bring talent and innovation to the table.

Identifying Necessary Skills To Move Forward

HR is so much more than communication between management and employees. Moving forward, HR departments should begin to identify current employees’ skills to move forward, thereby creating new training programs that target those needs.

It’s a huge challenge to determine which working skills will be necessary for the short and long-term future. Rapid technological advancements regularly change necessary job skill sets. However, it’s entirely possible to make predictions based on the past while leaving current training programs open to change when needed.

Nurturing A Healthy Work Environment

Above all, HR teams should focus on nurturing the healthiest work environment possible. A competitive salary and positive work experience are the two most important things to employees right now. These aspects require a companies’ ability to adapt to remote work and focus on employees’ physical and psychological health.

Though many companies operate on a remote model, workplace safety is still important to those who come to work every day. In a remote model, workplace safety could look like COVID-19 protocols and employer-provided methods of managing stress and burnout.

The bottom line? Employees want to know they can rely on you, and most potential workers have had it with businesses that deem them easily replaceable. Address individual concerns and create an environment that prioritizes mental and emotional health.

Handling HR Challenges With Ease

Effectively handling the HR challenges that come your way is a lot easier with preparation. When your human resources team is on the same page, they’ll help your organization cultivate a productive, inclusive, happy, diverse working environment.

A great HR team harbors stronger onboarding processes, fewer compliance issues, plenty of diversity, and improved employee retention. There are always ways to battle the HR challenges that come your way.

Remember, access to HR anytime and anywhere is vital to current working models and helps save time and energy for everyone. Outsourcing your HR department is a highly effective way to make that happen.

Strong first impressions are everything given the Great Resignation as organizations continue to battle in the talent war. How to recruit employees in these times continues to be a point of frustration for many hiring managers, especially those in the service industry.

If there is the impression of being an unserious business with disorganized or shabby onboarding practices, word will get out fast and candidates won’t be applying to your job posts. Hiring employees in a quick and effective way is of the utmost importance in today’s market.

Even with a signed offer letter, new hires can change their minds just because they had a bad onboarding experience. According to Careerbuilder and Silkroad Technology, 1 in 10 have left a company because of a poor onboarding experience.

The importance of these two critical functions cannot be stressed enough, and it won’t be seen as unreasonable if you invested more time, energy, and resources into getting these processes right and functioning at their best. This is where outsourcing comes in handy and can be your best friend.

In today’s market, how to recruit employees is everything — so ensuring you have the correct support in providing a world-class experience for your new and potential talent is vital to your business, operations, and most importantly, your employer brand.

Keen to learn more? Here’s a breakdown of how HR outsourcing partners can help you more effectively recruit and onboard employees:

Save Time & Money On The Hiring Process

Want to know how to recruit employees without spending a lot? HR outsourcing. Outsourcing the hiring and employee onboarding framework avoids the need to spend valuable time and resources on in-house staff. Outsourcing allows your employees to focus on more value-adding tasks that generate revenue and focus on customer acquisition.

In addition, hiring and training an onboarding specialist can take time, and with the market as hot as it is, no one has time to sit on their hands and wait.

It makes financial sense to outsource so that your business is primed to move at lightning speed in this highly competitive market. Especially when volume hiring is at play, onboarding can quickly start to take a toll on in-house employees, leading to lousy output and sloppy mistakes. An HR outsourcing provider can streamline these processes, making them accessible and creating positive experiences for your new talent.

Create A Consistent Experience For New Hires

Regardless of how you recruit employees and the methods you use in your business, most of your new hires will require the same training and onboarding to ensure they have the right tools and competencies for their role.

This standardization goes for the hiring process as well. Outsourcing allows you to provide a clear and consistent approach for faster turnaround time while also allowing a speedier learning curve for your new hires in their role.

Outsourcing providers will ensure an excellent and well-organized candidate experience. At the same time, outsourcing providers will make new hires feel welcome and confident while going further to give them the knowledge and tools required to carry out their duties effectively. Engaging the services of an outsourcing partner will provide employees with the same onboarding experiences, regardless of their background, skill levels, or role. Don’t you wish everything in life could be this easy?

Reduce Employee Turnover

In this day and age of flighty employees, don’t underestimate the power of a straightforward, professional hiring and onboarding process. From having your desk set up with all your equipment to having scheduled days for training and job shadowing, the ease of the process communicates that you are prepared for their arrival, and you want to see them activated and ramped up in their role as quickly as possible so they can start making an impact.

How you recruit employees all comes down to a great employee onboarding experience reduces employee turnover, as new hires feel empowered and engaged by their positive introduction to the organization. Through this, employees feel they have direction, work purpose and belong in the workplace culture.

We’ve all had new job experiences where it felt like you were a ‘burden’ to your colleagues, and getting answers to anything was like pulling teeth? Or your manager was always in a meeting, and you never saw them until the end of the day – not a great feeling. By having knowledgeable specialists manage this process from top to tail, all key questions will be answered, all anxieties will be put at ease, and they will be a key member of the team in no time.

Ensures Your Business Is Applying Best Practices

Just when we think the world of hiring and onboarding can’t get any better, faster or more effective, here comes another tool or system literally kicking it up a notch. The customization and individuality for these processes are impressive as it’s tailored to suit your business’s culture and workforce.

Outsourcing providers ensure that all the best tools are being used for your workplace while also ensuring no slips in the processes that could lead to a wrong impression and reputation down the line. They pay attention to the fine details to ensure every step helps cultivate and nurture a great workplace culture. They’re like your insurance against costly mistakes and reassurance that your business will be able to apply best practices.

Even with its high importance, thinking about how to recruit employees and workforce planning can be a headache all on its own without having the hassle of creating a positive onboarding experience program for your new staff. Outsourcing is a fast, efficient, and easy solution that allows you to keep your eyes on the prize, your business, while ensuring you are creating a tell-worthy job experience for your potential and untapped talent pool. The return on investment will be seen almost immediately through your new staff’s increased engagement, retention, and job satisfaction for months to come.

Explore the pivotal reasons why private equity back office outsourcing for HR functions makes sense in our downloadable guide.

According to Gallup data, only 33% of employees are engaged at work.

You read that right, a dismal 33%. That means, more than half of your staff don’t want to be involved in their work and are not happy about the organization. Imagine the cost of the lack of engagement and the effect it can have on the rest of your workplace culture. Attitudes and outlooks such as these frequently affect your employees who are engaged as they start to question if they are really happy at your organization.

It is clear that leaders need to start viewing the combination of employee engagement and workplace culture as a number one priority. Companies can’t afford to have these two areas affecting productivity anymore.

So what are some of the focus areas that leaders need to pay attention to in order to ensure their employee engagement and workplace culture are working for and not against each other?

Employee Retention

Employee retention is vital to remain competitive in today’s global marketplace, and it’s a key area of focus for HR leaders. Employee retention is an excellent indicator of how well your employee engagement and workplace culture are functioning together. The higher your retention, the lower your turnover, and that means you are achieving more business goals, hitting your objectives, and saving on hiring costs.

A healthy employee retention rate means your employees align with their goals and provide the utmost value to your business. This adds to the vibe of your workplace culture by contributing to overall happiness and satisfaction.

Employee Productivity

Every leader wants their workplace to be productive and have every employee operating like a Terminator. More engaged employees are likely to be more effective, resulting in more revenue and profit to the business on a more consistent basis. With more consistent productivity, innovative ideas are continually being brought forward and actioned within operations, allowing the company to truly set itself apart in the marketplace and industry.

Communication Flow

Effective communication is underestimated as a tool in the workplace. Communication is one of the top three reasons employees feel misaligned to their purpose at work. When you have communication problems, you must find the source fast and put in new protocols and practices to make it smooth like molasses.

Creating simple yet powerful communication best practices will ensure that all key stakeholders are on the same page and accountable for their actions. Having regular meetings such as daily team stand-ups, bi-weekly status reports, and quarterly activity reviews will ensure that your employees on the front lines understand what is working and what is not. From there, you can quickly fix and adjust those trouble spots to ensure no bad habits spread further.

Customer Satisfaction

Happy Customers = Happy Employees.

Customer satisfaction is a great indicator of how well your employees are engaged in the workplace. When measuring customer satisfaction, it can highlight and address the critical areas in your culture that are working exceptionally well and those that need a bit more TLC.

For example, if customers emphasize quick and fast service, you know that your employees truly care about providing a world-class experience. If on the other hand, there are indicators that it is taking five business days for a simple email to get a reply, then you know that something is not lining up correctly. Remember, your customers likely have other business options, so ensuring that their experience is a good one can keep them as lifelong customers.

Employee engagement and work culture are like peanut and jelly; they go hand in hand. It’s essential to understand the factors that affect these crucial areas of your business, so if any warning signs creep up, you know the steps to take to course correct.

Understanding the importance of developing employee engagement and a positive culture can harness the benefits of both concepts. This is the antidote for a robust and progressive organization. Can you think of a better reflection of good employee engagement if not a positive culture and impressive results? Exactly.