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Category Archives: Corporate Wellness

Three Simple Steps to Improving Company Culture

Do you remember when company culture was seen as one more trend that would blow over like the latest office fad? Many people are surprised today to see how firmly entrenched company culture has become in the business lexicon. Then again, perhaps this should not be so surprising. The proof is in the pudding: Dedicated focus by managers and executives on improving company culture achieves actual results.

How to Improve Company Culture

company culture

Three Steps to Improving Company Culture

As a professional employer organization, Total HR Management understands the importance of a strong company culture. Indeed, such a company culture can lead directly to higher productivity and increased profit margins. After all, happy employees tend to accomplish more on the job and in the office. As a result, improving company culture makes sense.

Below, we outline three basic strategies that can be taken today to improve company culture. The goal of these simple steps is to improve company culture both in the short and long term. By implementing these steps, you can increase the bottom line and improve employee morale at the same time. Now that’s certainly a win-win that we’re all looking to achieve.

Three Steps to Improve Company Culture

1) Communicate Purpose and Passion to Foster Investment

Purpose and passion are not empty words when put into practice. In truth, they are the root behind all great successes. If you look at the history of American business and industry, the legendary entrepreneurs and innovators like Thomas Edison, Henry Ford, and Steve Jobs were filled with a sincere enthusiasm for what they did and how they did it. As a business owner, you need to communicate that same purpose and passion to your employees.

Ultimately, such communication fosters investment in the workplace. Give your employees the opportunity to see that their work makes an impact. Purpose-driven employees find their jobs to be truly meaningful. Moreover, your industry is not the issue. Honestly, there are no “purpose professions.” Instead, employees are inspired to find purpose in their work.

2) Promote a Team Atmosphere of Positive Teamwork

According to experts in human nature and motivation, everyone wants to be a member of a team. Indeed, we have known this simple fact since we were kids and were introduced to team sports. Team members see themselves as being part of something. In business, that something is your company. In contrast, individuals see themselves as separate from each other and tend to look out for their interests first.

By creating a team atmosphere in the workplace, you foster a supportive atmosphere of “One for all and all for one.” The question isn’t about who gets credit for success, but the success of the entire team as a whole. If your employees can avoid silos and pull in one direction, it will make an enormous difference. A team atmosphere promotes the success of the company as a whole.

3) Embrace Transparency in the Workplace

Transparency is a positive that has positive and lasting ramifications on every level of business. Not only does it help your employees; it also will help your business as a whole as well.  Employees that are given an unfiltered look into a company’s operations and future become invested. Like you, your employees know when they hear the truth or one more line of bullshit.

Transparency gives employees a voice and should be the foundation of company culture. Transparency can be achieved by implementing modern communication and collaboration tools. Indeed, by creating online feedback mechanisms and real-time cloud updating procedures, your company can keep everyone in the loop. By seeing the big picture, your employees will believe in the worth and value of their work.

Finally, embracing transparency means sharing both success and challenges. By letting employees know the successes of your business and what is working well in the macrocosm, you give value and meaning to their microcosm. Sharing success is a significant motivation boost for employees and helps to build morale.

At the same time, you need to share the challenges being faced by the company. If the greater marketplace has become more competitive, let your employees know what is happening. By sharing the challenges, your company faces, you open up the possibility for your team to offer a truly innovative that you may never have considered. When it comes to solving complex challenges, being transparent with employees can lead to a greater sense of investment in your company.  Such investment helps boost your company culture and improves your business model.

Total HR Management Can Help

To learn more about improving your company culture, please contact Total HR Management today. Please call (800) 975-5128 today to access the help you need.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

 

 

PEO Support — Is Recruitment and Selection the Answer to Healthcare Attrition?

Today, we address the HR challenge of healthcare attrition in the 21st century. In the ongoing PEO Support series, Total HR Management asks the tough questions that managers and business owners answer on a regular basis. Our goal is to provide constructive and supportive answers based on years of experience of working with our clients. Employers face challenges, and Total HR is here to help.

Healthcare attrition has become a major HR problem for healthcare providers and medical offices in the 21st century. Attrition from the healthcare workforce leads to a shortage of health workers. Such critical shortages affect both the microcosm and the macrocosm. First, healthcare attrition can hurt a medical office, resulting in a lack of qualified employees. Overtime hours become stretched to the limit, reducing positive healthcare outcomes. Second, from a larger perspective, healthcare attrition can be a barrier to the United States reaching universal health coverage and equity goals. Worldwide, a healthcare study reveals that “recent analysis from the World Health Organization (WHO) estimates a shortfall of 18 million health workers by 2030.”

Addressing The Healthcare Attrition Problem

healthcare attrition

Overcome the Reality of Healthcare Attrition

A major problem is that healthcare attrition, particularly voluntary attrition, has been under-recorded. There is no reliable ongoing study in the United States or worldwide that offers statistics and information to healthcare providers about the problem at hand. A definitive lack of standardized methods of measuring attrition has led to healthcare providers and medical offices getting caught off-guard.

Upon the retirement or moving on of valued healthcare professionals like doctors and registered nurses, the lack of viable replacements available becomes a difficult reality. Healthcare attrition contributes to an increased workload and longer hours. Such increases result in a lowering of a medical office’s working conditions for a healthcare company’s remaining workforce. This directly leads to an overall lower quality of care and worse patient outcomes. Total HR strongly believes that such problems must be avoided at all costs. For the good of all the parties involved, healthcare providers need to succeed.

Recruitment and Selection = Antidote to Healthcare Attrition

As a professional employer organization (PEO), Total HR Management has a solution to this problem. Improving recruitment and selection techniques is key. When it comes to healthcare providers, recruitment and selection techniques need to be taken to the next level to address the healthcare attrition problem. Although Total HR includes a staffing agency option, this approach is not enough when it comes to healthcare attrition. Rather, the expert recruitment and selection services that we offer are needed. Through recruitment and selection, Total HR can help a medical provider access the very best experienced and qualified candidates in their area.

Total HR has found that an excellent tool for healthcare recruitment and selection is the implementation of a pre-employment assessment. The assessment results are based upon self-reported answers of the applicant. In some cases, his or her answers will not match what is best for a medical office. While interviews are subjective, pre-employment assessments are more objective. If implemented in the process prior to the interview, a recruitment and selection interview can be used to ask more specific questions. They help to guarantee the qualifications of applicants and make sure the needs of a medical office are met.

The challenge of healthcare attrition does not have to affect your medical office in the 21st century. Total HR understands if you are worried about the proverbial brain drain and your ability to access the right candidates. Our in-depth knowledge of the healthcare industry helps company clients find the best candidates for their organizations. We help foster win-win scenarios where healthcare job applicants are directed to positions that will enhance their careers and clients will only see applicants that fit their specific requirements. This saves a lot of time AND energy!

Total HR Management Can Help

As experts in recruitment and selection with a proven track record of accessing the very best candidates for our client companies, Total HR Management can help. To learn more about how we can help your healthcare company overcome the dangers of healthcare attrition, contact Total HR Management today. Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

 

 

Is Your Company Culture Attracting AND Retaining The Top Talent?

Company culture is no longer just “office talk”, it’s an actual palpable atmosphere that your business creates that everybody breathes on a daily basis. Are you fostering a culture that attracts and retains the talent that your business needs to be successful? If not, Total HR Management can help you examine your company culture, provide recommendations on changes that will raise your attraction level and improve retention and recruitment efforts. Below are four elements of a positive company culture that will help attract and retain the best talent.

Practicing and Owning Your Company Culture

company culture

Is your company culture attracting the top talent?

Many companies talk about workplace culture, but few seem to put their ideas and theories into actual practice. What companies fail to understand is that the spirit of your workplace is the key to attracting, engaging, and retaining the top talent. If your employees want to be aligned with the company culture, they are more likely to be motivated, productive and loyal.

So, here’s the question: Who actually owns your company culture? The CEO, CFO, COO, the janitor? The answer: all of the above! Do your employees have input to the nature of their culture and what it can offer them? You can effectively change the company culture without affecting the leadership and the executive structure. The best way to do this is by addressing the question to your employees in a questionnaire. Let them offer feedback as to what is positive and what is negative about the company culture. By receiving real world input, you will have a much better idea of the steps to be taken.

Four Elements of a Positive Company Culture

  • Company Culture Begins During Onboarding

Does your company have an official onboarding process that includes an introduction to the spirit of the business and the positive elements in the workplace? If not, you making a big mistake that could affect your long-term retention efforts. Like a good meal, the first taste is very important. If onboarding is like an employee’s first taste of their new company, make that taste a positive experience-presentation is everything! Be ready to share how engaged, talented and positive minded people can grow within your organization. Emphasizing these qualities from day one will help you create a company culture that focuses on the positive from the very beginning.

  • Empathy and Flexibility = Positive Company Culture

Managers need to have empathy for their employees while being flexible at times. Employees tend to be negative about rigid managerial systems that fail to address their needs. According to the HR Bartender, nearly 25 percent of employees say having an empathetic and flexible manager is an important part of their work-life balance. By addressing the concerns of your employees in a manner that does not damage your business, you will be creating goodwill that will pay off in the long run.

  • Wellness Programs Promote Health and Company Culture

Wellness programs have become quite popular in recent years, and their placement in organizations is connected with employee’s trust and faith in a positive company culture. These programs can help attract top talent because they show that the company cares about an employee’s health and well-being. There are countless examples of wellness programs leading to increased productivity and profitability. Total HR Management can help your company research what kind of Wellness Program makes the most sense for your business, balancing the positive and avoiding liability.

  • Company Culture Allows For Personal Flavor In The Office

When employees were asked what’s important to them about a company’s culture, the majority expressed the importance of being able share their personal flavor and personality at their desk-cubicle. Family pictures, personal mementos and nick knacks should never overwhelm an office, but they no doubt can (and probably should) be included to heighten the fun and human side a corporate environment.

Positive Company Culture Leads to Future Success

By instituting a positive company culture, you help ensure the future success of your business. To learn more about instituting a positive company culture, contact Total HR Management today.

Please call (800) 975-5128 today to speak with an HR professional and access the help your small to mid-sized company needs.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.

 

Keep Your Employees Happy And Working Hard

Do you know how to effectively keep your employees happy and working hard? No matter what business you are in and what your company does, you still need employees that do well and succeed at their jobs. By keeping the teams beneath you moving forward together in harmony, you can help ensure future success. The major ingredients of such harmony are happy and productive employees.

Happy Employees = Successful Employees

keep your employees happy

Keep Your Employees Happy And Working Hard

As a professional employer organization (PEO), Total HR Management believes we can help guide you in the process of learning how to keep your employees happy and working hard.  Many studies have shown that happy employees are consistently the most productive and the most loyal. In a competitive marketplace, you need employees that want to succeed with you and your business.

By following and communicating several key principles, you can turn this idea into a reality that will improve both the productivity and profitability of your business.

5 Ways To Keep Your Employees Happy And Working Hard

1) Build A Sense Of Ownership Among Your Employees

If your employees feel like they own the place and not just work there, they will be much more invested in your company’s overall success. If you can connect your employees to your product, they will feel responsible for what the customer is buying. If employee roles are not too specialized, rotate responsibilities from time to time to improve this sense of ownership. By doing different tasks, they will feel more connected to the success of the overall business.

2) Trust Employees To Leave Their Comfort Zones

Who wants to do one specific task over and over and over again? By granting new responsibilities to your employees every now and then, you will allow them to grow and become more confident in their abilities. Such growth will make them happier because it will make them feel more valuable to the organization. After all, doesn’t everyone want to feel valuable? By succeeding outside their comfort zones, their value will be truly affirmed. A much bigger risk is having valuable employees get burnt out or bored because they are doing the same thing over and over again.

3) Keep Your Team Informed

Do you take the time to keep your employees informed about both specific updates in your business and bigger updates in your company’s overall industry? Since you have a much clearer perspective of the bigger picture than your employees do, it makes sense to let them know what’s going on. By spreading such information, you provide your employees with a sense that they have access to exclusive and high-level insight, strengthening their feeling that they are an important part of the organization.

4) Treat Your Employees Like Adults

Do you remember how much you hated it when an older person treated you like a child when you were a young adult? In the same sense, employees hate being treated like children. You can keep your employees happy by letting them know what’s going on and treating them like adults. For example, if you choose to keep your people in the dark about trying times or issues, the fallout quickly can become ugly. By keeping employees in the light, you avoid the potential negative infection of the dark.

5) Enable Flexible Work

In a recent study, more than a third of small to mid-sized business employees said flexible schedules would increase their happiness and make them more productive. In order to balance the rising demands on both work and personal time, find ways where possible to encourage flexible hours and remote work options. The underlying force behind flexible schedules is an inherent trust from employers that their employees will get done what they need to get done. Such a trust is a key way to keep your employees happy and working hard.

Although the five ways outlined above to keep your employees happy and working hard are only a beginning, they are a good start that can lead to the realization of this ongoing goal. To learn more about how Total HR Management can help you with employee challenges, please call (800) 975-5128 today to set-up an HR audit.

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website

Incentive Based Wellness Programs Vs. American With Disabilities Act Compliance In 2016

With the rise of incentive based wellness programs across the country, employers need to focus on providing incentives to employees who adopt healthy practices rather than punishing those who do not. An employer certainly may adopt voluntary wellness programs, but such programs need to be handled with precision. As wellness programs continue to evolve, they have to fall in line with federal regulations, finding a balance between disparate requirements. Most importantly. The U.S. Equal Employment Opportunity Commission (EEOC) will soon release its long-awaited rules on the interplay between the Americans with Disabilities Act (ADA) and the Affordable Care Act (ACA), and how they affect incentive based wellness programs.

EEOC & Incentive Based Wellness Programs

incentive based wellness programs

Incentive Based Wellness Programs Lead To ADA Compliance Challenges

According to the EEOC, the new rules will amend the regulations concerning the implementation of the equal employment provisions of the Americans with Disabilities Act. The goal of the ADA amendments is to address the interaction between Title I of the ADA that prohibits employment discrimination, and financial incentives as part of wellness programs promoted by the ACA and offered through group health plans. The question is how to find a balance between incentive based wellness programs and non-discrimination regulations.

Many employers offer a wide range of programs to promote health and prevent disease among their workers. For example, some employers may provide pedometers to encourage employee walking and exercising or pay for gym memberships. EEOC regulations permit employers to conduct medical examinations, which can include obtaining medical histories, as part of a voluntary wellness program. For years, the EEOC’s position has been that “[a] wellness program is ‘voluntary’ as long as an employer neither requires participation nor penalizes employees who do not participate.”

The Shocking Truth Of The EEOC & Wellness Programs

When the EEOC began suing employers in 2015 about the discriminatory aspects of their wellness programs, HR leaders were put on notice. If you have a program in place or are thinking about starting a wellness program, confusion is sure to follow. According to legal experts and other interested observers, the EEOC’s legal actions, based on violations of the ADA and Title I, are in direct conflict with the ACA, which encourages wellness programs for employees.

Steve Wojcik, vice president of public policy at the National Business Group on Health, points out that the conflicting messages would give any employer “reason to pause… We believe the EEOC needs to issue clear guidance that recognizes the importance of wellness programs and encourages employers to continue to offer them… In the meantime, employers should again review their programs for compliance, particularly the incentives, and clearly communicate alternative ways to obtain them.”

Be Careful With Your Company’s Wellness Program

After many companies have invested a huge amount of time and money into making sure that their wellness programs comply with the ACA, the EEOC is now coming “out of left field” with a whole new set of rules and regulations to impose on these programs. Gretchen Young, senior vice president for health policy with the ERISA Industry Committee, believes the danger in terms of wellness programs is that, “The EEOC has apparently decided that it will be playing by a different set of rules, with no forewarning to companies whatsoever.”

For now, the best strategy for employers is to understand the risk associated with your wellness program, and then think about the things you can do to mitigate that risk. Employee education can help participants understand why wellness is important and what the employer is doing to help. Employers also can provide alternatives to the incentive based rewards within their wellness programs that can be accessed by every employee regardless of physical condition or potential disability. A perfect example of a non-incentive based wellness bonuses are adding more healthy alternatives to cafeteria menus or vending machines.

Total HR Management Can Help

Employers need guidance regarding the ADA and wellness programs, and Total HR Management can help. A major component is reserving the right to change your plan should the need arise. By including the reservation of rights in the written description of a company’s wellness program, your company can make changes as federal regulations shift with the greater tide.

Although Total HR Management supports the positive health benefits of wellness programs, we also advise our client companies to be careful in light of the current federal discrepancies. To learn more about how to implement a wellness program that navigates the balance, please call Total HR today at (800) 975-5128 to set-up an HR audit.

 

 

No Legal Advice Intended: This blog includes information about legal issues and legal questions.  Such materials are for informational purposes only and may not reflect the most current legal developments.  These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances. You must not rely on the information on this website as an alternative to legal advice from your attorney or other professional legal services provider.


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