Tag Archives: Employee Engagement

Three Alternative Incentives To Motivate Employees

In the modern age, finding incentives to motivate employees is important for any business owner. The key to success in this area of employee engagement is to find incentives that effectively motivate while not being too costly. After all, the goal of motivating employees is to add and not detract from your company’s bottom line.

Motivate Employees with Alternative Incentives

alternative incentives

Motivate Employees with Incentives

Total HR Management offers three potential alternative incentives to accomplish this goal. Although there are many others that we can brainstorm with your company in regards to your overall industry and specific business model, these three possibilities are a good start.

The key is to raise employee engagement by expressing and demonstrating value. When employees feel that they are valued, performance levels increase and productivity rises. Since everyone worries about money, financial incentives are consistently effective. Indeed, beyond improving employee engagement, such incentives are another edge in the recruitment and selection process.

Three Ways to Motivate Employees

  1. Commuter Advantages

Long commutes are difficult for anyone. If a number of your employees have long commutes, you can try to improve those commutes by offering advantages. For example, you can team up with an audiobook provider to offer a significant discount on the best material, both from an entertainment and an educational perspective. Moreover, you can offer to subsidize a portion of monthly expenses for tolls. If employees are paying tolls to get to the office, such an incentive is a big deal because they are reminded of the company’s support on an almost daily basis.

  1. Discounted Services

Whatever services or products your company offers, your employees should be getting them at a decent discount. For example, if you are an automobile company, you can provide service and maintenance discounts to your employees. Also, complementary services by other industries often can be provided as well. For example, airlines team up with hotel chains to provide significant discounts to their employees. Moreover, if there are stores in your company’s building or around the neighborhood, you can negotiate discount incentive deals for your employees. The stores get more business while your employees feel like they are saving money by getting a negotiated discount on certain goods and services.

  1. On-the-job Volunteer Opportunities

Volunteering is good for both employee morale and the reputation of your company in your local community. It’s not that expensive to provide a certain number of hours each month where the employee can volunteer time during the workday to specific community nonprofits while still being paid. If you don’t want to institute it monthly, it can be done quarterly or even be a one-time incentive to open the door to future volunteer work.  Millennials and Generation X employees want more than just a paycheck. They want to feel like they are part of something bigger than their job. By supporting volunteer efforts, a company shows they care not only about employee morale but also about the community as a whole. It connects your employees to the macrocosm and provides value.

Help Motivate Employees Today

To learn more about these alternative incentives, please 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.



How To Turn Exit Interviews Into A Valuable Resource

Exit interviews should be more than a perfunctory goodbye. Without question, it’s hard for any company to lose a talented employee. Even if the employee was run of the mill, the process can still be difficult. Whenever you have an effective team, losing a team member brings about changes in balance and shifts in authority.

The Value of Exit Interviews

exit interviews

Exit Interviews Need To Be Used Effectively

The question is how to turn such a situation into a potential positive. As a professional employer organization, Total HR Management has learned how to help our client companies turn exit interviews into an ongoing resource. Exit interviews can help to improve employee engagement.

In many ways, the exit interview is the key part of the off-boarding process. Often mistaken as a waste of time, an exit interview can provide your company with valuable information. When done effectively, such an interview can help improve a company’s employee retention strategies. It also can reveal organizational issues that need to be addressed.

Guidelines for Effective Exit Interviews


When conducting exit interviews, Total HR recommends that you follow these basic guidelines. By implementing these protocols, a company can turn exit interviews with once valuable employees into an opportunity. The information obtained can become an ongoing resource that can help a company succeed. The goal is to make sure that mistakes are not repeated so valuable employees are not lost for the wrong reasons.

By following these guidelines, you can help your business succeed moving forward.

Nine Basic Exit Interview Guidelines:

  1. Always give an advance written notice of the interview. When you give an employee this notice, provide questions that you might want to ask in relation to organizational issues. The written notice should be given at least two to three days in advance of the interview.
  2. To encourage greater participation, you should detail the purpose of the interview. Explain that although the interview is not required, you would appreciate a frank and open discussion. Promise confidentiality so the employee can open up and be truthful.
  3. If possible, the interview should be conducted by someone other than the employee’s immediate supervisor. By having someone more independent and remote conduct the interview, you open the door to accessing more critical and potentially valuable information.
  4. Balance the interview between universal questions all exiting employees are asked and questions specific to that employee’s job and place in the company. Such a balance provides answers that can be compared and tracked while also delivering detailed information to that particular company position.
  5. Always prepare questions in advance and be honest. Find out what’s lacking in your company culture and what the employee would change if they had the power. In terms of their specific job, ask what needs to be improved and what details about the job should be passed onto the person’s replacement.
  6. Do not discuss office gossip. Avoid asking for personal opinions about specific people in the office. Focus on principles, not personalities.
  7. Ask the employee to identify workplace issues that might be causing low morale and turnover. Give the employee the freedom to be critical. Ask follow-up questions when needed.
  8. Do not take any critical feedback personally. The exit interview needs to be characterized by a professional, business mindset. Like in the office, personal issues need to be shunted to the side.
  9. Avoid burning bridges at all costs. Every employee exit interview and working relationship should ideally end on a positive note.

Critical Information and Exit Interviews

In many cases, an employee exit interview can provide critical information that will help your company. By allowing the employee to take off the gloves and be honest, you open the door to hearing what’s not being said directly in the office. Suddenly, implied problems become more obvious.

As an employee retention tool, an exit interview can boost engagement. The employees left on your team will realize their voices are being heard. Moreover, the knowledge gained is power that you can act on as an employer. With solid data and perspectives provided in an exit interview, you can implement positive changes to strengthen the company as a whole.

Total HR Management Can Help

As a professional employer organization, Total HR Management believes in providing our client companies with the very best in staffing services and employee management strategies. We can help turn your exit interviews into a valuable ongoing resource. To learn more about making this happen in your business, 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 as an alternative to legal advice from your attorney or other professional legal services provider.

Understanding Employee Engagement Trends A Key Ingredient Of Your Company’s Recipe For Success

Although there are many different ways in which organizations can define employee engagement, ranging from performance to attendance, Total HR Management has found that effective employee engagement will always be a key ingredient of a company’s recipe for success. As a professional employer organization (PEO), helping our client companies maintain employee engagement is high on our list of priorities. Below, Total HR outlines three macrocosmic employee engagement trends that are important to keep in mind while designing an employee engagement action plan for your company.

Three Employee Engagement Trends In 2016

  1. Employee Engagement Is Rising Due To Technology
  2. Employee Engagement Is Different By Region
  3. Employee Engagement Changes Based On Role And Age

    1) Employee Engagement Is Rising Due To Technology

employee engagement

Employee Engagement Success For Your Company

Although many HR professionals claim that employee engagement is at critically low levels in 2016, this is far from the truth. With the advent of new technologies that keep employees connected to their jobs, the workforce is becoming more actively engaged. Social media portals like LinkedIn and Twitter are being used to keep employees engaged in their work outside of the workplace. Although the right balance needs to be found, the advantages of social media and an online presence provides more access than ever before.

At the same time, tailored online engagement tools designed for your company can help with both the maintenance and the monitoring of employee engagement. An online presence allows for real time employee feedback mechanisms that can help raise employee engagement. Since such online tools are ever present given the ubiquity of portable devices like smartphones and tablets, the opportunities to engage your employees have greatly expanded. The key balance is to promote employee engagement without invading the privacy and personal space of your staff.

2) Employee Engagement Is Different By Region

In the 2016 Trends In Global Employee Engagement study that compared employee engagement in the United States, Asia Pacific and the European Union, the U.S. was found to have the highest level of employee engagement at an impressive 72 percent. Rather than falling, employee engagement in the United States actually has risen four points since 2015. Asia Pacific followed with 68 percent and the European Union came in last at 58 percent.

Given their recent success in the Global marketplace, it seems surprising that employee engagement has been falling in Hong Kong and Japan. The old adage that success breeds contempt could be the source of the problem. By increasing profits, the fat cats at the top no longer feel the need to be on the prowl. Such a loss of competitive instincts can be the death knell to employee engagement because it filters down from the top. If employees see that their employers are disengaged, then they will follow the model set from the top on down. Rather, by remaining hungry and being present, employers improve employee engagement by being engaged themselves.

3) Employee Engagement Changes According To Role And Age

Did you know that employee engagement changes according to role and age? By knowing this data and employing it in your company’s benefit, you can design an employee engagement action plan that focuses on the right targets. A little data can go a long way to informing your employee engagement strategy.

Employee Engagement Targeting Data:

  • Senior employees with a greater access to information and more control over their work are 20 percent more engaged.
  • Employees that have direct contact with customers have been shown to be significantly more satisfied and engaged.
  • Surprisingly, Millennials are more engaged (68 percent) than Baby Boomers (61 percent). Nearing retirement age, Baby Boomers often are focused on their lives outside of work.
  • Employees are most engaged between 3 to 10 years of being with a company. After three years, the loyalty to a company has fully kicked in. After ten years, workplace fatigue rates greatly increase as employees become disengaged. By knowing these challenges, they can be addressed in advance.

Tailor Your Employee Engagement Action Plan

Employee engagement is a top-level business priority for senior management. A workforce that is truly engaged has been proven to be higher performing. The problem is that there is often a disconnect between intent and execution in employee engagement action plans. Many organizations are often unaware of how technology and internal advocates can help improve their employee engagement efforts.

As a professional employer organization, Total HR Management can help tailor your employee engagement action plan to meet the specific needs of your company. To learn more, 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 as an alternative to legal advice from your attorney or other professional legal services provider.

Employee Engagement A Top HR Priority In 2016

According to Gallup research, employee engagement is crucial for successful business outcomes, particularly in relation to productivity, ongoing profitability and customer loyalty. Beyond driving the innovation that mid-sized companies need to thrive, engaged employees help to increase day-to-day revenue. In this article, Total HR Management offers several strategies to create and maintain employee engagement at your company.

Continue reading

2015 Employee Engagement Report Shows A Sharp Decline Across The Board

A 2015 Employee Engagement Report by Quantum Workplace reveals a sharp decline in employee engagement in recent years. In 2014, the employee engagement rate dropped to 65.9% in the United States, the lowest point in the past eight years. As a professional employment organization, Total HR Management believes engaging your employees is essential to a company’s success. After all, in the vast majority of cases, high employee engagement in a business means better employee morale, often leading to more productivity and higher profit margins.

2015 Employee Engagement Report

Despite the improving economy, employee engagement declined in 2014 across organizations of all sizes and in more than 75 percent of the markets measured through Quantum Workplace’s Best Places to Work program. These record-breaking trends indicate a shift toward uncertainty. Organizations need to address this shift by reassuring their employees and providing the security that leads to success, including better recruitment and selection.

By offering clarity on two key issues, employers can improve employee perceptions, thus directly improving engagement. First, there needs to be a commitment to valuing employees at companies. Almost half of the items that led to the highest uncertainty in employees were related to how employers value them.

Employee Engagement = Employee Value

employee engagement

Employee Engagement A Key To Success

The sense of an employer valuing an employee is demonstrated through compensation, recognition, and growth opportunities. Employees should not be treated as a means to an end. Engaged workplaces exhibit a commitment to employees in how they are supported, recognized, and developed.

The second key issue generating uncertainty in employees in 2014 focuses on benefits and compensation. As part of our tailored package of services, Total HR helps employers find the best benefits packages for their employees. In the survey, one-third of the items with the highest uncertainty were about benefits and compensation. Historically, survey items related to this issue have received the lowest ratings, generating the highest sense of uncertainty and lowering employee engagement.

Employee Benefits Essential

Employers need to better explain and differentiate how their benefits compare to other employers, as well as current trends in benefits across all organizations. Total HR Management not only helps employers obtain the best benefits packages for their employees by placing them in a pool of companies, thus improving negotiating power, the HR Managers also provide tools and support to help executive teams explain the packages being offered once they are chosen and in place.

Without question, employee engagement needs to rise in order for your business to remain on a successful track. By working with a professional employer organization, you can buck the national trend of declines. Please contact Total HR Management today to learn how our tailored package of PEO services can help your company improve the bottom line and increase employee productivity.

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