Tag Archives: Employees

Why Employees Leave, Why Employees Stay And Why Employees Thrive (Part 2)

Total HR Management’s 3-Part Guide To Understanding Employees And Helping To Ensure Employee Retention And Commitment

Part 2 – Why Employees Stay

why employees stay

Employees Stay Because They Are Happy

As experts in employee recruitment and retention, Total HR Management offers a three-part guide into the mysteries of why employees leave, why they stay and why they thrive at a company. In today’s competitive work environment, the ongoing success of a business often depends on recruiting and retaining the top employees in a field or industry. A way to optimize employee recruitment, selection and retention is to understand why employees leave, why employees stay, and why employees thrive.

In Part 2 of this series, Total HR Management examines 5 key reasons employees tend to give for staying at a job. By understanding these motivations in advance, employers can lay the groundwork for positive employee relationships. Successful employee relationships turn your business into a place where employees want to work.

Primary employee retention strategies have to do with creating and maintaining a workplace that attracts and retains quality employees. This covers a host of issues, ranging from developing a corporate mission and culture to insisting on a safe working environment and creating clear, logical and consistent operating policies and procedures.

5 Key Reasons Why Employees Stay:

1) Positive Corporate Culture & Working Environment

Employees want to feel like they are part of a bigger picture, rather than just a nameless cog in a machine. By effectively communicating the mission and culture of your company to your employees, you can make them feel part of this bigger picture. Feeling part of a bigger picture is essential to developing long-term employee loyalty. Make sure your employees understand how their work is integral to the overall success of the company. During regular meetings and morale outings, reinforce the mission statement of your company and create a sense of everyone in the office being part of a greater team.

2) Employees Know What Is Expected Of Them

When the job of an employee is clearly delineated and they know what is expected of them, they are more likely to feel comfortable and secure in their jobs. Such feelings of security lead directly to greater employee retention rates. When employees believe their managers are not managing consistently and work is being thrown at them haphazardly, they are much more likely to become frustrated and resentful. By making sure the jobs and responsibilities of your employees are outlined and consistently presented, you will foster an employee security that will improve retention rates.

3) Consistent Company Procedures, Policies And Rules

Employees hate working at companies when they sense there is a double standard or inconsistent policies and rules. By making the procedures, policies and rules of your company apply equally to everyone across the board, you create a sense of consistency and stability that greatly helps ensure employee retention. Once again, employees do not like being surprised and they like to know what to expect when a situation arises. They like a sense of office equality.

4) A Safe Working Environment An Absolute Necessity

A company will consistently lose their top employees if they cut corners when it comes to office safety. If employees are using heavy machinery, the safety procedures involved must be up-to-date and reliable. Employees need to be properly trained. Basic legal safety procedures like fire alarms, access to emergency exits and evacuation procedures must be instituted and maintained. By cutting corners when it comes to office safety, you are directly telling your employees that you do not value their health and future well-being.

5) Ongoing Feedback Mechanism To Give Employee’s A Voice

By instituting an ongoing feedback mechanism, you show employees that their voices and opinions matter. Often the difference between job satisfaction and job dissatisfaction is a belief by employees that they are being heard. Employees dread a robotic environment where they are dispensable cogs in an uncaring machine. By instituting bi-monthly one-on-one feedback meetings between employees and their managers, this issue will be addressed. In addition, setting up an online feedback portal deals with issues that can arise on a weekly basis and need to be addressed quickly.


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.


Help Your Company Convince Your Employees They Are Your Most Important Asset

From many of our client companies, Total HR Management hears the following claim: “Our people are our most important asset.”  In fact, you can see those exact same words in tons of corporate literature, on plaques in organizations, and on countless pages of self-help business guidebooks. Business clichés, however, are only as effective as the business practices that back them up.

Employees Your Essential Asset

What is frustrating to Total HR Management is when we discover that the claim is not backed by the realities of human resources practices, polices and guidelines. If you truly value your employees and want to make sure that you keep the very best workers in your field working for your business, Total HR Management has both the experience and the expertise to help turn this claim into a powerful reality.

employees, most important asset

Despite what they say, employees your most important asset

Two Key Methods To Reassure Employees

If you want to show your employees that you value them, implementing sound and consistent human resources policies and practices is a step in the right direction. Two key methods to assist in the process are as follows:

First, make available quality benefit programs at a reasonable cost. Total HR Management has developed a benefits pool that includes most of the employees from the majority of our client companies. As a result, we can negotiate excellent insurance rates that save your company money. Although you might be a small to mid-sized company, you can offer top-notch benefit programs that keep your employees happy.

Second, Total HR Management helps make valuable employees value their positions in your company by providing employee guidelines and employee manuals that serve a dual purpose. Such material gives an employee the security of knowing the rules and regulations of your business while understanding their place in the business. When an employee has a clear sense of boundaries and how a business is run, they subsequently have the security to not worry about their jobs. This follows the simple rule that from order comes order and from chaos comes chaos. Total HR Management provides the expertise your business needs to create human resources order.

Total HR Can Help

To learn more about how Total HR Management can help your business convert the claim that “Our people are our most important asset.” into a viable reality, please contact us by calling toll free (800) 975-5128. Let us show you how the tailored human resources solutions provided by Total HR Management can truly make your company into a magnet for the most valuable and qualified employees in your field.


5 Points Employees Want To Make To Their Managers But Never Actually Do Because They Are Scared Of Losing Their Jobs

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Employees and Managers Need To Communicate

It is not easy for an employee to tell a manager the truth about what they feel because they are scared of losing their jobs. You can trust the human resources experts at Total HR Management that the issues presented below are issues across the board in virtually all businesses and companies. By addressing these issues, you can create a bridge for your employees out of resentment and into true productivity based on value and belief.

 1) Take Responsibility For Your Mistakes

Retention of information, implementation of company strategies and the recognition of both problems and excellence are your job so please take responsibility when the job is not accomplished.

2) Why Do I Have To Be The Bad Guy?

Just because you want us to be “the bad guy” sometimes with clients or fellow workers, it doesn’t mean we necessarily like it. Help us to develop “carrots” more often and you won’t have to use us as the “stick” nearly as much.

3) If You Don’t Know Something, Please Just Ask

Nothing is worse than a manager pretending to know something that they actually don’t. If you need help with something, please just ask. All too often we get the call after something has already gone wrong. By then it’s too late for the easy route and the damage has already been done.

4) Don’t Micromanage And Expect Autonomy On Demand

If you spend every waking minute overseeing the tasks of your employees, it is called micromanaging. You take away their initiative and control. If you suddenly need them to handle a project on their own, don’t be surprised when they are unable to accomplish the task. You’ve trained them to be helpless without your input, and you’ll have to train them how to get along without it.

5) Everything Flows From The Top, Including Attitude

Your employees will treat customers and clients like their managers treat them. You can blame the economy, the company, or whatever you like when your employees have issues. But research reveals that employees leave managers, not companies. Whatever you do has the ability to deeply affect your employees for good or bad. In fact, you have a lot more power than you ever realized to transform difficult employees into productive employees.

Total HR Management believes that if you keep in mind these points and realize that your employees are thinking about them, you can confront the problems they could create before they actually become problems. After all, a recognized and happy employee almost always tends to be a more productive and valuable employee.

5 Key Healthcare Reform Points To Keep In Mind For Employers With Over 50 Employees

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What Do Employers With Over 50 Employees Need To Know About PPACA?

1)  What exactly are the penalties for employers who do not offer healthcare coverage?

Beginning in 2014, an employer with 50 or more full-time equivalent employees during the preceding calendar year will be penalized if any of their full-time employees are not offered coverage. PPACA provides a formula to help employers calculate full-time equivalent, according to its definition. In 2014, the monthly penalty per employee will be equal to the number of full-time employees, minus 30, multiplied by $166.66 ($2,000 per year, divided by 12) for any applicable month. For example, an employer with 60 full-time equivalents will be subject to a penalty of $4999.80 per month (60-30 = 30 X $166.66). It is important to remember that the amount of the penalty will increase in subsequent years. 

2)  Could an employer who does offer coverage still be subject to penalties under the new healthcare reform laws?

In certain circumstances, employers with 50 or more full-time equivalent employees that offer insurance may still be subject to a penalty. This applies when the employer’s plan does not meet PPACA’s definition of “affordable”, or if the employer’s plan pays for less than 60% of the covered expenses. If an eligible employee then obtains a premium credit in an exchange plan, the employer is subject to a penalty.

3)  How does PPACA calculate full-time equivalent employees? Are my part time employees included in the formula? 

The new federal definition sets the standard of a full-time equivalent at 30 or more hours of actual time worked during a typical week, averaged over the month. Seasonal employees working less than 120 days during the prior year are excluded. However, the law takes the hours worked by part-time employees into the calculation when considering the number of full time equivalents. For example: a company employs 40 full-time workers (working on average of more than 30 hours per week) and 20 part-timers (working on average 24 hours per week, or 96 hours per month). These 20 PTE are the equivalent of 16 FTE. (20 x 96 / 120 = 16). So for calculation purposes, this employer has 40 + 16= 56 full-time equivalents. In this example, this employer would be required to provide health coverage or pay a penalty because they have more than 50 equivalent employees.

4) What is the meaning of “affordable insurance” with respect to an employer’s obligation to provide “affordable health insurance”?

Affordable coverage means the plan covers at least 60% of required health care expenses and the employee cost is less than 9.5% of W2 earnings. If the “affordable insurance” minimum is not met, there will be penalties.

5) How does Healthcare Reform affect COBRA elections and cost to the employee?

Although the exact ramifications remain unclear, COBRA (Consolidated Omnibus Budget Reconciliation Act) may no longer be needed if individuals have access to coverage through the state exchanges. However, if the state exchanges cost more, then the employee may elect COBRA. The integration of COBRA coverage remains one of the question marks.

Total HR Management continues to stay on the cutting edge of healthcare reform implementation shifts and the resulting implications on small to mid-sized business owners.


7 Common Mistakes Managers Make (and How to Avoid Them)

Managers play a key role for any business. Growth and success of an organization will largely rely on their expertise and experience to manage certain tasks. Unfortunately, mistakes are inevitable in the business world. Whether you’re an amateur or veteran in managing, you are bound to make mistakes as you further your career. In addition, a study shows that over half of the manager population received no training whatsoever prior entering their respective fields of work. To guide you in becoming a good manager, here is a list of the 7 most common mistakes that managers make and tips to avoid them.


New managers perceive the urge to assert their newly established authority and entrench their role as the boss. They also feel the need to guarantee their group is victorious in all tasks. They suddenly find themselves accountable for the actions and performances of their employees. As a result, they resort to micromanaging to feel their power.

Tip: No one wants to be micromanaged. Doing so will turn your employees against you and create a bad environment for your organization. Delegate, create deadlines, and hone expectations, but allow the employee to decide how he/she will be completing the task.

Insufficient directions

This is another common mistake that may arise when you take micromanaging to the extremes. While you should avoid micromanaging, leaving your workers with scarce information to work on isn’t good either. Workers should be fully briefed of what they should expect from respective projects, what their objectives should be, and what the standards of success should be.

Tip: Call out your employees and discuss what the desired results and goals should be and the most efficient ways to reach it. Inquire if any employee has ideas of their own regarding how best to complete the task, etc.

Neglecting employees’ personal problems

New managers are usually promoted due to their outstanding project management skills and relevant professional attributes. In most cases, they do not have any training or experience on how to handle personal issues in the workforce. Nonetheless, if performance or behavioral issues go unresolved, the business can suffer greatly for it.

Tip: Always address these problems immediately. Talk with the employee/s in private and ask your Human Resource department for advice.

Taking on too much

Driven to demonstrate their qualifications and worthiness for a promotion, new managers tend to take on too much work. Eventually, it blows up in their face. Managers assume they will be able to maintain recent quality levels and even accept new tasks concurrently. They do not consider the chunk of time it consumes to manage workers.

Tip: Learn how to balance your roles. Know when you need to refuse any more projects or unreasonable time frames for completion of projects.

Being stagnant

This is a mistake commonly made by newly promoted internal managers. While it isn’t exactly necessary to forget your old friends and co-workers or undergo a complete personality makeover, you should be ready to adapt to changing environments.

Tip: New management should avoid gossips or whining and display a positive and professional attitude at once.

Too many alterations

New managers exaggerating on the previous tip may end up making this mistake. Making too many changes after a promotion can turn out bad for you.

Tip: Take time to make the necessary adjustments entailed from your new role and establish solid relationships first prior considering making any significant changes.

Not abiding to human resource laws and policies

While it is committed unintentionally, new managers tend to break regulations set forth by their HR department. While new managers are aware of major laws like racial discrimination, they sometimes forget to account for minor acts of racism, sexual harassment, and sexism.

Tip: Always ask questions appropriate for the subject, be it an interview or monthly assessment. In addition, know what queries you can and can’t ask to your employees.

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