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Three Keys to Successful Conflict Resolution

Conflict resolution is an essential element to a successful management style. As a professional employer organization (PEO) that works with many client companies, Total HR Management has seen firsthand the importance of conflict resolution. Through conflict resolution, a manager can address and ultimately fix potential problems that could undermine a company’s productivity and profitability.

Conflict Resolution Means Prevention

conflict resolution

The Key to Conflict Resolution in the Office

By using the principles behind these three keys to conflict resolution and making them intrinsic to employee management, a manager will highlight prevention in their workplace. The prevention of problems before they become aggravated and fester makes so much sense. Through prevention, you stop a problem from becoming a problem that could limit teamwork and hurt a company’s forward movement.

In truth, nobody wants conflict in the workplace. After all, internal conflict is a hindrance to external success. In light of the many challenges in any industry, ranging from competition to innovation, internal conflict thwarts the weaving of the true fabric of success. By preventing internal conflict, a manager ensures that the focus remains on external success.

Three Keys to Conflict Resolution

Below are three keys to conflict resolution in today’s workplace. Easy to understand and simple to institute, such conflict resolution strategies make a manager’s life easier. As a professional employer organization, Total HR believes the main goal of any PEO is to help our clients work on their business and not in their business.

The three keys to conflict resolution include the following —

  1. Foster Open Communication Across the Board

Managers need to promote healthy discussion and open communication within their teams. When problems remain unexpressed, they tend to fester and grow worse. Of course, it’s impossible for every employee to agree on everything one hundred percent of the time. However, differences of opinion do not have to lead to conflict. Open communication fosters conflict resolution by keeping issues above board before they become problems.

A corporate culture of open communication allows employees to feel comfortable saying what they need to say. While maintaining professional boundaries, such expression often leads to the resolution on its own. When ideas and thoughts are expressed, the result often is positive critical thinking and creative problem-solving.

  1. Encourage Employees to Resolve Conflicts First

It makes sense to encourage employees to first talk about their issues among themselves. When employees resolve conflicts between themselves, they improve the team dynamic. The first sign of tension does not imply that a manager needs to get involved. In many cases, one employee may perceive a conflict while the other employee does not.

Employees need to learn how to resolve conflicts between each other. Such an emphasis on employee-to-employee resolutions has positive long-term implications by fostering an atmosphere of prevention. Often, a simple conversation can smooth things out before it gets serious. However, if employee conflict is getting serious, a manager needs to step in before a small problem becomes a big problem.

  1. Address Employee Conflict Well Before DEFCON One

DEFCON One refers to a defense readiness condition (DEFCON) that is used as an alert posture by the United States armed forces. The DEFCON system prescribes five graduated levels of alert. DEFCON One is the highest level of alert, basically implying that a nuclear exchange is imminent. You never want a nuclear exchange in your office. Thus, managers need to be proactive when dealing with conflict in the workplace. Indeed, just because an employee hasn’t said anything, doesn’t mean there isn’t an issue that needs to be addressed.

If you can cut the tension with a knife whenever certain employees are in a meeting together, then something is wrong. A good manager learns how to “read the room,” thus keeping aware of the mood in the office. Do not allow obvious frustration to blow up into serious conflict. Rather, by making conflict resolution a part of your management style, you can proactively avoid such issues. Indeed, a failure to address rising levels of conflict almost always lead to bigger problems down the road.

Total HR Management Can Help

A focus of Total HR Management’s approach as a professional employer organization is to help our client companies optimize their employee management techniques. By helping you manage your employees more efficiently, we increase your ability to do the business of your business. After all, the goal is to increase productivity and profitability as opposed to allowing intra-office issues to affect the success of your company.

To learn more about how Total HR can help, please call (800) 975-5128 today to set-up an HR audit. We are here to help!

 

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 another professional legal services provider.

 

 

 

 

Four Approaches 1o Technological Innovation and Utilization (Part 2)

In the second part of a two-part blog, we explore why technological innovation and utilization is no longer a choice in the modern business climate, but a necessity. If companies are going to take advantage of technological innovation and utilization, they need to promote environments where employees feel new ideas are welcomed and supported. By instituting smart approaches to technological innovation and utilization, your company can remain on the cutting edge.

technological innovation and utilization

Technological Innovation And Utilization

As a professional employer organization, Total HR Management has found that such an environment leads to the effective adoption of new technologies. Often, employees are one step ahead of employers when it comes to knowing what’s next. However, if employees are going to make suggestions to keep their company on the cutting edge, they need to have the confidence that bringing up such innovative possibilities will be accepted at the managerial level. Such openness does not imply that every suggestion will be implemented. Instead, the implication is that each employee is part of the greater macrocosm of the company’s ongoing success.

Acceptance of Technological Innovation and Utilization

Once the innovation is accepted, the implementation of the actual technology needs to be a joint effort between an employer and an organization’s employees. Every company desires new technologies that automate repetitive processes, saving both money and time. To make such changes, companies need to become effective adopters. Regardless of what a business does in today’s world, technology has become an essential part of accomplishing any job. Today, the need for such technologies is a given across the board.

Here are four approaches to effective technological innovation and utilization. In other words, how does your company adopt new technologies without disrupting your traditional business model? By instituting these approaches, your company will be able to stay one step ahead of the competition by fostering a workplace atmosphere that supports technological innovation and utilization.

1) Be Open to Learning About New Technologies

To learn about new technologies, a business has to be open to the idea of using new technologies and making necessary transitions. Once you learn about new technology, identify what result or outcome your business is hoping to achieve. Please remember that most new technologies seemed a bit crazy when they were first introduced. Please have an open mind and be willing to be surprised.

2) Research the Technological Innovation

Once you have identified a new technological trend in your industry, do your homework. Research other companies that are using this technology, and find out what they claim are the benefits and disadvantages of the process of technological innovation and utilization. Does this technological innovation make sense for your company? A cost-benefit analysis almost always makes sense when making such decisions.

3) If Research Supports Innovation, Move to Utilization

The bridge between technological innovation and utilization is implementation. As managers, ask employees how they feel the new technologies should be implemented. What process makes the most sense in terms of their current work-flow? The goal is to reduce any potential disruption while making the transition as smooth as possible.

4) Evaluate Results and Move Forward

Once implementation has taken place, you should set up an internal process to evaluate the results of the new technologies. It’s important to understand that there will be bumps in the road along the way. At the same time, not every example of technological innovation and utilization proves beneficial. If a new technology proves untenable, be willing to go back to your former way of doing business.

However, never become discouraged if a new technological innovation and utilization process does not ultimately prove successful. Total HR Management has found that the majority of attempts by businesses at technological innovation and utilization do work. Even if you decide not to move forward, you will gain deep insight from any business experiment that applies to technological innovation and utilization. Indeed, your company will be better prepared to take advantage of the next technological innovation and utilization opportunity around the corner.

Total HR Management Can Help

To learn more about how a professional employer organization can help with technological innovation and utilization, please talk to an HR Manager at Total HR Management by calling (800) 975-5128. Even better, set-up an HR audit today to help your company stay on track.

 

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.

The Key Ingredients of Innovation and Utilization in a Digital Age (Part 1)

Innovation and utilization are needed for a company to continue to succeed in today’s competitive business world. In a digital age, the rise of new technologies has become an annual affair in many industries. Whether technological platforms are being updated or introduced, companies cannot compete without keeping ahead of the curve. Thus, your company needs to value innovation and utilization moving forward.

In this first part of a two-part blog, Total HR Management will explain why innovation by your employees and the utilization of new technologies is a combination that leads to digital age success. As a professional employer organization, we can help guide your company in the right direction. In the second part of this blog, we will detail the approaches a company needs to take to make this happen.

Staying Ahead In A Digital Age

innovation and utilization

Innovation and Utilization of Modern Technology

In the past, companies could use the same technologies for dozens of years, if not for an entire lifetime of an employee. Since the basic practices of many industries were set in stone, the actual process of how the work was done and marketed rarely altered. If they did change, such changes often happened slowly so employees would be able to adapt. By keeping to a basic formula, a company could remain productive and profitable, both for today and in the future.

When you consider how quickly this model has changed with, first, the rapid rise of computer hardware and the personal computer, second, the software revolution, and, now, third, the supremacy of the Internet, it is not surprising that so many older company owners and executives feel overwhelmed. Within each of these massive paradigm shifts, from the IBM model to the Microsoft model to the Google model, there have been countless introductions of and updates to these new technologies.

However, the Internet truly shifted the old business model into hyper mode. Indeed, nothing has changed the fabric of business faster than the incredible connectivity of the online marketplace and easy information exchange.

Adaptability Is Essential

Total HR Management advises our client companies to take a deep breath and embrace the confidence that everything will work itself out. Although the digital age requires much faster responses to technological changes, employees also have been primed to adapt at this pace. Moreover, younger employees have grown up in this world, thus revealing the unique advantage of hiring employees from both the Millennials and Generation Z. Indeed, even Generation X employees grew up with Atari consoles and Macintosh computers. They have been part of this revolution since the beginning.

Through adaptability, your company can stay ahead of this laser-fast learning curve. By working with people comfortable with such changing processes, you can balance out the old with the new. Indeed, new perspectives will help your company remain competitive. The key is to utilize capable employees that are comfortable with innovation.

Total HR Management Can Help

To learn more about how Total HR Management can help keep your company on the cutting edge of effective innovation and utilization, please call (800) 975-5128 today to set-up a free consultation.

 

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 w

 

How A PEO Can Help Reduce Managerial Stress

Is it surprising that managerial stress is a growing problem in the American workplace? After all, in today’s high-paced economy, managers are asked to carry bigger and more diverse workloads than ever before. As a result, managerial stress is burning out many top executives and hurting the bottom lines of some companies. Under stress, a normally calm and logical manager can quickly become agitated and irrational.

According to a workplace stress poll conducted by Monster.com, 42% of respondents in the United States have left a job due to an overly stressful environment while workplace stress has also caused an additional 35% to consider changing jobs. Moreover, 57% of respondents said that workplace stress negatively affects their personal lives. What’s even more disturbing is that this poll was done several years ago. Today, the numbers have increased as the situation has gotten worse.

Managerial Stress A National Problem

managerial stress

Managerial Stress Is A National Challenge

Although most studies focus on employee stress, managerial stress is a growing problem that affects the bottom lines of many companies. As a professional employer organization (PEO), Total HR Management has seen the wear and tear of managerial stress on our client companies.

One of the goals of a PEO is to help reduce managerial stress by allowing executives to work on the business as opposed to in their business. By taking over key HR service functions, we provide the support needed to reduce stress and focus on what’s important.

If managerial stress is a problem in your company, here are some fundamental strategies that can help bring about a positive resolution:

1. Identify Managerial Stress

Once an executive realizes that managerial stress has become problematic, it’s important to identify the source of the stress. By identifying the stressors, a manager can develop a plan to reduce the problem. By working with a PEO, managers access third-party insight that is safe and invested in the company’s success. At Total HR, our human resources professionals often have been able to cut through the fog to identify HR problems that are contributing to managerial stress.

2. Prioritize The Profitable

For every successful manager, tasks need to be prioritized to make sure what is most important is being accomplished. Once again, an external perspective often can help. The HR professionals at Total HR Management support our client companies by providing feedback to the executives and managers.

We are present when we are needed, but we do the job without adding any distractions when we are not. The key to reducing managerial stress is making sure the most important duties come first. By no longer having to worry about the nuts and bolts of compliance issues and employee benefits administration, an executive can avoid managerial stress by focusing on what is most important — increasing profits and productivity.

3. Ask For Support When Needed

Total HR Management has worked with a wide variety of companies, and we have discovered some surprising realities that help reduce managerial stress for the most successful business owners and executives. Did you know that the most independent and visionary entrepreneurs tend to be the business owners that most rely on our services? Such entrepreneurs do not mind picking up the phone and asking for support when needed.

Indeed, they have learned from experience how to take advantage of the resources at hand. As a professional employer organization, Total HR Management is a valuable resource for our client companies. We help to reduce managerial stress by doing our job well. If a company owner needs a compliance question answered, if a crisis arises because an employee is injured on the job, we are one phone call away. Indeed, we are there for our clients when needed, thus reducing managerial stress.

Total HR Management Can Help

If you need help with the challenge of reducing managerial stress, you should contact Total HR Management today. Please call (800) 975-5128 today to learn more about our HR service options.

 

 

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.

 

 

 

 

 

Three Easy Ways To Optimize Employee Surveys

Employee surveys are easier today to institute than they have ever been before. Given the technological capabilities of the internet, the electronic age has added flexibility to employee surveys while helping to guarantee privacy and security. By being able to conduct employee surveys online, the information also can be quickly compiled and examine.

As a professional employer organization (PEO), Total HR Management understands that using employee surveys helps our client companies to retain the top talent while catching issues before they become problems.

The Flexibility of Employee Surveys

employee surveys

Optimizing Employee Surveys Today

Since employee surveys are only as effective as their design, a company needs to keep the employee survey development process open to revision. The questions need to reflect the goals and vision of the company as a whole while also covering the specific needs of the individual employee. Also, a survey should be focused and easy to complete.

Longer surveys tend to provide less value because employees rush through them. For example, you might want to survey employees about healthcare options and health benefits. Instead of one long survey, you could do a series of smaller surveys on the different types of coverage, including, medical, dental, and prescriptions.

Avoiding Employee Survey Fatigue

If your company is going to improve the value proposition of employee surveys, you need to avoid employee survey fatigue. Below are three easy ways that you can improve employee surveys to the point where the process is considered a positive by your employees.

1) Explain Why Employee Surveys Matter

The role of employee surveys should first be explained during employee orientation. Let your employees know right away that their input is important and will be required. By letting employees know that you are going to ask for their feedback, they will be prepared to make the employee survey process part of their work routine. Moreover, on a regular basis, explain why employee surveys are valuable to your company.

2) Integrate Employee Surveys into the Work Calendar

By integrating employee surveys into your monthly work calendar, you guarantee that employees keeping up with what’s going on in the business will not be caught off-guard. By having a calendar and planning employee surveys, you will avoid scheduling problems as well. Busy times of the year are not the right times for employee surveys. For example, if you are an accounting business, employee surveys probably should not be distributed during tax season.

3) Share the Results of Employee Surveys

Employee surveys that kept under wraps all the time can lead to resentment and frustration. Let your employee know some of the results and how it affects them and the company as a whole. By sharing the results and emphasizing the positive, you build your team while raising employee morale.

Total HR Management Can Help

By following the easy guidelines outlined above, you can improve employee surveys and make them an ongoing asset for your company. To learn more about how the HR professionals at Total HR Management can help, please call (800) 975-5128 to schedule a consultation today.

 

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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