Blog Archives

COBRA: Providing Benefits and Beyond

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As an employer, you understand that healthcare coverage for employees and their families is essential to their wellbeing and the success of your organization. Because this coverage is essential, in 1986 the U.S. implemented the Consolidated Omnibus Budget Reconciliation Act (COBRA). COBRA requires that private-sector employers, local, and state government agencies with group healthcare coverage, extend those benefits to cover employees and families who have faced termination, reduction of hours, divorce or the death of the employee. COBRA benefits allow the employee to maintain their healthcare coverage (medical, vision, and dental) for a period of time; this does not include…

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“OK Boomer”: Stopping Ageism Before it Starts

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“OK Boomer” memes and GIFs seem to be overtaking the internet. From Reddit to Facebook, the “Ok Boomer” craze has gained momentum as a way to dismiss commentary and fuel arguments among Millennials, Generation Z and the Baby Boomer generations. Initially contained to social media and online use, the phrase seemed harmless.  It gave individuals the ability to voice frustration and shut down arguments behind the anonymity of the internet.  But, as the phrase has grown in popularity, its use has extended into other social spheres, including the workplace. Today’s workforce is the most generationally diverse in American history. Employees…

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Difficult Feedback: How to Listen and Be Heard

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No matter how long you have worked as a supervisor, giving negative or difficult feedback is never easy. It can be challenging, stressful, and uncomfortable for you and your employees. While we are often tempted to shy away from the confrontations that can result from negative feedback, avoidance only results in frustration and stress for everyone involved. While there is no one way to provide feedback, approaching any feedback from a place of empathy and respect is the first step in ensuring difficult feedback goes down more easily. It is important to provide feedback in an environment that feels safe…

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Joint Employment: Understanding Liability

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Joint employment can be simply defined as the sharing of control or supervision of an employee by two organizations. While this seems relatively simple, joint employment can quickly become more complicated. In most instances, there is a primary employer and a secondary employer. The primary employer is responsible for hiring, scheduling, paying, and providing benefits for the employee. The secondary employer does not hire nor directly pay the employee but benefits from the employee’s services and often oversees a portion, if not all, of their work. Some examples of a joint employee are a temporary employee hired through a staffing…

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Phased Retirement: Empowering All Employees

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The retirement game is changing and employees are no longer stepping down in their mid-sixties to let their predecessors take their place. Research shows that this is not due to a lack of desire but more often because American workers do not feel equipped for retirement. And, neither do their employers. Letting go of your most experienced employees can leave holes in your organization, and with this loss of expertise, challenges can arise. One of the best ways to handle this is to implement a phased retirement program. Phased retirement offers a bridge to employee retirement, essentially providing employees with…

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Tips on Making the Most of Hiring Outside Help

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This article was written by guest author, Jim McKinley of Money With Jim, retired banker providing free financial counsel.  Hiring outside help for your business can be stressful since you likely have very specific needs that must be met. It can be a challenge to find just the right person for the job who also falls within your budget. But if you want to grow your business, it’s often just a part of the process. Thinking carefully about what your needs are is essential, as is figuring out what your goals are. If you want to boost your marketing and…

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Stock Benefit Plans: A Perk not a Payment

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Stock benefit plans were first popularized during the .com boom of the 1990s. Initially, they offered a way for start-ups to keep salaries low while still offering competitive compensation packages. While a lot has changed since the .com boom, stock benefit plans can be the right call for some organizations. Whether your is a small organization looking to inspire growth or a larger public corporation looking to provide incentive, offering a stock benefit plan may be a way to inspire productivity and help your employees feel more connected to organizational success. A stock benefit plan can be offered in a…

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Psychological Safety: Creating a Safe Space

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The term psychological safety is often thrown around when experts refer to an excelling team or an innovative organization. Creating psychological safety can allow your employees to become more creative, collaborative, and comfortable in their working environment. But what does it mean to have psychological safety, and how can we accomplish this? Psychological safety refers to a shared belief that a space and/or a team is a safe place to take interpersonal risks without fear of judgment or repercussion. This means a member of the team feels safe bringing new ideas to the table, offering feedback, or taking part in…

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Holacracy: Operating System or Workforce?

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In 2014, Zappos became the largest organization to take on the organizational system known as Holacracy, something they call “an operating system for your organization.” Excited to begin this new journey, Zappos began and continues to promote Holacracy and the effects it has had on their organization. Zappos’ website claims that Holacracy gives “every employee (not just management) the power to innovate, make changes, and have a voice.” While Zappos continues to tout the benefits of Holacracy, they have also had record rates of turnover since implementing the new system. In 2014, after the announcement that they would be migrating…

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Ten ‘Must Have’ Benefits

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Benefits are no small consideration for employees.  While 60% say that benefits are the deciding factor in taking a job, 80% say it is a factor in keeping a job. We know benefits are important and to keep employees you need to remain competitive. But what does that look like to the modern worker? What benefits will keep you competitive and attract the best job candidates to your organization? While no benefits package is one-size-fits-all, here are our top ten offerings to keep your benefits package comprehensive and attractive. Improved health, dental, and vision insurance. Perhaps the most obvious and…

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