Paid time off is arguably the most important benefit that a company can provide to its workforce. It is an essential safety net because even the shortest sickness without pay is a financial hardship for most.
Dear Guru Clients,
As 2020 comes to a close, I want to express my gratitude to you for trusting PeopleGuru as your HCM and payroll partner.
I’d be remiss if I didn’t mention how proud I am of our essential workers that produced checks, ACH, and taxes without interruption and on-time while navigating lockdowns and restrictions.
I was amazed to see how well we worked with your team to support your unique pandemic challenges. We made COVID compliance a priority to be sure our clients could take immediate advantage of COVID credits and government loans.
Their lower price is not what it seems.
The old expressions are true that “there’s always a catch,” and “a low price usually equals inferior products or service.” In our business of Benefits Administration, HR, and Payroll software services, new customers come to us for a variety of reasons. The number one reason is frustration with service. We see clients that are just tired of painful and inferior help desk support, and sometimes others have more tenuous and complex system difficulties, and even some face significant compliance penalties.
Remember how hard it was to score that customer, right? What do you do when Murphy’s Law kicks in and you now have an unhappy, or even furious, customer on your hands? How do you retain them?
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High performing teams are led and not managed. A horse when led to water should drink on its own just as a performing team when led with vision should achieve its stated goals.
Traditional managers are dinosaurs. Today’s younger workforce isn’t responding favorably to old school management techniques. They expect to be constantly informed, engaged in problem solving, recognized, and empowered through a common vision and goals. They just don’t respond to direct orders or micro-management techniques. The newer worker gravitates toward teamwork and collaboration and favors constant communication. That’s not to say that every tool of traditional management is obsolete, but proper leadership is the essential ingredient for a fully engaged modern workforce. Leadership is the bridge to productivity, loyalty, and ownership. Without leadership, you risk a disengaged workforce that is marginally productivity, with high turn-over, and very little commitment to the stated objectives.
Billions of dollars invested in HR technology companies have created a handful of new and reborn one-size-fits-all HCM vendors who made a big splash on the HR scene throughout 2015 and 2016. Not to be outdone, niche HR specialist vendors have upped the ante with some very compelling niche products targeting recruiting, performance, learning, compliance, and social collaboration. Choice is always a good thing for HR departments. How does all this investment in HR technology companies change the way HR executives think about using technology within their operations?
Regardless of party affiliation or politics, the first 100 days of any new presidential administration are expected to bring change. The Trump administration is no different in that regard. He has made promises to voters and has gone as far as presenting America with a contract. With the Republican party controlling both the house and the senate, the Trump Administration has a good chance of executing on some of its promises in its first 100 days’ plan.
An awful lot is written about security from an Information Technology perspective, so we are pre-programmed to think that security means firewalls, encryption protocols, password policies, tokens and the like. Unfortunately, organizations are most at risk of theft and fraud from those that have intimate knowledge of their inner workings. We often don’t hear about these events because they are perceived to be embarrassment to the victimized entity.
So you find yourself in the unfortunate position of being the bearer of bad news. Here are a few things that I have found will make the whole experience of terminating someone a lot easier for all those involved.
The Urban Dictionary defines a poser as a person who habitually pretends to be something he or she is not. The Free Dictionary defines a performer as one that is able to carry through to completion.