NAPEO
The foundational strength of PEOs lies in their ability to serve as strategic partners, not merely transactional service providers. This value proposition has become more pronounced in recent years as employers grapple with supporting their employees’ personal and financial wellness.
Fostering a culture centered on continuous learning yields an array of benefits, including elevated levels of employee engagement, satisfaction, and retention.
Often, it’s client operational efficiencies, the “soft dollar savings”, that are never quantified in a black and white proposal, where external Influencers shine. The client trusts the external influencer more than the PEO salesperson to objectively validate and quantify investments in the PEO administration fees.
Recruiting is no longer an optional service for PEOs aiming to provide comprehensive HR solutions. It is an essential component that enables PEOs to position themselves as true full-service providers, capable of meeting the modern demands of their clients.
A PEO’s health benefits partners should be an extension of the PEO’s team, working together as trusted advisers to help design health benefits strategies, manage risk, analyze results, offer industry insights and best practices, and help plan for the future – which includes planning for the PEO’s business growth.
Personal transformation through self-leadership is the cornerstone of both individual and organizational success.
One of the standout benefits of NPS is its strong correlation with business growth. Research has shown that companies with higher NPS scores consistently experience better financial performance.
The workforce landscape is undergoing a profound transformation. Remote and hybrid work arrangements are here to stay, and employers who embrace these trends will be better positioned to attract and retain top talent.
Any one move could shake up employee activism if workforce strategies aren’t done right because, after all, both sides have a vested need. Consider having talks with your teams about which of these risks, and others, will present the biggest threat and opportunity to your operations and your customers, and take proactive steps ahead of the next big wave of workforce risks.
As employees continue to rethink their organization’s role in their well-being, employers should realign their priorities to reflect workers’ evolving expectations. These seven steps will help you support your clients’ employees in today’s world and, in turn, lead to organizational success.
Understanding the current workforce landscape is essential, but the market can shift at any moment. As PEOs, helping our clients constantly refine best practices to maximize employee satisfaction will always be on trend.
Improving the employee experience is not a one-time effort, but an ongoing commitment. Retaining and attracting talent involves envisioning and implementing new ways to enhance and transform how work is done, where it is done, and how people interact within the work environment.
The dual role many PEOs play as both a service provider and an employer gives us a unique perspective to address these changes in the workplace and to lead by example with our clients.
Employees today are keen on continuous learning and career advancement. They expect their employers to provide opportunities for professional development, such as training programs, mentorship, and clear career progression paths.
PEOs must offer something unique and valuable to catch the attention of prospective clients as well as retain current customers. Offering innovative and attractive benefits for worksite employees can be the deciding factor for a company choosing between PEOs, staying with their existing PEO or choosing to do business on their own.
By offering white label solutions, PEOs can adapt quickly to changes in the market and stay ahead of the curve and the competition, all without direct investment and long learning curves.
Today’s healthcare landscape is fraught with challenges for both employers and employees. With healthcare costs skyrocketing, there is mounting pressure to reduce spending within health plans.
Employers and PEOs have a great opportunity to help workforces reduce the top stressor in their lives: money. Organizations are looking for opportunities to improve the overall well-being of employees.
Why ICHRAs and why now? The tipping point with individual coverage health reimbursement arrangements (ICHRAs) has been building in recent years, largely due to rising costs of healthcare coverage and changing legislative guidance, which made the introduction of ICHRAs very attractive.
Nothing seems untouched from AI these days. Even PEO risk management. Earlier this year, I had the privilege to join a panel at NAPEO’s Risk Management Workshop on the growing influence of AI and how it impacts the world of PEO risk management.
By educating minority SMBs about the benefits and intricacies of PEO partnerships, we not only foster a deeper understanding of our services but also cultivate trust and transparency.
Of all the business-enhancing services PEOs offer, one is sometimes overlooked, or seen as an overhead expense to be avoided, but never should be. A quality retirement plan can add great value for both the employer and the PEO supporting them.
Most brokers understand that the PEO industry was built on the B2B model. However, there is great opportunity to pivot and adapt, embrace change and evolution, and continue their success while prospering alongside their broker partners.
As we look ahead to 2024, the EPLI landscape is poised for continued evolution. Staying abreast of these trends and developments is key to navigating the market effectively and ensuring that coverage remains aligned with the needs of businesses and their employees.
