NAPEO
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.
The vast majority of PEOs and employers want to do right by their employees. Offering the right mix of workplace benefits—with an emphasis on addressing the mind, body, and wallet connection—is one of the most effective tools PEOs can use to support employee well-being.
Financial hardship may affect us all at one point or another in our careers. Empathy, compassion, and thoughtful action are important to maintain a healthy work environment. Economic uncertainty, political strife, and tenuous world events can make employees uneasy and fearful. Employers can do a great service to employees and their bottom line by listening to employee feedback, staying transparent about company goals and their role in success, and showing recognition coupled with rewards.
A strong work culture typically doesn’t happen organically. Leaders must be deliberate and consistent when planning how to define and build a more positive culture. A company’s organizational culture is one of the key defining factors in its identity and ongoing success.
In October of 2023, FrankCrum published a Culture Code to its nearly 500 employees, the most comprehensive work undertaken by the company on the topic of culture to date. Culture begins and ends at the top, meaning that leadership sets culture and then must do the important work of reinforcing or stopping behaviors and practices to support it.
If you had asked me ten years ago about the importance of having a positive workplace culture, I would have laughed out loud. Why would an employer proactively focus on the employee experience when margins were tight for their product or service?
When one-third of your life is spent at the office, work should be fulfilling. At G&A Partners, we know that our employees are the heart and soul of all we do, so we focus on ensuring this is a destination workplace where people want to work, not have to work.
Automation tools can provide some much-needed relief during open enrollment, empowering small business leaders to get it all done. However, many small business leaders seem unsure about the return on the investment of technology in this space.
The evolving landscape of business operations and management signals a significant shift in workplace priorities. PEOs can refine their service offerings to cater to emerging demands.
As we navigate the ever-evolving business landscape, small business owners find themselves confronting a range of pressing concerns. PEOs are well-positioned to assist business owners in overcoming these obstacles to thrive.
With benefits being such a large financial commitment relative to employee pay, employers owe it to themselves to maximize their investment. In 2024, there are three main areas that can drive a better ROI outcome for employers.
