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HR Resolution: Win the War on Engagement

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Stop. Take a breath. When is the last time you just took a moment? There is a lot of demand for our time and unfortunately it’s only getting worse. Your employees feel the pressure too.

Last year, The New York Times reported that the amount of time Americans spend at work has sharply increased over the last four decades and now averages 1,836 hours a year. For high earners, it’s even greater, averaging 2,015 hours per year.

For a lot of us, work never ends. We arrive early and try to avoid distractions only to find it difficult to get important tasks accomplished. We end up back at home checking emails well into the night. Increasingly, this experience poses a threat to engagement.

The battle for engagement has been a tough fight, but there is no need to raise the white flag yet. Implementing these three steps can help you charge ahead toward winning the war on engagement.

Step 1 – Listen

Deploying annual performance reviews is no longer enough. To offer actionable results, surveys and reviews should be conducted more frequently. You need to know what’s happening in the now. The key is administering surveys. Surveys open the lines of communication and often clarify relevant issues. Leaders can also host one-on-one sessions which give employees the stage. Having these regular conversations is helpful in gathering the information needed to implement effective change.

Step 2 – Share

The results are in, now what? The greatest mistake organizations make in the survey process is not disseminating the findings. Don’t leave it up to workers to imagine solutions, tell them what was found. Both good and bad results should be shared. Only sharing the good results seems fake and insincere. No one is perfect and there is always room for improvement. Let people know that you absorbed what they said. Ultimately, it will boost their trust in you and encourage them to share more.

Step 3 – Act

Think about the surveys you’ve taken. How confident were you that the results of the survey would be acted upon? If your employees took the time to fill out the survey it is because they had something valuable to say. This information, if used, can be your key to winning the war on engagement.

If for example, your employees are feeling overworked, it might be time to look at adding to your staff to create a little more “slack” – the degree to which companies put more, rather than fewer, employees on the floor. Slack, according to Zeynep Ton, a professor at M.I.T., is actually a competitive advantage. Ton explains that employees operating with some slack add value that those pushed to the limit cannot. This is because those with slack have more time, keep closer track, make fewer mistakes and feel highly engaged at work.

To move forward, start by creating an action plan complete with S.M.A.R.T goals. First, be specific and define what you are going to do. This includes determining the what, why and how. Then you will need tangible evidence to determine what was successful. What is your measureable metric? Note that your goals should be achievable. Reasonable goals pump up motivation; impossible goals deflate it. It is also important that your goals are results-driven. They should measure outcomes, not activities. Also, put an end date with your goals. Timely goals with a sense of urgency are more likely to be obtained.

By listening, sharing and acting upon survey results leaders can devise a more strategic plan of attack and ultimately improve overall engagement.


amanda.beauchamp

by Amanda Beauchamp


Author Bio: Beauchamp has over 7 years of experience in Human Resources with an emphasis in employee engagement and retention, leadership development, and performance and compensation management. In her free time she enjoys outdoor activities with her family and volunteering as a panelist for Foster Parent trainings as well as advocating for Oklahoma county children and families in crisis.

ACA Awaits Repeal or Repair

ACA Awaits Repeal or Repair

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ACA Awaits Repeal or Repair

After his electoral win in November, President Donald Trump, buoyed by Republican majorities in the House and the Senate, vowed to act quickly to repeal and replace the Affordable Care Act (ACA). Pres. Trump has now been in office for a month, and Republicans have not yet voted to repeal the ACA, and have not agreed upon a potential replacement, leaving the date of “repeal and replace” somewhere in the uncertain future. stethoscope

Early strategies

When the current Congress convened in January, it moved quickly to begin the “repeal” portion of “repeal and replace” by passing a budget resolution. Because the GOP does not have a filibuster-proof majority in the Senate and cannot count on votes from Democrats to repeal the ACA, Republicans have decided to utilize a procedure known as budget reconciliation to dismantle it.

By using this procedure, Congress can pass a bill to repeal the ACA with a simple majority in the Senate. The reconciliation instructions in the budget resolution directed various committees to come up with proposals to repeal the ACA and submit them to the budget committees of the House and Senate. The reconciliation proposals would then be crafted into a bill by the budget committees, and the reconciliation bill would then need to pass both the House and the Senate before being signed by the President.

Potential outcomes

However, the provisions of the bill passed this way must target elements of the ACA that have a federal budgetary effect. Therefore, the ACA provisions that allow children to stay on their parents’ insurance through age 26 and the requirement that insurers cover preexisting conditions could not be eliminated using this procedure. Nor could the individual and employer mandates be eliminated in this way, but the amounts of the penalties could be reduced to zero, eliminating them in all but name.

Repeal or repair?

Republicans originally called for reconciliation proposals to be submitted to the budget committees by January 27, but that date has come and gone. Congressional Republicans continue to work on “repeal and replace,” but many of them have begun talking about “repair” of the ACA, rather than repeal, as they recognize the difficulty of legislating in this area.

In an interview with Fox News’ Bill O’Reilly on February 5, President Trump said that replacement could take until 2018.

O’Reilly asked “Can Americans in 2017 expect a new health care plan rolled out by the Trump administration this year?”

Trump responded, “We’re going to be putting it [the new healthcare plan] in fairly soon, I think that … by the end of the year at least the rudiments but we should have something within the year and the following year.”

Employer mandates remain in place

One thing that has become clear during the first month of the Trump presidency is that repealing the ACA is a much tougher prospect than many had thought. Despite the uncertainty with regard to the long-term future of the ACA, the current reality is that the ACA and the employer mandate remain the law of the land, and employers should continue to comply with the law’s requirements. Applicable Large Employers should file IRS Forms 1094 and 1095 no later than the March 31 if filing electronically, or February 28, if filing paper forms. Forms 1095-C must be furnished to employees no later than March 2. Large employers should continue to comply with the employer mandate, measure their full-time employees, and offer minimum essential coverage providing minimum value to those employees and their dependents.

Paycom will continue to monitor executive and Congressional action regarding the ACA closely and stands ready to help our clients maintain compliance.

 

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Posted in ACA, Blog, Compliance, Featured

Erin Maxwell

by Erin Maxwell


Author Bio: As a compliance attorney for Paycom, Erin Maxwell monitors legal and regulatory changes at the state and federal level, focusing on health and employee benefits laws, to ensure the Paycom system is updated accordingly. She previously served as assistant general counsel at Asset Servicing Group in Oklahoma City. She holds a bachelor’s degree from the University of Central Oklahoma and a J.D. from the University of Oklahoma. Outside of work, Maxwell enjoys politics, historical mysteries and spending time with her family.

Learning Management Systems 101: Rethinking Your Approach to Employee Training

Learning Management Systems 101: Rethinking Your Approach to Employee Training

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Learning Management Systems 101: Rethinking Your Approach to Employee Training

Learning Management Systems 101 is a weekly blog series exploring how employers can rethink traditional employee training and move toward e-learning solutions, which are faster, easier to access, and more cost effective. Rethinking Your Approach to Employee Training is the second post of the series.

 Rethinking Your Approach to Employee Training

Employers who understand that training is a vital contributor to organizational growth are continuously challenged to deliver training that is practical for the company and beneficial to employees. Consequently, there is a need for employers to rethink how knowledge is delivered, accessed and shared across the organization. Here are six factors to consider.

  1. Training Should Align with a Direct Business Need

Training will not solve job performance problems if the real issue lies elsewhere – such as employee motivation, compensation systems or job design. For training to work, there needs to be an association between the training itself and the reason for the training.

Learn more about how to propel your business growth through employee learning.

For example, a banking sales representative may have superb selling skills but poor product knowledge. Through appropriate product knowledge training, he or she may achieve a good balance of product knowledge and selling skills.

Therefore, it is important to perform a detailed analysis of the issue before leveraging training as the solution.

  1. Organizations Are Progressively Adopting Online Training

Classroom-based (traditional) training can be impractical and expensive for employers to implement. Among other things, there are instructor costs, venue costs and course material costs to consider with traditional training. For these reasons, more and more employers are turning to e-learning (online learning) solutions.

Workflow Friendly

According to a study by Brandon Hall Group, it typically takes employees 40 to 60 percent less time to study a particular material via e-learning than in a traditional classroom setting. This is due to employees being able to access training online whenever they need it, without interrupting their workflow.

Boosts Retention

The Research Institute of America concluded that e-learning boosts retention rates by 25 to 60 percent, compared to retention rates of 8 to 10 percent with traditional training. This is because e-learning employees have more control over the learning process and are able to revisit training as needed.

The University of the Potomac stated that 67 percent of college instructors believe online media – such as blogs, video and podcasts – are necessary teaching tools.

  1. On-Demand and Mobile Learning is Growing

On-demand training does not include an instructor. Instead, employees access training on their own, any time, from any device with an internet connection – such as a desktop computer, laptop, smartphone or tablet. According to Chief Learning Officer magazine, most organizations (58 percent) prefer to use on-demand learning for compliance training, compared to 12 percent who prefer in-person, instructor-led training. In addition, one out of three chief learning officers use mobile devices to deliver compliance training.

Globally, the mobile learning market is expected to increase at a compound annual growth rate of over 36 percent from 2015 to 2020 – and in 2014, the U.S. remained the leading purchaser of mobile learning technology.

  1. Blended Training May Be More Fitting

Depending on your industry and employees’ roles, online training alone may not be sufficient. In this case, a blended approach, which combines traditional face-to-face learning with e-learning, may be ideal. According to a study published by the Journal of Medical Internet Research, blended learning for health professionals appears to be more effective than (or at least as effective as) traditional instruction.

  1. Modern Learners are Visual with Short Attention Spans

Learners today tend to have packed schedules, short attention spans and an attachment to their mobile device. The majority are also visual learners. Studies estimate that visual learners make up approximately 65 percent of the U.S. population. These pupils need to see what they are absorbing, preferring bite-sized training – such as videos requiring no more than two to five minutes each – over lengthy training sessions.

  1. Company-Wide Information Efficiently Disseminated

Dispersing information to employees across different departments and locations via the traditional training method can be time consuming and financially strenuous. A more feasible option may be an e-learning platform, such as a learning management system, capable of quickly delivering company-wide information to relevant employees, thereby keeping them on the same page while lowering training costs.

Be sure to check out the first Learning Management Systems 101 blog post about the evolution of corporate learning

 

 

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Posted in Blog, Featured, HR Management, Learning Management, Talent Management

Stacey Pezold

by Stacey Pezold


Author Bio: Mrs. Pezold has served as Paycom’s Chief Operating Officer since March 2015 and previously served as Paycom’s Executive Vice President of Operations after joining Paycom in 2005. In the last eight years, Mrs. Pezold has served as Paycom’s Executive Vice President, Director of Corporate Training and Regional Manager. Mrs. Pezold has over 11 years of leadership and training experience. Mrs. Pezold earned her Bachelor’s degree from Oklahoma State University.

How to Find Your (HR Tech) Soul Mate

How to Find Your (HR Tech) Soul Mate

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How to Find Your (HR Tech) Soul Mate


Shopping for the right HR software for your business is not unlike dating. But with no apps or online match sites for human capital management (HCM), how do you compare and sort through all those vendors vying to win your company’s heart?

How do you sort through the suitors courting your company for the vendor of your dreams? Learn more with this free webinar. 

According to a Bersin by Deloitte study, 61 percent of HR professionals plan to replace their HR software within the next 18 months. If you are one of those professionals getting back on the market, here are three tips to get you started:

Tip 1: Find the total package.

Are you unsatisfied with your current HR processes? If your existing provider is unable to meet all your needs, it’s time to trade in that zero for a hero.

Your dream HCM vendor should be able to meet all of your desires … as related to the employee life cycle, that is, which includes payroll, talent acquisition, time and labor management, HR information management, talent management and benefits administration.

Before committing to a vendor, be sure to understand the difference between a single-source solution, aka Boris, and a single-application solution, aka Jeff. Only one truly can be the total package.

Boris, the single-source solution, provides your company a set of multiple programs integrated together, which Boris may or may not have developed himself. Integrating multiple, third-party programs can lead to your employees entering information, usernames and passwords over and over again. Not to mention, Boris has given you the challenge of products and programs not syncing correctly and the never-ending present of frustrating reporting limitations.

Jeff, on the other hand, offers a single application. This means employees only enter information one time. Repeat: one time. All data updates in real time across all products and programs. Reporting is comprehensive and consistent. The data workflow? Seamless.

 

Who would you rather see again? Boris or Jeff? No matter who you choose, don’t settle too early; you only want to implement or switch technology vendors if it’s going to make life better. And we have two more tips to consider.

Tip 2: Good manners are essential.

Are Boris and Jeff thoughtful, insightful, self-reliant, analytical and compliant with the ever-changing state and federal employer regulations? During your vendor comparisons, be sure to remember that the best HR tech provides one database of employee records to help you:

  • be more efficient with process automations that reduces paperwork and manual data entry
  • produce insightful analytics that track and report on your company’s unique workforce trends and performance catalysts critical to managing labor costs and implementing growth
  • empower employees with the ability to self-manage transactions and find answers to questions, which reduce the demand on payroll and HR staff
  • reduce exposure by automating compliance processes and accurately tracking and reporting on data critical to meeting government-required regulations

If the vendor courting you seems to be the total package and has impeccable manners, then congratulations! It sounds like you’re on the path to true love. But how well do you really know this vendor?

Tip 3: Perform a background check.

Why be in a relationship if not to be cherished and made to feel special, safe and secure? In this day and age, you can’t be too careful about who you have dinner with or with which vendor you decide to share highly sensitive confidential records.

Even though one may have caught your eye, do your due diligence. In the past few years, federal officials have prosecuted at least two dozen payroll firms that allegedly pocketed more than $300 million in taxes from their clients. Just as you wouldn’t get into a car with someone you don’t know, only share your payroll records with a vendor that has a solid reputation, financial stability and staying power.

Consider this due diligence checklist:

  • audited financials
  • long history of profitability
  • bonded for a minimum of $100 million
  • SSAE 16/SOC 1 audit report
  • ISO 9001 certification
  • proprietary software

If your Jeff or Boris has passed these three checkpoints, then you are on your way to finding your HCM soul mate. At this point, we hope to have steered you away from any shady characters who are only after your money, not your best interests.

Want four more tips? Then sign up for our free webinar on “Finding Your Soul Mate in Human Capital Management” and check out its accompanying infographic.

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Posted in Blog, Compliance, Cyber Security, Document Management, Employee Engagement, Featured, HR Management, Learning Management, Payroll, Pre-Employment, Talent Acquisition, Talent Management

Emily R. Tate

by Emily R. Tate


Author Bio: Emily Rothrock Tate is an award-winning public relations professional with more than a decade of experience in both the nonprofit and for-profit sectors. In her role as a PR specialist, she writes about complex issues and trends that today’s HR professionals face, and serves as steward of Paycom’s corporate giving initiative. An honoree of OKC Biz’s Forty Under 40 and ionOklahoma’s 30/30 Next Gen awards, she serves on the board of Oklahoma City’s Plaza District Association. Outside of work, Tate enjoys science-fiction novels, volunteering in the arts community, cooking and spending time with her husband and son.

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