Tips to Help Your Clients Prepare for 2018
Tips to Help Your Clients Prepare for 2018

Tips to Help Your Clients Prepare for 2018

We’re quickly approaching the end of the year, so now is the time for your clients to start thinking hard about their businesses in 2018. Are they hiring new employees, looking to control benefit/labor costs… maybe they’re considering taking their business to the next level? With all of that to think about, now is also the time for you to start having the conversations with your clients and prospects to share valuable information to help them make their 2018 successful. Here are four areas where you can provide your expert advice:

Open Enrollment

With the majority of open enrollments beginning this month, it’s important that your clients have their benefits programs integrated with their payroll and time systems. If they don’t today, it might be too late for action this year, but you can get them started on the right path for next year. When their employees are enabled to make elections at their own convenience, and changes are automatically updated within payroll, your clients will save time and greatly reduce the chance of error. That’s a win for everyone!

Focus on Employee Engagement

With a mere 33% of U.S. employees indicating that they’re engaged at work, something needs to be done to boost that number. Unengaged employees can have a negative impact on the workforce and an entire organization. So, while foosball tables in the office and happy hours after work can be fun, your clients also need to provide their employees with the tools they need to function better at work.

Empowerment to the People!

Especially in changing environments—such as growing companies—employees crave a sense of control. For example, implementing self-reviews as part of the evaluation process and conducting (and acting upon) employee surveys provide a voice for the workforce. Similarly, some HR technologies (like Paycor’s Perform HR) feature self-service options that give employees the keys to their personal information, letting them make changes as needed, check their compensation and benefits data, request time off or view balances, and connect with other employees.

Improving Onboarding

Do your clients’ new hires get a warm welcome on day one or a giant stack of paperwork? An electronic onboarding program enables new employees to contribute more quickly, getting them started on pursuing their passions sooner, increasing their engagement, and helping your bottom line. Employee self-service can enable new hires to complete their onboarding paperwork—like their I-9 form—and sign company documents before their first day.

Making simple changes to their processes and procedures as outlined above can help your clients save time and money and help ensure their employees stay happy and productive.

Helping our partners get the most out of our service so you can enable your clients to keep ahead of the curve is key to your success and ours. In this competitive market, let’s talk about how we can improve your clients’ ability to attract top talent, as well as improve their existing employees’ engagement. Click here to refer a client today.

Sources: 2017 State of the American Workplace, Gallup

More to Discover

Paycor’s Top 5 HCM Technology Trends of 2019

Paycor’s Top 5 HCM Technology Trends of 2019

We want to make sure you’re prepared for the trends that will shape the HCM technology space and your role in it. In this webinar, HR and Benefits expert, Brian Craft will share his perspective on how leveraging these trends can drive employee engagement, increase productivity and allow you to make smarter decisions directly affecting your bottom line. Speaker: Brian Craft Brian is the Group Product Manager for HR and Talent at Paycor where he guides the vision and execution for high growth of Paycor’s HR, Benefits and Talent product portfolio. He leads a team of product managers and is partnered with talented designers and engineers to deliver the best human capital management solution for small and mid-size businesses.

Why Diversity in the Workplace Matters

Why Diversity in the Workplace Matters

The latest research from the likes of McKinsey and the Harvard Business Review reveal that companies with diverse workforces are more profitable and have greater chances of attracting and retaining top talent. Still, many organizations have been slow to develop inclusion strategies primarily because they’re unsure how to promote and execute these initiatives. Start from the top In McKinsey’s research, they found that companies with the most diverse executives are 33% more profitable. Diverse management teams promote more innovation because individuals from different backgrounds with unique minds and ideas can come together and share input based on past experiences. If you’re looking to optimize a process or solve a lingering issue,...

Warning Signs of Disengagement

Warning Signs of Disengagement

Four out of five medium and small businesses say they don’t effectively engage their employees. Why? Because many organizations lack ownership and the resources needed to understand what actually motivates their people. Organizations also tend to ignore the warning signs of disengagement believing a few unhappy employees can’t sway the masses. But similar to bankruptcy, disengagement happens gradually and then before you know it, the majority of your workforce is affected. Only 33% of employees are actually engaged at work, according to a Gallup study. Not only can disengagement quickly spread throughout an organization, but its impact is felt across all areas of the business. From lost productivity to affecting morale and even customer...

How to Create the Ideal Employee Experience

How to Create the Ideal Employee Experience

All companies covet an engaged, motivated workforce. When your people are engaged, they don’t behave like an average employee. They’re more like committed volunteers devoted to a mission, always seeking new opportunities to boost morale and make a difference. It’s no surprise then that, according to DecisionWise, in 2017, 73% of executives said employee engagement was a top concern. Yet Gallup’s annual survey of engagement continually finds that only 1/3 of employees are engaged at work. Most (51%) are not engaged and, even worse, 16% are actively disengaged. With so many companies focused on engagement, why don’t we see better results? A primary reason is that not all companies focus on the employee experience. Everything from...