Key takeaways:

• Professional development goals help employees build skills, advance their careers and support their employer’s initiatives
• Benefits of employee development goals include:
  • Employees are more productive
  • Retention rates may improve
  • Staff morale and engagement can increase
  • Staff work toward company goals, such as revenue or sales numbers
• Common professional development goals include:
  • Learn a new specific skill related to job
  • Boost revenue by a certain amount
  • Increase sales by a specific number
  • Get to know another team for improved collaboration

Take a training in people management, accounting or other area related to job field

• Employers can help their teams plan for their professional development by finding out where they see themselves in a few years as well as setting clear and measurable goals

Businesses often succeed or fail because of their employees’ skills and engagement. To get the best work from staff that benefits the company, improves retention and helps increase productivity, it’s important to create professional development goals. In fact, a recent study found that more than half of employees say professional development contributes to job satisfaction, which can help with overall retention. This article explores developmental goals, why they’re essential and how to help your employees plan for their professional development goals.

Employees set development goals to improve their skills and capabilities and advance their careers. Importantly, these goals support an organization’s mission to create a productive and engaged workforce that drives revenue and other goals while reducing waste. Professional development goals should be based on employees’ current skill deficits, career ambitions and the organization’s needs.

As mentioned, professional development goals can benefit staff, but they are also a boon for the bigger organizational picture. These goals can ladder up to leadership initiatives related to revenue, growth, overall performance and more. Having a team with clear, action-oriented goals can help the organization achieve its overarching mission while potentially saving money, time and other resources. Here are some of the main benefits of professional development goals in more detail:

Improved relationships

Committing to improving work skills often leads to improved work relationships. Once people begin to work on themselves and their career goals, they often find value in relationships with their coworkers and management and strive to strengthen them. One study found that almost three-quarters of workers surveyed would be willing to learn new skills to remain employable, which means the opportunity for improvement is likely already there. This, in turn, can lead to more collaboration, improved efficiency and increased engagement.

Enhanced work ethic

Professional development goals can often lead to improved work ethic. Staff who are committed to clear goals are often more motivated to work harder and to go above and beyond. When workers approach tasks with more commitment, it’s easier for them to understand the value of a job well done and see how they’re contributing to the organization. This synergy can help create a well-oiled machine of quality work and productivity.

Increased retention rates

When an employer sets clear and actionable goals with their team members to help them grow professionally, they often find staff are more loyal, have higher levels of engagement and remain in their jobs longer because they feel valued. Higher retention rates can save companies money on recruitment costs and can help preserve institutional knowledge that can lead to better work results.

Clearer focus

Setting understandable goals helps employees focus more on the work ahead. It is harder to be confused or disengaged when the path is defined with clear priorities, tasks, time limits and frequency, making it much easier to concentrate on the work and how to accomplish it best. This is another way professional development goals tend to ladder up to improved efficiency: A team that knows its expectations will have an easier time fulfilling them.

Improved productivity

When employees can clearly see their career path, they may feel empowered. Empowered employees are often better at their jobs and more productive for their company. This can also lead to staff being more efficient and having higher morale.

Companies that work with their employees to improve their skills may benefit from their loyalty as well as their increased abilities. Professional development goals are a win-win situation. Employees tend to feel better about their work, and employers tend to get better results from their teams.

If your organization works with remote or offshore teams, it’s important to remember their unique place in the company. Even though these workers aren’t in the building, they need leadership, management and clear goals to perform their jobs. It can be harder to build in a process for remote staff, but you may find it’s not as different from working with in-person teams. Here are a few pointers to get started with building goals for remote workers:

• Set clear and measurable goals: This can help avoid ambiguity when staff are offsite and harder to track
• Create structure: Make sure remote staff know their goals, schedules, meetings, deliverables and any other expectations unique to their roles
• Assess regularly: Set up a schedule for assessment that works for your organization, whether annually, quarterly or more frequently, to check in on progress and course-correct if needed
• Provide feedback: Even outside of formal reviews, it can be helpful to have informal conversations to help establish a trusting and comfortable rapport with staff
• Offer praise: When someone does a great job or helps contribute to an important company goal, be sure to recognize them to help keep up morale

An important part of goal setting is to make goals measurable. Ensure the organization has a method and system in place for the metrics it will use to track and measure employee performance. Some common metrics include tracking revenue, sales, completed projects, improvements to speed and efficiency or others that fit your unique needs. Professional development goals don’t always guarantee a raise or promotion, but if that is on the table, let staff know. Engaged staff who want to work toward senior or leadership roles can find motivation in their goals and knowing how they are measured.

Work development goals must balance the employee’s needs with the organization’s goals. One easy way to determine what an employee is looking for is simply to ask. Find out where your employees see themselves in five years and what job titles and types of work they aspire to. This can be a great jumping-off point to determine how their professional aspirations fit into the organization’s goals and how staff can be most useful in achieving them in support of the company.

Use the information you find to design goals that give employees what they need to advance their careers while supporting company initiatives. Examples of professional development goals at work include:

• Learn a new skill (such as a new software or public speaking) to improve work performance
• Boost revenue by a certain amount
• Increase sales by a specific number
• Get to know another team for improved collaboration
• Take a training in people management, accounting or other area related to job field

As you can see from the above professional development goals examples, it’s helpful to create specific and measurable plans. The SMART goal format, for example, is popular because of its simplicity and measurable nature. That said, the template for a professional development plan you use can be customized to fit your needs. It could be as simple as a written document or fillable form, a detailed spreadsheet or even part of a larger project management software.

StaffLink is the answer to your Human Resources questions

Hiring the right people and getting them the proper training are some of the most important components of Human Resources (HR). The correct policies and practices must be in place for your employees and your business to succeed. Professional goal development effectively prepares people to do their jobs well, fosters bonds between management and employees and improves business productivity.

StaffLink is here to help you along the way. Our national Professional Employer Organization can work alongside your internal team to uncover roadblocks and implement better HR solutions. Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• Retention is a key component of maintaining a healthy business and strong company culture
• Even when staff don’t resign, they may be “quiet quitting,” which is when an employee does the bare minimum required to keep their job but never goes above and beyond
• Ways to mitigate quiet quitting include:
  • Having open conversations with staff
  • Following through on commitments
  • Having patience
  • Conducting exit interviews
• Tracking retention metrics is the an important step for improving
• Key metrics to track:

• • Employee retention rate
  • Employee turnover rate
  • Cost of turnover
  • Employee satisfaction and engagement

Retention is a top consideration for today’s businesses. The transformation of how work is done over the last few years has meant that employees have different expectations. Remote work has become the norm for many organizations, and flexibility is more important to today’s employees.

Even when staff don’t resign, however, they may be “quiet quitting.” This term refers to employees who decide to just meet the basic qualifications of their jobs without going above and beyond. While this doesn’t always result in resignations or turnover, the trend of quiet quitting can lead to reduced morale, lack of productivity and a general sense of inertia in the workplace, for both staff and leadership. In fact, Gallup reports that half of all workers have participated in quiet quitting.

Employers are still struggling to deal with the Great Resignation and quiet quitting as they work to retain their top talent. To turn things around at your organization, you can measure retention and monitor quiet quitting, and then use the data to improve your work environment.

Employee retention and engagement can tell you a lot about your effectiveness as an employer. It is your responsibility to create an enriching work environment and provide the right mix of perks and benefits to support people. This means keeping staff satisfied with their work and with the company while looking out for signs of quiet quitting or disengagement.

When you have a high retention rate, you’re doing something right. People want to stay. On the other hand, when you have a lot of people quitting for other jobs (or staying but quiet quitting), it signals there’s a disconnect between staff and the organization.

Companies that prioritize retention perform better and see a healthier bottom line, too. The cost to replace an employee can range from one-half to two times their annual salary, and sometimes it could be even more. According to employee retention statistics from 2021 in the Workplace Learning Report, employees at companies with internal mobility stay almost twice as long as those that don’t offer that sort of advancement. Organizations can save money by keeping people. In addition, losing employees, whether to resignations or quiet quitting, means team morale could suffer and productivity may decrease.

Preventing turnover and improving retention can be accomplished by prioritizing the needs of employees, opening communication, listening and offering the benefits staff care about. That said, it’s important to first understand your current retention rate and related metrics to assess what’s really going on and how you can best find solutions. Here are some metrics to keep in mind as you develop your own plan.

1. Retention rate

Of course, you can’t measure retention without starting with your retention rate. You can find this metric by taking your total number of employees and subtracting the employees who left in a period, and dividing that number by your total number of employees. Multiply by 100.

For example, if you have 200 employees, and you lost 20 in 2022, your retention rate would be: ((200-20) / 200) x 100 = 90%.

You want your retention rate to be high. This key measure indicates where you stand now and helps you set goals and benchmarks moving forward. You can also use the same retention rate formula for specific departments, managers, generational groups and other parts of the business.

2. Turnover rate

The turnover rate is different from the retention rate. It instead measures the rate at which people left in a given period. The formula involves taking the number of people who left in a period and dividing it by the number of employees you had in that same period. Multiply by 100.

So, if we continue with the above example: 20 / 200 x 100 = 10%.

It is wise to measure voluntary turnover first, which comprises the people who left at will, usually for another job. Involuntary turnover can be measured the same way, but it tells you the rate at which people were let go or laid off in a period.

3. Cost of turnover

You should also become familiar with how much it costs to lose an employee, and how much total you’re spending on turnover. You will have to track all costs associated with losing someone, including posting the job ad, background checks, time missed from work dealing with interviews and candidate searching, onboarding and training costs, salary and more.

Track this information every time someone leaves, and add everything up each month or year to get a sense of what turnover is costing you overall.

4. Employee satisfaction and engagement

Whether or not employees are happy at work can tell you important information about retention. Satisfied, engaged workers are more likely to stay in their roles. You can measure employee satisfaction using simple surveys, like the Employee Net Promoter Score.

This survey asks one simple question to employees: On a scale from 1 to 10, how likely are you to recommend [company] to a friend or colleague?

Depending on your organization type, size and unique needs, you can customize an employee satisfaction survey and compare the results over time to look for trends that could impact resignations, quiet quitting, productivity and the company’s bottom line.

It may be necessary to go beyond the typical employee satisfaction survey metrics when dealing with quiet quitting given that it can be harder to track. Here are a few additional tips to prevent or stop this behavior.

Talk to employees

An honest, one-on-one conversation with a staff member can go a long way. Consider opening a nonjudgmental dialog about an employee’s decreased productivity or satisfaction to see if you can come up with solutions together. Ask employees directly how happy they are at work and what they would change. Gauging employee sentiment by asking for feedback is a great way to show them you care while gathering valuable information about what you might be able to change.

Follow through on commitments

Keeping a promise (for example, workload will go back to normal after a big deadline is met or employee reviews will happen annually) can help keep staff feeling happy and valued. These actions can seem like small gestures, but staying true to commitments may help reduce bouts of quiet quitting and improve staff motivation.

Be patient

If you suspect an employee of quiet quitting, check in with them as needed but, if possible, give them time to rectify the situation, ideally with the organization’s support and tools. Change doesn’t happen overnight, and a supportive workplace willing to help employees grow and change may do the trick to get your staff back on track.

Sometimes, despite all efforts, it may be impossible to change the attitude and lackluster work ethic of an employee. However, an exit interview can be another excellent tool to help mitigate future quiet quitting trends in the workplace. When an employee does move on, conduct an exit interview to get their honest opinions on what worked and didn’t work for them. This information may be useful in combating quiet quitting with other staff before the problem escalates.

These employee retention measures and quiet quitting tips can help you understand how you’re doing as an employer and what you need to address sooner rather than later. One thing is certain–focusing more on keeping your people engaged tends to help the business succeed.

Your approach to Human Resources (HR) matters to employees. Integrating the right tools and solutions can help bolster retention and engagement. At StaffLink, we can help you improve HR with bundled payroll, benefits administration, risk management and much more.

Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• What is the ERC? The employee retention tax credit (ERC) is a substantial refundable credit to help businesses keep people on the payroll after pandemic losses
• How much could I get? You can receive up to $5,000 per employee for 2020 and up to $21,000 per employee for 2021
• Am I eligible? To qualify, your business needs to have either shut down because of a government order or lost a significant amount in gross receipts in 2020 or 2021
• How do I claim the ERC? Your Professional Employer Organization will collectively file Form 941 or Form 941-X for all its businesses, which will include your ERC

Businesses of all shapes and sizes suffered from the COVID-19 pandemic, particularly related to shifting to remote work, having to close because of gathering restrictions or losing business in an uncertain economy. The U.S. government passed fast legislation in 2020 and beyond to help support Americans and businesses through these hardships.

One such measure was the introduction of the employee retention tax credit (ERC), which was part of early legislation related to the pandemic. This credit is significant for many businesses, helping them cover payroll taxes and keep people employed.

This guide covers what the ERC is, how it works, eligibility requirements and how to claim it if you partner with a Professional Employer Organization (PEO).

This tax credit, which is a fully refundable credit, was created as part of the Coronavirus Aid, Relief and Economic Security Act (CARES Act), which was passed in March 2020. It was included as a form of relief to encourage businesses to keep their employees on the payroll during pandemic closures.

The ERC originally concluded at the end of 2020, but it was then extended and expanded by further legislation in 2021. Thus, the 2020 and 2021 credit terms and limits differ, as follows:

2020:

• The credit is 50% of up to $10,000 in wages paid per employee per year
• The total possible credit is $5,000 per employee per year

2021: 

• The credit is 70% of up to $10,000 in wages paid per employee per quarter
• The total possible credit is $21,000 per employee per year (or $7,000 per quarter)

Most businesses can claim the ERC, if they qualify, until Sept. 30, 2021. However, recovery startup businesses can claim it through the end of 2021. These businesses began operations after Feb. 15, 2020, and make less than $1 million in average annual gross receipts. Recovery startup businesses can get up to $28,000 per employee for 2021.

You can still claim this credit retroactively even though the program has technically ended. The employee retention tax credit deadline is three years after you filed the original tax return, or when you paid the tax, whichever is later.

So, who is eligible for the employee retention credit? Many types of businesses qualify since most were impacted in some way by pandemic-related closures and restrictions. There are two ways to be eligible for the credit:

• Your business had to cease operations, either partially or fully, because of a government order, or
• You saw a loss in gross receipts of at least 50% for 2020 and 20% for 2021 quarters, when compared to the same quarter in 2019

In addition, it’s important to understand the difference between a “small” versus “large” employer, since that makes a difference in what you can claim.

In the initial rollout of the employee retention credit in 2020, large employers had more than 100 full-time employees. In 2021, the definition was changed to employers with more than 500 full-time employees. Large employers can only claim the credit for wages paid to employees for not providing services.

Businesses that received a Paycheck Protection Program (PPP) loan during the pandemic can now also claim the ERC, which wasn’t initially allowed. However, you can’t include the same wages in the ERC calculations that were covered by PPP loan funds.

You will need to calculate your ERC based on the size of your business, the number of employees and which quarters of 2020 and/or 2021 you qualify for, based on when your business reduced operations or lost gross receipts.

Typically, employers claim the ERC on Form 941, or they use Form 941-X to amend their return to claim the ERC retroactively. However, the process is a bit different for companies that engage a PEO for services.

PEOs will file collectively for all the companies they work with on a single Form 941. This means you should request that your PEO include your employee retention credit on their aggregate Form 941 or Form 941-X.

Still, the process will include amending the original Form 941 that was submitted on your behalf with the change to add the ERC. A separate Form 941 or Form 941-X needs to be submitted for each quarter you’re claiming the ERC.

It remains to be seen if the ERC will be extended, but the Employee Retention Credit Reinstatement Act was recently introduced in Congress. This act has the potential to extend the credit, but this is not yet a sure thing. In the meantime, it’s best to stay in touch with your PEO regarding any questions or updates you have on this tax program.

When you have questions about the ERC or other tax credits you may be eligible for, StaffLink is here to help. We provide a range of Human Resources (HR) solutions and services to help your organization improve and better support your workforce. When you work with us, you have a dedicated HR partner that shares employee risks and responsibilities with you.

We are a national PEO that bundles payroll, risk management, benefits and more for small and mid-size businesses. Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• What is employer branding? Employer branding, different from company branding, is how others see you as an employer.
• Why does it matter? A positive employer brand helps you attract people who align with your values, engage employees, build trust and create loyalty.
• How to improve your employer branding:
  1. Define and communicate company values
  2. Create a positive employee experience
  3. Promote your employer brand
  4. Lead with authenticity
  5. Stay involved in your community

Employer branding is becoming increasingly important in today’s business world. Companies need to have a strong employer brand to attract and retain top talent and stay competitive.

According to GlassDoor, 86% of job seekers research ratings and reviews before applying to a job, and 75% are likely to apply to a job if they can see that the company manages its employer brand well. Reputation matters – 86% of women and 67% of men wouldn’t be part of a company with a bad reputation.

Improving your employer brand helps you create a positive company culture and can lead to a higher retention rate. But how does it differ from your brand in general? This guide walks through what employer branding is, why it matters for your business and how to improve.

The story of your business and how you portray it to the world make up your brand. This brand, which includes your logo, core values, tagline, design, digital presence and more, helps people recognize the company and its products. It is the organization’s identity and helps you market to your audiences.

An employer brand, on the other hand, is the image and reputation of a company specifically as an employer. It helps people answer questions about what it’s like to work there and how the company treats employees. An employer brand can be positive or negative, and it builds over time through the experiences of current and former employees, customers and the public.

Your unique employer brand can help position your company as a top employer in your industry, showing candidates that you offer a fantastic work environment where people do meaningful work. It helps you showcase a positive workplace culture and publicize your values, mission, accomplishments and competitive advantages. A strong employer brand can also help you attract top candidates who identify with your mission and values while also ensuring current employees remain engaged and invested in their jobs.

Employer branding is one of the best investments you can make. Your work culture is a critical component of who you are as a company.

A strong employer brand can ultimately lead to better business outcomes. How do you improve your image as an employer? Here are tips on how to use employer branding in the workplace:

1. Define and communicate your company’s values

Start by defining your company’s values and mission and identifying how you communicate these to the world. Company values encapsulate the core principles and purpose of an organization, setting standards for how employees should interact with each other, how they represent the company and what their goals should be.

Collaborate with employees when defining your values to create alignment while allowing each individual employee to understand their contribution to the company’s greater vision. Employer branding is ultimately a reflection of how companies embody these values in their day-to-day operations and employee interactions. Having clearly defined values helps you establish an identity that centers around prioritizing employees.

2. Create a positive employee experience

Consider how you can improve the employee experience, from the hiring process to onboarding to engagement at work. What can you provide to employees to make their day-to-day more interesting? How can you create a culture where people want to be present every day?

Your approach could be planning group activities to encourage teamwork, prioritizing diversity and inclusion initiatives or creating a program to reward and recognize employees. Make sure you always give employees a voice and ask for feedback on how the company can improve.

3. Promote your employer brand through social media and job postings

Social media is the perfect method to showcase your employer brand and attract top talent. Stay active on channels like LinkedIn, Twitter and Instagram, and spread the word about your job openings on those platforms. How are you different? What are the benefits of working with you? What is the work environment like? Discuss these elements when talking about job openings.

Communicate your employer brand in job descriptions, too. Outline your values and principles and emphasize that potential candidates should align on those values. Include the benefits of working at the company. You may even want to include a testimonial from a past or current employee or an award the organization received for being a great employer.

4. Lead with authenticity

Another important component of your employer brand is establishing an honest, authentic

image that builds trust and sets you apart. Your goal should be to ensure current and potential employees, as well as customers, trust you as an employer.

Always lead with honesty. Company communication should never feel stale or inauthentic. Never be afraid to admit a mistake and discuss how you learned from it. In addition, employees need to feel that their perspectives matter. Stay open to feedback and create spaces for honest dialogue. By demonstrating your commitment to ethical practices and standards, you can bolster the power of your employer brand.

5. Stay involved in your community

Look for opportunities to showcase your values through giving back to your community, involving customers in your projects or fostering relationships with industry experts. You want your network and industry to recognize you and have good associations with your name.

By taking on a community endeavor or scheduling a company-wide service day, you’re showing both your employees and your community that you care about people, not just business. This can help your reputation tremendously, and candidates are often attracted to that kind of initiative and care.

Employer branding is an important factor for any company looking to stay competitive in its market. When you communicate your values, focus on positive employee experiences and giving back to the community. The way people see you as an employer will continue to improve.

All of this is possible when you have the right Human Resources (HR) solutions to support your workforce. StaffLink Outsourcing is a national professional employer organization that can deliver better HR support, technology and compliance strategies to help you improve workflows and your employer brand.

Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• Benefits of job shadowing: New employees can gain hands-on experience instead of being told what to do or having to read a manual, and they can bond with others
• What is a shadowing technique: Having an employee learn firsthand from another person can be more efficient than relying on manuals and other passive training
• When to use shadowing: Almost any industry and role can benefit from shadowing, including recent grads new to the workforce, new business leaders and new managers
• Tips for your shadowing technique: 
  1. Know when shadowing will work and when it won’t
  2. Consider company goals and budgets
  3. Use shadowing with existing employees
  4. Ask for feedback from participants

Training employees effectively means your company benefits from greater productivity, profit and retention. Companies that decide to invest in employee training see a 21% boost in profit, and 94% of employees agree to stay at the company longer if leaders invest in training. What’s more, 40% of employees who don’t get quality job training leave their roles within the first year.

Many organizations use job shadowing as a training method since it allows new employees to observe more experienced employees performing job duties. Job shadowing helps people acclimate to news roles and can improve the onboarding process.

This post discusses why job shadowing is beneficial, when to use shadowing in your organization and tips for developing a shadowing technique.

Job shadowing gives new employees or newly promoted employees the opportunity to have on-the-job training for their new roles. They follow someone more experienced, paying close attention to what their day-to-day looks like. This technique allows for nuanced, hands-on learning.

Shadowing can be used for employees at any stage in their career, whether an intern or student, an entry-level worker or a leader taking on a broader role at a company. Instead of listening to a manager describe the position and its tasks or reading an instruction manual, a person who is job shadowing can see what the job actually looks like.

New employees will typically better understand expectations and best practices for accomplishing tasks with job shadowing. They will gain a much deeper understanding of what a position entails and can learn new skills quickly, picking up important tricks along the way.

Job shadowing is effective in a variety of settings and circumstances. It is typically used when a new employee joins the team or when an existing employee takes on new responsibilities or a new role within the company. Shadowing is very effective for internal lateral moves.

This method can be especially helpful for employees new to an industry or people who have just graduated high school or college. They don’t really know what daily life in the role they want looks like, but they can shadow someone with many years of experience to understand if it’s the right kind of position for them.

Organization managers and leaders can also benefit. Whenever someone is stepping into a new leadership position, for instance, they can shadow the person who is leaving the role or someone who is at a similar level. Shadowing allows them to not only see what the tasks are like but also learn how an effective leader operates. New managers can see exactly how the decision-making process works so they have a foundation when it’s their turn.

Job shadowing is effective across industries, from IT to marketing to hospitality to administration to healthcare. Consider this route for any role that could benefit from hands-on learning.

Not all approaches to job shadowing are equal. Your technique will depend on your industry, the amount of time you have, when the new employee starts the job, the type of role and other factors. These tips will help you create a method that works for your organization.

1. Know when shadowing will work and when it won’t

You may not need to plan for job shadowing with every role you fill. For example, maybe you have very limited time to train a new employee before they have to start delivering services. On the other hand, perhaps the person they’re replacing left abruptly, so there’s no one around for them to shadow. Sometimes, you’ll hire someone who has done very similar work in the past, so they’ll need minimal training and may not need to shadow.

Each situation is different. Make sure you give room for flexibility and nuance in your organization’s job shadowing policy. Treat each scenario differently so the employee gets what they really need without wasting anyone’s time.

2. Consider company goals and budgets

Job shadowing does take resources you need to consider. Both employees may spend less time getting work done since a lot of shadowing will be explaining and showing. Plan for that loss in advance and adjust the budget if necessary.

You also need to create a complete strategy for a job shadowing program that will help you determine who can participate, how long the shadowing will last and how you will measure the success of the program. Outline how people will be selected for the program and what happens after the shadowing is complete.

3. Use shadowing with existing employees

You may discover that your team lacks a skill the department needs to keep improving. Perhaps you get a new technology, but no one on the team understands how to use it. Plan out time for a team member to shadow an IT employee to learn the new technology. Doing so early means you can save a lot of time later.

Another example is when an employee will be taking on a new set of responsibilities even though they’re not getting a new title. When someone is transitioning out of a role, they can have someone internal shadow them before they leave. Internal shadowing helps keep workflows moving so the business stays productive.

4. Ask for feedback from participants

Always strive to keep improving your job shadowing technique. Each time someone shadows, ask for feedback from both parties involved. Ask questions like:

• What was most helpful about shadowing?
• Does the employee feel more competent in their new role because of the training?
• What could have gone better?
• How can job shadowing be more effective?

Another good idea is to get feedback from people in different departments since they all may have different needs. Involve them in planning so everyone can get behind the initiative.

Hiring the right people and training them properly are two of the most important components of Human Resources (HR). You need the right policies and practices in place for your employees to succeed. Job shadowing is effective in fostering bonds between employees, preparing people for their roles and improving the business as a whole.

StaffLink is here to help you along the way. We work alongside your internal team to uncover roadblocks and implement better HR solutions. Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• Why work with offshore teams? They bring benefits like lower operational costs, wider access to talent and freeing up your time.
• Make offshore teams feel like part of your organizational culture:
  • Embrace cloud collaboration: Use tools for real-time updates and communication.
  • Include them in social activities: Plan virtual gatherings for team bonding.
  • Encourage open communication: Hold more meetings and be clear about when hours do and don’t overlap.
  • Hire with culture in mind: The right team will be able to align with your goals.

Getting extra help can be cost-efficient when you decide to outsource. An offshore agency can be the best option when you need support but don’t want to invest in an in-house team right now. This is why around 66% of U.S. businesses with at least 50 employees outsource.

One challenge leaders face with offshore teams, however, is making sure they are part of the organizational culture. It can be easy for these teams to become isolated, which impacts how work gets done and the success of the overall business.

By incorporating better communication and cloud collaboration tools, plus hiring for cultural fit, you can strengthen relationships and include offshore teams in your workplace culture.

When you’ve decided to outsource, you are already doing yourself and your company a big favor. Offshoring can be extremely valuable to your business. You will see benefits like:

• Saving money on in-house, full-time employees
• Lowering costs associated with operations
• Streamlining business processes
• Creating a more efficient company
• Gaining access to expert talent
• Freeing up your time to focus on growth
• Establishing a more competitive business

The list doesn’t end there. Offshoring is a reliable way to get the help you need without stretching the bottom line too thin. Offshore teams also bring an important level of expertise to the function you’re hiring for. With the right hires, you can rest assured those duties are being handled by the right people.

To fully enjoy all the advantages of your offshore teams, consider how those departments are integrating with your internal people and processes.

One challenge that comes with offshoring is an inability to manage teams like you would in-house. These employees are working from remote locations, so you can’t just walk over to their desks to see how progress is being made. It can be hard to ensure these teams feel like they are part of your organizational culture with that level of distance.

Here are a few things you can do to improve this relationship:

1. Embrace cloud collaboration

Strong bonds require a high level of collaboration. With offshore teams, investing in the right cloud solutions can help you both manage and include these teams more effectively. Deloitte research recently found that 93% of organizations have adopted or are considering adopting cloud solutions to improve outsourcing.

Cloud-based platforms make it much easier to update documents in real time, communicate and share data when your teams are working remotely.

2. Include offshore teams in social activities

One way a strong work culture is nurtured is through social event planning. Team bonds are established when colleagues can connect over something other than work, or when team-building games and contests bring them together.

In today’s remote reality, these events don’t have to take place in person. One report found that 78% of employees use web conferencing platforms for team meetings already, so extending that to social gatherings, like happy hours or game nights, shouldn’t be hard to implement. Using tools like Zoom for these events is a great way to ensure offshore teams are included.

Just make sure to consider the time difference to accommodate everyone. Consider any cultural differences that could impact social events as well. Ask for feedback about what offshore teams enjoy doing with coworkers. You may even consider planning events that showcase different cultures so internal teams can learn more about who they’re working with.

3. Encourage open communication

A major hurdle for managing offshore teams is overcoming communication challenges. Those different time zones mean that, aside from the challenge of distance, work hours may not perfectly align. These employees may feel a bit more isolated because they’re doing work at different times than the rest of the team.

Make sure these teams know that the communication lines are open. Encourage them to share their experiences, including wins and challenges. Hold regular meetings with them, like one-on-one sessions, to give ample opportunities to discuss how they’re feeling.

Create a plan for addressing the time difference, too. For example, they may be able to send an email any time of day, but make sure everyone knows when the main office is open and closed. Be clear about when hours overlap and the best times to communicate in real time.

4. Hire with culture in mind

The global business process outsourcing market reached $251.1 billion in 2021 and is expected to almost double by 2028. As offshoring becomes the norm, more global companies will be available to you for the services you need.

To create a cohesive, successful organizational culture that includes your offshore teams, you need to work with the right people. When vetting candidates, make sure you emphasize your company values, purpose and mission. Ask each company you’re considering working with what their values are and ensure the two of you can align. Be clear about your goals, your work expectations and the skills necessary to succeed. The right partner will provide a team that can easily integrate with your processes and vision of success.

Prioritizing organizational culture can help you balance the advantages and downsides of working with an offshore team. Make sure these teams feel like they’re part of your company. Integrate better communication and cloud tools that keep everyone connected.

When you need assistance with your Human Resources processes and employee support initiatives, the team at StaffLink is ready to help you. We are a national professional employer organization and can help you maximize the value of your people. We customize our HR solutions to meet your unique business needs.

Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• Laws for remote employees:
  • Fair Labor Standards Act (FLSA)
  • Family Medical Leave Act (FMLA)
  • Workers’ compensation laws
• What about out-of-state employees? State labor and taxation laws apply to the state where an employee lives. . Employers may have to deal with multi-state tax requirements and insurance coverages if remote employees work in another state.

There are many people that work remotely today since the COVID-19 pandemic accelerated the shift. The U.S. Census Bureau found that between 2019 and 2021, the number of remote workers tripled from 5.7% to 17.9%, meaning 27.6 million people were working from home.

Many employers may not realize that remote work can bring new risks and compliance concerns to their company, however. Federal and state labor laws must still be followed for work-from-home employees, and compliance can become tricky if workers are telecommuting from another state.

How do you effectively plan for these changes? This is your guide to labor laws for remote employees.

It is first important to understand that remote employees are covered by all of the same laws as in-office workers. Here is an overview of a few important labor laws to know:

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act (FLSA) created rights for employees, no matter where they work. Here are the key components of the FLSA:

• Minimum wage: The federal minimum wage is the minimum that employers can pay their workers as an hourly rate (currently $7.50). There are also state minimum wage requirements, and if your state is different from the federal minimum, you have to pay whichever is higher.
• Overtime pay: Overtime is considered any hours worked over 40 hours in one workweek. When employees work over 40 hours, they must be paid at wage and a half their normal wage.
• Taking breaks: The FLSA outlines break requirements for workers, including allotted meal breaks and rest breaks, though states can decide whether or not to enforce these required rest periods.
• Exempt versus nonexempt: If employees make a fixed salary of more than $684 per week, they are “exempt,” meaning they are exempt from certain FLSA protections, like overtime and breaks. All other employees are considered “nonexempt” under the FLSA. Typically, exempt workers are salaried and nonexempt workers are paid hourly.

All of these protections and rights apply to remote workers and in-office workers alike.

Family and Medical Leave Act (FMLA) and sick leave

Another law employers need to know is the Family and Medical Leave Act (FMLA). This legislation outlines requirements for leave should employees experience certain medical or family issues. Here are the basics:

• Employees can have up to 12 weeks of unpaid leave with job protection for:
  • A family or medical reason including having a baby, adopting a child, caring for a family member with a serious health condition or getting a serious health condition that impacts their ability to perform their job.
• Employees can have up to 26 weeks of unpaid leave per year to care for a family servicemember with a serious injury or illness.
• To qualify for these benefits, employees must have worked for more than a year for the employer, worked at least 1,250 hours over that year and worked at a location where there are 50 or more employees within 75 miles.

As long as remote workers meet these requirements, they are covered by the FMLA.

In addition, almost half of state governments have laws in place to accommodate paid sick leave, which also applies to remote workers. SHRM compiled a full list of each state’s paid sick leave laws.

Some of these federal laws require that employers post notices about their rights where employees can see them. Since remote employees may not travel to a central office for work, these notices may be posted on a wiki for the company so employees can have immediate access to these notices. In some cases, companies may send out hard copies of the notices through the mail.

Workers’ compensation laws also apply to remote workers. This insurance covers injuries sustained by employees in the course of their employment, so if they’re doing work-related tasks remotely and they get injured, you may have to submit a workers’ compensation claim. Workers’ comp carriers have a specific code for “work from home” employees.

For more details, research how remote work and insurance workers in your state since laws vary.

There is a common remote-work situation that complicates things: a remote employee working from a different state. For instance, each state’s minimum wage laws will apply to workers who physically work in that state. If the company is located in one state and a worker telecommutes from another, the employer must be careful to follow that other state’s laws, too. These situations are usually dictated by wherever the employee is actually performing the work.

In addition, states usually require that an employer gets workers’ compensation and unemployment insurance in whatever state the employee is working in, so you may have to get those coverages in the other state as well as where the business is located. You may also have to start withholding state income taxes for your remote employees in the other state and even filing and paying taxes there.

Remote workers can be a risk for employers. For instance, say you are unaware that one of your employees is working in another state for part of the year, perhaps at a vacation home. If they file a claim to receive disability or unemployment benefits in that state, the state government will be alerted that they’re working there and may see that you didn’t report their wages for tax purposes. You then may be subject to fines if you didn’t withhold in that state.

To avoid this risk, create a company policy that requires workers to notify you if they’ll be working anywhere new. Let them know why it’s important and how it can also create issues for their personal tax situation. If an employee is going to move states and has your approval to do so, get to know all applicable employment laws for that state to make sure you stay in compliance.

These considerations need your consistent attention to ensure you understand any changes to laws and compliance requirements. Working with a professional employer organization (PEO) is an effective way to manage your policies and ensure you are always handling remote work properly.

The team at StaffLink is experienced in compliance and HR management to empower you to focus more on your business. We work alongside your in-house team to establish compliance best practices and stay on top of any changing state and federal regulations. We carve out the services you need and provide lots of flexibility in service delivery.

Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• Types of retirement plans: Defined benefit plans, like pensions, let employees know exactly what they’ll receive in retirement, while defined contribution plans, like 401(k)s, are based on market ups and downs.
• 5 tips for retirement planning management:
  1. Educate employees on how much they need for retirement
  2. Explain the tax benefits of employer-sponsored retirement plans
  3. Create a retirement checklist for employees that are about to retire
  4. Optimize your plan design
  5. Ask for feedback from employees

You know how important it is to prioritize retirement for employees. Offering competitive retirement benefits is crucial to sustain satisfaction and retention. A Morgan Stanley report found that 93% of employees see retirement planning assistance as a priority when deciding who to work for. Impacts from the pandemic still linger, and almost 17% of Americans are saving less for retirement since it started. Therefore, your support is more crucial than ever.

What should a company consider when retiring an employee? This is your guide to retirement planning management, including types of plans employers offer and tips you may not have thought of.

First, let’s briefly cover the different types of retirement plans. You need to know all the benefits each plan offers employees, like key tax benefits. Here is an overview:

• Defined benefits plans: These plans ensure workers will get a specific monthly amount when they reach retirement, and that amount is commonly based on the years they held the job and their salary. They are usually called pensions or qualified-benefit plans, and the company takes on all the plan management and risk. Your organization would also maintain control over plan investments. Typically, employees will have to work at an organization for a specified time period to become vested in the pension plan.

• Defined contribution plans: Defined contribution plans don’t ensure a specific monthly amount in retirement. Employers and employees both contribute to individual accounts for the employee, and the worker will start to receive payments from the plan when they retire. Those funds will go through investment gains and losses over the life of the plan, and employees have control over their investment strategies. Examples of these plans include 401(k)s and 403(b)s.

Pension plans benefit workers because their pension builds as long as they keep working at the organization. It is easy for them to budget for retirement since they know what they’ll be receiving each month.

Pensions can put a lot of burden on the employer, however. They take on the risk and are responsible for managing the plans. This is one reason why 401(k)s are so common.

In either type of retirement account, contributions can be made pre-tax, so workers don’t have a tax burden now but will have to pay income tax on their withdrawals in retirement. Roth savings accounts, however, give employees tax-free withdrawals in retirement, but they have to pay taxes on their contributions now, in the year they made them.

There is no one right answer to what retirement account is right for your employees. Understanding these basic pros and cons helps you start planning what kind of retirement account you’ll offer and manage.

Helping your employees plan for retirement shows them you value their life goals and want them to succeed financially. When you’re creating your retirement management plan, consider these five tips:

1. Educate employees on how much they need for retirement

Provide plenty of resources to workers to help them plan effectively. 43% of employees say they just take a guess at what they need to retire instead of using their current expenses or a retirement calculator. So, helping them stay educated about how their budget might change or what they need to maintain their lifestyle will help them succeed when the time comes.

2. Explain the tax benefits of employer-sponsored retirement plans 

Sometimes employers give employees a few options for retirement, or workers will want to supplement their employer account with their own account on the side. Help them understand how your plan or their additional plans can bring them tax benefits. For example, explain what it means to use pre-tax money for contributions. Explain that this strategy helps them maximize what they save now, even though they have to pay income tax in retirement.

3. Create a retirement checklist for employees who are about to retire

Successful retirement management is more than choosing a plan and helping employees save. Your employees may stay with you until they retire (hopefully), so you need a plan to help them with their upcoming life change. Create a retirement checklist for soon-to-be-retiring employees, which may include these elements:

• Encourage workers to calculate what they’ll receive in retirement
• Update your records and systems with their work end date
• Show them how to apply to receive their retirement benefits and explain how payments will work
• Explain any rules for working after retirement, including how many hours they can work to still receive benefits
• Give them contact information if they have questions for their retirement account servicer

Retiring an employee can be a big change for both of you. Make sure you know how the process will work and how to support them properly.

4. Optimize your plan design

There are many small steps you can take to improve your retirement plan design, which benefits both you and your employees. One example is automatically enrolling employees in your retirement account, so they’ll contribute unless or until they decide to opt out of those contributions. This one small change helps you boost the number of employees who participate. Additionally, if you offer an employer matching feature to your plan, it will entice people to sign up.

5. Ask for feedback from employees

When you’re unsure what retirement goals are most important to employees, just ask them. Send out a survey or hold a question-and-answer session to find out what they’re worried about and how you can help. Just as every company is different, every team of employees will have differing priorities and opinions about their retirement planning goals.

Planning for retirement for employees ensures you’re prioritizing their needs and education while considering your own goals and budget. You need to know what you can realistically spend on retirement benefits like a 401k and ROTH and how they connect with other offerings in your benefits package.

StaffLink is here to walk you through it all. We are a national Professional Employer Organization (PEO) and work alongside your in-house team to create better HR solutions for functions like payroll, benefits and risk management.

Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• How do males dominate corporate culture? Women comprise over half the population, but they still make up only 4.8% of the largest companies’ CEOs.
• Why does it matter? Male-driven corporate cultures can lead to unfair work environments, where women don’t have the same opportunities as men, and traits associated with masculinity are more highly valued and prioritized.
• How to ensure women can thrive: 

1. Prioritize DEI initiatives
2. Ensure female workers have a voice
3. Develop a mentorship program
4. Train employees on discrimination and sexual harassment
5. Create a culture of communication and transparency

While women continue to make strides in previously male-dominated industries, there are still big gaps between men and women.   Women often miss out on leadership numbers, pay and career advancement opportunities.

Some industries are more male-dominated than others, like computer science, engineering and other STEM fields. This dominance can introduce adversity to non-male employees, impacting the entire corporate culture of a company or even industry.

This post dives deeper into the issue of women’s success in the workplace. It offers some guidance to ensure women can succeed in male-driven corporate cultures.

It isn’t hard to find statistics that prove just how male-dominated many industries actually are. Politics is the perfect example. Women make up 51% of the U.S. population, but here are some eye-opening statistics about how present they are in government:

• 28% of Congress
• 24% of the Senate and 28% of the House of Representatives
• 0% of U.S. presidents
• 25% of mayors in over-30,000 population cities
• 31% of elected state executives across states

Men continue to dominate in the corporate realm, too. Fortune found that just 4.8% of the world’s largest companies are run by female CEOs.

The problem goes much deeper than a simple lack of representation in these roles. When men are primarily leading and driving companies, the traits and attributes closely associated with masculinity will be more recognized and valued, like taking a cut-throat approach, being crass about a woman’s appearance, winning at all costs, never admitting mistakes and many more. These masculine values, which often turn into toxic workplace masculinity, are still prevalent in the corporate world.

When young professional women don’t have any role models or examples of women in power, they’re less likely to believe they can pursue those paths themselves. They may not even see it as an option. Other problems that exist with overly masculine corporate cultures:

• Women are pigeonholed into stereotypes of being good at certain roles, like administrative duties.
• Roles like teachers, administrators, nurses and social workers will continue to be thought of as the best jobs for women, limiting what young females decide to study.
• Men feel they need to win or dominate at all costs, leading to microaggressions or aggressive behavior.
• Women are left out of old-fashioned “boys’ clubs” at work.
• Women don’t get promoted or receive equal pay for doing the same work as men.

And there are many more. The first step is recognizing these issues, and the next is putting policies and practices in place to address them.

While these facts are an unfortunate component of modern work life, there are still steps to take to overcome this adversity and succeed in male-dominated work cultures. Here is what you can do to ensure females can thrive at work:

1. Prioritize DEI initiatives

When a toxic masculine work environment exists, everyone is impacted – not just women. It is important to implement a diversity, equity and inclusion (DEI) program that specifically focuses on these issues with trainings, procedures, data-gathering and goal-setting.

The organization should be able to use data about its workforce to assess where it stands in DEI and gender equality. It should set clear, measurable goals about where it would like to be and how to get there.

1. Ensure non-male workers have a voice

Part of addressing diversity is ensuring that every person at work has a voice and can give feedback. Ensure women have a platform. Employees at every stage, whether entry-level or executive, should be able to contribute.

Bring in employees’ thoughts and opinions about diversity at work. Address frustrations they may be experiencing, management and other topics that help paint a picture of where the work culture is currently.

 2. Develop a mentorship program

Never underestimate the power of the role model. When women can see other women in leadership positions, they start to be more confident that they can take on those roles. One study found that by simply exposing women to role models who were powerful females, they were less likely to automatically assume stereotypes about their gender and abilities.

Start by creating a mentorship program where women can work with other women in higher positions. They should be able to meet regularly, discuss career goals and provide feedback and guidance.

3. Train employees on discrimination and sexual harassment

Sexual harassment and workplace discrimination are common consequences of male-driven work cultures. Pew Research found that 59% of women and 27% of men have received unwanted sexual advances or verbal or physical sexual harassment, with 69% of those women saying they had experienced the harassment in a professional or work setting.

While policies should be put in place that state the company doesn’t tolerate this behavior, it’s also crucial to educate people about these problems. Provide the latest research and emphasize the problems. Make sure employees know that they are in a safe space where they can speak up when something happens.

4. Create a culture of communication and transparency

Communication should be a priority across the board. Leadership should take steps to ensure people know where to turn if they have a concern or question. Any time an issue does happen at work, executives should address the problem directly and show employees how they’re resolving it and moving forward. Managers should encourage consistent feedback and openness so people can always share.

Transparency is key so that everyone knows exactly what’s going on. Address how the company is taking action to prioritize women at work.

Even though progress has been made in the last few decades, we still have a long way to go to dismantle male-driven corporate culture. Prioritizing the right training programs and DEI initiatives are important places to start.

Finding the right solutions for HR can be a challenge, but it’s a must to ensure your employees are taken care of. StaffLink is here to help you create a better approach for HR tasks, payroll management, benefits administration and more so your workers can succeed.

Request a proposal or contact us at (954) 423-8262 for more information.

Key takeaways:

• Glass ceilings get in the way of career advancement, most often for women or minorities.
• The term was first coined in 1978 by Marilyn Loden
• Signs to watch for to identify a glass ceiling:

1. Persistent feelings of devaluation at work
2. Qualifications continue to exceed job duties
3. One person with equal experience isn’t getting promoted
4. The organization only brings in outside hires

• Ways to break a glass ceiling:

1. Grow your network
2. Set up clear goals
3. Be your own advocate
4. Create opportunities for yourself

Women and minorities continue to face significant roadblocks to getting fair, equal treatment at work. From the pay gap to a lack of inclusion, today’s employers must be cognizant of these issues and stay ahead of them.

One of the many obstacles facing women and minorities in the workplace is the glass ceiling. This invisible barrier can be hard to identify and shatter so that everyone has equal rights and opportunities. McKinsey’s Women in the Workplace 2022 report found that women are still dramatically underrepresented in leadership roles, and women leaders are switching jobs at very high rates, primarily because of a lack of advancement opportunities. The report also found that women who are part of another minority group related to race, sexual orientation or disability experience “compounded discrimination” at work.

So how can you identify a glass ceiling? We discuss this below, plus we give tips on how to positively overcome it.

A glass ceiling isn’t tangible. It is a concept that represents roadblocks in the workplace and is most closely associated with the experience of women or minorities. A glass ceiling is a barrier that keeps people from getting promoted or hired into executive-level jobs in their industry or company.

Many people experience the proverbial glass ceiling. They may find again and again that despite their great work and qualifications, they can’t move up. They see their colleagues being promoted while they’re left behind, and there’s no apparent reason for it.

The term “glass ceiling” was first used in 1978, when Marilyn Loden suggested that it wasn’t personal issues that got in the way of female advancement, but cultural barriers. These barriers are related to the emphasis on women’s appearances at work or the idea that because a man is the main breadwinner of a family, he deserves a better salary.

While progress has been made, there’s still a long way to go. There are only 74 women CEOs out of the U.S.’s top 500 highest-grossing companies, which is close to 15%. Women also make around 80 cents for every dollar a man makes.

So, what does a glass ceiling look like? Here are a few warning signs that you’re dealing with a glass ceiling in your organization or industry:

1. Persistent feelings of devaluation at work

Most employees have frustrating days at work occasionally. When people persistently feel like they’re not valued or appreciated, however, something could be wrong. Ask: Do managers actively show workers they’re valued? Are they interested in their career goals? Do they support them in reaching those goals? Do they ever discuss employees’ futures?

If people don’t feel like their work is appreciated or their career goals are recognized, it may be a sign that the company isn’t interested in promoting qualified, committed people. There may be another hidden agenda for leadership.

2. Qualifications continue to exceed job duties

Is someone too qualified for what they’re doing every day or what they’re getting paid? They may have outgrown their position, and if they don’t see any opportunities in sight, they may be hitting a glass ceiling in the industry or organization.

People need to be able to keep growing. It is especially crucial to focus on growth opportunities for women and minorities. They may be ready to take on new roles and responsibilities now, but no one is paying attention.

3. One person with equal experience isn’t getting promoted

It can be really frustrating for some workers to see promotion after promotion without ever landing one themselves. They may be hitting a glass ceiling if they’re doing everything their colleagues are doing, and they have all the same qualifications, but they’re never the one moving up. They may start to feel helpless.

Each employee should be treated equally at work. They have put in the time and effort, and maybe there’s no clear reason why they’re not getting any new opportunities.

4. The organization only brings in outside hires

One sign of a big problem is when executives don’t want to promote from within. They only bring in outside hires. While this is of course necessary for some roles, the company should make an effort to value the talent they already have and give their people better opportunities. Otherwise, they could be implementing a glass ceiling, where capable, qualified individuals aren’t getting the time of day.

Glass ceilings present significant challenges to much of the population, but they unfortunately still exist in today’s work culture. There are things you can do at work, however, to break through and move ahead.

1. Grow your network 

Strengthening professional connections brings new opportunities. You can start to build your network and move ahead by zeroing in on people who can help your career at your current job or via online tools like LinkedIn. Remember to give more than you take by offering professional assistance to coworkers and supervisors since the mark of a true leader is the willingness to serve others.

2. Set up clear goals

To climb the ladder at work, set SMART (specific, measurable, achievable, relevant, time-bound) goals to best prepare yourself for success. Just remember that no matter how well you prepare and how hard you work, failure is an inevitable part of success. The key is to use every setback as a learning opportunity.

3. Be your own advocate 

No one is going to care about your goals more than you, so always be your own advocate at work. Create a positive reputation for yourself by being a team player who is consistent. Highlight your strengths in a non-boasting way and also be willing to adapt to become a more efficient and valuable member of your team.

4. Create opportunities for yourself 

If you have the mentality that you are in charge of your destiny, you can look for ways to reach the leadership roles that you want by creating your own opportunities. Look for opportunities at work to take ownership of tasks and put yourself in charge.

You might also choose to ultimately branch out and start your own company. It can be a challenge but becoming your own boss presents limitless opportunities.

Identifying a glass ceiling is the first step to conquering it. Glass ceilings hold many people, especially women and minorities, back from reaching their career goals and taking on more advanced roles.

Sometimes a company may not have the right HR resources to understand how they’re supporting their workers and whether there are any barriers in place for minorities in the workplace. With the right partner, organizations can uncover any obstacles getting in the way of employee satisfaction and retention.

StaffLink is here to help. We work with businesses like yours to help develop better systems for payroll, risk management, benefits and other HR solutions to improve your processes and support your people more effectively.

Request a proposal or contact us at (954) 423-8262 for more information.