November is Men’s Health Awareness aka Movember and National Alzheimer’s Disease Month.
| November 1 | Remind employees to submit FSA Receipts before end of year |
| November 2 | Dia de los Muertos |
| November 10-16 | Nurse Practitioner NP Week |
| November 11 | Veterans Day |
| November 13 | World Kindness Day |
| November 14 | National Diabetes Day |
| November 21 | Great American Smokeout |
| November 28 | Thanksgiving |
| October 31 | Small Business Saturday |
In today’s fast-paced work environment, retaining talented employees is one of the top challenges for many companies. High turnover can disrupt workflow, decrease morale, and result in costly recruitment and onboarding processes. Employee retention is a continuous cycle of engagement and support—a process that benefits not only individual employees but also the organization as a whole. A stable workforce, where employees are engaged and fulfilled, is ultimately more productive and committed to the company’s vision. Here, we’ll explore key strategies for keeping employees engaged to build and maintain a strong, committed workforce.
Engagement is the cornerstone of employee retention. Engaged employees are those who feel valued, challenged, and connected to their work, which leads to greater job satisfaction. When employees are actively engaged in their roles, they’re not just clocking in hours—they’re invested in their work and willing to go the extra mile.
Growth is an essential part of feeling engaged in one’s career. Offering employees opportunities to learn and develop skills is one of the best ways to keep them fulfilled. This could be in the form of attending workshops, online training, or even mentorship programs within the company. Investing in professional development demonstrates that the organization is invested in its employees’ long-term success.
Recognizing employees for their hard work is a powerful motivator. It doesn’t have to be an elaborate award ceremony; simple acts like acknowledging achievements in team meetings, sending a thank-you email, or spotlighting employee successes on internal platforms can make a big difference. Feeling seen and appreciated contributes to an employee’s sense of value within the organization.
Culture plays a significant role in employee retention. When the work environment is positive, employees feel motivated to be there every day. A positive work culture encourages open communication, collaboration, and mutual respect. It also involves leaders who are approachable, empathetic, and responsive. Making space for team-building activities, inclusive practices, and open-door policies can foster a culture of trust and support.
Flexibility has become one of the most sought-after benefits. Offering flexible hours, hybrid work options, or even remote work opportunities where possible can boost employee satisfaction. Flexibility helps employees balance their personal lives with professional commitments, which can reduce burnout and increase engagement.
A stable workforce is one where employees feel a sense of security and loyalty. Retention strategies that keep employees engaged create stability within the organization, which directly impacts productivity and reduces the need for frequent hiring. To achieve a stable, engaged workforce, companies need to proactively address employee concerns and demonstrate their commitment to their teams.
Regular one-on-one meetings with employees can help managers identify potential issues before they lead to turnover. During these check-ins, managers should ask employees about their career goals, listen to any challenges they’re facing, and find ways to offer support. Consistent communication helps employees feel comfortable voicing concerns and also gives managers insights into the employee experience.
Ignoring or delaying responses to employee concerns can erode trust. When issues arise, they should be addressed as soon as possible. Whether it’s about workload, interpersonal challenges, or personal matters, a timely response shows employees that their well-being matters.
Stagnation can be a major factor in why employees look elsewhere for work. Providing clear advancement paths within the organization can help employees see a future with the company. This may involve mapping out possible career steps, implementing succession planning, and offering skills development programs that prepare employees for promotions and new responsibilities.
Employee retention is not a one-time action but a continuous journey of engagement and development. It’s about creating a workplace that values its employees, listens to their needs, and provides the tools and resources to support their growth. In doing so, companies not only retain top talent but also cultivate a team of motivated, fulfilled employees who are aligned with the organization’s goals.
When employees feel engaged, valued, and fulfilled, they are more likely to stay long-term. And with a stable, productive workforce, companies can redirect time and resources that would have been spent on recruitment into innovation, growth, and further enhancing the employee experience.
Retaining employees starts with an investment in their experience—a focus on creating an environment where they can thrive. So, if you’re looking to improve employee retention, start by looking at your organization’s engagement strategies and asking, “Are we meeting our employees’ needs?”
By fostering a culture that prioritizes growth, recognition, and fulfillment, companies can reduce turnover and build a lasting, loyal team ready to face the challenges of tomorrow.
Read more from our THE EMPLOYEE LIFE CYCLE:
The past year has seen significant changes in the employment landscape, presenting both challenges and opportunities for employers. Federal agencies finalized new rules affecting minimum wage, overtime exemptions, pregnancy accommodations, OSHA inspections, and non-compete agreements. Additionally, the Supreme Court’s recent decisions have reshaped administrative law, while state legislatures continue to expand employment laws. State legislatures expanded the patchwork of employment laws on a host of workplace topics.
To help employers navigate this evolving landscape, we will outline four critical labor and employment issues.
1. Labor Force Participation for Prime-Age Workers Continues to Increase, Yet Worker Shortages Remain
Despite an increase in labor force participation among “prime age” workers (ages 25 to 54), employers still face challenges filling open positions. According to the U.S. Chamber of Commerce, around 1.7 million workers are missing from the post-pandemic workforce. Post-pandemic shifts in work preferences, such as a desire for remote or flexible work, have left many sectors understaffed. Also, many older workers retired during the pandemic. Skilled labor shortages and immigration challenges exacerbate the issue, leaving businesses struggling to find qualified talent.
2. AI is Accelerating Workforce Transformation
AI is transforming the workforce, automating routine tasks, and reshaping job roles across industries. Job fields including AI ethics, machine learning, and data science allow for new career opportunities. While AI brings efficiencies, it also raises concerns about job displacement and increased surveillance. Regulatory oversight is increasing as federal and state governments aim to protect workers’ rights, the administration has issued executive orders to ensure responsible AI development, including the Algorithmic Accountability Act.
3. The U.S. Supreme Court is Upending Administrative Law
Recent Supreme Court rulings have limited federal agencies’ rule-making authority, increasing uncertainty for employers. These decisions could have far-reaching implications for labor and employment law, making it harder for agencies to enforce new regulations and creating a more complex legal environment for businesses.
4. Immigration Challenges Continue to Impact Hiring
Immigration reforms, including changes to H-1B for “highly educated” foreign workers in “specialty occupations” and H-2B for temporary non-agricultural workers visa programs, are affecting employers’ ability to hire foreign workers. Currently, the final part of H-1B Modernization Rule is set to be published in December 2024 and will clarify the regulatory definition of “speciality occupation” and give an added burden of establishing a “direct relationship” between the required degree and the duties to be performed for the employer. Stricter visa caps and regulatory delays on H-2B visas are creating additional hurdles, particularly for industries relying on seasonal labor. The Department of Homeland Security published a Notice of Proposed Rule-Making (NPRM) in 2023 to modernize the program with flexibility and protections for workers. The final rule is set to be published by April 2025. The U.S. Department of State is expanding its pilot program for state-side visa renewals, allowing certain visa holders to renew within the U.S., reducing the need for international travel. This will help employers avoid disruptions and reduce delays for employees re-entering the country. Businesses must navigate these challenges to maintain their workforce.
As businesses adapt to these changes, it’s crucial to stay informed and proactive. Employers must be prepared to address labor shortages, leverage AI responsibly, and understand the legal landscape to remain competitive in the evolving world of work.
October is Breast Cancer Awareness Month and National Book Month.
| October 3 | QSEHRA Notice Deadline (for QSEHRAs that begin January 1, 2024 |
| October 4 | World Smile Day |
| October 7-11 | Customer Service Week |
| October 10 | *World Mental Health Day* |
| October 14 | Indigenous Peoples’ Day |
| October 15 | Medicare Part D Notice of Creditable Coverage delivered to plan participants |
| October 16 | Boss’s Day |
| October 31 | Quarterly Form 941 & 720 due |
| October 31 | Halloween |
Onboarding is one of the most critical stages in the employee life cycle. It’s the process of getting new hires up to speed with how the company works, their role within the organization, and what’s expected of them. A successful onboarding experience lays the foundation for a strong employer-employee relationship, setting the tone for the entire tenure of the new hire.
It is vital to create an effective onboarding process that not only helps new employees feel welcome but also empowers them to succeed in their roles. Consider tailored onboarding to meet each employee’s needs. Onboarding is not just for the initial introduction, continue to guide your employees through the transition. Transversely, onboarding does not begin on day one of employment. It is important to set the stage before day one. Onboarding is an investment in long-term success of your employees and your organization.
Tailored Onboarding: Meeting Each Employee’s Needs
No two employees are the same, and neither should their onboarding experiences be. A one-size-fits-all approach to onboarding can leave new hires feeling overwhelmed or underprepared. Instead, consider customizing the onboarding process to meet each employee’s specific needs.
Tailor the training to the specific responsibilities and expectations of the new hire’s role. This helps them understand how they can contribute to the company’s goals from day one.
Personalized Learning Plans: Develop individualized learning plans that take into account the new hire’s prior experience, skill level, and learning style. By aligning the onboarding process with their unique background, you can accelerate their integration and productivity.
Mentorship and Buddy Systems: Pair new hires with mentors or buddies who can provide guidance and support throughout the onboarding process. These relationships can help new employees feel more connected to the company culture and give them a go-to resource for questions or concerns.
Continuous Support: Guiding New Employees Through the Transition
Onboarding shouldn’t end after the first week or even the first month. The transition into a new role can be challenging, and continuous support is essential to help new hires fully integrate into the company. Schedule regular check-ins with new employees to gauge their progress, address any challenges they may be facing, and provide feedback. This ongoing dialogue helps ensure that they feel supported and valued. Clearly outline the expectations for the role and provide milestones for the new hire to work toward. By setting clear goals, you can help them stay focused and motivated as they settle into their new position. Encourage continuous learning by providing opportunities for further training and development. This not only helps new hires build the skills they need to succeed but also demonstrates your commitment to their growth within the organization.
Pre-boarding: Setting the Stage Before Day One
The onboarding process doesn’t start on the first day of work—it starts before the new hire even walks through the door. Pre-boarding is an essential step that can help new employees feel prepared and excited about joining your team. Before the new hire’s first day, provide clear communication about what they need to know and do. This might include details about their first day’s schedule, what to bring, or what to expect in the first week. Share resources that introduce new hires to your company’s culture, values, and mission. This could be in the form of videos, articles, or welcome packages. By giving them a glimpse into the company culture ahead of time, you can help them feel more at ease and aligned with the organization’s ethos. Ensure that all the necessary logistics are in place before the new hire starts. This includes setting up their workspace, ensuring they have the necessary tools and technology, and providing any required documentation. A smooth pre-boarding process helps new employees feel valued and ready to hit the ground running.
Conclusion: Onboarding as an Investment in Long-Term Success
Onboarding is much more than just an administrative process—it’s an investment in the long-term success of your employees and your organization. By tailoring the onboarding process to meet individual needs, providing continuous support, and setting the stage with effective pre-boarding, you can help new hires transition smoothly into their roles and set them up for success.
Remember, a well-executed onboarding process not only enhances employee engagement and retention but also strengthens the overall culture and performance of your organization. Invest the time and resources into getting it right, and you’ll reap the rewards of a more connected, motivated, and productive team.
Contact us for more information about MANAGER TRAININGS WE OFFER.
Read more from our THE EMPLOYEE LIFE CYCLE:
Recruitment is the second stage of the Employee Life Cycle (ELC), focusing on bringing the right people onto your team while providing a great candidate experience.
Recruitment is more than just filling positions; it’s about finding the right fit for your team. As the second stage of the employee life cycle (ELC), recruitment plays a pivotal role in shaping the future of your organization. It’s a strategic process that requires careful consideration of both the candidates and the company’s long-term goals. Do you know how to approach recruitment effectively, focusing on what truly matters beyond just the salary and the importance of delivering an exceptional candidate experience?
While offering competitive wages is important, it’s not the only factor that attracts top talent. Today’s job seekers are looking for more than just a paycheck; they want a workplace that aligns with their values, supports their growth, and respects their need for balance. You should also consider your company’s culture, career development opportunities, and work-life balance.
Last month we discussed how to attract the right employee. A key piece to successfully accomplish this is defining and showcasing your company culture. A strong, positive company culture can be a significant draw for candidates. People want to work where they feel valued and where their contributions are recognized. A supportive culture that encourages collaboration, innovation, and respect can make your company a preferred place to work.
Another factor to recruit top candidates is to offer career development opportunities. Ambitious candidates are often looking for roles that offer growth and development. Providing clear paths for career progression, offering mentorship programs, and investing in continuous learning can make your organization more appealing. When candidates see a future with your company, they’re more likely to stay long-term.
In an era where burnout is a growing concern, offering a healthy work-life balance is crucial. Flexible working hours, remote work options, and a focus on employee well-being can set your company apart. Candidates who value their personal time will appreciate an employer who understands that productivity doesn’t have to come at the cost of their health.
The recruitment process is often a candidate’s first impression of your company. A smooth, positive experience can significantly impact your ability to attract and secure top talent. There are four activities to ensure your recruitment process leaves a lasting, positive impression: transparent communication, efficient process, personalized interaction, and feedback and follow-up. From the moment a candidate applies, ensure they are kept informed about the process. Clear communication regarding timelines, expectations, and next steps can reduce anxiety and build trust. A lengthy and complicated hiring process can deter even the most interested candidates. Streamline your process to be as efficient as possible while still thorough. Quick, decisive actions show that you respect the candidate’s time. Treat each candidate as an individual, not just a resume. Tailor your interactions to their unique experiences and aspirations. Personal touches, like addressing specific aspects of their background in interviews or following up with personalized messages, can make a significant difference. Lastly, whether or not a candidate is successful, providing constructive feedback shows respect and professionalism. This can leave a positive impression that keeps doors open for future opportunities. Additionally, following up promptly after each stage reflects well on your company’s commitment to the candidate’s experience.
Recruitment isn’t just about filling vacancies; it’s about building a team that will drive your organization forward. It is a strategic investment. By focusing on factors beyond salary and ensuring a positive candidate experience, you can attract and retain top talent who are not only skilled but also aligned with your company’s values and vision. Investing in a thoughtful recruitment process today will pay dividends in the form of a stronger, more cohesive team tomorrow.
Contact us for more information about MANAGER TRAININGS WE OFFER.
Read more from our THE EMPLOYEE LIFE CYCLE:
September is Campus Safety Awareness Month and Back to School.
Summary Annual Report (SAR): Summarize for employees information that appears in an ERISA plan’s Form 5500. Admin must furnish SARs within nine months after the end of the plan year.
| September 5 | International Day of Charity |
| September 15- October 15 | Hispanic Heritage Month |
| September 21- October 6 | Oktoberfest |
| September 22 | First Day of Fall |
| September 26 | HR Professional Day |
| September 29 | SAR Furnish to covered participants for calendar year plans deadline |
August is National Immunization Awareness Month and National Eye Exam Month.
Back-to-school reminders: This is a great time of year to remind your employees about dependent care FSAs and other benefits before school begins.
| August 8 | International Cat Day |
| August 13 | International Left-Handers Day |
| August 15 | Relaxation Day |
| August 21 | Senior Citizens Day |
| August 26 | Women’s Equality Day |
| August 26 | National Dog Day |
How to Attract Employees: A Key Stage in the Employee Life Cycle
The employee life cycle (ELC) is a crucial framework for HR professionals to manage employees effectively from the moment they are attracted to an organization until their departure. Understanding this cycle helps organizations address their employees’ needs, optimize productivity, and ensure high engagement. The employee life cycle consists of five distinct stages: Attraction, Recruitment, Onboarding, Retention, and Offboarding. For the rest of 2024, HR Synergy will explore each of these stages through our monthly blog and training.
How to Attract Employees: Attracting the right employees is the foundational step in the employee life cycle. This stage is crucial as it sets the tone for your organization’s ability to bring in top talent. A strategic approach to attraction ensures that your company appeals to the best candidates who align with your values and goals.
Be mindful of your brand’s communication. Your employer brand significantly influences potential candidates, so it’s crucial to be intentional about how your company is presented externally. Maintain consistency in your brand messaging across all platforms, including your website, social media, and job postings, to build a trustworthy image of your company. Additionally, adopt a candidate-centric approach by tailoring your communication to address the specific wants and needs of your target audience, demonstrating how your organization can fulfill their career aspirations and personal goals.
Build a robust employer brand and career page. These are often the initial touchpoints for potential candidates. Invest in creating a strong employer brand that highlights your company’s values, culture, and benefits. This brand should reflect what makes your company unique and a desirable place to work. Your career page should be engaging and informative. It should provide clear information about job openings, company culture, employee benefits, and career development opportunities.
Cultivate an appealing company culture. An attractive company culture not only attracts top talent but also retains them. Showcase Your Culture. Use your employer branding communication to highlight your company culture. Share stories, testimonials, and visuals that depict life at your company. Ensure that your company culture aligns with your stated values and mission. This alignment helps create a cohesive and authentic work environment.
Attract the Right Employee by formulating an Employee Persona. Identifying your ideal employee can significantly enhance your recruitment efforts. Develop a comprehensive persona of your perfect employee, considering factors such as skills, experience, values, and career goals. This persona will guide your recruitment strategies and help you attract candidates who are an excellent fit.
Your benefits package should appeal to a diverse workforce across multiple generations. Provide comprehensive benefits that cater to the needs of various age groups. For example, younger employees might appreciate student loan assistance, while older employees might prioritize retirement plans. Consider providing flexible benefits options that allow employees to select what best suits their individual needs.
Implement an Employee Referral Bonus Program. Such programs are effective in attracting high-quality candidates. Motivate your current employees to refer candidates by offering appealing referral bonuses. This approach not only helps you discover excellent talent but also boosts employee engagement and satisfaction. Regularly promote the referral program within your organization to ensure it remains top of mind for employees.
A well-defined company culture and clear values foster an environment where employees can thrive. Clearly define your company culture and values, and ensure they are communicated consistently across all organizational levels. Live Your Values by embodying them in everyday actions and decisions. When employees see leaders living the company values, it reinforces their importance and strengthens the cultural foundation.
Attracting employees is more than just filling positions; it’s about bringing in individuals who will thrive in your company’s environment and contribute to its success. By being mindful of your brand communication, developing a strong employer brand, creating an attractive company culture, formulating an employee persona, offering generational benefits, implementing a referral program, and defining and modeling your culture and values, you can effectively attract the right talent. This strategic approach not only enhances your recruitment efforts but also sets the stage for a successful employee life cycle, leading to higher engagement and retention.
Contact us for more information about MANAGER TRAININGS WE OFFER.
Read more from our THE EMPLOYEE LIFE CYCLE:
Empowering the Middle: How HR Can Support Middle Managers in a Hybrid Workplace
This month we conclude our Middle Manager Series exploring How HR Can Support Middle Managers in a Hybrid Workplace.
As organizations adapt to hybrid workplace models, the role of middle managers has become increasingly complex and challenging. Middle managers often find themselves balancing the demands of senior leadership while leading their teams through significant transitions. Recent research highlights that this challenge is intensifying; a survey by Slack Technologies’ Future Forum revealed that 43% of middle managers report burnout, the highest among all job levels. Despite their teams benefiting from workplace flexibility, middle managers feel less connected to their companies, experience poor work/life balance, and face high stress and anxiety levels, exacerbated by responsibilities like returning teams to physical workplaces amidst employee resistance. To help them succeed, HR Synergy can play a crucial role in providing the support and resources these managers need. Let’s explore how.
Support for middle managers is crucial. Granting middle managers more decision-making power can alleviate stress and enhance job satisfaction. Enhancing their authority and influence, providing necessary resources, and restructuring their role as leadership-focused can alleviate some stress. Additionally, improving the relationship between HR and middle managers is essential. HR must actively listen to middle managers, seeking and valuing their feedback to understand their unique challenges. Regular check-ins and open communication channels create a psychologically safe environment. HR should validate managers’ experiences and provide training on managing hybrid environments, ensuring middle managers feel supported and heard.
Effective leadership development is another critical area. Leadership in a hybrid environment requires specific skills. Programs should offer relevant, timely, and actionable content, accessible regardless of work location. HR Synergy can provide targeted training programs that focus on managing remote teams, conflict resolution, and communication.
Coaching, historically reserved for C-suite executives, can be extended to middle managers to help them adopt new mindsets and prepare for senior roles. Artificial Intelligence (AI) technology can facilitate matching managers with suitable coaches or mentors, enhancing the development process.
Peer support is also vital. Middle managers often feel isolated, caught between senior leaders and their teams. Building tight peer groups and creating support networks can help them rely on each other for support and share solutions to common problems. Cohort-based leadership development programs and regular meetings focused on middle managers can foster these connections. Senior leaders participating in these groups can further strengthen relationships and ensure middle managers feel seen and valued, reducing the risk of resignations and disengagement. Leadership development, coaching, and peer support programs equip middle managers with the tools they need to lead confidently and effectively.
A sense of disconnect emerges when individuals feel unnoticed and undervalued, leading to resignations and ‘quiet quitting.’ HR Synergy can help you address this disconnect by fostering stronger relationships with middle managers and creating opportunities for them to bond with senior leaders and each other. Supporting middle managers in a hybrid workplace is essential for organizational success. By providing validation, training, empowerment, and fostering connections, HR Synergy can help middle managers navigate their complex roles with confidence and ease.
Contact us for more information about MANAGER TRAININGS WE OFFER.
Read more from our MIDDLE MANAGERS SERIES:
The challenges faced by middle managers
Some key managers’ desires and potential solutions
1st-time managers often are ill-prepared for their new role
Caring for Caregivers: A Manager’s Guide to Supporting Employees in Their Caregiving Roles
Tips for New Managers Who Are Now Supervising Their Former Peers
Managing Difficult Employees and Disruptive Behaviors: A Comprehensive Guide for HR Professionals
Empowering the Middle: How HR Can Support Middle Managers in a Hybrid Workplace
