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Sneaky HR Tasks Eating Your Time (and How to Fix Them)

It’s time to tackle those sneaky HR time thieves and take back your calendar. Here’s how.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

These tasks shouldn’t take up your workweek. But when systems fall short, they do. If you’re a small or mid-size business owner or HR leader, you probably didn’t get into this role because you love tracking down time-off requests, chasing signatures, or answering the same benefits question 14 times.

And yet… here we are.

Studies show that small business owners spend about 16 hours (or two full days) per week on HR-related administrative work.

Most businesses lose valuable time to the slow drip of small, repetitive “this will only take a minute,” tasks that quietly eat up the workweek. Add them up, and suddenly your strategic HR goals, like recruitment, retention, and leadership development, get pushed aside.

Here are some of the most common areas that may be draining your time.

Time-Consuming HR-Related Tasks

They seem small. But over time, these tasks drain your attention, your energy, and your progress.

1. Repetitive Tasks and Rework

Every time you hunt down a missing signature or resend login details, you lose time you could be using elsewhere. The common offenders? Answering the same employee questions over and over:

“How do I add my baby to insurance?”
“When do benefits start?”
“How many PTO days do I have left?”

Sound familiar?

Individually, these are quick answers. Collectively? They’re a constant interruption machine. When you stop to respond, you lose focus, break momentum, and push higher-value work further down your list.

🛠️ How To Fix It: Uncover the pain points. Which areas are bogging down the process due to repetition? Where can you create a self-service culture? This can mean establishing a simple internal HR hub (in your intranet, shared drive, or HR platform), short FAQs on benefits, PTO, payroll timing, and onboarding, or short videos that walk through routine processes.

Then, train employees to go there first. When someone asks a repeated question, send the link along with your answer. Over time, behavior shifts. HR becomes a source, not a help desk.

2. Correcting Payroll Errors

The latest software makes running payroll seem easy, but if something goes wrong, the liability is still yours. Miscalculating pay, outdated tax information, and manually tracking time off are time-consuming to fix, hard to catch, and expensive if you don’t, not just in terms of costs but also in lost time and eroded trust among your workers.

🛠️ How To Fix It: Automate what you can. Look for tools that let employees request time off directly, route approvals to managers, automatically update balances, and sync with payroll.

When automation handles the basics, HR shifts away from data entry to policy guidance. You’ll still handle exceptions, but you won’t be stuck crunching numbers late at night.

Or leave it to the experts by outsourcing payroll to an IRS-certified PEO. A PEO can simplify the payroll process with a cloud-based payroll portal for employers, online employee access to pay stubs, W-2s, benefits info, employee handbooks, and secure, paperless direct deposits. They can also take care of onboarding, payroll taxes, IRS deposits, benefits administration, compliance guidance, and provide HR support.

3. DIY Compliance Monitoring

Labor laws change constantly. Posting requirements update. Salary thresholds shift. Leave laws multiply. Keeping up with shifting deadlines, state-level compliance requirements, and studying the IRS’s recently updated guidance under the One Big Beautiful Bill Act. Trying to monitor all of this yourself is not only time-consuming – it’s also stressful.

One misstep can be costly. In 2025, the Department of Labor’s Wage and Hour Division recovered more than $259 million in back wages for nearly 177,000 employees. That’s an average of $1,465 per worker (the most since 2019).

🛠️ How To Fix It: Don’t carry compliance alone. Get expert help by partnering with a professional. Whether it’s through a PEO, outside counsel, or a compliance partner, get support that keeps you updated on requirements that apply to your business.

You’ll need advice on tricky employee situations, alerts on multi-state regulatory changes, new pay transparency rules, evolving paid leave requirements, changing wage-and-hour laws, new employment-related laws on AI, and much more.

🚀 Pro Tip: Stay compliant with our HR Checklist covering the latest updates and deadlines related to compliance, benefits, payroll, and general HR that you need to take care of each quarter. Download your free HR Checklist ➡️ HERE

4. Updating Employee Data in Multiple Places

Name changes. Address changes. Promotions. New pay rates. If you’re entering the same update into payroll, benefits, retirement platforms, and internal trackers, you’re doing triple-plus work and increasing the chance of errors.

🛠️ How To Fix It: Integrate your systems, invest in HR technology, or work with a PEO. A unified HR platform can help connect payroll, benefits, time tracking, and employee records, among other things.

With better integration, changes flow through automatically. That means fewer entries, fewer errors, and more free time.

5. Handling Every Employee Issue Personally

When you’re the only go-to for every conflict, complaint, or issue, your day gets hijacked fast. Some things absolutely belong with HR. But many could be resolved earlier and better by trained managers.

🛠️ How To Fix It: Upskill your managers by teaching them to give feedback, handle minor conflicts, and document specific issues. This doesn’t remove HR from the process; rather, it elevates the role, moving them from firefighter to advisor.

Stop the HR Busy Work, Amplify Your Impact

Normalizing HR busy work has real consequences, including burnout. Your top performers may feel overwhelmed by constant overtime or pressure to meet demands. It also creates dependence on key team members, making it difficult to delegate when only a few people hold essential knowledge or responsibilities.

Maintaining inefficient processes limits growth, slows project delivery, and prevents your team from focusing on strategic initiatives. 🛠️ How To Fix It: Partnering with an IRS-certified PEO can help. By taking on time-consuming tasks, PEOs help small businesses get back more time to focus on productivity and growth. In addition to saving time, a PEO can also save your business money by identifying inefficiencies, streamlining HR processes, and helping you make critical cost-cutting decisions.

Studies show that businesses working with a PEO:

☑️Grow twice as fast and are 50% less likely to go out of business

☑️Have a 12% lower employee turnover rate

☑️Have an ROI of 27.2 % per year, based on cost savings alone

☑️Experience double the a nnual median revenue growth, with an added 16% increase in profitability

If you constantly feel behind, the fix isn’t more hustle. It’s better tools, clearer processes, and the right support. A PEO can help you stop the small stuff from piling up, so you can invest your time where it matters most. And if you need help, just give us a call at📱 800-446-6567

Find Out What a PEO Can Do for You

If you’re a small to mid-sized business, a PEO can lighten your workload and strengthen your operations. Imagine focusing on growth while experts handle your payroll, taxes, benefits, HR, and compliance.

⬇️Read more about the advantages of working with a PEO in our series:

🔷 HELP WANTED: HR Team or PEO Partner

Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast.

Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. ➡️Link #1Link #1Read More

🔷 NEW RESEARCH: More Small Businesses Are Turning to PEOs

Compelling research from the National Association of Professional Employer Organizations (NAPEO) shows that PEOs are helping small businesses scale – a game-changer in 2026.

Working with a PEO isn’t about outsourcing; it’s about upgrading how you manage HR. It’s about investing in smarter growth, happier employees, and peace of mind. In a business world that’s only getting more complex, that’s a benefit worth having on your side. Thousands of successful businesses are already doing it – and the data proves it works. ➡️Link #2Link #2Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit propelhr.com

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The Productivity Playbook: How to Turn Outsourcing into a Strategic Win

Here’s your game plan for turning outsourcing into a winning streak.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

Productivity is the secret sauce that separates teams stuck on the sidelines from those with winning streaks. Chances are you’re juggling hiring, compliance, benefits, culture, and about a dozen other priorities . . . all while the clock keeps ticking.

➡️➡️Link #1Link #1Link #1Read More: HR Forecast: What’s Changing & How To Get Ready

Your power play? Outsourcing. When used strategically, it boosts productivity, streamlines operations, and frees you up to focus on what actually moves the scoreboard – your bottom line.

First Quarter: What Productivity Really Means

In HR, productivity isn’t about sprinting faster – it’s about running the right plays at the right time.

True HR productivity means delivering meaningful outcomes with minimal wasted effort. Speed matters, sure, but impact matters more.

Fast hiring doesn’t matter if turnover remains high. Smooth payroll is great . . . unless errors keep forcing replays.

At its core, productivity is about consistent, high-quality execution that supports your business year-round.

Here’s the basic stat line. The fundamental formula HR teams use looks like this: Productivity = Total Output / Total Input.

📤Output: Projects completed, revenue generated, goals achieved

📥Input: Labor hours, number of employees, or financial costs

It’s simple math but powerful when you track the right metrics.

Why HR Productivity Is For Champions

When HR productivity is dialed in, your entire team plays better.

Here’s what that looks like on the field:

🎯Better Employee Experience. Faster responses, smoother onboarding, clearer policies – all retention fuel.

🎯Stronger Compliance Defense. Mistakes lead to fines, audits, and penalties – that’s expensive. Productive HR keeps risk off the scoreboard.

🎯Scoring Efficiency. In the Red Zone, the stakes are high, and scoring opportunities significantly increase. When your HR team isn’t buried in paperwork, they can make a more strategic impact by focusing on culture, performance, and growth.

🎯Leadership Trust. HR shifts from order-taker to trusted partner.

The results? A productive HR function is the engine that keeps your people – and your business – moving forward.

The Stats Don’t Lie: Proof from the League

The data backs it up:

➡️Flexibility & Remote Work. A Gartner report finds that 43% of employees working flexible hours say they are more productive. Gallup found that fully remote workers report the highest engagement levels.

➡️Engagement Matters. Highly engaged teams are 17% – 21% more productive than disengaged ones.

➡️The Productivity Gap. Top-tier companies grew more productive, while others saw declines due to inefficient collaboration and low engagement.

🎯Winning teams don’t guess; they measure, adjust, optimize, and power up.

The Box Score: Common HR Productivity Metrics

To know how your team is performing, you need the right stats:

📊 Output Metrics. Revenue per employee, output per hour, goals completed vs. assigned

📊 Efficiency Metrics. Time spent per task, employee utilization

📊 Quality Metrics. Accuracy and impact, not just speed

📊 Engagement Indicators. Engagement scores and absenteeism.

📊 Financial Metrics. Total Cost of Workforce (TCOW)

These numbers tell you whether your plays are working and what needs to be redesigned.

Second Half Adjustments

This is where smart teams pull ahead. One of the most effective strategies? Outsourcing to a Professional Employer Organization (PEO).

A PEO helps improve productivity by offloading time-consuming tasks while strengthening the entire employee lifecycle through MVP expertise and next-level HR tech.

🔥Think of it as adding multiple Tom Bradys to your roster.

THE GAME PLAN

Play #1: Reallocate Resources to Core Strengths

The fastest productivity gain comes from freeing your teams from admin overload. By outsourcing, you get:

✅Time Savings. Business owners can spend 20+ hours per month on HR admin-related tasks. Outsourcing frees up time for growth, sales, and strategy.

✅Administrative Relief. Payroll, benefits enrollment, and multi-state compliance tasks move off your plate and into expert hands.

✅A Team of MVPs. Outsourcing gives you access to a team of pros, ready to help when you need it.

Play #2: Build a Deeper Talent Bench that Flexes

An engaged workforce is naturally more productive.

💼 Lower Turnover. Companies using PEOs see 10%–14% lower turnover, reducing disruptions and retraining time.

💼 Big-league Benefits. PEOs provide access to Fortune 500-level benefits, boosting satisfaction and engagement.

💼 Faster Onboarding. Streamlined onboarding helps new hires get in the game.

Play #3: Upgrade Your Tech Stack

PEOs give small and mid-sized businesses access to advanced HR technology without the big-ticket price tag.

📊 Automation. Payroll and tax automation reduce errors and time-consuming fixes.

📊 Employee Self-service. Employees handle PTO, pay stubs, and benefits updates themselves with fewer interruptions for HR.

Play #4: Strengthen Your Compliance Defense

Compliance isn’t optional and managing it internally can drain focus fast. With a PEO on your team, you get:

🛡️Expert Guidance. A team of HR pros helps prevent fumbles and penalties. PEOs stay on top of federal, state, and local regulations, including ACA and FMLA.

🛡️Safety Programs. Proactive safety audits reduce workplace incidents and business disruption.

Play #5: Win on the Scoreboard

All these efficiencies lead to real, measurable stats:

🏆Faster Growth. Businesses using a PEO grow 7% – 9% faster than those that don’t. And are 50% Less Likely to Go Out of Business

🏆High ROI. The average annual return on investment is 27.2% based solely on cost savings.

💥That’s not just a win – it’s a blowout. It’s the stuff championships are made of.

FINAL CALL: Make Productivity Your Winning Play!

How far can you go? Productivity isn’t a one-time drill – it’s a GOAT mindset.

When you measure what matters, optimize repetitive work, and outsource strategically, you’re not just working faster . . . You’re working smarter. That’s for legends.

🔥Outsourcing is no rookie move. It’s a strategic productivity partner that helps HR shift from scrambling to scoring. And keeping that winning streak hot.

Ready to Turn HR into a Powerhouse?

Ready to hear your crowd ROOOAAARRR? 🎉 This power playbook is your first step.

➡️If you need some coaching or a huddle about your productivity game plan, we’ve got you all the way to the Super Bowl winning streak and beyond – just give us a call.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO and a leading provider of human resources and payroll solutions for 30 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance, risk, and other HR functions in ways that maximize efficiency and reduce costs. To learn more, visit propelhr.com

Featured

Scaling Smart: How a PEO Prepares Your Business for Growth

Is your business growing? Here’s how a PEO becomes a powerful advantage as you gear up for bigger things.

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

If you run a small or midsize business, you already know growth is exciting, yes — but also unpredictable, and sometimes overwhelming. That’s exactly why more business owners and HR leaders are choosing Professional Employer Organizations, or PEOs, not just to outsource HR tasks, but to grow smarter, faster, and more sustainably.

The Top 10

A PEO helps you scale without letting the behind-the-scenes stuff collapse under the weight of bigger payrolls, more onboarding, greater compliance risk, and higher employee expectations. It’s like adding an entire HR department overnight, minus the overhead and recruitment scramble. A few advantages include:

1. You Get HR Infrastructure Before You Actually Need It (Which Is Exactly When You Need It)

Most small businesses don’t feel the pain of HR complexity until it’s too late. Payroll errors start multiplying, employees want benefits you’re not equipped to provide, and suddenly you’re Googling state labor laws at 11:30 p.m.

A PEO lays the foundation before those cracks show. Payroll scales without drama. Whether you have 10 people or 110, payroll stays smooth, compliant, and on time. Onboarding becomes a real process and not a scramble. Templates, checklists, digital forms, background screening, and automated workflows ensure consistency as you grow. Policies adjust proactively. A PEO helps you build employee handbooks, update them with new laws, and create clear rules that reduce risk as your headcount increases.

2. A PEO Delivers the Big-Company Benefits Employees Want

Here’s the part that often surprises business owners: a PEO can give you access to benefits packages typically reserved for much larger companies.

Because a PEO pools together employees across its client base, you essentially get to “buy in bulk,” accessing high-quality benefits at lower rates. That means you can offer your team robust health plans, retirement savings options, and other top-tier benefits typically reserved for larger companies (and top talent expects).

🎯When employees enjoy comprehensive benefits without compromise, your company is seen as a long-term career option. Retention rises, and as every HR pro knows, that’s a growth strategy.

3. Compliance Stops Being a Guessing Game

Growth = risk. New states. New regulations. New employment laws. New reporting requirements.

This is where many small businesses unintentionally step into danger territory. The rules change constantly and the stakes are high.

A PEO becomes your compliance command center:

✅They track federal, state, and local employment laws.

✅They help maintain the required documentation.

✅They ensure new hires are classified correctly.

✅They reduce risk with structured workplace policies.

✅And because of the co-employment relationship, many PEOs also share certain administrative responsibilities – meaning you’re not alone if something goes sideways.

🎯Growing is risky. Growing without compliance support? That’s gambling.

4. HR Technology You Don’t Have to Build Yourself

Scaling is smoother when everything is connected, such as payroll, onboarding, PTO tracking, benefits enrollment, performance management, and reporting. But building your own HR tech stack or licensing multiple vendors gets expensive fast.

🎯A PEO delivers the all-in-one HR command center designed for your business. Better data, better workflows, better decision-making.

5. A PEO Frees Up Time (A Lot of It)

If you’re a business owner, your job is to grow the business, not troubleshoot payroll deductions. If you’re an HR manager, your job is to support the people strategy, not drown in admin work.

A PEO takes on repetitive, time-consuming tasks, such as processing payroll, managing benefits, handling tax filings, and preparing compliance documentation. The more you grow, the more time you reclaim, instead of watching your workload escalate with each hire.

6. You Gain a Team of HR Experts Without Expanding Your Staff

Growing companies don’t always have the luxury of immediately hiring a full HR team — HR generalists, benefits specialists, payroll administrators, compliance officers, recruiters, risk managers, the whole lineup.

A PEO gives you access to exactly those roles, on-demand expertise, without the full-time salary load.

Need help rolling out a new PTO policy? Preparing for benefits renewal? Handling a sensitive employee relations issue? There’s an expert for that. It’s like having a seasoned HR department already onboard, ready to advise you every step of the way.

7. You Become More Attractive to Investors and Partners

Here’s something entrepreneurs don’t always think about: investors love operational maturity. When a PEO is part of your infrastructure, it signals you’re compliant, manage risks well, your HR processes are stable and that you can scale responsibly.

🎯For investors, lenders, and potential partners, a strong HR foundation = reduced risk. And reduced risk makes you a better bet. For acquisitions and rapid growth phases, a PEO can also make integration smoother.

8. A PEO Helps You Build a Better Employee Experience

Growth doesn’t just require more people; it requires keeping the good people you already have on board.

A PEO helps you:

✅Improve communication and access to information.

✅Build modern HR processes that employees trust.

✅Provide competitive benefits

✅Create fair, consistent workplace policies.

🎯A better employee experience leads to lower turnover and higher morale. And in high-growth companies, stability is gold.

9. You Can Expand Into New States With Confidence

Need to hire employees in another state? That’s great for growth, but it creates compliance challenges due to different tax rules and labor law requirements.

🎯A PEO handles all of it, letting you recruit the best talent in any location without losing sleep or risking penalties.

10. You Scale Strategically

Growth can stress your business when operations lag behind headcount. A PEO aligns both, so you’re expanding strategically.

🎯The result? Smooth transitions. Predictable costs. Cleaner processes. Less risk. Happier employees. And more time to focus on what actually grows the business — not on what slows it down.

Growth Is Easier ➡️When You’re Not Doing Everything Yourself

If you’re preparing to scale — or even thinking about it — the question isn’t whether you can handle growth alone. It’s whether you should.

With a PEO, growth is a plan.

A PEO delivers the infrastructure, expertise, and stability that power growing companies, without requiring a major investment or a staff increase.

Ready to see what a PEO can do? We can lighten your workload and help you drive growth, just give us a call at (800) 446-6567 or visit propelhr.com

🎯PEO Series: The PEO Difference🎯

Learn more about how a PEO can help your business in our series:

🔶HR Help Wanted: In-house Team or PEO Partner. Investing in an HR team versus partnering with a PEO, which path is best for your small business? As your business grows, managing HR gets complicated – fast. Should you build your own HR team or explore the benefits of partnering with a PEO? Here’s how to decide which choice best fits your business. Read More

🔶Navigating Compliance Minefields. Navigating HR compliance can feel like tiptoeing through a minefield — one wrong move can trigger costly consequences. From pay transparency laws to overtime thresholds, new regulations evolve faster than most small HR teams can keep up with. Here’s a look at the top HR compliance challenges and how to avoid turning small missteps into expensive lessons. Read More

🔶New Research Shows Why More Small Businesses Are Turning to PEOs. The data is in! And it shows how partnering with a PEO will be the smartest move for small businesses in 2026. Recently released research from the National Association of Professional Employer Organizations (NAPEO) shows that PEO partnerships are helping small businesses scale. It’s smarter, more efficient, and a game-changer. Here’s what the latest data shows. Read More

IT’S HERE!

Your FREE HR Checklist

Here’s your checklist of important tasks related to payroll, benefits, compliance, and general HR.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 25 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com

Featured

How to Cultivate Female Leadership

Over the past five years, the number of women in senior leadership in the corporate world has grown. Yet, according to Lean In, women continue to be underrepresented at every level. Only 38% of managers in the corporate world and only 21% of the C-Suite are female. Among S&P 500 companies, this number is even less. Catalyst reports that women account for only 5.8% of CEO positions.

“Women belong in all places where decisions are being made.”
Justice Ruth Bader Ginsberg

Although progress has been made in terms of female leaders in business, it is important that we still consider Justice Ginsberg’s words and how we consciously need to apply that to our world today. When women are at all levels of leadership in an organization, the company benefits from more diverse problem solving and different skillsets. This translates to increased productivity, more competitive advantages, and a stronger bottom line.

In order to empower and cultivate female leadership, businesses need to be intentional and prioritize results.

Evaluate Hiring Practices. It is important that companies review their hiring processes on a regular basis. How do you find qualified candidates and are you able to evaluate candidates fairly? Everyone has their own biases, so a diverse hiring team will help eliminate any prejudice.

Focus on Culture. Companies that focus on a positive work/life balance are better aligned to attract and retain women. Flexible work hours, remote working, and flexible paid time off are all strategies that appeal to women.

Review Pay Ranges. On average, women earn 81.6 cents for every dollar a man makes. If women earn less from the beginning of their careers, they will always be playing catch-up even as they receive promotions. Businesses must perform periodic compensation reviews to ensure equal pay for equal work and that women and minorities are not negatively impacted.

Promote from Within. Companies that promote from within the organization are able to be more efficient and save both time and money. Having a strong program to develop future leaders is key to the success of any organization. It is important that management is forward thinking and focuses on growing future leaders.

Encourage Mentorship. Whether formalized affinity groups or informal peer mentoring, women benefit from building relationships with other women. When women come together, they can find a safe space of belonging in an organization, regardless the size. Mentors are able encourage each other and this natural process leads to leadership development and a more inclusive environment.

Listen to all Voices. Women often have a different working style than men. It is important that companies respect that and pay attention to the differences. Women should not have to conform to male leadership styles. Progressive businesses recognize this and develop future leaders by building on the individual’s unique strengths as opposed to one approach.

READ MORE: PEOs Are About PEOple

Justice Ginsberg was right, women do belong in the places where decisions are made. But change does not happen overnight. Companies need to be intentional and work to ensure that future leaders are developed based on their skills, performance, and talents, and not their gender. Bringing the diverse perspectives of both men and women to an organization benefits everyone.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 20 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs. For more information, visit www.propelhr.com.

Roots and Wings

“There are two things we should give our children: one is roots, and the other is wings.”

My husband and I just packed our oldest daughter off for college. This time in our lives is bittersweet. We are full of pride, excitement, anxiety, and sadness. We pray that we have provided her with strong roots so she can spread her wings and begin this new stage of her life.

Businesses are also like children. In the beginning, they are just a dream. Then the idea begins to take shape and slowly becomes a reality. Like parents, entrepreneurs have many sleepless nights, a fair share of disappointment, and moments of immense pride. No amount of studying beforehand prepares you for the daily adventures of running a business. Like parenting, it is on-the-job training.

As the life-supporting organ of a tree, roots transport water and minerals to every branch. They also anchor the tree to the ground. We cannot see the roots, but the health and strength of every tree are dependent on this underground structure.

The roots of a business are similar, they are not necessarily seen by the customer, but they are the lifeline of the company and the key to success. Strong businesses are rooted in their vision, values, and people.

Vision. Having a clear vision of the company’s future is necessary for success. The original idea is like a seed, and then the dream takes shape to create the organization. This vision may change over time, but the power behind it is imperative to the company’s success and continues to inspire in the future.

Values. It is important to define who you are, your standards for behavior, and your company’s beliefs. Your values form the guidelines for making decisions and are the principles you stand for. Your company values shape the culture. Values are more than words on a wall or a website; they are the company’s DNA.

People. Having the right people on your team is critical to a company’s success. It starts with leadership that embraces the values and works towards the vision of the organization. No matter how wonderful a product or service is, if the right people are not involved, a company cannot realize its greatest potential. People are the key to success.

While roots are the life-supporting part of a business, wings are the growth strategies. In nature, wings provide lift and help move a bird forward. The wings of an organization are similar; they propel the business forward.

While staying true to the vision, companies must continue to innovate. Whether through new technology, new processes, or new marketing strategies, businesses must be willing to adapt and evolve in order to grow and prosper. Like the young bird who first learns to fly, companies must be willing to risk falling in order to succeed. And then, they need to get back on the branch and try again.

Whether raising a child or starting a business, both roots and wings are necessary. Both must be nurtured, and both are equally important. I am excited for my daughter as she leaves home and begins school. Hopefully, we have instilled her with the values she needs to make good decisions and the love to know that we always support her. This is her chance to spread her wings, and I can’t wait to watch her soar!

How to Help Your Employees Through the Next Phase of the Pandemic

Employers and employees alike have endured and adjusted to months of disruption in the workplace. As we enter a new phase of the pandemic, more change and new workplace challenges are likely. Here are a few ways employers can help their employees thrive.

Identify Employee Needs.

Change affects your employees in different ways – some employees will succeed, while others will struggle to adjust. In a recent survey, seven in 10 employees feel that the pandemic is the most stressful time of their professional careers.

Employers can develop a personalized approach by understanding the diverse set of challenges that employees face, such as taking care of children or other family members, and by understanding what employees expect, such as a workplace focused on well-being and safety, and more autonomy and flexibility. An employer’s willingness to help employees cope can go a long way to reduce stress and anxiety.

Enhance Employee Communications.

Anxiety is at an all-time high. Employees may be fearful of contracting the virus, sending children to school, losing their job, or not being able to pay their bills. Now is the time to over-communicate. Build on the trust you’ve already gained by continuing to be empathetic, action-oriented, and transparent with accurate and timely information.

Define Expectations & New Performance Goals.

A new phase may call for adjustments in performance goals, as well as work-life balance. Define expectations, encourage an open, two-way dialogue and discuss feedback.

Enhance Employee Benefits & Incentives.

Prioritizing changing needs in employee well-being is now more essential than ever. Employers can increase productivity and employee engagement by offering enhanced benefits and work-life perks, such as virtual yoga and meditation sessions, stress relief programs, employee assistance programs, and flexibility for parents required to oversee their children’s virtual classes during the workday.

Also, rethink compensation structures, such as variable pay tied to retention versus performance, and pay adjustments based on where a remote worker lives.

Keep Employees Engaged.

From productivity to customer satisfaction, employee engagement impacts every part of the business. Studies suggests that employees who are not engaged cost U.S. businesses up to $550 billion in annual revenues. During this phase of the crisis, employers have an opportunity to improve the employee experience by shifting the focus on ways to keep employees engaged during change.

New Phase, New Strategy.

Experts predict the current phase of the pandemic will last through the end of the year and well into 2021. As we face more uncertainty and a future of a workplace in constant change, new strategies are required to help employees cope during every stage until the threat is over.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 20 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance, and risks, and other HR functions in a way that maximizes efficiency and reduces costs.

How the Pandemic Is Revealing the Importance of Using a PEO

American novelist James Lane Allen wrote, “Adversity does not build character, it reveals it.” The pandemic has certainly revealed our character in many ways. We’ve seen the heroism of front line health care workers, the collective resolve of our business communities and essential workers, and the personal deprivation we have all endured to help slow the spread of COVID-19.

Business owners have faced unprecedented challenges this year. The pandemic has forced businesses to be creative and adapt in order to survive. The effects of COVID have strained supply chains and cash flow. Some businesses have been forced to shut down, and many have had to make tough decisions in order to survive. Perhaps the greatest business revelation of the pandemic is how a Professional Employer Organization (PEO) can help your business survive in a time of crisis.

A PEO is a trusted partner, like an attorney or an accountant. During normal times, a PEO partners with a business to provide back office administration like payroll, tax filings, W-2 reporting, human resources, and workers’ compensation insurance. A PEO can help a small business provide enterprise-level benefits for their employees. During the pandemic, PEOs all over the country stepped up to help their clients stay in business, starting with calling them, one by one, to see how they were doing. And then the work began.

How PEOs Helped Businesses During the Pandemic

PEOs are uniquely positioned to help companies navigate the complexity surrounding employment during a crisis: Help with PPP loans. Propel HR helped over 150 of our clients apply for and receive their PPP loans. I have heard the same thing from PEOs all over the United States.

READ MORE: PEOs Are About PEOple

Expert help during rapid change. Since March, local, state, and federal governments have presented massive amounts of regulation and relief in response to COVID. By using a PEO, small to mid-sized companies can stay focused on their business during this fast-changing time, while the PEO keeps track of changing regulations and helps the business stay compliant. Need for HR, no matter the size. Furloughs, FFCRA, CARES Act, Quarantine – these are words that all businesses are now familiar with, no matter the size. The pandemic has affirmed how important HR is to companies. Expert advice is crucial in such matters. Payroll complexity. Payroll was difficult before COVID, but now there is an additional layer of complexity placed on employers such as tax deferrals and emergency leave credits. PEOs have the necessary systems and professionals to ensure an accurate and on-time payroll. Employee relations assistance. Emotions are heightened, and tough business decisions are being made because of the pandemic. A PEO provides clients with dedicated HR professionals to help with issues such as return-to-work protocols or employee layoffs. Better benefits. COVID has made us realize the value of our health and the importance of health insurance. By partnering with a PEO, businesses can provide their employees top-rated coverage at affordable rates. COVID-19 has revealed the true character of the PEO industry, and I have never been prouder of the employees at Propel HR, who have been working overtime to make sure we never miss a payroll and that our clients always know we are there for them as partners and trusted advisors. Yes, we do the paperwork for you, but a PEO is about more than paper. A PEO is about PEOple.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 20 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance, and risks, and other HR functions in a way that maximizes efficiency and reduces costs.

Preparing for a Crisis

Should your business be concerned about a hurricane or a tornado? What about a digital breach, power failure, or a disgruntled employee. In all instances, the answer is yes, even in a global pandemic. A crisis can strike when you least expect it and has the potential to jeopardize safety, reputation, assets and the survival of your business. Experts estimate that 75 percent of businesses without continuity planning will fail within three years of a crisis, yet most businesses are still not prepared. Here are a few steps to get crisis ready.

BEFORE A CRISIS STRIKES

Identify Your Risks. According to a recent research study, 70 percent of U.S. businesses will be affected by a crisis in the next 12 months. A thorough risk assessment is essential in identifying the situations most likely to impact your business and your ability to overcome interruptions and recover. Understand Health and Safety Regulations. Under the Occupational Safety and Health Act (OSHA), employers are responsible for providing safe a workplace for employees. Guidance on disaster preparation, safety tools, and other helpful information for employers can be found at www.osha.gov.

Develop a Communications Plan. Employers communicate with many different audiences. In a crisis, employees will want to know about job security and conducting work responsibilities. Customers will want to know about their orders. Suppliers will want to know about changes in delivery schedules. A company-wide plan should address audience-specific messages and methods for delivering information.

Train Employees, and Practice Your Crisis Plan. Train your employees so that they know what to do before, during, and after every crisis situation. Check All Insurance Policies. Make sure all policies are up-to-date and that coverage will protect your business. Document Business Property and Equipment. Current photos or videos of business property can help to support insurance claims or tax benefits after a crisis. The IRS disaster-loss workbook 548 guides businesses on documenting property and equipment. Maintain Emergency Supplies. Secure safety equipment, including masks and PPE, and stock emergency supplies at your workplace.

Prevent Payroll Disruption. Use a reputable payroll provider, such as a Certified PEO, like Propel HR, to protect employers in the event of business disruption.

IS YOUR BUSINESS CRISIS READY?

Every company faces different risks depending on location and the nature of the business. And chances are, the crisis you’re about to handle isn’t the one that you anticipated. A few years ago, crisis planning didn’t consider a global pandemic. Prepare now by identifying your risks, and developing an action plan that doesn’t just manage the crisis but also keeps your business moving forward.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 20 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance, and risks, and other HR functions in a way that maximizes efficiency and reduces costs.

3 Reasons to Switch to the New Kronos UI

Want to simplify your HR process? Then you may want to consider switching to Kronos Workforce Ready®, a leader in Human Capital Management (HCM) software. Recently, Kronos revamped its user interface, which now includes a suite of new tools to help you manage an entire workforce with much more efficiency than ever before.

Aimed at small to midsize businesses Kronos Workforce Ready offers a lot of functionality with the latest enhancements focused on workforce management, HR, and payroll. Within a single HCM cloud-based delivery, you can automate the admin process to manage important HR tasks more efficiently, such as attendance, scheduling, onboarding, and benefits administration, as well as reduce compliance risks, control costs, and much more.

Work Smarter

Our clients have a lot to say about the many advantages of Kronos Workforce Ready software. But here are the top three ways the new UI helps businesses work smarter.

1. It Can Be Customized to Meet the Needs of Your Business.

Customization is the keyword here. Users can adapt Kronos Workforce Ready software’s basic workflows and templates to conform to how your company runs the human resources side of business.

What’s great about Propel HR is our onboarding process, and training is an integral part of that process. We help our clients customize their experience and teach them how to build their platform for what they need now as well as with an eye to the future. For example, you may want to begin eliminating the amount of new hire paperwork and onboard all employees online – a feature usually only available to larger companies. The new UI makes it easier to streamline the process for both salaried and hourly employees. Pro Tip: A more effective onboarding approach can lead to better employee retention, reduced turnover, and enhanced productivity.

2. The More Efficient User Experience Saves Time.

Kronos’ enhanced UI is more modern and delivers an intuitive, user-friendly navigation experience for both employees and managers. You no longer have to drill down and click through multiple tabs and menus to find what you want. Through custom quick links, you gain instant access to important information. And because the UI is fully responsive, users will have the same experience across all devices. All users log onto the same online portal, with their access regulated by job responsibility. With this unified HCM platform, employees are able to view their files, pay statements, request time off, review schedules, manage benefits, update personal information, and much more — with speed and ease. With the new UI shortcut capability, managers have quick access to employee information and records. The dashboard can be configured to display relevant and actionable information, such as workflows and templates, and can be used for tasks like approving time off and conducting performance reviews.

Pro Tip: Completing actions in fewer steps means time saved, less training, and fewer mistakes.

3. Enhanced Reporting Features Drive More Strategic HR Decisions.

An exciting change is the new reporting features. Charts and graphs are incredibly valuable for bringing important data to life in order to recognize patterns, make long-term strategic decisions, and guide managers on day-to-day priorities.

For example, you may need to know the number of employees assigned at three different locations and the ratio of hourly to salary workers at each location. This is where charts and graphs can help. With just a few clicks, you can create a visual, interactive report of that data and share it with your team. Pro Tip: Access to more accurate data helps businesses predict outcomes, manage your workforce more efficiently, and shape business strategy.

Spend Less Time In The System. Get More Time With Employees.

The ultimate motivation to switch is time. While change is never easy, our clients have found that the new UI has transformed their work experience. HR is now more efficient in handling the complexities of today’s workforce with new tools to work smarter and faster, accomplish more in fewer steps, and make more informed decisions. And as a result, there’s more time to focus on running the business and engaging with employees.

Meet Propel Pro

Michalena Gaines, Director of Client Support. As the Director of Client Support at Propel HR, Michalena is responsible for managing all of Propel HR client relationships and leading them to success. From onboarding to business growth and transitions – and everything in between – she works with clients every step of the way. With more than two decades of high-level experience in finance, HR management, technology, and payroll, Michalena has a deep understanding of her PEO clients’ unique needs, anticipated areas of growth, as well as the solutions required to achieve their goals. She also knows Kronos Workforce Ready software inside and out and guides clients on how to use it to their advantage – even making HR a little easier. About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 20 years. Propel partners with small to midsized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs.

Employee Well-being During the Pandemic

Since March, we have all been acutely aware of our health and the health of those we love. The numbers of people who have been infected and who have lost their lives to COVID-19 are staggering. Over the past few months, the virus feels even more threatening as the numbers in our country have increased and people we know have become infected.

From re-opening offices, making school decisions, and trying to determine how to gather with friends in a socially distant way, COVID-19 is the determining factor in most of our decisions. If you are like me, any minor ache or slight sneeze leads to a panicked concern that I have contracted the virus. The pandemic has certainly given everyone an increased focus on health and overall well-being.

Businesses also have increased their focus on employee health and well-being during the pandemic. Well-being is more than mandating masks in the workplace, it requires a holistic approach to employees’ physical, social, and mental health.

The starting point when considering employee well-being is the benefits package that a company provides. COVID-19 is reshaping how companies view employee benefits and it is important that plans are reviewed and possibly restructured.

National Networks. The pandemic has proven that employees can work from home and still be productive. Future hiring will come from a larger applicant pool that is not necessarily restricted by geographical location. Ensure that your health plan has strong national provider networks that benefit local and remote employees.
Mental Health. Stress and anxiety are at an all-time high. Evaluate your health plan for robust mental health options. Also, consider partnering with Employee Assistance Programs (EAP) or Wellness providers to support your employees during difficult times.
Financial Counseling. Concern over personal financial security can decrease productivity at work. Many employers are offering financial counseling as an additional benefit to help employees navigate these uncertain times.
Telehealth. It is essential that individuals continue to receive the medical care they need. However, concern about contacting the Coronavirus has caused a decline in well checks and regular medical visits. Most insurance carriers and medical providers offer various resources for telemedicine. Research your health plan’s options and communicate to your team.
Changes in Health Plans. In response to the pandemic, the Coronavirus Aid, Relief, and Economic Security (CARES) Act was signed into law on March 27^th. Multiple provisions impacted employer sponsored health plans including coverage of COVID-19 testing, coverage, and vaccines; first dollar coverage for telehealth under high deductible plans; and allowing over-the-counter medical products to be reimbursed under HRAs, HSAs, and FSAs
Enhance Leave and PTO benefits. Now is the time to rethink your time off policies. In fact, according to Willis Towers Watson, 42% of companies are planning to make changes to time off policies with increased flexibility. For 2020, be sure to also address the anticipated surplus of banked hours that are not used due to vacations being cancelled.

Since the early part of the year, our world has been turned upside down and our focus has shifted to the importance of health and overall well-being. Companies have also changed their focus and there is now a unique opportunity to enhance benefit programs. Most importantly, companies must communicate all the offerings to their employees and encourage use of benefits to complement everyone’s health.

While the pandemic has been awful, there are many lessons we can learn from this year. An increased focus on the overall well-being of employees is one positive outcome that will have many rewards in the future.

PEOs Are About PEOple

During the pandemic, businesses were confronted with unprecedented hardship. But those who partnered with a PEO found they did not have to face it alone. Here are a few ways employers turned to their PEO for support.

Guidance for Business Continuity. Every business situation is unique, with distinct challenges that require certain transition strategies. To prevent business disruption, PEOs helped employers make difficult decisions, such as staff reductions, and then helped them find the right solutions for the short- and long-term. PEOs also provided support for payroll processing, employee benefits, leave administration, issues associated with managing a remote workforce, as well as applying for PPP loans.

Assessing Risks and Understanding Compliance with Applicable New Legislation. Before the pandemic, managing HR compliance issues was more than time-consuming. But during the crisis, new COVID-related legislation emerged, and employers found themselves exposed to different legal obligations requiring even more attention. Because PEOs monitor ongoing changes in employment laws and study the potential impact, employers that partner with a PEO have the advantage of access to the latest guidance and important resources to minimize risks and keep employees and customers safe.

Back to Work Policies and Procedures. New legislation, and abrupt changes, such as transitioning staff to working remotely, required new HR-related policies and procedures. PEOs helped employers assess their employment policies related to sick leave, family and medical leave, leave of absence, and paid time off to ensure compliance with applicable COVID-related laws and regulations. PEOs also helped to update employee handbooks and provide training opportunities on new protocols and procedures.

Guidance on Workplace Safety. PEOs helped employers understand new and changing guidelines from CDC and OSHA and local and state requirements for reopening and safety.

Access to a Team of HR Experts. Partnering with a PEO is much like gaining access to a full-service HR division, with a team of HR experts who are knowledgeable about employment laws and are up-to-date with changing regulations. According to a report conducted by the National Association of Professional Employer Organizations (NAPEO), PEOs provide access to more HR services at a cost that is close to $450 lower per employee, compared to companies that manage their HR services in-house.

How Are You Doing?

PEOs do much more than administer payroll and employee benefits. PEOs are also about people and a personal relationship to help businesses thrive and survive. While the pandemic continues to present new challenges, you don’t have to face making tough decisions alone. A certified PEO, like Propel HR, can help you through uncertainty by recommending ways to reduce risks, save money, and prepare your business for what’s ahead.

To learn more, hear how PEOs across the country helped their clients through crisis.

Your Employee has COVID-19. Now What?

Given the many unknowns surrounding the coronavirus, at some point, it’s likely that one of your employees will report symptoms, potential exposure, or even a positive COVID-19 test result. Here are a few guidelines on how to respond.

Exposure and Diagnosis

Exposed Without Symptoms. An employee exposed to COVID-19 may not show any of the common symptoms. If an employee reports potential contact, follow CDC guidelines for employers, including staying at home and practicing social distancing for 14 days.

Employees with Symptoms. Under the EEOC, an employer is allowed to ask an employee how he or she is feeling in general but not allowed to ask about a specific illness as that could be considered a disability-related inquiry prohibited under the ADA. Employees who appear to have COVID-19 symptoms should be separated from others and sent home until they are symptom-free. The CDC’s symptom self-checker is a helpful tool employers and employees can use to determine the next steps. Confirmed COVID-19 Diagnosis. Once an employee has a confirmed diagnosis for COVID-19, in most cases, you may not need to shut down your business, but you should take extra precautions, including:

Instruct exposed employees to stay home for 14 days, work remotely if possible, and self-monitor
Check temperatures of all individuals entering the workplace
Restrict and close-off areas used for prolonged periods by the infected employee
Clean and disinfect shared areas such as offices, bathrooms, common areas, shared electronic equipment routinely
Require employees and visitors to wear a face mask at all times while in the workplace
Require social distancing

Testing

The testing process for COVID-19 is still evolving and immediate access to testing is not widely available. To date, there are two types of tests: Viral tests. Viral tests are authorized by the FDA and used to diagnose an active infection of SARS-CoV-2, the virus that causes COVID-19. Under the ADA, employers are permitted to require viral testing before allowing employees to re-enter the workplace. Antibody tests. An antibody test is different from the viral test that’s used to determine if someone has an active case of COVID-19. Authorized by the FDA, an antibody test detects a past infection. It’s reliability comes into question because results are based on timing – the period when the person contracted the virus and when the test was taken – which may prevent locating the antibodies in someone with an active case of COVID-19. Therefore, antibody testing is currently not permitted under the ADA. Guidance on viral testing in the workplace can vary. CDC guidance doesn’t replace state or local legislation or requirements of local health officials. Employers should work with their local government and health officials to determine how to implement the appropriate testing strategy for their business.

Disclosure

While the Americans with Disabilities Act (ADA) privacy rules restrict employers from sharing an employee’s personal health information, employers have an obligation to keep employees and customers safe by informing others about the potential exposure, including employees, customers and vendors. If your business is located in a shared office building or area, also inform building management.

Returning to Work

Employees with COVID-19 who have stayed home may stop self-isolation and return to work when they have met certain criteria.

As of July 20, 2020, the CDC revised its recommendations, to include:

If symptoms have passed at least 24 hours since the last fever without the use of fever-reducing medications.
For those who didn’t develop symptoms, self-isolation and other precautions can be discontinued 10 days after the date of their first positive RT-PCR test for SARS-CoV-2 RNA.
For those with severe cases, additional isolation, up to 20 days after the onset of symptoms, may be required.

Please note: CDC guidance is based on available information about COVID-19 and is subject to change as additional information becomes available. Do you have concerns about reopening safely? To help businesses like yours reopen with confidence, we created the COVID-19 Back to Work Employer’s Toolkit. Inside you’ll find all of the important resources and paperwork you need, plus the expert HR guidance to help you reopen with confidence while the pandemic is still active.

About Propel HR. Propel HR is an IRS-certified PEO that has been a leading provider of human resources and payroll solutions for more than 20 years. Propel partners with small to mid-sized businesses to manage payroll, employee benefits, compliance and risks, and other HR functions in a way that maximizes efficiency and reduces costs.

4 Ways a PEO Can Help HR Now

From transitioning staff to work remotely to keeping up with new and changing COVID-related compliance regulations, employers are relying on their HR teams more than ever before during uncertain and rapidly changing times.

As the role of Human Resources continues to evolve, here are four ways a PEO can help your HR team navigate change and prepare your business for what’s ahead.

Rethinking HR Processes. From new tools to enable staff to work from home to tools to measure the productivity and the employee experience, HR teams at large and small companies alike are learning to embrace technology and new processes that are designed to increase efficiency and reduce costs. How a PEO can help: Partnering with a PEO can help you gain a new perspective on cost-cutting decisions and new processes that may be right for your business. According to a report conducted by the National Association of Professional Employer Organizations (NAPEO), PEOs provide access to more HR services at a cost that is close to $450 lower per employee, compared to companies that manage their HR services in-house.

Reassessing Roles and Forecasting Skills. When budgets are tight and with so much uncertainty, hiring new talent may no longer be an option. HR will need to look internally to train existing employees and be proactive about forecasting skills to prepare for any future gaps. How a PEO can help: Building the right team, with the right skills, is essential for growth. Partnering with a PEO improves productivity. You can remove or add services to fit the needs of your business. In the beginning, your business may only need help with payroll. But as it grows and you add employees, your business needs to grow as well. PEOs hour business navigate HR at every growth stage.

Keeping Employees Motivated. Even after the pandemic ends and employees return to their workplaces, flexible and remote work will continue because of its cost-saving benefits. Employers will have to find new ways to ensure productivity and keep workers motivated. How a PEO can help: Partnering with a PEO is much like gaining access to a full-service HR division, with a team of experts who are knowledgeable about employment laws and are up to date with changing regulations, and can identify ways to keep employees motivated while improving productivity. In fact, businesses that partner with a PEO experience significantly higher employee satisfaction as well as lower rates of employee turnover.

Focus on Mental Health and Well-being. COVID-19 brings the importance of employee well-being, including physical and mental health, to the forefront. HR will have to develop new wellness-focused strategies to help employees, particularly when working remotely, deal with increased stress and added concerns of constant changes. How a PEO can help: Studies show that employees are more loyal and trust their employer when offered the right benefits. However, due to costs, high-quality benefits are out of reach for many small businesses. By working with a PEO, employers have access to quality health insurance options with stable and affordable rates. This is because of the PEO’s ability to pool employees together into one group to negotiate better health plans at lower rates.

Can a PEO help your business? The pandemic presents a number of new challenges for employers and the expertise of your HR staff may be limited and, therefore, not equipped to support your business as it did it the past. Change is inevitable, and a certified PEO, like Propel HR, can help you navigate uncertainty and develop a successful long-term strategy by assessing your HR processes, and recommend ways to reduce risks, save money, and stay compliant.

Concerned about reopening safely? To help businesses like yours reopen with confidence, we created the COVID-19 Back to Work Employer’s Toolkit. Inside you’ll find all of the important resources and paperwork you need, plus the expert HR guidance to help you reopen with confidence while the pandemic is still active.

Leveraging Business Downtime to Your Advantage

While we hear much about the risks and challenges of reopening while the pandemic is still active, there are also many positive benefits to taking a step back. Here are a few things you can do to leverage the downtime to your advantage.

Reconnect with Customers. Chances are the needs of your customers have changed. Take this time to become a valuable partner and find out how you can take their experience to another level.

Refresh Your Brand. Use the time to make improvements to your brand image. Think about how your business can add value, including the types of offers that may be more relatable to your customers now. Update your website, messaging, social media content, and marketing materials. You may also need to rethink your logo and tagline to reflect a new business approach.

Retool Your Processes. While your business is operating at a slower pace, use the time to determine what you can streamline.

For starters, identify what processes you can outsource. If your business is not equipped to complete every aspect of human resources in-house, for example, consider outsourcing specific HR-related tasks, such as payroll.

Enhance Technology. In the past few months, many employers have had an opportunity to test their remote work capabilities. Now that you have a good idea of what that looks like, take time to reevaluate the long-term capacity for telework and telecommuting and determine what kind of commitment that may be required.

Assess your Employee Benefits Program. As the pandemic continues, the needs of your employees will continue to change. Help your employees by expanding your employee benefits program, such as adding mental health benefits or offering educational opportunities.

Update Back to Workplace Policies and Procedures.With federal, state, and local COVID-related legislation constantly changing, it’s no wonder that workplace lawsuits are on the rise. Some of the most common legal disputes include unsafe working conditions and wage and hour violations. Learn how to avoid unnecessary compliance violations before bringing employees back to work. Include new workplace policies in your employee handbook and train employees on all new protocols and procedures.

Lower HR-related Expenses. Cutting costs while maintaining productivity is more important than ever before. Many businesses find that partnering with a PEO can help by bringing a new perspective on important cost-saving decisions to make now and for the long-term. Studies show that PEOs provide access to more HR services at a cost that is close to $450 lower per employee, compared to companies that manage HR in-house.

Prepare for a Second Wave. One lesson the pandemic has taught employers is how to respond with speed. With so much uncertainty, businesses can anticipate more disruption ahead. Evaluate what is working to date and the changes you need to make to prepare for a second wave.

Build a Resilient Business

Be proactive and build a resilient business. While managing through uncertain times, it can be challenging to think beyond the day-to-day tasks. Emerge stronger by taking advantage of the unexpected downtime in a positive way.

Do you have concerns about reopening safely? To help businesses like yours reopen with confidence, we created the COVID-19 Back to Work Employer’s Toolkit. Inside you’ll find all of the important resources and paperwork you need, plus the expert HR guidance to help you reopen with confidence while the pandemic is still active.

Plan to Pivot

I have always been a planner. I enjoy the process of planning and the work involved in preparing for a goal. I like to prepare for different alternatives and be ready with a plan B, C, and if necessary, Z. Planning comes naturally to me, and a good plan makes me feel secure and gives me a sense of control.

2020 has presented the planners of the world with an unprecedented dilemma. How can we plan when each day brings unbelievable news reports, unpredictable challenges, and unforeseeable obstacles?

In the absence of a reliable plan, I have learned to pivot. Like a basketball player, I am keeping one foot firmly planted on the ground and pivoting in order to create an open shot or pass the ball to a teammate. As a business leader, this has been a valuable lesson. Here are a few things I’ve learned:

Don’t overreact. I have become more aware of what I can control and what I can’t, which has given me the freedom to lead in a different way.

Trust your team. Remote working has forced me to find new ways to communicate with our team and encourage them from afar.

Listen more, speak less. I know I do not always have the best answer. The questions being asked in the time of Coronavirus are like none we have ever heard before, so the answers are not always apparent. I ask more questions of my trusted advisors and listen to my team before making decisions.

Look for new technologies. I am learning new technologies and exploring new methods of delivering more efficient and better services.

Keep planning. As issues arise, I pivot and then adapt my plan using the information I have, knowing that tomorrow could bring a new obstacle that requires another quick pivot and new plan.

Basketball coaches design plays to get their players open, but when their opponents defend well, a player may have to pivot and find a new way to score. No matter how good a plan is on paper, reality may present different challenges and the plan may have to be altered or scrapped. A good leader learns to quickly pivot and adjusts the plan.

During this unpredictable time of pandemic, economic uncertainty and social upheaval, planners have to pivot. In fact, pivoting may be the only thing you can plan on.