I was recently delivering the results of an employee engagement survey to one of our clients. The survey results indicated that employees felt they were not paid competitively and that the available bonus opportunities were not sufficiently incentivizing. Leadership didn’t quite understand why employees felt this way — after all, they thought they had done all the right things.

Reviewing your employee benefits can be an arduous process. You’ll spend time working with your broker to explore the market, find the best options, and agree on a reasonable employee/employer premium split.

We're a leading HR consulting and outsourcing firm, which means we field a lot of questions from business leaders about human resources. Perhaps the most common question is: how can I get more from my HR team?

In today's highly competitive job market, employers are facing the challenge of attracting and retaining top talent. Offering a competitive salary is no longer enough. Employers must take a holistic approach and provide a comprehensive package that meets the individual needs of each employee. This is where the concept of Employee Total Rewards comes into play.

I recently had the unfortunate task of assisting a client with terminating an employee. Once the decision was made, we had to deliver the message to the employee as soon as possible. The manager had conducted separation meetings previously but asked me for some guidance. 

Many HR leaders will have spent the past few weeks in strategic planning sessions. Hopefully, these meetings were useful and helped your team agree on crucial details such as budgets and staffing levels.