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9 Employee Perk Ideas You’ll Want to Try

9 Employee Perk Ideas You’ll Want to Try

The success of your business relies entirely on your ability to recruit and hire top-level talent. Not only that, you have to do everything in your power to nurture that hire so they remain with your company long-term.

Unfortunately, this is something many business owners neglect and it continues to have a negative impact on their business until they do something about it. Offering traditional employee benefits definitely helps attract the talent you need, but it’s often not enough in today’s landscape.

Don’t worry, we have you covered with some amazing ideas for unique employee benefits that aren’t offered everywhere. They’re a way to separate yourself from the competition and incentivize recruits to show interest in your company.

Let’s take a look:

1.   Education

We know what you’re thinking right now, “I don’t have to pay for my employee’s tuition, do I?” The good news is no, unless you want to. While it would certainly be enticing to anyone interested in a job and an education, it’s not necessary.

Instead, you should consider certifications, specific courses, and extracurricular training that you might see as beneficial to the employee’s ability to do their job efficiently. If you offer to pay for it, they’re more likely to do it without hesitation.

2.   Create the Ultimate Break Room

Let’s be honest, all work with limited play is difficult to pitch to anyone in this modern era. If you truly want to win over recruits, creating a dedicated space in the office or warehouse for employees during break hours can do a lot for morale and productivity.

Not only will your employees be more excited about coming to work and getting started, but they’ll continue to perform at their best throughout the day since they’re being given a true break as a reward.

3.   New Parents

No, you won’t be offering to give your employees new parents. You will, however, be giving your employees greater benefits when becoming parents. Since we can all agree that juggling a newborn and a job at the same time is difficult, you can win recruits over by offering extended parental leave.

It’ll give recruits the sense that they can stay within the company long-term, especially since most people plan on starting and growing their family at some point in their life.

4.   Do You Love Pets?

Let’s be honest, there’s something about having a pet around that helps boost morale and improve the overall vibe in a room -- any room. That’s why introducing a “bring your pet to work day” in your office can be extremely beneficial.

It can something you do yearly like “bring your child to work day,” or it can be something you do more frequently, sort of like “casual Fridays.” Either way, you’re going to make your employees extremely happy when that day comes.

5.   Discounts Always Work

Whether you’re a business with a product or a service, offering discounts and coupons to your employees is another gret way to entice them to work for you. Especially in this day and age, everyone is eager to save money whenever they get an opportunity to.

It’ll also give them a reason to try your product or service, meaning they’ll be more involved in the company overall and have experience on the other end of the spectrum (as a customer). You can also give similar discounts to family members and referrals.

6.   Time-Off

Things happen in everyone’s life at different times and they don’t always come with a warning. Other times, employees just want to take a break from everything and leave on vacation for a week. Either way, paid time-off becomes a blessing for these individuals.

Offering PTO benefits to your employees shows them that you care about their well-being. It shows you want them to stay their best at all times, even when life throws a curveball -- and if they need that break, they don’t have to take a financial hit as well.

7.   Health & Wellness

Part of making sure your employees stay healthy year-round is making sure they have access to gyms, workout equipment, and even personal training. Employees that workout regularly are going to be healthier, which is good for your business because it means they’re giving you and your customers their best every day.

Reimbursing employees for these things goes a long way. Of course, you’ll need to set limits to what is included, but simply offering them a partial payment would help. Plus, it’ll incentivize them to use it more often.

8.   Company-Wide Events

Anytime you have a team-building day, company-wide event, or retreat, you immediately start to grab the attention of recruits. Just the thought of being a part of those activities will make them not want to miss it. Plus, it gives you an opportunity to showcase the personality and character behind your business.

When employees get together outside of work and bond on a more personal level, they feel moer comfortable working with each other and it often leads to an increased performance out of them. They build a chemistry that you can’t find elsewhere.

9.   Everyone Needs Food

Who doesn’t love food? What if you were to start offering lunch to your employees or even snacks throughout the day? Not only would it keep employees happy, but they’ll be more energetic and have the fuel they need to get through the harsh demands of the work day.

A great way to do this is by offering snacks everyday, but also picking one day of the week where you buy lunch for everyone in the office. It gives them something to look forward to and shows you care about your employees -- something they’ll definitely take notice of.

Of course, these are just some employee perks you can introduce in your company to help attract, recruit, hire, and maintain a roster full of top-level talent. When you can gain that, you’ll start to see your business take shape and build a level of sustainability that sets everyone up for future success.

Paying Workers Without Paper Checks

Paying Workers Without Paper Checks

The COVID-19 pandemic has created a widespread of challenges for businesses of all sizes. Not only has it changed the way businesses think and act, but it has changed the demands of employees and consumers alike.

One of the things the pandemic has changed forever is the way employees are paid and how they receive their money. It’s clear your employees and their families are in a tough position right now and they need as much help as they can get.

Unfortunately, many employers are still utilizing paper checks on payday -- opposed to the wide range of options available today. In fact, paper checks are one of the least-preferred methods when getting paid and it’s time for businesses to take notice of it. 

So, why shouldn’t you use paper checks?

When business owners choose to pay their employees with paper checks, a majority of them don’t understand the process involved when printing the checks, placing them in envelopes, and sending them out. Not only does that require physical labor, but it requires time when dealing with shipping and handling.

As we’ve seen with the COVID-19 pandemic, physical labor is still difficult to manage and there isn’t even a guarantee that it’s available. In addition to that, employees need their money sooner than ever because a majority of them are living with their backs up against the wall.

When your business uses paper checks, it does more harm than good to the employee -- and even your business. It costs you money, it takes time, and employees are stuck waiting an unnecessary amount of time just to get paid for the work they’ve already completed. Some of them might have to pay a small fee just to access that money, especially if they don’t have a bank account.

If that’s not enough to persuade you to consider paying employees electronically, think about all the different hands -- as well as germs and potential viruses -- that touch the paper check before reaching your employees. With how important public health and safety is today, paper checks present far-greater risks than we once imagined. 

There’s a Better Option When Paying Workers

For the business owners out there that think paying their employees via paper checks or even cash is the only option when paying workers, we want you to think again. Paying them electronically is a much-more feasible option in today’s economy, putting you and your employees in a position to succeed short-term and long-term.

It shows your employees that you’re thinking about them and that their needs matter to your company. In an age where many employees feel like they’re not being heard or appreciated, this can go a long way -- not just for you, but for the rest of your employees and customers.

With so many different options out there, including direct deposit, individual pay cards exclusive to your payroll, mobile wallets, and even services like Zelle and PayPal. Desperate times cause for desperate measures and your employees would do anything to rid themselves of dealing with paper checks.

If you need assistance or guidance when switching from paper checks to electronic payments, Consultants In-A-Box is here to help. We’re experts when it comes to payroll, human resources, and accounting services for businesses of all sizes.

Contact us today to learn more about how we can help you and your business find the success you were imagining when you first opened up. One of our trained professionals will assist you immediately.



Creating the Best Employee Satisfaction Survey

Creating the Best Employee Satisfaction Survey

When’s the last time you wondered whether or not your employees are happy with their job? If it’s been a while -- or if you’ve never truly thought about it -- then there’s never been a better opportunity than right now.

In fact, this is something you must do regularly if you want to ensure your office or store promotes a comfortable and happy environment for your employees. Failure to do so results in a lack of productivity, lack of motivation, and overall lack of fulfillment from your employees.

You might be asking yourself, “How do I find out whether or not my employees are happy?” This is a common question we receive often and there’s one answer we give every single time -- an employee satisfaction survey.

It’s similar to the survey you send out to your customers, except this time it’ll be catered to your employees.

Finding Success With an Employee Satisfaction Survey

An employee satisfaction survey reveals a lot about how your employees feel about their job, their role with the company, the rest of the staff, the managers, the policies, and other ways they feel the business can do a better job at meeting standards. It’s necessary when growing and improving your company.

In fact, an employee satisfaction survey should be administered at least once per year. If your company has a high turnover rate, it might be best to do it more frequently -- of course, you’ll want to find the root of the problem as well. The survey will help, but it’ll only be the first step.

If you want the best results, try handing out an employee satisfaction survey every three months. Make it a part of your quarterly process and let your employees know to expect it. You can incentivize honest answers by eliminating the need to place a name at the top of the survey.

For those that are new to the employee satisfaction survey, we’re going to outline some of the most prominent questions you should consider adding to your survey. Including these will ensure you get as much insight as possible when collecting answers from employees. 

  • Do you feel you’re paid enough for the work we ask you to do?

One of the main reasons your employees show up to work everyday is because they need the paycheck to support themselves and their families. When they don’t feel they’re being paid enough, they’re bound to start searching for a job that pays better.

  • Do you feel heard when speaking with management?

When employees speak to upper management and even executives, they want to know their opinions or observations are being heard. You’d be surprised at how many great ideas come from lower-level employees -- all you have to do is listen once in a while.

  • Do you feel like the work you do is valuable to the overall vision of the company?

Every business has goals they want to accomplish, a vision they want to bring to life, and a reputation to uphold. As you continue to add employees to your team, it’s important to make sure each position is designed to contribute to that end goal -- otherwise your employees will feel like their effort doesn’t matter.

  • Are you happy with the potential to grow with this company?

Employees don’t want to jump from one job to the next their entire life. They want stability and sustainability just as much as any business owner. The problem is most businesses don’t encourage growth within the company.

Instead of focusing on outside hires all the time, see if there are any opportunities to promote existing employees first.

  • Would you say management invests enough time and energy into the employees here?

It’s important for management to listen to their employees, but it shouldn’t stop there. Management needs to turn that into action and show the employees that their ideas and thoughts matter. It’s easy to sit down and lend an ear, but it’s a different story when you start taking action.

  • Are you given all the tools and resources needed to do your job well? 

In order for employees to do their job correctly, effectively, and efficiently, they need the proper tools and resources made available to them whenever and wherever. The best way to determine what those tools and resources are is to ask the employee. In fact, it’s the only way to determine it, so don’t neglect it!

  • How likely are you to search for a new job in the near future?

Anytime your employees give you their two-weeks notice, it stings a little -- especially when they’ve been good to your company since being hired. This might be a difficult question to ask and a difficult one to answer, but it’ll often change the narrative in the office and give you an opportunity to make things better.

  • Are you happy with the work you do for this company?

One of the questions earlier talked about whether the employee feels their role is valuable to the vision of the company. This question is a little different because it’s designed to determine whether or not employees are doing the right work.

It’s important that they not only feel like they’re contributing, but that they’re happy in the way they’re contributing. You’d be surprised by how many employees in your company would perform better if they had a different role.

  • What do you have to say about the culture we’ve created here?

Whether you were trying to create one or not, every company has a culture that defines its core values, principles, and behavior. This culture is important because it’s what attracts employees and incentivizes them to stay with the company long-term. If you haven’t been monitoring the culture within your company, now’s the best time to start.

  • Is the work you do challenging or difficult at all throughout the day?

This question could be paired with the tools and resources question. It helps identify which departments and which positions are having the most difficulty doing their job effectively.

You’ll want to ask both questions because some employees might find their job difficult, but not know what would make it easier. They might feel they have the right tools and resources, yet still find it difficult.

  • How is your relationship with your coworkers?

Coworkers are asked to spend a lot of time together. Sometimes, they see each other more than they see their own families. With that being said, you want to make sure every employee that works for you is comfortable with each other. It’ll also help strengthen the culture with your company.

  • Do you ever feel pressured while working?

When employees are pressured or stressed over things that could’ve been prevented, it takes away from the quality of their work and the satisfaction they have when working for you. It’s best to promote a stress-free environment, but it’s also important to make sure employees have what they need to calm down when stress arrives.

  • How well do you think our company adapts to change?

There’s nothing stable about business. It’s constantly changing and business owners are constantly being asked to change with it. Those that fail to institute this change end up falling behind their competition and underachieving the goals they set for themselves. If you want stability, be prepared to change.

When you include the questions listed above in your next employee satisfaction survey, you’ll receive the answers you need to continue improving your company -- from top to bottom. You’ll know the areas that need to be addressed, but you’ll also know where your company’s strengths are.

If you need further help instituting an effective employee satisfaction survey, contact the professionals at Consultants In-A-Box today. We help businesses find room for improvement and can’t wait to do the same for you and your business!


Tips For Preventing Payroll Fraud

Tips For Preventing Payroll Fraud

While businesses are affected externally due to the global pandemic and economic crisis, another enemy lurks within: Payroll fraud. It is a crisis that continues to rear its ugly head in and cripple businesses, big or small.

In this article, we’ll explore what payroll fraud is, its forms, and preventive measure you can implement to minimize the risk of being defrauded in your business.

What is Payroll Fraud?

Payroll fraud is a type of accounting fraud perpetrated by employees (or even employers) of an organization who exploits the excesses of a payroll system to enrich themselves. This typically results in workers falsifying their timesheets or any other forms of deceit to receive payments for hours not worked.

In the case of an employer or supervisor, payroll fraud could mean withholding deserving payment of a worker’s wage. According to a report, payroll fraud happens in 27% of all businesses, and twice as much in businesses with a staff size of fewer than 100 workers.

Types of Payroll Fraud.

Payroll fraud manifests in different forms in businesses. They include:

  1. Padding working hours.

This is one of the most common types of payroll fraud. This typically occurs when an employee with ill intentions falsify the hours worked on their time sheets so as to get greater pay for less work. In some cases, a worker may clock in hours for a co-worker that isn’t present. This practice thrives in businesses when the line manager isn’t closely monitoring the time sheets. 

  1. Pay rate alterations.

This is another deceitful practice that is occurring in most businesses today. Here, a worker (or group of workers) connives with the accountant or payroll supervisor to illegally increase the amount of their monthly or hourly pay. This happens days before payday and is reverted to the original rate shortly after payment.

  1. Outstanding advances.

This type of payroll fraud involves a worker demanding an advance payment and doesn’t pay back even after their regular payment has been paid. This fraud can only work when the payroll supervisor changes this advance fee to company expenses and will not be detected.

  1. Workers misclassification.

This type of payroll fraud is facilitated by an employer. Workers in an organization are classified as either employees or independent contractors. Recruiters sometimes make the mistake of misclassifying their workers. But some are done intentionally in a bid to evade payroll and unemployment taxes.

How to Prevent Payroll Fraud.

Now that you’ve learned what this fraud is and how it can be perpetuated in businesses, how can you as an employer prevent it?

  1. Designate different duties to different employees.

Payroll fraud typically thrives when a worker is responsible for multiple duties in the same department. For instance, if a worker is in charge of processing payroll and writing payroll reports, fraudulent activities may go undetected. You can mitigate payroll fraud by assigning different duties to different workers.

  1. Critically review payroll reports.

Another payroll fraud prevention tip is to critically review payroll reports from the payroll manager before signing off on it. Payroll frauds may thrive in a business when the pay reports are not properly analyzed for errors.

  1. Monitor canceled checks.

Another way you can prevent payroll frauds is to monitor canceled checks to ensure that they’re truly canceled. Payroll managers with ill intentions make the habit of processing checks that have been canceled.

  1. Never sign off on a blank check.

No matter the reason, you should never sign off on an empty check. Your business finances can take a hit and it’d be quite unfortunate to realize that you authorize such transactions.

  1. Hire a professional payroll provider.

An effective and lasting solution to the payroll menace is to hire the services of a professional payroll provider. A reputable payroll provider, like Consultants In-A-Box, will handle all the complexities involved in processing payroll and give you a concise report void of any financial fraud.

Consultants In-A-Box is a reputable payroll provider that offers the best solution to your payroll needs. Do contact us today to enjoy the best payroll service that your business deserves.