Keep Human Resources: Fun!

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Keep Human Resources: Fun!

Sales calls. Obamacare. Trumpcare. Payroll. Audits. Sales calls. Due diligence files. Interviews. Terminations. Training. Compliance. Sales calls.  1095a-1095z, I-9, W-2, PCORI fees. A.C.A., H.S.A., F.S.A., D.C.A., E.R.I.S.A., C.O.B.R.A., H.I.P.A.A. & omg!  On top of that it’s only 10 a.m.  Now someone just confused the sign on your door with mental health counselor, and your boss wants to meet with you.  (Bless you.)

The Human Resources’ position is like the lifeguard at the indoor pool: often underappreciated, yet highly necessary.  The primary job of the lifeguard is to make sure everyone else is safe and enjoy themselves:  Are there an appropriate amount of swimmers in the pool? Are the chemicals just right? Is little Timmy walking around the pool or running again? He is such a devious boy.

Now, imagine ten times number of people, but YOU aren’t the lifeguard at the indoor pool. You are the lifeguard on your favorite beach. And the weather is perfect. No need for chemicals; aside from maybe your sunscreen. The ocean is plenty big for all swimmers. You don’t even worry about Timmy because the sand he is running on is fine, gentle and forgiving. The sun warms your shoulders, your shades are on, and the sound of people having fun is only muffled by the ebbing waves.

What really changed between the two scenarios? Same job. Fewer chemicals. Ten times more people. Little Timmy is still having fun. And now you are too. The answer doesn’t have to be your location.

With the consistent sky-rocketing prices of employee benefits, the watchful eye of the Department of Labor and the increased out-of-pocket burden, employee benefits have lost their appeal, charm and enchantment. But it does not have to be that way!

Recently, I connected with the ‘God Father of Fun’.  He says, “think inside the box”.   Some company’s devote a good deal of money with the best of intentions.  Is it well received?

Do you have a ‘fun’ benefits program to attract the demand from the Millennials and retain the Baby Boomers?  There may be marginal increases in cost but we have a proven return on your investment.

We use a different approach. It’s simple, effective and attractive. It allows you creativity and flexibility to begin building the programs that help define your culture.  It aids in communicating the message from behind your CEO’s door and resonates those words throughout your organizational chart.

Synurture will help you take a look at the “benefits” from a different angles and offer you a fresh perspective. We have the resources to keep you compliant too.

Synurture has plenty of ideas.   Fun is “1 Click” away. Give us a call (302)-668-9131 or e-mail info@synurture.com.

 


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