Casey Conway is an HR expert and communications consultant specializing in employee experience and internal company communications. Casey brings experience training leaders on how to develop and administer employee recognition programs designed to improve employee morale and engagement. She has also helped develop and lead company-wide wellness initiatives that provide employees with the resources to care for their physical and mental health.
At Business News Daily, Conway covers HR solutions and advises on workplace topics like onboarding, employee wages, remote work and the benefits of team meals.
In addition to her experience as a business consultant, Casey has more than 15 years of experience as an HR technology writer. In that time, she has analyzed tools like HR software, as well as outsourcing options like Professional Employer Organizations (PEOs).
Experience
Content Writer - B2B Marketing at CuraLinc Healthcare
Windows 10 offers a variety of power options and sleep settings to help your computer save energy and manage performance. Here's what you need to know.
Workplace meals can improve employee productivity, wellness and engagement by providing workers opportunities to eat, socialize and strategize together.
Some personality types are better suited to a work-from-home arrangement. Learn traits compatible with remote work and how to build the necessary habits.
Businesses with dog-friendly work policies offer an appealing job perk. Learn the pros and cons of pets at work and how to make your company dog-friendly.
Hyperadoptive customers rapidly change behaviors and are willing to try new brands and products. Learn how to identify and keep hyperadoptive customers.
Allowing employees to work remotely can increase productivity, but remote work policies are essential. Learn how remote work can benefit your business.
Online searches can lead consumers to counterfeit sites and potentially dangerous goods. Learn what businesses can do to outsmart fake sites and scams.
In this article, we’ll break down the differences between Bambee and BambooHR software solutions. Read on to learn about the best choice for your business.
Setting up your power options on Windows 10 is different, but easier, than with previous versions of Windows. You can access your power settings in three simple steps.
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Type “Power” in the Start menu search bar and click on the result that says “Edit Power Plan.”
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Your current power plan will open in a new window. Then click “Power Options” in the address bar.
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You will now see all available power plans. Switch between them or customize as you wish.
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Sleep settings
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Sleep mode conserves energy by putting your computer into a low-power state and turning off the display when you’re not using it. Instead of completely shutting down your computer and rebooting, you can put it in Sleep mode so that when it wakes up, it will resume where you left off. [Note, however, that shutting down your computer is one way to secure your device.]
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Windows 10 also puts your computer to sleep automatically. The sleep settings let you choose when your computer should go to sleep and, if you want, when it should automatically wake up.
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To adjust your sleep settings, go to Start and select Settings > System > Power & Sleep. Under “Screen,” adjust how many minutes you want your device to wait before turning off the screen when not in use. Under “Sleep,” select how long you want the device to wait before going to sleep when not in use.
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Hibernation settings
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Hibernate mode is similar to Sleep mode but uses even less power, as it essentially turns your computer off and saves its current settings so you can resume where you left off. It’s ideal if you will be away from your computer for an extended time.
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To set your hibernation settings, follow the process outlined above for adjusting your sleep settings. There you will find a “Hibernate after” option that allows you to set how many minutes the computer should wait before going into hibernation mode if left idle.
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Manual activation
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If you want to immediately put your computer in Sleep or Hibernate mode without going idle first, Windows 10 lets you activate either state manually.
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To set up manual sleep or hibernation, go to your Power Options control panel. Click on “Choose what the power button does” on the left navigation bar, and then select “Change settings that are currently available.” From there you will be able to choose whether your computer should sleep or hibernate when you press the power button or close the lid. You can also use different settings when your computer is running on battery power versus when it’s plugged in.
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You can also access shutdown settings so that the Sleep and Hibernate” buttons appear on the Power menu. Make sure both boxes next to “Sleep” and “Hibernate” are checked in your shutdown settings. This way, all you have to do is click on the Start menu, select “Power,” and choose “Sleep” or “Hibernate.”
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Wake settings
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Windows 10 can also wake your computer up from sleep or hibernation mode, even when you’re not around.
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To create wake times, click on “Change advanced power settings.” Go to “Sleep,” and click on “Allow Wake Timers.” From there you can set up and modify events and times when you want your computer to automatically wake up. You can select this option for both “On battery” and “Plugged in” statuses.
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When your computer turns back on from Sleep or Hibernate mode, by default, Windows 10 will require you to enter a password. If you wish to skip the password so your computer wakes up with you automatically signed in, you can disable it by going into your account settings. Just go to Settings, click on “Accounts,” choose “Sign-in Options,” and select “Never” from the dropdown menu.
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Benefits of Windows 10 sleep settings
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Adjusting your Windows 10 sleep settings offers numerous benefits, such as improved battery life, security and performance. If you use your computer regularly, you can leave it in Sleep mode when you end your day to power down significant hardware components and help you save power. Another upside to leaving your computer in Sleep mode overnight is that your machine will continue to run any scans, backups, updates or general maintenance as scheduled.
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However, you don’t necessarily want to use Sleep mode all the time. It doesn’t make your computer immune from attacks, as sensitive information doesn’t disappear when your machine is sleeping. Things like encryption keys stay in the RAM. And if an attacker has access to encryption keys, they will be able to access other credentials and important information. If security is a concern when you step away from your computer, use Hibernate mode instead. [See our quick cybersecurity tips for small businesses.]
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If you’re keeping your computer in Sleep or Hibernate mode often, choose one night of the week to completely shut it down. When you restart your machine every now and then, you clear up any temporary issues or applications that were running in the background. This is also the best option if you know you’ll be away from your computer for several days.
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Easy settings for optimum performance
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While it’s great to upgrade your technology over time, that’s not the only way to keep your computer running smoothly. Computers and operating systems have come a long way over the years, offering easier, faster and more affordable options than ever. Take into account your computer usage and personal needs, and learn how to take advantage of the various settings within Windows 10. If you adapt your power and sleep options, you can ensure your computer maintains its battery life and speed while keeping your information secure. Keep in mind that there are differences between business and consumer laptops that could affect the settings you choose.
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Sara Angeles contributed to the writing and research in this article.
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Eating with your colleagues offers more benefits than you might think — not just for employees, but for employers as well. These advantages can include stronger employee relationships as well as increased engagement, inclusiveness, wellness and team morale. A Cornell University study found that employers may see a boost in productivity if they encourage their employees to eat meals together, much like the camaraderie built in many firehouses.
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Researchers found that firefighters who eat meals together experience better job performance as a group than firefighters who dine individually. The study’s authors believe their findings have implications for all organizations looking to improve team performance.
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Kevin Kniffin, one of the study’s authors and a visiting assistant professor in Cornell’s Charles H. Dyson School of Applied Economics and Management, said eating together is a more intimate task than just looking over an Excel spreadsheet, and that intimacy spills over into work.
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“From an evolutionary anthropology perspective, eating together has a long, primal tradition as a kind of social glue,” Kniffin said. “That seems to continue in today’s workplaces.”
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Benefits of workplace meals
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Based on the study’s results, the Cornell researchers believe employers would do well to look at funding cafeterias and catered meals as investments in employee performance.
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“Although the costs that organizations invest to support onsite eating are clearly measured as direct expenses, our research highlights the opportunity that exists to start measuring and optimizing less direct organizational benefits that can be obtained through institutional support for commensality among coworkers,” the study’s authors wrote.
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For the study, researchers spent 15 months conducting interviews and surveys in a large city’s fire department, which included more than 50 firehouses. The researchers asked the department’s supervisors to rate the performance of their platoon compared with other fire companies in which they’d served. The supervisors were also asked how often the platoon eats together. Here are some of the interesting findings:
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The platoons who ate together most often got higher marks for their team performance, while the platoons that did not eat together received lower performance ratings.
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The researchers discovered that many firefighters expressed embarrassment when asked about why they didn’t eat together. “It was basically a signal that something deeper was wrong with the way the group worked,” Kniffin said.
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The study’s authors believe the results have implications for many organizations, because all employees need to eat each day. “This area of investigation carries significant potential as a mechanism to increase work-group performance within organizations by leveraging natural needs to eat when compared with less mundane activities that would require more complicated employer interventions,” the study’s authors wrote.
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The study, funded in part by the Cornell Institute for the Social Sciences, was co-authored by Cornell professors Brian Wansink, Carol Devine and Jeffery Sobal.
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Importance of meal breaks
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Meal breaks are about more than nourishment. They are one of the few times during a work day when you have the opportunity to turn off your computer screen, defer phone calls, and focus on yourself. It’s a time to step away and push reset — not to catch up on emails or review meeting materials. Doing so can benefit both you and your company in more ways than one.
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Mindful eating
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Mindful eating is the awareness you have in the moment you are partaking in a meal. This may include how different foods make you feel, how the taste or smell impacts you, or how your hunger levels change throughout a meal. That awareness is more difficult to attain if you’re simultaneously typing away, researching new ideas or listening to voicemails. Taking time to eat away from your work environment encourages more mindful eating and can even help you make better choices.
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Increased engagement
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Taking time to push pause on your goals and transition to rest time doesn’t just benefit you; it helps your company, too. A study published in the journal Cognition showed that performance tends to decline over the course of a task. One way to counteract this is by taking breaks. By pressing pause a few times throughout the day, including at lunch, you will actually have an easier time remaining committed to — and engaged in — a task.
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Legal meal and rest break requirements
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United States federal laws do not actually require meal breaks. However, there are federal laws in place regarding pay and breaks in general. Meal and rest break laws vary by state.
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Federal law requires break time to be paid if any of the following statements is true:
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A break is less than 20 minutes.
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The employee works through their break (such as working through lunch).
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State law requires paid breaks.
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Perks of eating lunch together at work
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It seems clear that the benefits of communal meals go beyond firefighters into the corporate world. While you may be tempted to eat at your desk and catch up on your work or even your social media scrolling, there are good reasons to hang out at the group table:
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You get to take a break and relax. Of course, you can do this on your own, but you will take a more fruitful break away from your desk with no email notifications pinging and no desk phones ringing. You do better work when you focus fully on your tasks, not when trying to straddle working and eating at once. Plus, if you feel like you have to eat at your desk, you will build up resentment that can carry over into the rest of your day, dragging down your performance.
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You’ll build social relationships. If you only talk to your co-workers about work, you don’t get to know them. Lunchtime is the perfect opportunity to chitchat about families, hobbies and interests. It is also the best time to learn what your co-workers know about office politics, personalities, and so on.
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Social interaction brings the team closer together. Personal connections make working together not only more pleasant, but also easier and more productive. This is one of the reasons that some companies provide free or subsidized food to employees. Some companies go the healthy route, while others offer what the workers prefer, healthy or otherwise.
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It’s a great networking opportunity. Get to know the finance analyst, for instance, or be there when the boss drops by the lunch table. Practice your elevator speech on the intern if you must, but stick to non-work topics for the most part.
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Free meals as a return-to-office perk
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Prior to the pandemic, giants like Google provided employees meals from the famous Google buffet. Other tech companies like Asana boasted similar perks, such as three nutritionally balanced meals per day available at the office. With rising costs and employees’ increased interest in remote work, however, many companies have modified or eliminated these benefits. Others are offering them for the first time.
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Reduced financial strain for employees
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A January 2022 PYMNTS Connected Economy report found that 51 percent of employees work in hybrid roles, while 35 percent go into the office every day.
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Eager to get more employees back in the office, Google reinstated some of the perks workers received prior to COVID-19, such as free massages, transit and food. The effort to provide onsite meals is one strategy more employers are using to reduce the impact of adapting to a new routine.
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In a recent survey from corporate catering company ezCater, 81 percent of leaders said that offering free meals and snacks was the best incentive to bring people into the office, with seven out of 10 employees indicating that free meals made them more likely to return to onsite work.
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If employees live relatively close to the office, free meals and snacks can help counteract the increased cost of gas and public transportation necessary to get to the office. By providing meals onsite, employers can eliminate the time employees must spend preparing meals at home. They can also decrease an employee’s need to leave the office and spend even more on gas and restaurant meals.
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Increased employee retention
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Catrin Lewis, head of global engagement and internal communications at Reward Gateway, pointed out that a sponsored lunch or breakfast will find its way onto social media and provide a nice boost to the company image. Focus on a theme and use the meal to encourage a volunteer endeavor (which means even more team-building and bonding opportunities for the staff) or as a time to explain and absorb new policy changes or company news.
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The ezCater study also showed that employees are 64 percent more likely to consider a new employer if free meals are offered. In a competitive recruiting environment, free meals can make a difference.
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Although Google and other companies offering complimentary meals may not require employees to eat together or take a break to eat, collaboration guru Tammy Erickson noted the tremendous benefits of enhanced collaboration, including connecting previously unrelated ideas and co-creating products, services and experiences. Shared meals and other forms of employee engagement contribute to a collaborative environment.
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The impact of workplace meals
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The way we work — and the way we view work — has changed drastically in the last few years, but the benefits of sharing a meal with colleagues remain strong. Encouraging collaboration with complimentary on-site meals can increase productivity while simultaneously reducing the personal time and costs associated with heading back to the office. When you consider today’s competition for talent and employees’ hesitancy to return to work, the opportunity to enjoy a meal together may have a bigger impact than ever before.
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Additional reporting by Adam Uzialko.
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Working outside the office can present challenges, including poor Wi-Fi, family distractions and miscommunication. But your environment isn’t the only factor driving work-from-home success. Your personality may put you at an inherent advantage – or disadvantage – for remote work.
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We’ll look at personality tests and what they reveal about how well your strengths and weaknesses will align with a remote-work arrangement.
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Is your personality suited to remote work?
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When businesses institute a telecommuting policy, many of the successes and challenges remote workers experience come down to personality. Preferences, tendencies and needs can all impact your remote work success and enjoyment.
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Personality tests can help you better understand your strengths and weaknesses and how they may impact your work-from-home experience. The Myers-Briggs Type Indicator (MBTI) is a well-known assessment tool that assigns people one trait from each of four type pairings:
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Introversion or extraversion
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Intuition or sensing
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Thinking or feeling
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Judging or perceiving
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These traits inform how someone perceives the world and makes decisions. Michael Segovia, a lead certification trainer for people-development company and exclusive MBTI publisher CPP, shared some key strengths and weaknesses of each type pairing and how these attributes may affect someone’s approaches to remote work.
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Did you know? Benefits of remote work include eliminating the commute, more time to develop healthier habits and not being exposed to office germs.
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Introversion (I) vs. extraversion (E)
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Introverts: People who tend toward introversion are often seen as ideal work-from-home candidates because they thrive in quiet, calm environments where they can be alone with their thoughts and avoid workplace stress. However, Segovia noted that the home office’s solitude typically gives introverts less motivation to speak up and contribute to group discussions.
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Extroverts: In contrast, extroverted individuals draw their energy from others; they may find it challenging to be creative and productive without an office full of colleagues with whom to share ideas. Similarly, psychologist Dr. Jennifer Jones, founder and CEO of the EntrepreneurShift app and live-event program, says extroverts may experience an “energy rut” while working from home if they don’t get the face time they crave.
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Intuition (N) vs. sensing (S)
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Intuitive people: According to Segovia, when it comes to processing information, people who are more intuitive tend to want “big-picture” ideas; they prefer to look at things from a broader perspective. They don’t necessarily need or want a lot of direction and may react negatively to micromanagement.
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Sensors: In contrast, sensors need specifics. They find it challenging when the directions and tasks they’re given are too general. Segovia said these individuals must be able to ask many questions to understand and focus on the details.
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Thinking (T) vs. feeling (F)
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This MBTI-type pairing usually refers to how people make decisions, but Segovia said a person’s preference for thinking or feeling also affects how they interpret remote communications.
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Thinkers: Thinkers look for clarity and brevity.
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Feelers: Feelers want to make a connection with the person they’re speaking with.
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Both types can experience problems with remote work. For example, in their daily text-based communications, a manager or colleague might be too chatty and excitable for thinkers or too blunt for feelers. The emotions and subtext someone would look for in face-to-face interactions are absent for both types.
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Judging (J) vs. perceiving (P)
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Judgers: Segovia explained that people who tend toward judging want closure in their work. They find it easier to work from home because they can naturally focus on completing their tasks and separate work time from relaxation time. However, this tendency can backfire when a judger makes a decision too quickly – without all the necessary information – because they want to resolve the matter quickly.
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Perceivers: Workers who prefer perceiving like to spread out their tasks. They’re OK with being “on the clock” longer if they can take frequent breaks. But according to Segovia, this tendency also means perceivers can easily become distracted when their lines between work and play are more blurred – and distracted workers cost businesses money. They may also find it challenging to make a firm decision, as they like to keep things more open-ended.
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Other personality tests and how they relate to remote work
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The MBTI isn’t the only helpful personality-assessment tool to help evaluate your remote-work suitability. The DiSC personal assessment and 16 Personalities test can also shine a light on your work style as it relates to telecommuting.
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DiSC
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The DiSC personal assessment was created to help individuals understand their leadership style and how others may react to it. It includes approximately 80 behavior-based statements people answer using a five-point scale. It takes 15 to 20 minutes to complete and is particularly effective at team-building, communication and productivity in a work environment.
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Each letter in the DiSC acronym represents a different personality type:
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D (Dominance): Individuals with a high D score tend to be more focused on results at work. They may be considered more outspoken or demanding.
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i (Influence): Individuals with a high i score are better at influencing and persuading others. They’re often more open, energetic and optimistic.
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S (Steadiness): Individuals with a high S score are more concerned with cooperation, loyalty and dependability. They’re often the more calm team members and don’t enjoy rushing through their work.
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C (Conscientiousness): Individuals with a high C score value accuracy and expertise. They love independence and don’t like to be wrong.
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You will naturally score higher in some areas than others. However, the results leave room for more nuanced differences. For example, your type may be SC or CS if your scores are similar in those two areas.
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A DiSC assessment’s value in a remote work environment is helping identify your tendencies, needs and preferences regarding teamwork and communication. The more you understand yourself, the more effective you can be while working from home.
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Here are two examples of how you can use DiSC assessment information to inform your remote-work approach:
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Evaluate your communication style. Consider your results as you approach team meetings, projects and more. Are you too blunt or demanding sometimes? In a traditional work environment, people see more of your personality in action, which can balance out your directness in meetings. But if all your team knows about you is how blunt you are on a Zoom call, they may find it off-putting. Consider asking your team for honest professional feedback on your communication style – and be open to what they say.
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Understand your needs. If you’re a high S and enjoy steadiness, you may find that, in a remote work arrangement, you miss the regular check-ins that are a part of an office environment. Or perhaps you feel uneasy about adopting and using new technology regularly in a remote-work situation. Consider how you can address your needs with your manager or team.
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16 Personalities
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The 16 Personalities test results are based on the NERIS® model, which combines one of four personality types with various personality traits. It includes roughly 100 statements using an agree-or-disagree scale. The test takes 10 to 15 minutes to complete. While most personality tests show your score or percentage in one specific type, this test goes a step further to show how personality traits relate to different characteristics. Additionally, the results specifically address career paths and workplace habits.
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The test’s four core personality types – defined as roles – help you learn more about your goals, interests, and preferences:
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Analysts: Analysts tend to be independent and open-minded. They do not fear debate. They are great strategic thinkers but may struggle in social relationships.
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Diplomats: Diplomats tend to be more focused on cooperation. They’re more empathic and often considered to be workplace harmonizers. However, they may struggle to make difficult decisions.
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Sentinels: Sentinels tend to be highly practical and great with logistics. They may also be inflexible.
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Explorers: Explorers tend to be practical and can react quickly when necessary. They easily master new tools and techniques but may pursue more risky endeavors without much thought.
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The test also outlines four strategies to help you learn more about your preferred way of doing things and achieving goals:
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Confident Individualism: People in this category tend to prefer doing things alone and strongly believe in individual responsibility. They don’t pay too much attention to others’ opinions.
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People Mastery: People in this category tend to enjoy social contact and have great communication skills. They enjoy learning what makes other people happy but don’t care what others think of them.
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Constant Improvement: People in this category tend to be quiet perfectionists. They are curious hard workers who are very concerned about their performance.
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Social Engagement: People in this category tend to be more social and energetic. Social status is important to them, as are others’ opinions.
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By combining the results of these and other categories, you receive results about one of 16 personality types. Here’s what the test can show you about your probable remote-work strengths and challenges.
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Do you need social engagement? If you learn that social engagement is essential for you, you don’t want to work for a remote team that rarely connects. This preference is something you can address during the hiring process. Once you join a team, you may look for opportunities for remote work engagement, such as planning a recognition or team-building event.
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Do you like to work alone? If you discover you prefer to work alone, consider how that impacts your role. Can you limit meetings and contribute via Slack or Teams? Perhaps you can discuss this with your supervisor.
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Do you enjoy close team relationships? If you’re a team leader who enjoys workforce collaboration and building strong relationships, you may find it challenging to foster the healthy business relationships you’d experience in an office. Consider how you’ll handle this – perhaps by scheduling more regular one-on-ones or inviting the team to more casual catch-ups.
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Making ‘work from home’ work
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Employers and employees must agree on a remote-work policy that makes sense for everyone, regardless of personality type. Jones noted that regular video conferences, occasional in-office days (if possible) and excellent project management software can enforce a strong sense of accountability in remote staff.
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“Companies should have a video conference with the person who is working from home every other day,” Jones advised. “This will also help those who tend toward distractibility to be accountable.”
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Publicist Jana McDonough, a full-time remote staff member at Maracaibo Media Group, says frequent communication can help anyone who works outside the office remain confident and connected.
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“When working from home, you have to be able to reach out if you have any questions or concerns,” McDonough said. “In other words, you have to be completely transparent. Just because you can’t physically see what each other is working on doesn’t mean both sides can’t check in with each other.”
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Ultimately, Segovia said any employee’s success – remote or not – depends on how motivated they are to meet and exceed the job requirements.
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“Any personality type can do any job, as long as the motivation to do that job is there,” Segovia said. “You learn to use the opposite preferences [from those that you prefer] … as you mature and grow.”
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Put your personality to work for you
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The demand for remote work is strong, even amid back-to-office and hybrid arrangement trends. If you prefer to work remotely, take the time to learn how your personality impacts your work style and preferences. An increased sense of self-awareness can open doors to new opportunities, increased productivity and better relationships with colleagues.
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Nicole Fallon contributed to the reporting and writing in this article. Some source interviews were conducted for a previous version of this article.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"4395","_score":2,"_source":{"canonical":"https://vaylees.com/1767-qr-codes-business.html","displayModified":"2023-10-23T17:50:10Z","docType":"article","editorsPick":false,"href":"1767-qr-codes-business.html","id":"4395","ID":4395,"isSponsored":false,"published":"2011-12-09T05:56:00Z","site":"bnd","stream":"These are some quick, easy ways to get started with QR codes.","subtitle":"These are some quick, easy ways to get started with QR codes.","title":"5 Practical Ways to Incorporate QR Codes Into Your Marketing Plan","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Grow Your Business","slug":"grow-your-business"},"sub":{"name":"Sales & Marketing","slug":"sales-marketing"}},"meta":{"robots":"index, follow","description":"QR (quick response) codes redirect scanners to online information. Learn five simple ways to use QR codes as a marketing tool to promote your company."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04072713/VPN_computer_PrathanChorruangsak.jpg","caption":"PrathanChorruangsak / Getty Images","alt":"woman using a computer in a home office"},"content":"
Quick response (QR) codes — those now-ubiquitous black-and-white square barcodes — can be found in restaurants, doctors’ offices, grocery stores, retail shops and on direct mail marketing pieces. Customers use their mobile devices to scan QR codes and instantly receive vital information.
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QR codes give businesses an affordable and effective way to connect, inform and engage consumers while promoting mobile interaction. We’ll look at the pandemic-induced growth of QR codes and share how businesses can incorporate them into their business marketing plans.
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Growth of QR codes
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Before 2020, QR code usage was on the decline in most countries. QR codes had initially been adopted with much fanfare and tech-industry buy-in. Apple even incorporated the QR reader into the iPhone’s camera in 2017, and other smartphone manufacturers quickly followed. However, the QR code’s novelty seemed to fizzle, and marketers all but abandoned the technology.
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Then, 2020 and the COVID-19 pandemic arrived. Businesses found themselves in need of creative tech solutions for a newly touch-free society, and QR codes fit the bill. QR codes found their way back into mainstream marketing, and their usage shows no signs of waning.
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The use of QR codes skyrocketed in 2020, reaching a market size of $916.7 million. The global QR code labels market is expected to grow an additional 5.6 percent by 2026, which will exceed $1 billion.
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How to use QR codes in your marketing plan
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QR code usage is limited only by your marketing team’s imagination. Here are five ideas for using QR codes to promote your company.
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1. Incorporate QR codes into your business card.
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Adding a QR code to your business card is a straightforward way to introduce QR codes into your small business marketing strategy. You can embed a QR code with your contact information directly on a physical business card or share a business card QR code via email, SMS, social media and more.
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Your QR code can lead to a contact page with your pertinent information or a page on your website that outlines a specific call to action (CTA). You’ll be able to track website visitors who arrive on your website via your business card’s code.
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2. Offer incentives and coupons via QR codes.
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Giveaways, discounts and free trials are excellent ways to drive traffic to your business. You can link a QR code directly to an online coupon or special offer and then build and track engagement to determine the offer’s effectiveness. Linking to incentives is also an excellent way to generate new leads.
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Using QR codes with promotions and incentives gives your marketing team flexibility and control. Your business can pivot to a new strategy if the current one isn’t effective and tweak the QR code’s online destination as desired.
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3. Use QR codes to ask for reviews.
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Online reviews help drive business and foster trust, but asking customers to submit reviews can be time-consuming and ineffective.
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Instead, use QR codes to link customers directly to a review site like Google, Yelp and other business review websites or a social media platform where you’d like them to post a review. At the same time, you can offer a discount or enter them into a drawing as an incentive.
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Place QR codes facilitating reviews in stores, offices, restaurants or on receipts. Since customers will use their phones to access the QR code, it’s also a unique opportunity for them to include a photo with their review, helping attract more attention.
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Link your QR code directly to a review site or social platform, or provide customers with multiple options. This is an excellent way to learn more about your customers’ preferences and where they go to read reviews.
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4. Use QR codes to improve the customer experience.
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The customer experience has become increasingly crucial to business growth, and QR codes can help improve your customer experience in many ways.
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For example, many museums and attractions place QR codes throughout venues. They link to audio and video files, text, and maps, among other things. You can also use QR codes to engage customers in interactive games, such as a scavenger hunt.
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QR codes can empower customers to move through experiences at their own pace and interact with your brand in new ways. They let you provide more positive and memorable touchpoints without necessarily requiring more staff or an increased marketing budget.
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5. Find creative uses for QR codes.
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Let your industry, business and imagination fuel ideas for QR code usage. For example, the restaurant industry initially used QR codes to share menu offerings. Now, however, you’ll find opportunities to pay your bill, join customer loyalty programs, and follow a restaurant on social media via QR codes. Here are some more creative ideas to inspire your QR code usage:
Place QR codes on product packages to present key information or ingredients.
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Share a QR code to your business app’s download page on Apple’s App Store or the Google Play Store.
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Have customers scan a QR code to access Wi-Fi instead of having them enter a password.
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Use QR codes on giveaways like T-shirts and pens to spread the word about your business.
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Market your events via a QR code on your social media accounts and direct customers to the registration page.
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Use QR codes in job listings so applicants can read the job description, understand the qualifications needed, and apply.
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QR codes allow businesses to rotate the content customers access, which is much more cost-effective than regularly printing materials that quickly become outdated or end up in the trash.
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Benefits of QR codes
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QR codes are an effective small business tech trend with numerous advantages. Here are some benefits of incorporating QR codes into your marketing strategy.
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QR codes are great for analytics. Dynamic QR codes offer excellent tracking capabilities. You can learn more about when and where consumers use your QR code, how they interact with it, and what the end result is. Because you can quickly update and alter the QR code destination, it’s easy to test new offers, products, links and more. You can make additional changes to your marketing plan as needed based on your findings.
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QR codes make data collection easy. Consumers are increasingly concerned about how their data is used. You can use QR codes to collect first-party data instead of relying on third-party data from companies like Google. QR codes let you collect data straight from your customers — data you own and can use effectively. You can use this data for lead generation, targeted marketing and more.
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QR codes enable customer self-service. QR codes help you give power back to the customer. Using QR codes for restaurant menus is just one form of self-service. You can also create opportunities for customers to make reservations, order and pay with one quick scan. Companies like Amazon now use QR codes to offer self-service contactless returns. If your customer doesn’t need direct assistance, QR codes can make their experience with your company easier and more efficient.
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Connect online and offline media with QR codes. In the past, direct mail elements — flyers, postcards or billboards — were static. If you wanted a consumer to learn more or visit your website, you had to rely on them entering a URL in a browser. QR codes provide a quick point-and-land way to access the additional information you want to share with customers. You no longer have to make space to spell out a long link or squeeze in more tiny text. Instead, QR codes provide a clean and efficient way to connect your online and offline media.
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Reach, engage and convert with the right QR codes
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It took a pandemic to accelerate the use of QR codes, but their popularity shows no signs of wavering. As consumers embrace QR codes, marketers will have more opportunities to find new and effective ways to use QR codes as a mobile marketing solution.
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As you consider incorporating QR codes into your marketing strategy, remember that every business is different. Take advantage of the tactics and benefits that make the most sense for your company’s goals and customers.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"32102","_score":2,"_source":{"canonical":"https://vaylees.com/trinet-vs-adp","displayModified":"2024-06-10T21:04:48Z","docType":"article","editorsPick":false,"href":"trinet-vs-adp","id":"32102","ID":32102,"isSponsored":false,"published":"2023-08-08T15:57:50Z","site":"bnd","stream":"This guide compares TriNet vs. ADP, two of the top PEOs for small to midsize businesses, to help employers select the best PEO for their business needs.","subtitle":"This guide compares TriNet vs. ADP, two of the top PEOs for small to midsize businesses, to help employers select the best PEO for their business needs.","title":"TriNet vs. ADP Comparison","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Find A Solution","slug":"find-a-solution"},"sub":{"name":"HR Solutions","slug":"hr-solutions"}},"meta":{"robots":"index, follow","description":"In this article, we’ll break down the differences between TriNet and ADP PEOs. Learn more about choosing the right PEO for your small business."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04073421/interview_Tero_Vesalainen_GETTY.jpg","caption":"Vesalainen / Getty Images","alt":"job interviewer holding a candidate's resume"},"content":"
A professional employer organization (PEO) can support small businesses by providing third-party HR support in the form of benefits, payroll, compliance and onboarding. A PEO service can help eliminate heavy administrative work for small business owners while ensuring key HR functions are managed efficiently and accurately. PEOs also offer reporting and analytics to help small businesses stay in compliance with local and federal laws and regulations.
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Our TriNet review and ADP review cover two of the leading PEOs on the market. Each offers its own set of benefits, so we compared our findings to evaluate these PEO services side by side and help you choose which one is best for you.
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TriNet vs. ADP Comparison
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Criteria
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TriNet
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ADP
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Pricing
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Custom pricing per employee
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Custom pricing based on selected services and add-ons
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Features
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HR administration, employee benefits, payroll and taxes, risk and compliance, recruiting, training, and development
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Benefits, onboarding, payroll processing, compliance, reporting and analytics
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Customer service
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Phone, email, live chat, industry specialists and HR experts
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Phone, email and HR experts
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Integrations
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Yes, but limited
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Yes, more than 300
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Optional add-ons
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No
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Yes
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Who Do We Recommend TriNet For?
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TriNet is a leading PEO for small to midsize businesses. It is one of the only PEOs to offer industry-specific tools and support. Small business owners in industries with extensive regulations, such as finance or healthcare, will benefit from having a knowledgeable industry professional to support their team. TriNet professionals can guide employers through regulation changes and industry-specific challenges. TriNet offers HR administration, employee benefits, payroll and taxes, risk and regulatory compliance, recruiting, and training and development services.
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TriNet’s easy-to-access mobile app ensures that both employers and employees can access important information on the go. TriNet makes it easy for employees to update or adjust benefit selections as needed. Source: TriNet
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We believe TriNet is a great choice for small businesses that need more targeted industry support. Its services will be particularly beneficial to those in highly regulated industries. TriNet’s solutions are sold together at one per-employee price rather than as separate add-ons. Companies in search of transparent pricing will find this cost structure helpful. TriNet’s simple self-service platform can reduce administrative tasks for companies who are looking to save time and resources. Smaller businesses that need access to better benefits options will appreciate TriNet’s premium-level options from both local and regional carriers.
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Industry-specific tools and support
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Bundled services and transparent pricing
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Simple self-service platform for employees
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Premium-level benefits options
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Who Do We Recommend ADP For?
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ADP offers a team of dedicated subject matter experts that provide hands-on support. These experts have strong backgrounds in payroll, compliance and other key HR functions. Their expertise ensures small business owners have more time to run and grow their business. ADP provides many standard PEO services but is primarily known for its benefits offerings, which include comprehensive options for small business owners. The ADP platform makes it easy for employees to seamlessly register for benefits using self-service. ADP services also include onboarding, payroll processing, compliance, and reporting and analytics. You can take a self-guided tour of the ADP platform online.
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ADP’s benefits platform is intuitive and simple. The interface makes it easy for employees to review their current selections, make necessary changes, or reach out to advisors when additional support is needed. Source: ADP
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Since ADP offers various price points based on customer needs, it’s a good option for growing small to midsize businesses that know where they need more HR support. Those same growing businesses will benefit from ADP’s access to high-level comprehensive benefits options. Employers who need personalized, hands-on support in key HR areas should consider ADP because of the access it offers to experienced HR professionals in each area.
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Options to add-on and customize services
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Comprehensive benefits options for small businesses
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HR services that support businesses of all sizes
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HR experts that provide personalized, hands-on support
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TriNet vs. ADP Comparison
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Pricing
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TriNet
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TriNet’s pricing is based on the number of employees. The biggest benefit of TriNet’s pricing is its flexibility and transparency. As your company grows, there will be little room for surprises. This is a great benefit for companies that need to monitor finances during a growth phase. Customized PEO packages are also available.
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Based on number of employees
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Customizable and transparent
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All services are bundled together
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ADP
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ADP has a five-employee minimum. Unlike TriNet, the pricing is less transparent. Interested employers should contact ADP to learn more about its pricing plans and packages. If you choose to include any add-on services, the price will go up. You’ll want to know what the base price is, as well as the cost of any add-on services so you can determine what is best for your company and current budget.
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Less transparent
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Not required to bundle all services under one price
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Add-ons cost extra
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Features
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TriNet Features
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HR administration: TriNet offers full HR administration and can manage a variety of critical HR functions, such as employee onboarding, performance management, handbook development and dispute resolution. TriNet has skilled professionals in each of these areas. However, where we believe TriNet really stands out is its industry-specific experts. Employers in highly regulated industries will find great value in their ability to manage HR and compliance issues related to specific industries.
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Employee benefits: TriNet customers receive access to extensive benefits offerings. Its employee benefit plans include health, vision, and dental insurance, as well as retirement plans. In addition, TriNet offers access to auto and home policies, commuter benefits, health and wellness programs, and marketplace discounts. These options allow small business owners to provide employees with several options through some of the biggest name brands, including Aetna, UnitedHealthcare and Kaiser Permanente.
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Payroll and taxes: TriNet can calculate and withhold appropriate taxes, submit withholdings, and manage electronic W-2 delivery, among other critical functions. The single online payroll processing platform makes time tracking easy and enables employers to make informed workforce decisions using detailed reporting and analytics. In addition, TriNet’s self-service platform allows employees to enroll in direct deposit, view and print W-2s, track paid time off, and more. TriNet’s payroll processing services can be integrated with some of the best accounting systems and top payroll providers.
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Risk and compliance: For employers in heavily regulated fields, partnering with a PEO that understands your unique challenges can make a huge difference. TriNet has experienced risk management consultants who are able to provide onsite safety assessments. TriNet helps small businesses mitigate risk and navigate ever-changing employment laws, even as the business grows. Its team of experts is available to help employers make informed decisions as they relate to ACA, benefits, and payroll compliance. They also offer a comprehensive employment practices risk management program.
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Recruiting: Through its integration with popular job boards and social media networks, TriNet offers seamless recruiting support. We found it easy to manage job listings on many of the most popular sites, including LinkedIn, Glassdoor and Monster. The PEO’s industry-specific support enables employers to share roles on key industry sites for an additional fee as well. TriNet uses the latest technology to help employers recruit the right talent quickly and easily. Through the recruiting platform, employers can view applications, contact applicants, and schedule interviews all in one place. The company offers international talent support and partners with GlobalHR for background checks.
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Training and development: TriNet customers receive access to a proprietary technology platform that includes easy-to-use learning tools for both administrators and employees. The platform provides a space for employers to offer training and track learning and development over time. In addition, TriNet offers performance management tools to support goal setting, constructive feedback and performance tracking.
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TriNet’s professional growth tools make it easy to give and receive feedback, track goals, and view performance progress via the online platform. Source: TriNet
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ADP Features
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Benefits: ADP provides companies with access to benefits advisors and offers high-level benefits at rates that are typically only available to larger companies. The PEO provides access to all of the common benefits, including health insurance, dental, vision and an employee assistance program (EAP). Customers also have options for commuter benefits, employee perks and a 401k plan. Employees can access benefits options via the ADP platform or app, making benefits management easy for anyone, anywhere. The company is able to offer benefits to employees in all 50 states.
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Onboarding: ADP offers full-time recruiting support, including talent acquisition tools and specialists. Unfortunately, some of ADP’s recruiting features are offered only as add-ons. You will need to determine what functions are most important for your business. ADP’s onboarding workflow templates help guide both employers and employees through the basic steps of onboarding new hires with ease. New hires have the ability to complete any required information and sign necessary documents online or on the mobile app, helping to move them through the hiring process and prepare for their first day in a timely manner.
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Payroll processing: ADP’s services provide access to helpful payroll tools, in addition to HR specialists who are knowledgeable in payroll processing. ADP’s payroll processing services provide managers and employees with easy self-service access via the platform or mobile app. ADP’s platform and app are easy to use and offer simple checklists and resources to make it easier for managers and employees to take care of important tasks in a timely manner. The system supports critical functions, such as calculating and withholding necessary taxes and ensuring they are sent to the proper government body. Payroll support assistants are also available to answer any questions employees may have.
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Compliance: APD’s compliance services offer extensive tools and resources to help employers stay in compliance as new regulations and laws arise. Additionally, ADP assigns customers a business partner to provide guidance around updating and refining previous policies. ADP also helps employers maintain good ACA standing, properly manage a contingent workforce, and improve unemployment claims management. When employees have necessary compliance tasks to complete, the tasks appear on the ADP homepage. This feature increases visibility and awareness to ensure all important tasks are handled in a timely manner.
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Reporting and analytics: The ADP Workforce Now technology suite helps customers make data-driven decisions. ADP provides access to more than 300 prebuilt templates for key HR functions. The dashboard makes it easy to access compensation benchmarks, executive and manager insights, and turnover probability data. In addition, customers can easily view real-time insights, request one-off reports, or set up recurring reports to monitor workplace trends.
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ADP’s payroll platform provides an easy way for managers and employees to navigate important tasks, including direct deposit, W-2 documentation and tax withholdings. Source: ADP
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Customer Service
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TriNet
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TriNet’s industry-specific HR experts and consultants are available via multiple channels. Customers can choose to receive support via webchat, email and phone, in addition to contacting the company’s designated team of consultants. Helpful FAQ pages and other online resources are also available for basic support.
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TriNet’s live chat support is available 24/7, while phone support is available Monday through Friday from 6 a.m. to midnight ET. The company is closed on select holidays. We found it easy to access support through all of these channels.
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ADP
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ADP offers basic customer support via live and automated phone options, and email. Like TriNet, ADP has a robust FAQ page that addresses more common concerns. A live customer service agent can be reached via phone Monday through Friday from 7:30 a.m. to 10 p.m. ET. In addition, employers have access to their own designated HR consultant.
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Integrations
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TriNet
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TriNet offers integrations with popular software and systems, including Oracle NetSuite, Xero and Lattice. TriNet’s integration center makes the process very easy. These integrations enable TriNet customers to share data efficiently and provide more accurate data and tracking for critical functions.
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ADP
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ADP integrates with more than 300 business software applications and systems, including Slack, Wave, Workday and Sage. The software can also create a custom API or integration if the systems you use are not included in its current list of partner integrations. ADP’s add-ons enable customers to continue using their preferred tools, while still receiving seamless HR support through ADP’s own offerings and experts.
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Optional Add-Ons
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TriNet
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TriNet’s services are offered as a bundle, meaning you receive all its PEO has to offer at one price based on the number of employees you have. TriNet’s solutions are based on your industry, but every plan includes access to previously mentioned features. Payroll features, risk mitigation, benefits, and the HR and technology platform will all help small business owners scale efficiently.
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ADP
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ADP does not have a single price point that includes a bundle of service offerings. Instead, customers are able to select add-ons as needed. ADP’s third-party integration tools, organizational development consultations, talent acquisition tools, and resume search services are just a few of ADPs optional add-ons.
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TriNet vs. ADP Recap
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TriNet and ADP are both excellent PEO options, but it’s your decision as to which organization best meets your small business needs.
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When to Choose TriNet:
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You want access to industry-specific experts and tools.
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You need support in all of the primary HR functions and are looking for curated services.
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You’re looking for flexible and transparent pricing based on employee head count.
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When to Choose ADP:
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You want comprehensive benefits offerings.
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You need support for a larger SMB that is growing quickly.
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You’re looking for expert support in each HR function.
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As companies begin considering unique job benefits to entice new talent and keep existing employees engaged, many are considering ways to make their offices more dog-friendly. This popular perk resonates with employees devoted to their canine companions and can foster deep employee appreciation.
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However, weighing the advantages and downsides of dogs in the workplace is crucial. You must ensure your decision aligns with your company culture and doesn’t backfire and alienate other team members.
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We’ll look at the top dog-friendly businesses in the United States, examine the pros and cons of office pets and share tips for creating a dog-friendly workplace that includes everything from on-site dog parks to pet insurance.
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Best dog-friendly companies
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We looked at companies that offer the latest and greatest dog-friendly perks that go beyond traditional pet perks like discounted pet insurance. These companies, rated in no particular order, are characterized by the following:
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Making it easy to bring dogs to work
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Showing commitment to dog health and happiness
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Understanding the benefits of having dogs around
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Unsurprisingly, many of the companies on this list are in pet-related industries. However, tech offices have become hotspots for dogs as well.
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Here are the top 20 dog-friendly companies in the U.S.:
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Amazon (Seattle)
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Uber (San Francisco)
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Zogics (Lenox, Massachusetts)
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Ben & Jerry’s (Burlington, VT)
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Google (Mountain View, California)
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Airbnb (San Francisco)
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Trupanion (Seattle)
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Zynga (San Francisco)
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Mars, Inc. (McLean, Virginia)
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Chewy.com (Boston)
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Petco (San Diego)
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VMWare (Palo Alto, California)
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PetSmart (Phoenix)
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Purina (St. Louis)
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The Farmer’s Dog (New York)
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Salesforce (San Francisco)
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GoDaddy (Tempe, Arizona)
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Stride Health (San Francisco)
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BARK (New York)
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Kong (Golden, Colorado)
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These companies stand out for the unique offerings they provide to pups and their owners. For example:
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Amazon’s main campus in Seattle has a dog park for its 8,000 registered dogs and provides free poop bags and dog treats.
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Zogics has an entire page of its company website dedicated to four-legged friends. The company also allows pets in meetings and supports midday strolls.
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Ben & Jerry’s doesn’t limit treats to human employees. The company ensures office dogs receive something tasty at the reception desk.
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Salesforce works with local shelters to host pet adoption days.
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Mars, Inc. has gone so far as to offer dog boarding in some locations — the ideal perk for employees who travel frequently.
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The pros and cons of having pets at work
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There are numerous benefits to having dogs in your office but implementing a pet policy can also create some problems. Here’s a look at the upsides and downsides of pets at work.
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Pros of having pets at work include:
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Pets at work can relieve stress: According to Gallup’s State of the Global Workplace 2023 report, workplace stress is at an all-time high, with 44 percent of employees saying they experienced significant stress within a day of being surveyed. Research published by the National Society of Medicine reveals that a dog-friendly office can help reduce stress, create a feeling of community and positively impact social cohesion. A stress-relieving perk like pet accommodations may be able to reduce stress and combat workplace maladies like employee burnout.
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Pets at work may boost productivity: According to an American Heart Association survey, 70 percent of pet owners say having their pets nearby boosts productivity. They may be able to focus more because they’re not worried about their furry companion or distracted by guilt.
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Pets at work can boost morale: For animal lovers, dogs in the office can help boost employee morale. It’s hard to be down or discouraged when surrounded by unconditional adoration.
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Allowing pets at work can attract and retain excellent employees: In a competitive labor market, employee perks matter. A dog-friendly policy can help businesses attract and retain top talent, differentiating themselves from other job offers.
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Cons of pets at work include:
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Pets at work may alienate nonpet people: Not everyone is a pet person. Team members may not be comfortable with dogs in the office or have trepidations about specific sizes or breeds. Additionally, some may suffer from allergies exacerbated by dogs in the office and experience health issues.
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Pets at work can be messy: Regardless of how great or office-trained a dog is, messes can happen. Will you have a designated area for pets to take care of their business? What happens if a dog gets sick or has an accident? No business owner wants to create an unsanitary or uncomfortable environment for employees.
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Pets at work may disrupt productivity: While some may see dogs at work as a productivity boost, there’s a flip side. For example, not all dogs get along well with one another. You could end up dealing with more noise, aggression and related workplace distractions. Additionally, pet owners may take too much time attending to their furry friends and get distracted by their needs.
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How to make your company dog-friendly
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If your goal is to make the list of the most dog-friendly companies, prepare thoughtfully and thoroughly to create a workplace that meets all your employees’ needs.
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Here are some best practices for creating a dog-friendly company:
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Create a well-thought-out policy: Create a documented pet policy, share it with employees and include it in your employee handbook. If you make any changes to the policy, communicate them immediately to the entire company. Outline specific schedules, rules and guidelines.
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Offer tips on bringing dogs to the office: Not everyone will be used to having their dog at the office with them. Consider sharing helpful tips for creating a successful dog environment. Tips may be related to dog behavior and training, how to schedule dog-friendly walking meetings or where to find additional treats.
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Consider your office design: You’ll have to think about your physical workspace. Are there areas that must stay off-limits for pets? Will you have a designated outdoor space? Where will you place water bowls, toys and treats? Is the flooring you have now the best for pets? Carpet, for example, might be more challenging to maintain if accidents occur. Ultimately, you want to ensure you have good signage, necessary space and amenities and decor that can handle your four-legged friends.
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Consider additional pet-friendly perks: To bolster your pet-friendliness, consider pet perks like pet bereavement time, pet adoption days or pet-friendly company events. Discounted pet insurance is another popular pet-friendly perk to consider. If you have doggy day cares, veterinarians or pet stores nearby, see if they will offer discounts for your employees. If you work for a larger company, you can also reach out to popular retail chains.
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The future of furry friends at work
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As employees navigate return-to-work and hybrid policies, many want friendly, comfortable work environments similar to what they’ve created at home. If inviting four-legged friends to the workplace aligns with your company culture, this nontraditional benefit may be right for you. Plan ahead for potential problems, seek input from employees and take inspiration from some of the best dog-friendly companies around.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"1376","_score":2,"_source":{"canonical":"https://vaylees.com/15453-retail-serving-hyperadoptive-consumers.html","displayModified":"2024-03-28T15:22:14Z","docType":"article","editorsPick":false,"href":"15453-retail-serving-hyperadoptive-consumers.html","id":"1376","ID":1376,"isSponsored":false,"published":"2020-01-22T08:00:00Z","site":"bnd","stream":"Meet the demands of these power users willing to embrace new technologies and products. ","subtitle":"Meet the demands of these power users willing to embrace new technologies and products. ","title":"What Are Hyperadoptive Customers, and How Do They Benefit SMBs?","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Grow Your Business","slug":"grow-your-business"},"sub":{"name":"Technology","slug":"technology"}},"meta":{"robots":"index, follow","description":"Hyperadoptive customers rapidly change behaviors and are willing to try new brands and products. Learn how to identify and keep hyperadoptive customers."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04073557/getty.png","caption":"","alt":""},"content":"
Today’s customers are more willing than ever to try new things, change their behaviors, and embrace technological advances. In a landscape where buyers have multiple options and businesses face tough competition, it’s more crucial than ever to pay attention to customers’ needs.
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However, keeping up with customer demands and shifting behaviors can be challenging. We’ll explore how hyperadoptive customers can help businesses embrace innovation and share tips for retaining these vital consumers.
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What are hyperadoptive customers?
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Hyperadoptive customers are power users who rapidly change behaviors and are more willing to try new brands, products and technologies. They stand in stark contrast to shoppers of the past, who may have casually walked into a store to discover its offerings. Today’s consumers can research every detail of your business and its products and services before setting foot in your storefront or clicking on your e-commerce website.
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This “rapid and simultaneous uptake in new behaviors,” defined as “hyperadoption” by Forrester Research’s vice president and principal analyst, Dr. James McQuivey, in 2015, has shifted how retail brands market themselves and try to retain customers.
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What are the benefits of hyperadoptive customers?
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Hyperadoptive customers demand innovation. Businesses feed this demand with technological advances, including new social media platforms, online selling, sophisticated apps and frequent tech updates. These customers drive change in every industry.
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An excellent example of this can be seen in China, where the GDP has grown more than 32 times since 1990. China has the largest population in the world – one that has been through unprecedented changes over the years. The population is used to adopting and adapting quickly, along with shifts in government, technology and the economy. Their ability to adopt and adapt at a faster-than-average rate is poised to give China a global competitive advantage.
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Businesses also stand to gain a competitive advantage when they satisfy customers who are accustomed to pivots and shifts. When you acquire hyperadoptive customers, your company benefits from their desire and ability to adopt, adapt and push for more. Businesses can target new products at more change-friendly customers and gain essential knowledge to move their company forward.
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What are the challenges of hyperadoptive customers?
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New product costs are lower than ever, and customers can access what they need quickly and easily. Along with a multitude of options, hyperadoptive customers aren’t afraid of making new choices and leaving behind products and services that don’t meet their needs.
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Hyperadopters’ rapidly changing behavior means brands must carefully consider each step in the customer lifecycle.
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Hyperadoptive customers expect a personalized experience. Today’s brands must dedicate as much time to customer engagement and the customer experience as they do to customer acquisition. Hyperadoptive customers don’t expect things to work as they always do. They expect a personalized experience, which takes time and effort and is often challenging to scale.
Hyperadoption can lead to hyperabandonment. With so many options available, hyperadopters are always ready to try the next thing – and it’s easy for them to do so. In a digital world, customers don’t have to leave home to try a new brand or product. Your goal as a brand is to ensure they never have a reason to turn to a competitor.
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How can a business identify hyperadoptive customers?
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Identifying hyperadoptive customers is a challenge. First, companies must understand emerging trends and offerings from other brands in their industry and other industries.
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Once you gather an initial customer group, conduct customer surveys to obtain feedback so you can better understand each segment of your customer base. Have your target customers used other brands? Are they happy to change brands? What do they want to see from your brand?
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Analyzing sales data is critical for retaining hyperadopters, helping brands deliver more targeted and personalized experiences and showing when it’s time to refocus efforts.
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Tips for keeping hyperadoptive customers satisfied
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It’s crucial to keep hyperadoptive customers happy and loyal. Consider the following when designing a plan to retain hyperadoptive customers.
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Ensure your offerings make their lives easier. Hyperadoptive customers want to see positive and impactful results daily. Your products and services should make their lives easier and more efficient. When you succeed, they’re more willing to share their experiences and serve as brand ambassadors. If your product delivers something that makes their life undeniably better each day, you will have an easier time retaining hyperadoptive users.
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Solicit and address customer feedback. Once you’ve onboarded customers, keep them by soliciting the right feedback. Address or eliminate issues as quickly as possible to avoid hyperadopters moving on to your competitors. Regularly review what your users find most important and prioritize those needs. Consider how you can improve critical areas every day. This kind of customer obsession will help keep your hyperadoptive customers satisfied.
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Focus on the customer experience. As you learn more about hyperadopters, continue to focus on the customer experience. In a 2021 study by Twilio, more than half of consumers said they were likely to become repeat buyers if they experienced a more personalized shopping experience with a retailer. However, only one in four businesses said they have the technology to consistently deliver personalized experiences. That gap is typically attributed to department silos and old structures.
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Work toward omnichannel personalization. Ensure marketing, IT and data analytics teams work together to deliver omnichannel personalization. Fast and accurate sales data is more important than ever. In 2021, marketers reported using an average of six data management tools – double the number they used just three years earlier. The increased use of artificial intelligence is even more astonishing, growing from 55% to 89%. Data-driven intelligence and hyper-personalization will continue to help companies identify and retain hyperadoptive customers.
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The demands of today’s customers drive tomorrow’s products
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While hyperadopters may be quick to move between brands, they ultimately push companies forward and assist them in gaining a competitive advantage. Companies willing to move beyond traditionally siloed teams and strive for increased real-time data will find they are better positioned to compete in a customer-centric environment.
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Andrew Martins contributed to the reporting and writing in this article.
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Remote work may have moved to center stage during the pandemic, but the demand for it is here to stay. Many employees still want the flexibility and freedom of remote work and prioritize opportunities that provide this option. Businesses that want to attract and retain skilled talent understand that traditional 9-to-5 options may not suit some of their best candidates. Fortunately, more remote and hybrid options are available than ever before.
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We’ll examine the evolution of remote work, explain how it can benefit your business and share tips for implementing an effective remote work policy.
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How commonplace is remote work?
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The ability to work from home is no longer just a cool job perk for a handful of employees, research finds. Indeed, telecommuting is commonplace in today’s technology-laden work environment and was trending upward even before 2020.
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Here’s how the ubiquity of remote work has risen:
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2015 and earlier: A Gallup study noted that in 2015, 37 percent of employees reported working remotely at one point in their career, compared with 30 percent in 2006 and just 9 percent in 1995. This data represents a 300 percent growth in about two decades. “Technology has made telecommuting easier for workers, and most companies seem willing to let workers do their work remotely, at least on an occasional basis if the position allows for it,” the 2015 study’s authors wrote.
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2017-2018: Pre-pandemic data released by the U.S. Bureau of Labor and Statistics in 2019 reported that up to 25 percent of U.S. employees worked remotely at least occasionally in 2017 and 2018. This number includes both those who worked remotely consistently and those who worked from home only occasionally.
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2022: A 2022 BLS report revealed that 34 percent of post-pandemic employees worked at home all or some of the time.
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2023: Data from the Pew Research Center offers a slightly different perspective, saying that 35 percent of employees who can work from home do so all the time. While this number is lower than the high of 55 percent in October 2020, it shows the growing prevalence of telecommuting in a post-pandemic society. Notably, 41 percent of employees with jobs that can be performed at home work a hybrid schedule, with some days in the office and some at home. About 60 percent of this group works from home three or more days a week.
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Clearly, working from home is far from unusual in today’s workforce.
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Are remote workers more productive?
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The rise in telecommuting could be partly due to an increased belief that remote workers are more productive than their in-office counterparts. In a 2020 McKinsey & Co. study, 41 percent of respondents felt they were more productive working at home than in an office. The study also reported that many employees grew more confident in their ability to work from home as the pandemic persisted.
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Complementing McKinsey’s results, a 2022 study from WFH Research found that only 13.5 percent of people working remotely believe their efficiency levels have decreased. And previous Gallup research found that employees who spend at least some time working remotely are more likely than those who never telecommute to have high employee morale and engagement.
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“It is unclear from those relationships whether telecommuting increases engagement or [if] workers who telecommute (and tend to be more highly educated, white-collar employees) are more likely to be engaged in their work in general,” the study’s authors wrote. “Regardless of the causality, Gallup research has consistently demonstrated that companies with a more engaged workforce tend to do better in a variety of business outcomes, including productivity, profitability and customer engagement.”
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How often do employees want to work remotely?
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Employees’ preference for working remotely has grown through the years. Consider the following pre-pandemic and mid-pandemic situations:
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2015: The 2015 Gallup study cited earlier indicated that working from home was more infrequent. “Those who telecommute do not do so on a very frequent basis,” the study’s authors wrote. (The 2015 study was based on surveys of 1,011 adults aged 18 and older in all 50 U.S. states and Washington, D.C.)
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2020: According to 2020 Pew Research Center data, 60 percent of respondents said they wanted to work from home one to five days per week, while 30 percent preferred always working from home. Only 10 percent said they wanted to work from the office all the time. Of course, this data was gathered while many businesses were closed or unavailable to some employees.
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More recent data indicates that preferences for remote work options are still quite strong, especially among high-performing talent. A 2023 Gartner study revealed that mandated on-site requirements significantly impact talent attraction and retention, with high-performing employees responding that their intent to stay if return-to-office mandates were implemented was 16 percent lower — double that of average employees.
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Furthermore, a recent study by USA Today found that 42 percent of office workers would take a 10 percent pay cut for the ability to work remotely. The same study revealed that only 16 percent of white-collar workers would consider a role that doesn’t offer any days of remote work.
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How to implement an effective policy for remote work
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An effective telecommuting policy is vital to helping your remote employees maintain — and possibly increase — their productivity levels while working from home. Here are some essential steps to help you develop an effective remote work policy.
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1. Define objectives and assess business needs.
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A fully remote environment is not right for every company, so it’s essential to take time to consider why you want to create remote work opportunities and what outcomes you want to achieve. For example, you may want to boost employee retention or reduce operating costs. Developing these objectives early will help guide all your remote work decisions.
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Every company is different, so carefully consider your company culture, business needs and employee expectations. Examine current processes, technologies, schedules and the needs of various teams. It’s critical to consider all these factors before developing a new policy. New systems and strategies may be necessary to ensure everything goes smoothly and the business is not negatively impacted.
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2. Address any new legal or compliance challenges.
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Consider how an employee’s new location may be impacted by various labor laws, employment laws, regulations and HR compliance issues in your industry. For example, will working in different states, cities or countries impact your payroll process or PTO policy?
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Develop clear guidelines about permissible work locations to ensure critical business data remains safe and secure. Data security, confidentiality and employee rights should all be considered when developing a remote work policy. Once your policy is developed — and before it’s implemented — have a team of experienced professionals look it over to ensure it’s viable.
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3. Develop clear guidelines and procedures.
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Remote work looks different for every company, so you must have clear guidelines and procedures in writing. Additionally, building remote work elements into your onboarding process and offboarding procedures is essential to ensure clarity.
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For example, you must set guidelines about required working hours, time zones, break procedures, meeting requirements and how office equipment will be returned if the employee leaves the company. These guidelines should also address performance management and accountability. Ultimately, you must ensure every person knows what is expected of them in a remote work environment.
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4. Prepare your technology infrastructure.
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Now that you’ve defined your goals, considered legal and compliance needs, and developed guidelines, consider the technology you need to support a remote workforce. For example, research video conferencing services, communication tools like Slack and remote collaboration apps that can strengthen your team. The right technology in place is critical to communication and engagement in a remote work environment.
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5. Prepare to launch your remote work plan — and adjust.
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Once you’re ready to launch remote work across your organization, ensure your team can help you communicate crucial dates, guidelines and other information. Allow ample time for everyone to prepare and adapt to these changes.
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Your remote work policy and oversight must be continuous. After launching remote work, you should have a plan to ensure it’s working for your teams. Consider employee surveys or an email suggestion box so employees can explain what is and isn’t working for them. Over time, you’ll adapt your remote work strategies to best fit the needs of your unique organization.
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Benefits of remote work
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Allowing your team to work remotely can benefit your company in significant ways, including the following.
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Remote work can reduce costs. With employees away from the building, daily operating costs around the office will likely decrease. Rent, utilities, cleaning costs, supply restocking, and equipment upkeep are among the costs you can eliminate or reduce.
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Remote work can lower absenteeism. Employees who work from home are less likely to take a day off if they feel a bit under the weather. They don’t have to worry about getting their co-workers sick and may be able to accomplish some tasks. Additionally, they won’t have to use paid leave if they must tend to a family member.
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Remote work can boost productivity. Employees who work from home often report higher productivity levels, resulting in more cumulative efficiency across your company. Employees don’t have to commute to the office, so getting to work on time is easier. They can also spend less time engaging in office chatter and more time completing their assignments. [Read related article: How to Decide if Telecommuting Should Be Permanent]
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Remote workers benefit businesses
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Remote work is no longer a trend. Business leaders are taking note of employees’ desire for a new way of working and understand that flexibility is required to remain competitive. Companies that want to attract and retain top talent must develop remote work policies that benefit their teams and continue to move the organization toward growth and profitability goals.
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Chad Brooks contributed to this article.
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A successful onboarding process is well-structured and designed to help employees quickly adjust to a new role and organization. When done correctly, onboarding lays a strong foundation for the employer-employee relationship — one that increases employee engagement, reduces turnover and helps grow a strong business. However, companies that have poor onboarding procedures risk experiencing just the opposite.
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In today’s business environment, where employees celebrate the flexibility offered through hybrid and remote roles, a robust onboarding plan is even more critical. To retain your workers, you’ll need to invest in a quality program. Here’s what that should — and shouldn’t — entail.
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How poor onboarding affects your team
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Unfortunately, many employers don’t take the necessary steps to plan and implement an effective onboarding program. In fact, O.C. Tanner’s 2023 Global Culture Report found that only 43 percent of employees surveyed had an onboarding experience consisting of more than a one-day orientation and a packet of information on benefits. A poor onboarding process can cause a number of negative consequences for both the employee and the employer.
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Lowers productivity
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Without sufficient onboarding, employees may have trouble understanding what is expected of them and what success looks like in their role, which hinders their output. Poor onboarding can lead new hires to question why they joined the organization and how it will help them accomplish their career goals. That certainly isn’t motivating when it comes time to buckle down and tackle their new responsibilities. On the other hand, according to recruiting firm Hays, 51 percent of employees say they’d go “above and beyond” in their work if they had a good onboarding experience. [Check out the top ways to become more productive.]
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Increases turnover
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Numerous studies have shown that the risk of employee turnover is highest early on in an employee’s tenure and sometimes occurs within a person’s first 45 days on the job. Without the right information and tools to set them up for success, newer employees are quick to leave for other opportunities. The competition to retain top talent is strong, and great workers aren’t going to stick around if a company doesn’t take the time to thoughtfully integrate them into the workplace dynamic.
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Decreases employee engagement
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After the initial hiring process, onboarding is one of the most critical parts of the employee experience. Employees who have a poor onboarding experience are several times more likely to be disengaged at work. Disengaged employees cost businesses money — approximately 18 percent of their salary, according to Gallup. They can also negatively impact workplace culture and co-workers’ morale.
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Low employee confidence, lack of trust within the organization and missed revenue targets are among the other detrimental effects of not having a thorough onboarding program.
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Best practices for successful onboarding
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Successful onboarding starts with understanding its true purpose. Onboarding isn’t about just handing off the necessary paperwork. New employees need to feel a sense of belonging. They need to be welcomed, informed and well-prepared to do their best for your organization.
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Study employee demographics.
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There are currently four generations in the workforce. Meeting the wants and needs of each one is difficult. Plus, not all employees today work in the same office. Remote and hybrid hires have different needs than full-time in-person staffers. When you take demographics and other characteristics into account when welcoming new hires, that can have a positive impact on employee outcomes.
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When planning each hire’s onboarding experience, consider the following:
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How employees prefer to receive information
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What devices they most commonly use
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What motivates them
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What information is most important to them and their role
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Their time zone and how it impacts their schedule
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Provide a well-structured experience.
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Orientation is an essential part of the onboarding experience, and it should be a well-structured one. Employees who attend a structured orientation program are more likely to remain at a company for multiple years. New hires should gain an understanding of the company culture and the behaviors that are celebrated in your workplace. A good program also addresses the overarching skills and knowledge necessary to be successful at the company, regardless of department or job function.
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Be sure to address the procedures and expectations below:
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Times and procedures for clocking in and out.
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Expectations around availability when remote.
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In-office expectations, such as the number of days per week and which days are expected
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How performances are evaluated
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Where employees can share concerns or feedback about their experiences
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Encourage socialization.
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Employees who feel like part of a team are more likely to feel engaged in their work. A good onboarding experience helps new hires make that connection early on. Ensure new employees know about team communication channels and any opportunities to connect with colleagues.
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Here are some ways you can encourage connection during onboarding:
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Introduce new employees in a company or team communications channel, such as Slack or Microsoft Teams.
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Provide information on employee resource groups and how to get involved.
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Share a calendar of team-building activities, whether online or in-office.
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Take advantage of automation.
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Automated onboarding powered by artificial intelligence is one way employers can provide a more seamless and structured onboarding process. Chatbots, for example, can support parts of employee onboarding by providing answers to basic questions and generating necessary document links.
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There are also a number of ways to automate individualized emails and tasks for new hires. Companies can provide a series of welcome emails to break up information and training and offer key information specific to an employee and their role. Furthermore, in a remote or hybrid environment, particularly one where employees are spread across different time zones, automation helps ensure no detail is missed. [The best HR software solutions provide tools to automate and streamline the onboarding process.]
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Here are a few ways automation can be used to enhance the employee onboarding process:
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Provide necessary training at a manageable pace.
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Sync online accounts and grant access to work tools.
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Assign onboarding buddies or mentors.
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Update and appropriately file required information.
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Onboarding is an opportunity — not a checklist
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Onboarding is a company’s opportunity to help employees connect to the organization in a more meaningful way — to learn about where they fit, how their role impacts the business, and what they can do to achieve optimal performance. View this time as a chance to engage new hires in the work environment rather than as a matter of completing required paperwork. Taking the time to create and implement a strategic onboarding process leads to higher employee engagement, reduced turnover and a more successful business overall, so you’ll be grateful you did.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"1662","_score":2,"_source":{"canonical":"https://vaylees.com/15311-online-searches-counterfeit-goods.html","displayModified":"2023-10-20T18:22:05Z","docType":"article","editorsPick":false,"href":"15311-online-searches-counterfeit-goods.html","id":"1662","ID":1662,"isSponsored":false,"published":"2019-10-21T17:16:00Z","site":"bnd","stream":"Counterfeits and fraudulent advertisers can impact your business and harm your brand.","subtitle":"Counterfeits and fraudulent advertisers can impact your business and harm your brand.","title":"Online Searches Often Lead Customers to Counterfeit Goods","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Grow Your Business","slug":"grow-your-business"},"sub":{"name":"Technology","slug":"technology"}},"meta":{"robots":"index, follow","description":"Online searches can lead consumers to counterfeit sites and potentially dangerous goods. Learn what businesses can do to outsmart fake sites and scams."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04074747/Online_Shopping_getty_Nattakorn_Maneerat-.jpg","caption":"Nattakorn Maneerat/Getty Images","alt":"woman holding a credit card and a mobile phone"},"content":"
Regardless of your company’s size, industry or target customers, counterfeits and fraudulent advertisers may potentially impact your business and harm your brand. By taking the appropriate steps to vet organizations you conduct business with and improve your e-commerce website’s rankings, you can actively avoid many online scams – and help your customers do the same.
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We’ll examine the problem of counterfeit sites, scams and potentially dangerous products, and share how businesses can protect themselves and their customers.
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Online searches lead to counterfeit products
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The economic costs of counterfeiting and piracy are expected to reach nearly $3 trillion in 2022, with scammers duping unwitting consumers and businesses simply conducting everyday online searches.
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An often-cited 2019 Incorpro study found that up to 60 percent of all search results lead consumers to websites that peddle fake and potentially dangerous items. Researchers examined specific product searches in five industries:
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Pharmaceuticals
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Car parts
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Children’s products
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Safety equipment
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“White goods” like refrigerators and washing machines
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“Consumers are at risk of buying counterfeit and possibly harmful products as a result of clicking through results generated by search engines they trust,” said Simon Baggs, co-founder and CEO of Incopro. “At best, these products will be poor quality or below standard; at worst, they put consumers at risk of harm, particularly when buying pharmaceuticals or safety goods.”
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Examples of troubling search results included the following:
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Counterfeit drug sites: According to the survey, 60% of Google’s first-page results for a brand-name antibiotic called Bactrim led to websites that researchers believe were “very likely to be operating unlawfully.” While the biggest concern about counterfeit drugs (and the websites selling them) is their potential health and safety issues, researchers also discovered that these sites were more likely to be hacked, leading to potentially dangerous consequences for consumers’ private data.
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Harmful teethers: Researchers found that when they searched for a “Comotomo teether,” nearly one-third of all results featured “potentially harmful products.”
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Counterfeit white goods: Consumers searching for new “white goods,” or common appliances like refrigerators and washing machines, were regularly sent to a website selling counterfeit products.
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What can search engines do about fraudulent search results?
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Search engines play an unwilling and unwitting role in the problem of fraudulent search results. In a practice known as “malvertising,” fraudulent advertisers pay for top placement on Google, Bing, DuckDuckGo and other search engines’ results pages, hawking everything from fake banks to crypto wallets and imitating the IRS and other government agencies.
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Google – the world’s most-used search engine – has taken measures to reduce fraudulent listings, including increased Google Ads advertiser verification and scam detection. The company said that, in 2021, it removed or blocked 38.1 million ads from search results for misrepresentation, while 58.9 million were removed for financial policy violations.
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Despite its stricter policies, the company doesn’t seem able to manage counterfeiters as well as consumers and officials would like, and it’s easy to see how verifying every ad would take a much larger staff.
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Google faces the following challenges regarding how it handles fraudulent search results:
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Continued pressure from officials: The search giant remains under pressure from officials to get a better handle on its search results and advertisers, and antitrust lawsuits against the company demonstrate unresolved issues.
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Decrease in search quality: Some experts say the quality of organic search has greatly decreased as more ads appear on search pages. However, it’s difficult to quantify the actual results of some of the changes implemented to the algorithm over the years.
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Accusations of a monopoly on ad tech: Other Google disparagers have voiced concerns about the search engine’s monopoly on ad tech. The company services every step of buying and publishing ads via its online advertising platform Google Ad Manager. With advertisers estimated to spend more than $600 billion on digital ads worldwide in 2022, Google will remain a key intermediary until any changes are made to combat the monopoly.
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How to avoid counterfeit products and other scams
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Businesses can fall prey to online counterfeiting schemes as easily as consumers – often with devastating results. Here are a few examples of B2B scams involving counterfeit products and fraudulent practices.
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Malware masquerading as employee monitoring software: Say a business owner conducts a Google search when choosing employee monitoring software for their company’s remote workers. They select a search result that’s actually a fraudulent advertisement. When they download the software, they infect their networks with malware, threatening business and customer data.
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Email phishing scams: Phishing is a type of business email compromise scam. For example, a well-meaning employee may click on a link in a phishing email, thinking they’re addressing an urgent need for a purchase or to provide information. They may unwittingly cost the company money or invite a data breach.
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False invoicing scams: Businesses can easily fall prey to this fraudulent practice. A scammer can fake an invoice from a legitimate company or present an invoice for services never rendered.
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Whether dealing with potential counterfeit goods or more typical fraud attempts, never hesitate to investigate a company further if you suspect it’s not legitimate. Here are some best practices for avoiding fraudulent sites and scammers:
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Verify a company’s legitimacy. Sometimes a quick Google search is all it takes to determine whether a company is the real deal. For instance, in the employee monitoring software example above, the business could avoid a malware infection by researching and downloading only the best employee monitoring software vetted by reviews and recommendations.
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Review company orders. Review invoices to ensure they’re legitimate and correct to thwart fraudulent companies that send invoices for something you never requested or purchased.
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Search for reviews. Find online reviews via Google or sites like the Better Business Bureau to ensure you’re dealing with a reputable company.
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Check a business’s social media platforms. Check the company’s social media presence. More than likely, it will have a LinkedIn business profile. See if it’s legitimate by reviewing the People and Posts tabs.
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Reach out. If you’re still uncertain about a company’s legitimacy, reach out via phone. Prepare yourself with questions or request a short video call if necessary.
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How to outrank fake sites
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If you have counterfeit competitors outranking you on Google, they’re stealing your website traffic and sales. As a business owner selling online, there are a few things you can do to attempt to outrank counterfeits and reach your audience.
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1. Build your website with technical SEO in mind.
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Ensure your site uses a Secure Sockets Layer (SSL). This technology uses computer encryption to create an encrypted link between a browser and a web server.
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You can easily install an SSL certificate on your site if you don’t already have one. You can also deploy a monitoring service to alert you to potential hackers whose efforts to infiltrate your system could impact your SEO and rankings.
3. Create optimized web copy that answers searcher questions.
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Using keywords isn’t the only way to rank well on Google. These days, quality content is critical. Your copy should answer searchers’ questions, and your content should be well organized. Avoid using duplicate content, which can confuse search engines. Additionally, improve your website or blog search engine ranking by publishing new content frequently.
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4. Use Google Ads to expand your reach.
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Google Ads are relatively inexpensive and can help you rank at the top of search results. Google Ads can help you expand your reach, connect to your target audience and build brand awareness.
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If you find counterfeit businesses outranking you, report them to Google and take the necessary steps to continue improving your search engine ranking and strengthening your online presence.
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5. Prevent content scraping by counterfeit competitors.
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The last thing you want is a counterfeit competitor outranking you with your own content strategy by stealing your unique posts and information. You can prevent content scraping in a few ways:
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Limit access to articles by requiring registration, membership or payment.
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Require visitors to utilize a CAPTCHA tool.
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Use an IT team or service to help you block common scrapers or regularly change the HTML.
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Avoid losing business and money to fraudulent advertisers
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Regardless of your business size, security should always be a top priority. Counterfeit sites and scammers can harm sales and impact your brand’s reputation. As scams become increasingly common in a digital world, it’s essential to take the right steps to protect your brand, website and customers while securing the top spot you deserve in search results.
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Andrew Martins contributed to the reporting and writing in this article.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"2390","_score":2,"_source":{"canonical":"https://vaylees.com/11273-real-wages-flat-impact.html","displayModified":"2024-01-17T21:00:27Z","docType":"article","editorsPick":false,"href":"11273-real-wages-flat-impact.html","id":"2390","ID":2390,"isSponsored":false,"published":"2019-02-10T20:38:00Z","site":"bnd","stream":"Wage issues combined with inflation impact both existing businesses and would-be entrepreneurs.","subtitle":"Wage issues combined with inflation impact both existing businesses and would-be entrepreneurs.","title":"How Stagnant Real Wages Hurt Small Businesses","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Grow Your Business","slug":"grow-your-business"},"sub":{"name":"Finances","slug":"finances"}},"meta":{"robots":"index, follow","description":"Find out how wage issues combined with inflation can hurt both existing businesses and would-be entrepreneurs."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04073708/Paycheck_Getty_AndreyPopov.jpg","caption":"AndreyPopov / Getty Images","alt":"Businesswoman signing a paycheck"},"content":"
According to U.S. Labor Department data, the U.S. inflation rate for the 12-month period ending in October 2022 was 7.7 percent, with a range of consumer goods soaring in price.
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In roughly the same period, a Bankrate survey found that 48 percent of workers reported receiving a pay raise and 21 percent accepted higher-paying roles.
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Unfortunately, the additional income has done little to offset rising costs. Only 39 percent of workers who received a raise or secured a new role in a one-year time period reported their income stayed at pace or above increasing consumer costs.
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Real stagnant wages are not new, but they are an increasing problem for small businesses in today’s economic environment. With unemployment rates low and inflation high, employees are looking for more. Small companies have the potential to be negatively impacted due to their inability to offer the same career growth, pay increases and benefits as costs rise. As business owners face high interest rates on loans, supply chain issues and a decrease in consumer spending, small businesses may struggle to retain talent, plan for the future and continue moving forward.
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Why wages are stagnating
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U.S. Department of Labor data indicates that in the first quarter of 2022, wages and salaries grew by 5 percent. However, that growth quickly came to a halt as the year went on and increases were no longer keeping up with inflation. While real wage growth has been fairly stagnant for years, it’s particularly noticeable in today’s circumstances.
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Despite the tight labor market in the U.S. — which is typically associated with higher wages — the majority of workers find that wages continue to fall behind inflation. In the second quarter of 2022, the average decline in real wage growth was 8.6 percent.
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The Federal Reserve has increased interest rates to combat inflation. The October 2022 Consumer Price Index (CPI) rose 7.7 percent over the prior 12 months. Housing, gasoline and food were among some of the most concerning increases. Economists expect these rising interest rates to push the U.S. economy into a broad-based recession — one that is expected to begin in early 2023. By the end of the second quarter of 2023, economists predict that the economy will begin to rebound, but we won’t see the Fed’s goal of a 2 percent interest rate until at least 2024. [Learn how to recession-proof your business.]
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How flat real wages impact consumer spending
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Dollar for dollar, the average American worker’s hourly wage has risen nearly 10 times since 1964. However, real hourly wages increased by 10.5 percent, a far cry from the nominal increase in wages. Essentially, that means the American worker doesn’t have more cash to spend on essential goods and services.
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From 2020 to 2021, workers experienced 2 percent real wage growth, according to Brookings research. Since mid-2021, inflation has been higher than real wage growth, however. Consequently, consumers are not likely to spend as much. In a consumer economy, spending drives economic growth and the prosperity of businesses. When real wages are stagnant as inflation rises, many consumers either hold on to their dollars or look for the best deal possible, which often means turning to big businesses that leverage economies of scale instead of patronizing small businesses. [Find out how minimum wage laws affect SMBs.]
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How flat real wages and inflation impact small businesses and entrepreneurship
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While consumers grapple with an increased cost of living and stagnant wages, businesses face their own challenges thanks to these stalled wages, inflation and associated issues.
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Supply chain
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Supply chain disruption continues to create problems for businesses. The rising costs associated with gasoline, materials and overall production mean supplies and products are delayed, more expensive, produced slower, difficult to find or completely unavailable. Slow production or a complete lack of product often translates to a decline in revenue. Many companies are also facing increased costs for overhead and inventory. So, while companies may carry a smaller inventory due to supply chain issues, the demand for the most necessary items has not changed, which is also reflected in inflation.
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For small businesses, the challenge is bigger than supply chain issues. However, Consumers faced with rising costs have less discretionary income available. A PBS poll conducted in August/September of 2022 showed that 72 percent of Americans cut back on at least one item to meet their monthly expenses in the prior six months. Businesses that supply more “wants” than “needs” face more difficulties reaching typical sales targets. Similarly, companies themselves have less purchasing power due to an increased CPI.
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Labor market
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Complicating matters is that the national unemployment rate remains very low, ranging from 3.5 to 3.7 percent between March 2022 and November 2022, per the Bureau of Labor Statistics. Economists say this is below the typical rate of unemployment, and we would need to see it rise to bring down inflation. However, unemployment rates were also low the last time inflation was considerably lower, in 2019. The labor market is tighter today.
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Typically, inflation means the labor market is generally very competitive for most small businesses. Flat real wages can make it easier for small businesses to offer the attractive wages necessary to recruit new employees. However, the larger economic environment in 2022 brought a new set of challenges.
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In today’s market, small businesses are struggling to keep up with the wages and benefits larger companies can offer. Furthermore, small businesses are no longer only in competition with local companies. They’re also competing with small businesses that offer flexible remote work across the country. Recent ADP payroll data also found that small business growth was declining in the second quarter of 2022. As a result, many business owners were forced to forego recruiting efforts, lay employees off and make do with staffing shortages.
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Work quality
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Employee productivity can also suffer as a result of wage stagnation and inflation. It’s not uncommon for new businesses to hire freelancers for a contracted period of time or to work with a small team. Whether they’re full-time employees or contractors, they will feel the impact of inflation and may feel less inclined to put the same amount of effort into their work. There’s also the risk of them leaving for more stable, established companies that can offer more competitive wages in the face of change.
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Financing
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In economic climates like this one, borrowing money becomes more expensive, which can make it difficult for a new business to invest in its future or for an entrepreneur to get their business off the ground. Loans may be more difficult to come by without a sufficient financial track record. If entrepreneurs have secured some of the best business loans but not at fixed rates, interest rates will add to business expenses and impact profits. Also, many investors pull back on investing in new businesses when inflation hits, opting instead for something less risky.
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Additionally, given the current environment, it’s more difficult for people to pay back their loans, and they could end up in further debt. The stagnation in real wages, currently accompanied by inflation, represents a threat to consumer savings, debt repayment and spending in the wider economy.
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Stagnant real wages can slow progress
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Entrepreneurs and small businesses face many of the same challenges as long-standing businesses, including supply chain issues, limited cash flow and a reduction in consumer spending. As the cost of supplies and raw materials go up, business owners must pass that cost along to customers. This can prove difficult for newer companies that don’t yet have a strong customer base and good brand awareness.
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Stagnant real wages have been an issue for more than a decade, but in today’s environment, they’re more concerning for small businesses. These organizations are left to compete with larger organizations — not only for customers and supplies but for talent. The additional pressure caused by less cash flow and purchasing power can lead to a decline in profitability.
"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"32335","_score":2,"_source":{"canonical":"https://vaylees.com/trinet-vs-justworks","displayModified":"2024-06-11T20:31:08Z","docType":"article","editorsPick":false,"href":"trinet-vs-justworks","id":"32335","ID":32335,"isSponsored":false,"published":"2023-08-11T12:03:43Z","site":"bnd","stream":"This guide compares TriNet and Justworks, two of the top PEOs for small and midsize businesses, to help employers select the best PEO for their business needs.","subtitle":"This guide compares TriNet and Justworks, two of the top PEOs for small and midsize businesses, to help employers select the best PEO for their business needs.","title":"TriNet vs. Justworks Comparison","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Find A Solution","slug":"find-a-solution"},"sub":{"name":"HR Solutions","slug":"hr-solutions"}},"meta":{"robots":"index, follow","description":"In this article, we’ll break down the differences between TriNet and Justworks PEOs. Learn more about choosing the right PEO for your small business."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04080142/laughing_Kritchanut_getty.jpg","caption":"Kritchanut / Getty Images","alt":"colleagues laughing together"},"content":"
Professional employer organizations (PEOs) help small businesses by serving as third-party support for HR functions. The best PEO services help employers that cannot hire a full HR staff. Our TriNet review and Justworks review cover two of the leading PEOs on the market, and each company has unique benefits. We compared the findings from our reviews to evaluate these PEO services side by side and help you choose the one that’s best for you.
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TriNet vs. Justworks Comparison
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Criteria
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TriNet
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Justworks
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Pricing
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Custom pricing, per employee per month
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Pricing starting at $49 per employee per month for more than 50 employees or $59 per employee per month for fewer than 50 employees
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Features
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HR administration, employee benefits, payroll and taxes, risk and compliance, recruitment, training and development
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Onboarding, payroll and tax management, employee benefits administration, risk management and legal compliance
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Customer service
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Phone, email, live chat, industry specialists and HR experts
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24/7 support via phone, email, chat, Slack and text
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Usability
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Cloud-based platform, intuitive design
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Cloud-based platform, intuitive design, modern technology
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Setup
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2 weeks, on average
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2 to 3 weeks
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Who Do We Recommend TriNet For?
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TriNet is a leading PEO provider for small and midsize businesses. TriNet has been in business since 1988 and is a certified PEO. One unique thing about TriNet is that it offers industry-specific tools and support, which are particularly helpful for small businesses in heavily regulated industries. Employers that are concerned about keeping up with rapidly changing regulations will appreciate having an experienced industry professional on their team. TriNet’s major offerings include HR administration, employee benefits, payroll and taxes, risk and compliance, recruitment, and training and development.
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We appreciate TriNet’s industry-specific support and believe small businesses that are concerned about risk management and compliance will find TriNet’s services the most beneficial. The company offers one base price for its primary features, which are bundled, and employers may add features for an extra cost. The total prices are based on a per-employee-per-month (PEPM) model, which is helpful for businesses that want to know exactly how their costs will increase over time.
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The pricing is based on the number of employees.
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TriNet provides access to industry-specific professionals, tools and resources.
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There are premium-level benefits options.
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Who Do We Recommend Justworks For?
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Justworks provides 24/7 customer service, so smaller businesses with remote or hybrid teams in different time zones will appreciate easy access to support during all business hours. In addition, Justworks customers get access to dedicated account managers, who typically respond to requests within two hours, which may be helpful for new business owners who need more frequent support.
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Of the PEOs we reviewed, Justworks’ tech platform is among the most advanced. Employers will appreciate the intuitive user interface; even users with little HR experience will find the platform easy to navigate.
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Justworks provides 24/7 access to customer support.
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You get a dedicated account manager.
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The interface is intuitive.
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TriNet vs. Justworks Comparison
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Pricing
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TriNet
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TriNet’s pricing is based on the total number of employees and does not increase just because your payroll does. The pricing is customized according to the services you choose, but each plan includes access to payroll, risk mitigation, employee benefits, HR and the technology platform. These services are bundled, so you cannot choose to omit some. However, you may add more services that fit your company’s or industry’s needs. Growing companies will appreciate the PEPM pricing model because it will make it easier to predict future costs.
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The cost is based on the total number of employees.
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The pricing is customizable and transparent.
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All services are bundled.
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Justworks
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Justworks offers two pricing plans: Justworks Basic and Justworks Plus. The pricing for each plan is based on the total number of W-2 employees at your company. The Justworks Basic plan starts at $59 PEPM for up to 49 employees and is reduced to $49 PEPM for 50 or more employees. The Justworks Plus plan is $99 PEPM for up to 49 employees or $89 PEPM for 50 or more employees.
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The Basic plan includes the following services:
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Payments and payroll
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Compliance support
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HR support and consultation
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Reporting tools
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Contractor and vendor payments
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Commuter benefits
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Workers’ compensation (required)
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Life and disability insurance
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Health and wellness perks
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Fitness memberships
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401(k)
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The Plus plan includes all of the services in the Basic plan, as well as the following:
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Medical, dental and vision insurance
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Health savings account and flexible spending account
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One Medical (based on availability) and Teladoc access
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Justworks Hours is an add-on product; it is not included in the Justworks Basic or Justworks Plus package. The service costs $8 per user per month.
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The pricing is based on the total number of W-2 employees.
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There are two pricing plans.
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Justworks Hours costs extra.
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Features
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TriNet
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HR administration: TriNet’s bundled offerings can help you manage a variety of critical HR functions, including employee onboarding, performance management and dispute resolution. We appreciate that TriNet has skilled industry-specific professionals to support customers. Employers in highly regulated industries, such as healthcare and finance, will find great value in having access to an expert who is well versed in the policies and regulations that affect their business.
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Employee benefits: TriNet provides customers with access to extensive benefits offerings, including medical, dental, vision and retirement plans. TriNet also offers access to wellness programs, commuter benefits and discount programs. Many small businesses are unable to offer these benefits alone, so we appreciate that TriNet helps provide more support for employees. Some of the brands TriNet has access to include Aetna, UnitedHealthcare and Kaiser Permanente.
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Payroll and taxes: TriNet offers a single online payroll processing platform, making it easy to track time and make informed decisions about your workforce. Employers will find TriNet’s detailed payroll analytics and reporting very helpful. In addition, TriNet can calculate and withhold the correct tax amounts, submit withholdings and manage digital W-2 delivery. TriNet’s payroll processing can integrate with common accounting systems and top payroll providers.
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Risk and compliance: TriNet offers access to experienced risk management consultants. Employers in heavily regulated fields will appreciate having someone with industry-specific knowledge on their team. TriNet can provide on-site safety assessments, help businesses navigate employment laws, and assist in identifying and mitigating risks as your company grows. TriNet’s experts will help you make decisions related to payroll compliance, benefits and the Affordable Care Act (ACA).
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Recruitment: TriNet offers integrations with popular job boards and social media networks. The PEO makes it simple to manage job listings on various job boards, including LinkedIn and Glassdoor. For an additional fee, TriNet can also recruit through industry-specific job boards. TriNet uses the latest technology to help streamline the recruitment process. Employers can view applications, contact applicants and schedule interviews, all through TriNet’s recruiting platform. TriNet also offers international talent support and partners with GlobalHR to complete thorough background checks.
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Training and development: TriNet’s platform includes learning tools for both employers and employees. Employers can offer training via TriNet’s platform, and learning and development initiatives can be tracked. TriNet provides performance management tools so you can track goals and feedback to help your teams succeed.
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TriNet’s performance management application enables employers to manage goals, capture feedback and view performance trends over time. Source: TriNet
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Justworks
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Onboarding: Justworks’ seamless onboarding services can help you grow your team in all 50 states. New hires can review and sign paperwork within the Justworks account, eliminating the time your HR team spends on administrative tasks. Justworks offers an employee-facing onboarding checklist so new hires don’t miss any important tasks. The company also provides support in the creation of employee handbooks and company policies, thus ensuring your employees have the important information they need to succeed from day one.
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Payroll and tax management: It can be difficult to keep up with overtime laws and payroll requirements, so it’s important to have accurate timekeeping procedures in place. Justworks Hours enables you to connect to payroll and human resources information system platforms to ensure important data is synced. Admins can set reminders and alerts, or customize overtime rules per appropriate regulations. Justworks can help you run payroll, file payroll and tax forms, and run payroll reports.
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Employee benefits administration: The best benefits options are typically reserved for large employers, but Justworks customers also have access to expansive, high-quality benefits. Justworks uses a data-driven underwriting process to help determine the best options for your needs. The company offers access to both national and regional carriers, and there are several affordable benefits options, including medical, dental and vision insurance. Employee subscribers can also access other benefits, such as wellness perks and retirement plans. Employees can enroll and manage benefits from the Justworks platform.
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Risk management and legal compliance: Justworks offers free online training to help employers meet compliance requirements. The company also provides access to compliance support for workers’ compensation, unemployment insurance filings and ACA filings. Justworks’ time-tracking solutions help to ensure that employers remain in compliance with rest- and meal-break rules, overtime tracking, and payroll and invoice reports, among other things. The platform’s online resources help you stay informed about any new policies or regulations.
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Time tracking: Justworks Hours, an add-on to the company’s PEO plan, costs $8 per user per month. It enables employers to create a centralized punch-in clock for employees to use via the web or Justworks mobile app. It also allows employers to customize overtime rules, set reminders for breaks, track projects, and manage labor budgets by viewing overtime hours.
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Customer Service
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TriNet
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TriNet provides customers with a designated HR consulting team. Customers in highly regulated industries will appreciate having access to industry-specific professionals. In addition, TriNet users can access support via web chat, email or phone. TriNet offers 24/7 access to live chat support. Phone support is available Monday through Friday from 6 a.m. to midnight ET. For basic questions, customers can access helpful FAQ pages and online resources on the TriNet website.
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Justworks
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Justworks offers a catalog of online resources to help employers and employees with various questions. Subscribers get 24/7 support via telephone, email, chat, Slack and text, and employers have access to dedicated account managers who understand the company’s unique needs and can assist with any questions. The typical response time is two hours.
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Justworks’ 24/7 live chat feature makes it easy to access support when you need it. Source: Justworks
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Usability
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TriNet
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TriNet’s user interface is easy to navigate, regardless of your technical knowledge. The intuitive employee dashboard presents important information, such as payroll alerts and upcoming tasks. Employees will find the main menu easy to use, whether they need to view important documents or company calendars. All of the basic features are easy to find.
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TriNet offers reporting and analytics tools that show you how the platform and various HR services are being used. There are pre-built reports related to payroll, taxes, compliance and benefits, among other topics. These reports, in addition to any customized reports you create, provide the data you need to make informed business decisions.
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Customers can install pre-built integrations and application programming interfaces (APIs) that allow for enhanced data and reporting. Common integrations include Xero, Intuit QuickBooks, Oracle NetSuite, and Sage Intacct.
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We appreciate TriNet’s employee self-service features because they help reduce administrative time and empower employees to manage their information. New hires can complete a self-onboarding process to learn more about the features. Employees can easily update important information, view their hours and payroll data, and see their professional development goals. The TriNet mobile app makes it easy for employees to access benefits information on the go.
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Justworks
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The Justworks platform has a clean design that is easy for both employers and employees to navigate. Justworks offers many pre-built reports, so you can view data and trends related to benefits, payroll and more. These reports can be customized so that you have the data you need to make informed business decisions.
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Justworks’ employee self-service platform and mobile app make it easy for employees to view and manage information on the go. The company directory and organization charts help you navigate new contacts. Employees can easily update their profiles, modify benefits selections, view pay details, and submit time-off requests, among other things. If employees have questions, they can view tutorials and instructions in the Justworks Help Center.
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The Justworks platform is very modern and easy to navigate. Employers without experience in other HR systems will have an easy time locating what they need. Source: Justworks
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Setup
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TriNet
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TriNet tech and services specialists work with clients to set up new PEO services. You must have important information and employee data ready to begin the implementation process, which typically takes two weeks, although larger organizations may experience increased setup times.
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The TriNet platform seamlessly integrates all HR functions into one online portal, allowing for easy access. Bundled packages include basic services such as payroll, risk mitigation, employee benefits and a technology platform, and you can add customizations to fit your company’s needs.
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Employees can view their plans and make updates as needed, without intense training on the new tech. The simple user interface means less HR administrative time so you can focus on other company goals. Once your PEO is set up, you’ll have access to experts whenever you need it.
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Justworks
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The Justworks PEO setup is fairly simple. First, you will need to decide if you want the Basic or Plus plan. The enrollment time depends on your workers’ compensation application. Justworks needs to learn more about your business operations, ownership structure and other important business functions.
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Once you’ve been approved for workers’ compensation and your enrollment is complete, you can select a start date to launch with Justworks as your PEO. This date, which is when your first payroll will run, must be the first or 16th of the current or upcoming month.
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You will be assigned a dedicated onboarding manager to help activate your account and set up employees. Once the setup begins, it typically takes two to three weeks.
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TriNet vs. Justworks Recap
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Choose TriNet if:
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You want industry-specific support.
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You need additional support in the areas of risk and compliance.
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You’re looking for performance management and payroll tax processing.
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Choose Justworks if:
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You want transparent pricing and more than one plan to choose from.
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You need 24/7 customer support.
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You’re looking for a more modern technology platform.
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\n\n\n\n \n"}},{"_index":"wp-index-bnd-prod-content","_type":"content","_id":"32148","_score":2,"_source":{"canonical":"https://vaylees.com/bambee-vs-bamboohr","displayModified":"2024-06-11T20:04:38Z","docType":"article","editorsPick":false,"href":"bambee-vs-bamboohr","id":"32148","ID":32148,"isSponsored":false,"published":"2023-08-09T12:33:59Z","site":"bnd","stream":"This guide compares Bambee against BambooHR, two popular HR software choices for small to midsize businesses, to help you make the best choice.","subtitle":"This guide compares Bambee against BambooHR, two popular HR software choices for small to midsize businesses, to help you make the best choice.","title":"Bambee vs. BambooHR Comparison","author":{"displayName":"Casey Conway","email":"caseylynnconway@gmail.com","thumbnail":"https://images.vaylees.com/app/uploads/2022/12/20081006/casey-conway.png","type":"Senior Writer"},"channels":{"primary":{"name":"Find A Solution","slug":"find-a-solution"},"sub":{"name":"HR Solutions","slug":"hr-solutions"}},"meta":{"robots":"index, follow","description":"In this article, we’ll break down the differences between Bambee and BambooHR software solutions. Read on to learn about the best choice for your business."},"thumbnail":{"path":"https://images.vaylees.com/app/uploads/2022/04/04075528/Coworkers-business-in-Florida_Chris-Ryan_Getty-Images.png","caption":"Chris Ryan / Getty Images","alt":"Coworkers sitting next to each other at a desk"},"content":"
HR software helps businesses streamline critical HR functions, such as payroll, performance management and compliance. Organizations of any size can benefit from HR software, but each platform excels in different key areas. In order to choose the right HR software for your business, it’s important to consider the size of your company, long-term goals and available resources. To help you choose the best HR software for your business, we compared the information we found in our Bambee review and BambooHR review to analyze these two leading HR software providers side by side.
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Bambee vs. BambooHR Compared
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Criteria
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Bambee
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BambooHR
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Pricing
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$99 per month
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N/A; customized pricing
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Features
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Hands-on HR guidance, custom HR policies, training and certification management, performance management, payroll processing, employee feedback collection
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Performance management, Employee satisfaction (eNPS), open API, onboarding, marketplace
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Customer support
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Dedicated HR manager, phone, email, live chat
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Tiered; email only or email and phone
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Free Trial
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No
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Yes, 7 days
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Usability
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Intuitive platform with web app or browser access
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Intuitive platform with web app, browser, mobile access
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Who Do We Recommend Bambee For?
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Bambee is an affordable HR software solution for small to midsize businesses that are seeking hands-on support. Bambee is a great choice for businesses that need expert HR guidance in critical areas. The platform is especially helpful for companies who need additional support in compliance and risk management.
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Bambee can manage the creation of new company policies that help mitigate risk. In today’s rapidly changing business environment, it’s important for employers to stay on top of new laws and regulations. Bambee can serve as a valuable partner to ensure businesses maintain clear policies in compliance with all applicable laws and regulations.
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Bambee offers:
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Hands-on support, including a dedicated HR manager
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Support in developing clear HR policies in compliance with applicable laws and regulations
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Strong document- and file-management tools
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Transparent pricing
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Who Do We Recommend BambooHR For?
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BambooHR offers an all-in-on HR platform, but where it really stands out is its performance management tools. BambooHR is great for employers seeking a highly customizable platform that allows users to track goals, manage performance assessments and record feedback.
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BambooHR makes it easy for employees to complete self-assessments and keep track of goals. Source: BambooHR
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We like that BambooHR offers robust performance management tools as well as numerous add-ons and integrations. For businesses that are ready to focus on people management, BambooHR provides great tools and resources. We also like that BambooHR offers both web and mobile access.
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Bamboo offers:
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Highly customizable platform and multiple add-ons available
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Strong performance management features to support goal tracking, performance assessments and ongoing 360-degree feedback
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Robust performance management reporting features
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Optimization for web and mobile
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Bambee vs. BambooHR Comparison
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Pricing
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Bambee
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Bambee offers transparent pricing that begins at $99 per month and increases based on the size of your business.
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These are Bambee’s current pricing plans:
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0 employees: $99 per month with no setup fee
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1-4 employees: $299 per month plus a one-time $500 setup fee
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5-19 employees: $399 per month plus a one-time $500 setup fee
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20-49 employees: $699 per month plus a one-time $1,500 setup fee
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50-99 employees: $1,299 per month plus a one-time $2,000 setup fee
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100-149 employees: $2,499 per month plus a one-time $2,500 setup fee
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150-249 employees: $3,699 per month plus a one-time $3,500 setup fee
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250+ employees: Custom pricing
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Bambee’s $99 plan enables new organizations that haven’t hired their first employee to prepare to do so. Once the first employee is hired and customers move to the next plan tier, they will have unlimited access to a dedicated HR manager via phone, email, and live chat.
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Bambee’s pricing model is unique among many of its competitors in that it charges by the size of your business rather than offering a set price per employee.
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BambooHR
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Unlike Bambee, BambooHR does not offer transparent pricing. In order to learn more about the costs associated with its offerings, you must contact the sales team and request a quote by phone or through the BambooHR website.
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BambooHR offers two pricing plans with different levels of access. The first is the Essentials tier, which includes employee records, benefits tracking, standard reporting, document storage, email alerts, time-off management, single sign-on, mobile app functionality, workflows and weekday email support.
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The second is the Advantage tier, which includes everything in the Essentials tier, plus advanced reporting, branding, audit trails, open API, BambooHR Marketplace access, employee satisfaction gauge with eNPS, onboarding, offboarding, e-signatures, training progress and weekday telephone support.
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Features
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Bambee
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Hands-on HR guidance: Bambee customers receive support from a dedicated HR manager. This individual can help with everything from writing job descriptions to crafting HR policies.
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Custom HR policies: Every business faces its own challenges. Bambee’s custom HR policies can help alleviate some of the stress around maintaining good policies that support both employers and employees. These policies can address everything from PTO and dress code to sick leave and social media.
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Internal compliance: Compliance issues can be overwhelming for small businesses, so we appreciate that Bambee offers customized policies, procedures and documentation. Bambee helps create and maintain labor policies, ensuring you remain in compliance with local and federal guidelines. In addition, Bambee offers long-term document storage and mandatory training as required by law.
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Recordkeeping: Employee record retention rules can vary greatly between localities, states and federal agencies. Bambee HR makes it easy for businesses to comply with requirements with Bambee Cabinet, a safe document storage system made to support Bambee customers in all aspects of employee record retention.
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Payroll processing: Bambee offers two-day direct deposit to help ensure employees are paid efficiently. Bambee also handles all federal, state and local tax management. We like that Bambee offers guidance from its HR manager on important payroll issues, such as wage and hour regulations.
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Bambee’s payroll processing feature makes it easy to manage taxes, as well as access additional support for questions related to wage and hour regulations. Source: Bambee
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Employee feedback collection: Bambee’s Employee Voice function gives employees the ability to submit honest feedback, thoughts or concerns, anonymously or with their name included. Employers will find this feature valuable for tracking any trends and encouraging employee engagement and communication.
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BambooHR
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HR data and reporting: The BambooHR platform is intuitive and customizable, which allows for easy access to detailed reports. The platform offers 49 built-in reports. It’s simple to collect and analyze data, often with just one click. BambooHR’s wide array of reporting options also makes it easy to track performance management trends across the company and individual teams.
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Hiring and onboarding: BambooHR offers applicant tracking, new-hire onboarding and offboarding. Bamboo HR’s applicant tracking has an option for different stakeholders to be added to teams with different permissions and communication, making the candidate review process more efficient for everyone involved. Onboarding is made easier with customizable templates and automatic reminders for employees to complete required tasks. Offboarding features can help businesses gain more insight into an employee’s experience and departure while also ensuring company data is safe and secure after an employee’s final day.
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BambooHR’s onboarding features offer simple checklists and step-by-step processes for both employer and employee, ensuring important tasks are handled efficiently. Source: BambooHR
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Employee experience and performance: BambooHR uses a combination of Net Promoter Score (NPS) and open-ended employee feedback to deliver research-backed employee engagement information. Additionally, it offers employee well-being check-ins to help increase retention and reduce burnout. BambooHR’s performance management features make it easy to identify opportunities for growth. Performance evaluations are easy to customize, and both self- and manager assessments are available.
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Payroll, time and benefits: BambooHR’s time and attendance software makes it easy for employees to clock in and out via web or mobile. With geolocation, managers receive a snapshot of employees’ locations to ensure accurate tracking. BambooHR also has a feature for project time tracking so you can determine how much time an employee spent in certain customizable categories. Since overtime requirements vary by state, BambooHR includes built-in overtime tracking features. We appreciate how streamlined BambooHR’s features are in this category since they can help reduce administrative time and offer clear reporting.
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Customer Service
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When choosing an HR software platform, consider customer service. If you should run into any difficulty using the features or troubleshooting technical difficulties, a responsive support team is essential.
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Bambee
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Unlike a lot of HR solutions, Bambee offers customers a dedicated HR manager once you’ve hired your first employee. Having a single person dedicated to your business is especially helpful for smaller employers and startups that are navigating HR functions for the first time. In addition, Bambee offers unlimited chat, phone and email support. Customer support agents are available Monday through Friday from 8 a.m. to 6 p.m. PT.
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Bambee provides customers with a dedicated HR manager. Support can be accessed via phone, email or chat. Source: Bambee
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BambooHR
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Customers that select BambooHR’s Essentials package have access to email support Monday through Friday from 8 a.m. to 5 p.m. MT. Those that select the Advantage plan can access live phone and chat support Monday through Friday from 8 a.m. to 5 p.m. MT, in addition to the email support covered in the Essentials package. Further, the BambooHR website is full of online tutorials and interactive guides for those who prefer a self-help approach.
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Free Trial
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Bambee
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Bambee doesn’t offer a free trial for potential customers. You can schedule an overview call to discuss your needs with a representative of Bambee on the company’s website. The Bambee YouTube channel does have some helpful videos, including a previously recorded demo. We do wish Bambee offered a free trial so you could easily try out its features.
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BambooHR
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BambooHR offers potential customers a seven-day free trial to learn more about the product and support. The free trial includes access to the following:
We appreciate the access available during the seven-day trial offered by BambooHR. Since pricing is not transparent, it’s not clear whether or not all of these features are included in a standard package, so that is something we recommend discussing with a BambooHR representative.
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Usability
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Bambee
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Customers can access the Bambee platform via web app or web browser. The user interface is easy to navigate and doesn’t require any advanced technical skills. We appreciate that the platform is easy for the average person to navigate. This is especially helpful for smaller companies that don’t have a lot of HR support. Employers can easily access documentation and data. Managers have the ability to assign tasks to employees and can also manage individual employee settings and permissions. Another thing we appreciate about Bambee is that the platform verifies all HR policies are up to date and reaffirmed by employees on a semiannual basis. The platform makes it easy for both employers and employees to stay on top of necessary tasks without any prior experience using Bambee products.
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BambooHR
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Both employers and employees can access BambooHR via web app, web browser or mobile phone. We appreciate that BambooHR offers mobile access given today’s business environment. The dashboard is very people-focused so users can quickly view items like birthdays, recognition and PTO. The BambooHR platform also makes it easy to locate any new notifications about appointments, applicants and more. We appreciate BambooHR’s employee-centric platform because it makes it easy for leaders to see performance management metrics as well.
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The BambooHR platform is people-focused, highlighting its emphasis on performance management and employee engagement. Source: BambooHR
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Bambee vs. BambooHR Recap
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Choose Bambee if:
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You want a dedicated HR manager.
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You need hands-on professional guidance in the areas of risk and compliance.
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You’re looking for assistance in creating and writing company policies.
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Choose BambooHR if:
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You want strong employee experience and performance management features.
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You need mobile access.
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You’re looking for a free trial before committing to a service.
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FAQ
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Who are Bambee’s and BambooHR’s competitors?
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There are several HR software solutions on the market, all offering unique services. Some of Bambee’s and BambooHR’s competitors are Gusto, Paychex, Rippling and Paycor.
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Who are BambooHR’s customers?
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BambooHR’s customers include Maxx Builders, Medical Clinic of Houston, Pronto Forms and Change.org. You can learn about other BambooHR customers through various case studies on the BambooHR website.
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Does Bambee manage benefits?
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Bambee does not administer benefits. However, Bambee can support customers with any compliance issues related to benefits since requirements can vary by location.
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Does BambooHR integrate with other applications?
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Yes. You can find all of the integrations available with BambooHR on the website. Checkr, Slack and Gifted are just a few examples. There are more than 50 available at this time.
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Is Bambee a PEO?
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No. A professional employer organization (PEO) is a co-employer that actually manages a business’s HR functions. Bambee is a HR software solution. Bambee provides tools and resources to support and streamline various HR functions.
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