Summer’s in the air, and for many of us, year-end payroll processing is the farthest thing from of our minds. A shift in thinking, however, might have us re-evaluating our payroll processing and human resources strategies so we can enjoy that more relaxed, easy-going feeling of summer all year long. 

Best Practices for Year-Round Engagement in HR Processes

Summer’s in the air, and for many of us, year-end payroll processing is the farthest thing from of our minds. A shift in thinking, however, might have us re-evaluating our payroll processing and human resources strategies so we can enjoy that more relaxed, easy-going feeling of summer all year long.

According to the U.S. Bureau of Labor statistics, employees experiencing high levels of stress have roughly 50 percent higher health care costs than less-stressed employees.

While most payroll departments traditionally ramp up their year-end payroll preparation in the fall, it can create a chaotic environment for employees come November and December. Such an atmosphere puts undue stress on employees and can leave them feeling undervalued and disengaged. Not to mention, employees experiencing high levels of stress have roughly 50 percent higher health care costs than less-stressed employees.[1]

By engaging in processes like payroll year-round, however, employees can feel more confident that they’re successfully maintaining compliance. Moreover, it encourages greater employee engagement because employees’ workloads are more evenly distributed throughout the year.

“When employees feel like their time and energy are valued and appreciated, they’re more likely to be engaged in their work,” says Vicky Kukas, senior manager, Client Services at Ceridian. “Feeling confident when it comes to compliance is also a top concern for employees. Doing what you can to alleviate these concerns has to be a priority for managers.”

A shift in traditional thinking

Companies that approach payroll auditing and other HR initiatives as year-round processes are setting themselves up for compliance, engagement and business success.

Kukas says, “When evaluating payroll year-round, companies are better prepared to avoid things like potential tax liabilities and W-2c forms because they are auditing employee transfers immediately after they are processed – sometimes they can even evaluate audit reports before processing payroll.”

In addition, tools that enable better predictive analytics allow employees to more effectively schedule project plans throughout the year. This helps prevent an influx of work volume in November and December. At Ceridian, for example, the service team experiences a 40 percent increase in calls at year-end. With better planning throughout the year, you can work to avoid such a hectic time – and it’s never too late to start.

At Ceridian, the service team experiences a 40 percent increase in calls at year-end.

Best practices for improving year-round engagement

Switching to a year-round engagement philosophy for payroll or any human resources process can have a positive effect on your employees. Below are some best practices for improving engagement with year-round processes.

  • Perform frequent audit checks to help ensure accuracy and compliance
  • Evaluate analytics to take a more proactive approach to distributing workload throughout the year
  • Sign up to take training – even the most experienced of HR/payroll professionals should take refresher training, such as Ceridian’s Planning for Year-end Success workshop
  • Consider compliance impacts and act early to ensure that your W-2s are accurate
  • Keep a year-round checklist for those items done annually so they aren’t forgotten

Proactive planning is not only good for your business, but it’s also good for your employees. Engaging in a year-round strategy when it comes to payroll can help your employees feel valued, appreciated and confident that they’re maintaining compliance with their processes. Now is the time to get started.

For more information:

  • Learn about Ceridian Payroll
  • View our "DNA of an Engaged Employee" infographic 

 


[1] U.S. Bureau of Labor Statistics