Archive for category: Blog

When Good Employees Leave for the Wrong Reasons
How Small Business Owners Can Stop Discrimination Before it Starts

Let’s talk about something that doesn’t get talked about enough: what really makes good employees leave.

It’s not always the pay or the workload. Sometimes, it is how they were treated—disrespect, unfairness, not feeling their contributions are valued, or feeling invisible. And for small businesses, that kind of stuff spreads fast and hits hard.

The truth is, workplace discrimination isn’t always obvious. It’s not just slurs or shouting matches. Sometimes it’s subtle—a joke that goes too far, a promotion that never comes, or awkward silence when someone should’ve said something.

As a small business owner, you don’t have time to be an HR expert. But that doesn’t mean you can’t protect your team and create a place where people actually want to stay. That’s where INFINITI HR can help.

Why This is a Big Deal

Right now, a lot of employees are thinking about walking away. Studies say 38% are likely to quit in 2025—and not just for more money. People are leaving because they don’t feel respected, supported, or heard.

Here’s the flip side: 94% of employees say they would stick around longer if their company invested in them.

That means if you create a healthy culture—where people feel seen and safe—you’re already ahead of the game.

You Don’t Need a Huge HR Department. You Just Need the Right Help.

You’ve got a business to run. Payroll, sales, customers… everything. HR probably isn’t your first love—and that’s okay.

At INFINITI HR, we don’t just hand you a bunch of templates and wish you luck. We work with you to build real strategies, train your team, and prevent problems before they start.

Here is what that looks like:

• Policies People Understand (and Trust)

Policies don’t work if no one reads them. Or worse—if no one believes in them. We help you create:

• Simple, clear guidelines.
• Easy steps for reporting issues.
• Real accountability for managers.

Plus, we make sure those policies are actually accessible—whether that is part of your onboarding or posted in places your team already uses.

Want more on that? Check this out.

• Promote Regular Policy Reviews & Audits

We offer this as a value-added service to our PEO clients to ensure your documentation such as employee handbooks, harassment, retaliation policies, etc. are up-to-date. Our dedicated HR consultants work with their clients and encourage a regular cadence of reviewing these important documents.

You’re Already Doing a Lot. Let Us Take HR Off Your Plate.

Discrimination is a serious issue, but you don’t have to tackle it alone.

Whether you’ve got five employees or 50, we’ll help you build a stronger, safer, more supportive workplace—so your team sticks around, and your business keeps growing.

We’re INFINITI HR. We’ve got your back.

Here’s the Recap:

• Discrimination can quietly damage your business if it’s not addressed.
• Most employees won’t tell you there’s a problem—they’ll just leave.
• Prevention = training + clear policies + treating people like people.
• INFINITI HR makes it all easier, more human, and built for small businesses.

Let’s create a workplace people want to be part of.
We’re ready when you are. Connect with us today.

Interested in other current employment trends? Click the link to view the recent blog: Why a No-Fault Attendance Policy May Cause Problems for Your HR Consulting Strategy or check back for more on human resources, payroll, insurance, and benefits.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

What March Madness Can Teach You About Running a Business
(Hint: It’s not just about the brackets.)

Every spring, March Madness takes over—buzzer-beaters, upsets, and last-second comebacks. It’s exciting. Unpredictable. High stakes.

Running a business? Kind of the same deal.

You’ve got to recruit top talent, build culture, stay compliant, and somehow still grow—often all at the same time. And if you’re constantly playing catch-up, it’s easy to feel like you’re just trying to survive the season.

That’s where INFINITI HR comes in. We’re not just here for the basics—we’re here to help you build a team that works, a culture that sticks, and a game plan that wins.

HR Might Be Your Secret Weapon

A recent article on the Great Resignation comeback said more than half of full-time employees are looking to jump ship in 2025—and nearly a third already have one foot out the door.

But here’s the thing: It’s not just about the money. Most folks are looking for purpose, growth, and a reason to stay.

According to HR Dive, 82% of employees would leave because they don’t see a future at their current job. And SHRM says 61% of HR pros agree—lack of development is one of the biggest reasons people quit.

If your team doesn’t see a clear path forward, they’ll go looking for one somewhere else.

That’s why a smart HR strategy isn’t just a nice-to-have—it’s a business necessity.

Here are three lessons from the court that totally apply to your business:

1. Great Teams Don’t Happen by Accident

Winning teams are built with intention. On the court, players know their roles and trust each other. In the workplace? Same idea. Strong teams are made up of people who feel supported and aligned.

How INFINITI HR helps:
INFINITI HR works with you to bring in the right talent, streamline onboarding, and keep people engaged—so your team works better together.

2. Structure Brings Stability

Basketball teams have playbooks. They run drills. They know the rules. Your business needs the same structure to succeed.

Here’s what we can help with:

• Up-to-date policies and handbooks
• Compliance support that actually makes sense
• Workplace safety guidance that keeps everyone protected

That kind of clarity builds trust—and helps your people stay focused on what matters.

3. Even All-Stars Need a Coach

You can be a fantastic leader and still need a partner in your corner. That’s what a great HR team is—someone who sees the big picture and helps you make smart moves.

With INFINITI HR, you’re not just outsourcing tasks. You’re gaining a real teammate who’s here to help you grow.

Wrapping It Up

Here’s what March Madness reminds us:

1. A winning team needs the right players—and a clear strategy.
2. Discipline matters. So do the details.
3. And every team needs a coach who’s thinking three steps ahead.

Let INFINITI HR be that coach. We’ll help you stay ahead, so you can stop reacting—and start leading.

Interested in other current employment trends? Click the link to view the recent blog: Labor Law Updates for March 2025 or check back for more on human resources, payroll, insurance, and employee benefits.

 

The ever-changing landscape of HR regulation changes requires continuous monitoring. As laws change on local and federal levels, small businesses are having a hard time keeping up.

Executive Orders and anticipated legislative changes on the horizon are already shifting how agencies plan to navigate employment laws, and shifting more responsibility to the private sector and state regulations to adjust to changes at a swift pace.

In addition, pay transparency laws are gaining traction across multiple states, requiring businesses to disclose salary ranges in job postings and during the hiring process. This trend aims to promote fair pay practices but also brings new compliance obligations for employers.

Infographic: Steps to Prepare Your Business for HR Regulation Changes

 

Getting Your Business Ready for Upcoming Government Regulations

When new government regulations and labor laws come into effect, adjusting to them can require initial expert guidance and eventual case law to interpret how those laws affect employers in the long term. The best way to prepare for these changes is to take a highly proactive approach.

Take the Time to Learn Existing HR Laws

Before diving into the new laws and regulations, you need to gain a solid understanding of the existing laws that govern your industry.

This will provide a foundation for analyzing how the new regulations may impact your business operations. Conducting a thorough review of the current human resource laws that apply to your industry allows you to ensure full compliance.

If you are not already in compliance when changes arrive, all existing non-compliance issues can snowball into significant problems that lead to unexpected expenses.

Set Up a Strong HR Infrastructure

Establishing a strong HR infrastructure can make it easier for you to adjust to the new regulations. When you have a team of specialists who know exactly what they are responsible for, they can handle any change seamlessly.

Small human resource teams that are overwhelmed with payroll, benefits administration, pension funds, occupational safety and health needs, and other manual administrative tasks rarely have sufficient resources to handle compliance properly.

When laws and regulations change, weak infrastructures struggle. Without a strong approach to your HR framework, you risk hurting business operations. 

Get Assistance from HR Partners

Seeking assistance from competent specialists, such as consultants who specialize in HR compliance, can be invaluable in navigating new government regulations. These experts can provide guidance on the ever-changing requirements, help you understand the implications of the new regulations, and assist with implementing necessary changes.

They can also keep you informed about any updates or changes to regulations that may affect your business specifically. A reliable HR partner is a team of professionals who have the time and resources to handle continuous monitoring of the regulation landscape.

For example, an HR partner would know that the temporary flexibilities for I-9 forms are about to end and help you set up a procedure for verifying employee identity and authorization in advance. At the time ICE announced changes, your company would have already been on the way to completing the new requirements.  

Rule Out Regulations That Don’t Affect You

Not all new regulations directly impact your business. Carefully evaluate and determine which laws are applicable to your specific industry and business operations.

By ruling out regulations that don’t affect you, you can focus your resources on understanding the laws that truly matter. This can help streamline your preparation efforts and avoid unnecessary compliance burdens. 

Stay Informed and Plan Ahead

Government regulations are always subject to change. Some may stay the same for decades while others change monthly. To avoid stress, errors, and fines, you can monitor the landscape by:

• Reading industry news
• Checking government websites
• Joining professional associations and following their discussions

The more resources you use to stay informed, the more likely you are to pinpoint the change the moment it occurs. By planning ahead and anticipating potential regulatory shifts, you can position your business to adapt efficiently. 

Train and Educate Your Employees

When changes occur, your team has to be ready to tackle the issue quickly without causing downtime or facing non-compliance. To respond effectively, your workforce requires training. If you are working with an HR partner, they can share valuable knowledge with your employees and empower them to adjust to the changes. 

In addition, encourage open communication and provide channels for employees to ask questions or seek clarification on the new regulations.

Taking a Proactive Approach 

Staying on top of the latest regulations is a full-time job, often requiring significant adjustments to your HR processes when changes occur. Rushing or not being thoughtful in adapting leads to errors, fines, and reputational issues. 

As you can see with the I-9 updates, two new announcements were published within one month. If you don’t have the resources to handle active and ongoing monitoring, you may want to consider collaborating with an HR partner you can trust.

New regulations often appear as a reaction to an employer who did something wrong.  Becoming a test-case for new regulation is something you want to avoid. Getting back on track and regaining your reputation can be close to impossible. 

At INFINITI HR, we proactively monitor all the latest HR legislation changes and help our clients adjust to them without missing deadlines. For more information about our ability to help your HR succeed, please contact our team at any convenient time.

Interested in other current employment trends? Click the link to view the recent blog: Labor Law for January 2025 or check back for more on human resources, payroll, insurance, and benefits.

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

As we move into 2025, small business owners are considering the year ahead and asking questions about hiring, managing, and retaining great employees. At INFINITI HR, we’ve identified the top HR questions and concerns we’ve heard from clients recently. Our team of HR solutions experts has outlined actionable advice you can use to help your business thrive this year.

How do I hire people who will do their job well and stay at my company?

Hiring for both skills and cultural fit is key. Start by refining your job descriptions to outline responsibilities and expectations clearly. This is a foundational step to building and retaining a great team. You may just find the candidate whose dream job is with your organization. 

Be clear about the skills, knowledge, and attributes that would make someone thrive at your company. During interviews, ask questions to help you learn whether a candidate fits your company’s values and culture. 

Key Takeaway: Retention starts at recruitment. Taking the time to find the right person for the role can go a long way in finding success. INFINITI HR offers customized hiring strategies and onboarding templates tailored to your small business’s unique needs. Your consultant can help you identify what HR interview questions you should be asking. 

How do I address less-than-average performers?

Clear communication about expectations and next steps goes a long way – for everyone involved. Document specific performance concerns and schedule a one-on-one meeting to discuss them constructively. 

Set measurable goals and a timeline for improvement, providing support as needed. If performance doesn’t improve, it may be time to transition the employee out of the role.

Key Takeaway: Addressing underperformance is about fairness and clarity. An HR consultant can offer counsel on performance management so you can handle tough conversations confidently and professionally.

How can small businesses manage finances and compensation effectively?

Start with the basics: create a budget that includes competitive salaries and benefits. 

Use market data to benchmark pay and ensure fairness. To boost employee satisfaction, explore creative options like flexible schedules, professional development, or profit-sharing. Think about ways you can have a positive impact on your employees’ day-to-day lives.  

Key Takeaway: Compensation is more than a paycheck. Focus on total rewards to retain top talent within your budget. An HR consultant can help you with a 12-month plan and offer top strategies for employee compensation. 

How do I manage remote workers effectively?

Set clear expectations for communication, availability, and deliverables. 

Begin with the three keys to successful remote work for your organization: 

• Flexibility
• Trust 
• Communication

Use various communication tools to keep your team connected, maintain transparency, and foster collaboration. Regular check-ins ensure remote workers feel supported and aligned with company goals. 

Key Takeaway: Remote work opportunities and flexible work are fundamental parts of work in 2025. With the right strategies and policies, you can create an environment of trust and flexibility that supports your team in doing their best work. 

How do I keep employees accountable for their behaviors and actions?

Accountability begins with clear policies and consistent enforcement. 

When addressing issues, focus on the behavior, not the person. Use direct but empathetic communication to foster understanding and growth. Document all conversations to ensure clarity and protect your business. Make sure policies and processes are clearly outlined in your company’s handbook. 

Key Takeaway: Tough conversations are more manageable with a clear framework. Utilize tools, training, and templates to manage employee accountability with professionalism and care.

Where do I even begin with human resources for my company?

Begin with an experienced consultant, like the team at INFINITI HR, who can help you conduct an HR audit. 

Your first step with your HR consultant will be to evaluate your current policies, compliance practices, and employee handbook. Prioritize must-haves like payroll accuracy, workplace safety, and anti-discrimination policies. From there, your consultant can help you build a more robust HR framework. 

INFINITI HR can conduct a full audit of your current HR functions, then supply a report of findings you can consider and incorporate into future strategic business planning sessions. 

Key Takeaway: A strong foundation prevents costly HR missteps. Your goal for 2025 should be to identify gaps and build a roadmap for a compliant, people-focused HR strategy.

Interested in other current employment trends? Click the link to view the recent blog: Labor Law Updates for December 2024

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.

 

As the end of the year approaches, it is the perfect time for small businesses to consider a priceless holiday gift for employees: the gift of time. Work-life balance is more than a buzzword; it’s a foundation for happy employees. A balanced mindset can help reduce stress, prevent burnout, and set a healthy precedent for the new year.

Happy Employees Means Happy Customers

Whether offering a few days off, adjusting workloads, or simply acknowledging the importance of balance, giving the gift of time can have lasting positive impacts on your team’s well-being, employee engagement, and overall productivity. When you increase employee happiness, you also improve customer satisfaction. 

Below, our HR team of experts from both INFINITI HR and Inspiring HR share top strategies for achieving a healthy work-life balance in the workplace, with a few holiday-inspired ideas for making it feel extra special this time of year.

1. Evaluate Where Time is Spent

During the busy holiday period, it is easy to lose sight of how time is spent. Encourage employees to evaluate their tasks. Are there projects that could be delegated, reprioritized, or even eliminated? By recognizing where time is spent, leaders can guide their teams in focusing on high-impact work while cutting back on low-value tasks.

Help employees streamline by focusing on efficiency and value. For example, encouraging automation in repetitive tasks or clarifying roles can free up time and increase productivity. 

Seasonal Tip: Remember schedules look different with holidays and PTO. As you review where time is being spent, consider what can wait for next year and how to “wind down” in the weeks before the end of the year. 

2. Focus on How Work Gets Done

Long hours don’t necessarily mean high productivity. The emphasis should be on impactful work rather than the clock. Some of the best business leaders prioritize work-life balance to ensure each employee’s effort aligns with goals. Placing more value on impact rather than overtime will go a long way to improve both employee morale and your company’s bottom line.  

Promote a results-driven culture that values quality over quantity, so employees feel they can focus on what matters—both in work and in personal life. Consider different ways to reward employees beyond a pay raise. 

Seasonal Tip: The end of the year is often a time for employee reviews. Aim to evaluate employees by their contributions, not by how long they stay at their desks. As you prepare for the new year, assess your team’s workflows for redundancies or inefficiencies that could be streamlined.

3. Prioritize People, Not Just Performance

Your team members have passions and demands outside the office. Expressing that you understand that and encouraging team members to invest in their personal interests promotes a balanced, well-rounded workforce. By creating a culture that celebrates both work and personal achievements, you’ll cultivate a team that’s more engaged, motivated, and loyal. A “Yes Day” is a great way to approach work with a positive, people-first mindset. 

Foster fulfillment beyond work. Lead by example and encourage managers to model balance by leaving work on time and taking their own time off for holidays. 

Seasonal Tip: As the holidays bring people closer to family and friends, encourage employees to prioritize personal fulfillment. Create space to celebrate these moments and make memories outside of work. 

4. Rethink Where Work Happens

Offering alternative work structures allows employees to better manage personal and work commitments. Embracing flexibility, even if only seasonally, demonstrates a commitment to work-life balance and can improve both morale and performance.

If your team has a mix of in-office and remote employees, explore which positions or roles may be eligible for telecommuting or flexible hours to improve their work-life balance. 

Seasonal Tip: The holidays can be a hectic time for everyone, making it a great opportunity to test balance-friendly options like flextime, remote work, or adjusted hours. Not only does this give you a chance to try out different working structures, but also employees will be delighted with more flexibility during the holidays. Talk to your dedicated HR consultant about what to consider with holiday time off policy so you can understand requirements and recommendations.

The holiday season is an ideal time to reset expectations and promote balance. The hustle and bustle of year-end deadlines often lead to longer hours, but the best measure of employee value is their effectiveness, not their hours worked. 

Remember: work-life balance isn’t just a seasonal ideal—it’s a fundamental part of a supportive, productive workplace.Your dedicated HR consultant can help you create a workplace culture that values personal time, celebrates efficiency, and empowers employees. 

Interested in other current employment trends? Click the link to view the recent blog: Effective Collaboration in the Workplace: Best Practices or check back for more on human resources, payroll, insurance, and benefits.

 

This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.