How Small Businesses Can Stay Competitive with Year-End Benefits Planning

Posted on October 22, 2024October 22, 2024 by Bridge

How Small Businesses Can Stay Competitive with Year-End Benefits Planning

Offering the right benefits is key to staying competitive in the hiring market these days, especially for small businesses. If you want to keep talent, manage costs, and stay compliant with legal requirements, year-end benefits planning is one way to do it.

Why Benefits Planning?

Keeping Top Talent
Employees are more likely to stick around if they feel valued, and benefits can be a big part of that. Offering thoughtful benefits can help small businesses compete with larger companies, even if budgets are tight.

Learn more about keeping your talent read our blog “Recruit to Retain” from our recent HR Series.

Managing Costs
Year-end planning lets businesses review and adjust their benefits to manage costs effectively. This is the time to decide what’s working and where you can make changes without sacrificing the quality of benefits.

Legal Compliance
The law is always changing. Review your benefits plans yearly to ensure compliance with all legal requirements. This ensures you avoid any potential fines or issues down the road.

Tips for Effective Year-End Benefits Planning

Review Your Current Benefits
Inventory what you’re offering and gather employee feedback. Focus on the benefits that matter most to your team, and cut those that don’t. You’ll free up budget for bolstering the RIGHT benefits.

Prioritize Core Benefits
Small businesses don’t need to offer everything. Health insurance and flexible work options are great starting points. Wellness programs or flexible schedules can also be affordable ways to show you care about your employees’ well-being.

Plan for Flexibility
Your benefits should grow as your company does. Choose packages that are scalable and can adapt to changes in your business.

Simplify the Process
Make open enrollment simple for employees by communicating clearly and using digital tools. A smooth process makes it easier for everyone involved.

Staying Competitive on a Budget

Partner with the Right Providers
Work with benefits providers who understand the needs of small businesses. They can help you find cost-effective solutions that keep your business competitive.

Explore Alternatives
When possible, add low-cost benefits like employee assistance programs (EAPs), mental health support, or discount programs. These small additions can make a big difference.

Leverage Tax Breaks
Look into tax credits for offering certain benefits, like health insurance. These savings can help offset costs while still providing benefits.

Conclusion

Year-end benefits planning is crucial for small businesses to stay competitive. By offering the right mix of benefits, managing costs, and keeping the process simple, you can keep employees happy without breaking the bank. Start planning now to ensure your business stays competitive in the coming year.

Need help with your benefits planning? Schedule a consultation today to see how we can help!

Recap of Our HR Series: Key Strategies for Building a Resilient Workforce

Posted on September 24, 2024September 24, 2024 by Bridge

Recap of Our HR Series: Key Strategies for Building a Resilient Workforce

In our recent HR blog series, we covered many important topics and strategies for building and retaining your workforce. Whether you’re looking to future-proof your workforce, improve recruitment and retention, or enhance your benefits package, these insights can help you improve your strategy and find success in HR.

Future-Proofing Your Workforce: Essential Strategies for HR Success

The first part in our series focused on preparing your workforce for the future. Consider these strategies to ensure the longevity of your team.

Skills-Based Talent Approach: Regularly assess your employees’ skills and identify any gaps. Aligning their skills with your business needs not only aids in proper placement but also drives growth and development.
Understanding Employee Needs: Engaging in “stay conversations” can reveal what keeps your employees motivated—whether it’s competitive compensation, personalized development opportunities, or a solid work-life balance.
Succession Planning: Prepare for turnover by cross-training your team, promoting from within, and utilizing a skills-based approach for external hires. This ensures a smooth transition and continuity within your business.

By implementing these strategies, you can build a workforce that will not only withstand future challenges, but also be prepared for opportunities.

Recruit to Retain: Strategies for Long-term Success

The second part in our HR series highlighted the importance of recruiting the right talent and retaining them to maintain efficiency and reduce turnover costs. Key strategies include:

Define Recruitment and Retention Goals: Set clear, measurable objectives that align with your business needs, whether it’s attracting new talent or improving employee satisfaction.
Develop a Recruitment Plan: Craft detailed job profiles and use diverse recruitment channels to attract candidates who fit both the role and your company culture.
Effective Onboarding Programs: Create a positive onboarding experience with clear expectations and necessary training. A welcoming environment boosts new hires’ commitment and satisfaction.
Prioritize Employee Happiness: Create a supportive environment with opportunities for skill development, career growth, and regular recognition. This increases job satisfaction and reduces turnover.

“Recruiting to Retain” is the idea that hiring and retaining talent is crucial for long-term success, especially for small businesses competing in a dynamic market.

Offering a Strategic Benefits Package: Attract and Retain Top Talent

Our final blog discussed the significance of a competitive benefits package in attracting and retaining top talent. Here are the strategies to consider:

Understand Employee Preferences: Use surveys and interviews to tailor your benefits package to what employees value most, ensuring they feel appreciated and engaged.
Offer Essential Benefits: Provide core benefits like health insurance, retirement plans, and paid time off. These meet basic expectations and demonstrate your commitment to your employees.
Go Beyond Traditional Benefits: Include modern perks such as wellness programs, flexible working conditions, and mental health support to enhance work-life balance and overall well-being.
Tailored Benefits: Customize benefit plans to fit individual needs, such as flexible schedules or customizable coverage options.
Effective Communication: Clearly communicate the benefits available to employees through onboarding, resources, and regular updates.
Competitive Analysis: Regularly review and compare your benefits package with competitors to ensure it remains attractive and effective.

Flex-Able Solutions can assist you in managing and implementing these strategies. We can help you build a benefits package that boosts morale, productivity, and retention.

Ready to Enhance Your HR Practices?

Flex-Able Solutions offers fractional HR services that scale with your business needs, integrating seamlessly with your team. Book a consultation with us to explore how we can support your HR goals and drive your business forward.

Future-Proofing Your Workforce: Essential Strategies for HR Success

Posted on August 15, 2024August 21, 2024 by Bridge

Future-Proofing Your Workforce: Essential Strategies for HR Success

Today’s workplace is unlike anything employers have experienced in the past. With unprecedented fluidity in job changes and rapidly evolving technology, a hyper-focused, future-proof plan is essential for any employer.

Future proofing your workforce is one of the most effective strategies to attract and retain talent. Investing in your employees should be at the top of your list when it comes to long-term assets.

Skills-Based Talent Approach

A skills-based talent approach involves understanding the skills currently within your organization, identifying the skills needed for employees to progress, and determining which skills are required to improve your business through hiring.

By identifying your employees’ existing skills, you can:

Pinpoint areas for improvement
Position employees correctly
Identify gaps in your current workforce
Help employees understand your strategy and their role in it

Understanding Employee Needs

Understanding employee needs is one of the most underrated yet easy-to-implement solutions for strengthening your workforce. One effective method is through “stay conversations”—one-on-one meetings with employees to understand what they need to stay in your organization.

Some top reasons employees stay at their workplace include:

Compensation: Most people feel underpaid. If you cannot meet their salary expectations, help them understand your expectations, their future career prospects, and opportunities within your organization.
Personalized Creative Development: Provide personalized development opportunities tailored to their skill sets and needs. Creative development is a long-term strategy, not just a quick fix from a seminar.

Work-Life Balance: While compensation is crucial, work-life balance is a close second. Employees want clarity on what is expected during work hours and if they need to participate in excessive communication or meetings outside regular business hours.

Succession Planning

Every business will experience turnover. When changes arise, you need a rock-solid plan to keep your organization moving forward and fill needed positions as quickly as possible.

Consider these key points for a successful succession plan:

Have a Backup: Cross-training allows an employee to temporarily fill in when needed.
Look Within: If you’ve developed your employees’ skills, there’s a high chance you can promote from within.
Look Outside: When hiring externally, use a skills-based talent approach to find the best fit for your organization based on skills, not just job roles.

Mahatma Gandhi understood the importance of future-proofing when he said, “The future depends on what you do today.”

By implementing these strategies, you can build a resilient and adaptable workforce, ensuring your organization thrives in the face of future challenges. Prioritizing skills development, understanding employee needs, and having a robust succession plan will position your business for sustained success.

Beyond the Watercooler: Strengthening Workplace Relations

Posted on February 5, 2024February 5, 2024 by Flex-Able Solutions

Beyond the Watercooler: Strengthening Workplace Relations

A Q&A Guide For Your Company

Welcome to our comprehensive guide on effective employee relations! This blog is the first installment of our six-part HR Series. This series is designed for companies looking to enhance their HR services and overall company morale.

Let’s dive into the burning questions that companies often ask when it comes to managing the tricky topic of employee relations.

The Basics: What are the Key Components of Effective Employee Relations?

Effective employee relations are crucial for creating a positive work environment and fostering a culture of trust and collaboration. It goes beyond morale and impacts a company’s overall bottom line. Let’s start by going over the basics of successful employee relations:

1. Open Communication Channels

Ensuring regular, transparent communication through meetings and digital platforms is crucial. Open channels allow for the seamless flow of information, feedback, and ideas between employees and management. This transparency helps in building trust, clarifying expectations, and ensuring that everyone is aligned with the company’s goals and values.

2. Employee Engagement

Creating an environment that values feedback and recognizes contributions is essential for employee engagement. Engaged employees are more productive, have higher job satisfaction, and are more likely to contribute to positive business outcomes.

3. Conflict Resolution

Developing fair and lawful procedures for conflict resolution is critical to maintaining a healthy workplace. Effective conflict resolution practices ensure that disputes are handled constructively and that all parties feel heard and respected. This involves establishing clear guidelines for reporting and resolving conflicts, training managers and HR personnel in mediation skills, and fostering a culture where constructive feedback and open discussions are encouraged.

4. Training and Development

Offering continuous learning opportunities supports employee growth and job satisfaction. When employees have access to training and development resources, they can improve their skills and advance their careers, which contributes to higher engagement and retention rates.

5. Work-Life Balance

Supporting flexible working arrangements for a better work-life balance is increasingly important in today’s fast-paced work environment. By acknowledging the diverse needs of employees and offering flexible solutions, companies can reduce stress, increase job satisfaction, and improve overall employee well-being.

Now, let’s dive into executing these key components:

How Can We Successfully Handle Conflicts Between Employees?

Executing successful conflict resolution can feel daunting, but we’re here to help. Follow these steps:

Immediate Acknowledgment: Promptly addressing conflicts as soon as they arise is vital in preventing them from escalating. Early intervention signals to all parties involved that their concerns are taken seriously, and it sets the stage for a constructive dialogue. Establishing protocols for immediate response ensures that conflicts don’t simmer beneath the surface, leading to more significant issues down the line.
Neutral Ground: Establishing a safe and neutral space for discussions is essential for an open and honest dialogue. This environment allows all parties to express their viewpoints without fear of bias, retaliation, or judgment. Whether it’s a physical location or a virtual meeting space, neutral ground helps to level the playing field and can facilitate a more amicable resolution.
Active Listening: Ensuring that each party feels heard and understood is a cornerstone of effective conflict resolution. Active listening involves more than just hearing the words spoken—it requires empathy, patience, and the ability to understand the emotions and intentions behind the words. By summarizing what has been said and asking clarifying questions, mediators can demonstrate comprehension and respect for each perspective, paving the way for mutual understanding.
Identify Solutions: Collaboratively working towards a solution that is acceptable to all parties is the goal of any conflict resolution process. This step often involves creative problem-solving and negotiation skills, aiming to find a win-win situation where possible. Encouraging open discussion about possible solutions and compromises allows each party to have a stake in the resolution, increasing the likelihood of a lasting agreement.
Follow-Up: Ensuring that the conflict is resolved in the long term requires follow-up after the initial resolution. This might involve checking in with the parties involved to ensure that the agreed-upon solutions are being implemented and are effective. It also provides an opportunity to address any lingering issues or adjustments to the resolution. Follow-up actions underscore the organization’s commitment to maintaining a harmonious work environment and can prevent similar conflicts from arising in the future.
Ensure Legal Compliance: In managing employee conflicts, it’s crucial to comply with key employment laws such as the Equal Employment Opportunity (EEO) laws, the Americans with Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA). Adopt clear policies that align with these regulations to uphold a fair and lawful resolution process, and keep detailed records to demonstrate compliance. This approach safeguards your company and promotes a culture of integrity and respect.

Learn more about how to successfully navigate workplace conflicts.

How Can We Improve Employee Engagement at Our Company?

Improving engagement requires:

Empowerment: Give employees control over their work.
Recognition: Acknowledge achievements regularly.
Communication: Keep everyone informed about company matters.
Professional Development: Invest in employee growth.
Feedback Culture: Encourage and act upon feedback.

Struggling to improve employee engagement at work? Reach out to Flex for more tips.

What Strategies Can We Use to Retain Top Talent?

Top talent can be tough to find—Here are a few ways to make sure it stays at your company:

Competitive Compensation: Offering attractive salaries and benefits is fundamental to retaining employees. Compensation should not only match the industry standards but also reflect the value that the employees bring to the company. This includes base salary, bonuses, health benefits, retirement plans, and other perks that contribute to the overall compensation package. Regularly reviewing and adjusting compensation packages ensures they remain competitive and meet the evolving needs of the workforce.
Career Pathing: Providing clear advancement opportunities is crucial for employee retention. Employees need to see a future within the organization where they can grow and develop their careers. This involves defining clear career paths, offering mentorship programs, and providing training and development opportunities that align with their career goals. By actively investing in employees’ professional growth, companies can motivate them to stay and contribute to the organization’s success over the long term.
Work Environment: Fostering a positive and inclusive culture is key to creating a workplace where employees feel valued and supported. This includes promoting diversity, equity, and inclusion, ensuring a safe and healthy work environment, and encouraging collaboration and innovation.
Flexibility: Adapting to the needs of your workforce by offering flexible working arrangements can significantly impact retention. This may include remote work options, flexible schedules, part-time opportunities, or compressed workweeks. Flexibility helps employees balance their work and personal lives, leading to higher job satisfaction and reduced turnover.
Engagement: Maintaining regular communication and team-building activities is essential for keeping employees engaged and connected to the organization. Engagement strategies can include regular check-ins, feedback sessions, employee recognition programs, and social events that build a sense of community within the company.

How Can Employee Feedback Be Integrated Into the Decision-Making Process?

Making a conscious effort to include the thoughts and opinions of your employees is a great way to show how much you value them. Integrate feedback through:

Regular Surveys: Collect insights on various aspects.
Suggestion Box: Encourage anonymous submissions.
Feedback Meetings: Discuss feedback directly with management.
Cross-Functional Teams: Include diverse perspectives in projects.
Action Plans: Develop and communicate follow-up actions.

Looking for more ways to utilize employee feedback? Contact our team of experts.

What Strategies Can Be Used to Manage Remote or Hybrid Workforce Relations?

The workplace has changed substantially over the last four years. Many companies have taken on a remote or hybrid policy. Effective remote and hybrid management includes:

Regular Check-Ins: Discuss progress and well-being.
Virtual Team Building: Foster connections through online activities.
Setting Clear Expectations: Clarify work and communication standards.
Providing Technology Support: Equip teams with necessary tools.
Adapting Policies: Address unique challenges of remote work.

Creating a Workplace Where Everyone Feels Valued and Motivated

Crafting a workplace that’s both enjoyable and efficient is no small feat. It’s about blending open communication with a knack for recognizing the unique talents each team member brings to the table. There’s a whole toolbox of strategies out there to ensure your employees aren’t just satisfied but truly engaged and thriving. In search of some expert guidance on HR and employee relations? Flex is just a message away. Let’s chat about how we can make your workplace not just function smoothly, but sparkle with positivity and productivity.

5 Ways to Prepare for a Business Audit

Posted on January 2, 2024January 2, 2024 by Flex-Able Solutions

Getting ready for an upcoming business audit can feel daunting. The preparation isn’t just about crunching numbers—you’ll need to have a comprehensive approach to make everything goes smoothly from start to finish.

From keeping a paper trail to incorporating effective processes, there are several ways to be confident that your business is ready for action. The experts at Flex-Able Solutions cover these tactics and more in our blog. Let’s get started.

5 Ways to Prepare Your Business for an Audit

1. Build a Strong Paper Trail

Document Every Transaction

Documenting each financial transaction is crucial. Keep detailed records of all sales, purchases, receipts, and payments. Utilizing accounting software is a great way to streamline this process and achieve accuracy.

Bank Reconciliations

Regular bank reconciliations are essential. They help identify discrepancies between your records and the bank statements, ensuring all transactions are accounted for. This practice not only prepares you for audits but also helps in managing your finances more effectively.

Maintaining Supporting Documents

These supporting documents can include invoices, contracts, and bank statements. Organize these documents systematically—either digitally or physically—for easy retrieval during an audit.

2. Manage Receipts

Implement a System

Establish a routine for collecting, recording, and storing receipts. Keep in mind that a systematic approach to handling receipts can prevent lost or unaccounted for expenses.

Digitization of Receipts

Digitizing receipts simplifies record-keeping. Use scanner apps or document management systems to create digital copies.

Cross-Referencing Receipts

Each receipt should be cross-referenced with bank statements and accounting records. This practice verifies the accuracy of your financial data and simplifies the audit process.

3. Have the Right Documents Ready

Financial Statements

Auditors typically review financial statements including the balance sheet, income statement, and cash flow statement. It’s important to make sure these documents are accurate, up-to-date, and reflective of your business’s financial status.

Tax Returns

Tax returns are a critical component of an audit. Keep copies of filed returns and related documents organized and readily available.

Internal Controls Documentation

Document your internal controls, which include procedures for financial reporting, fraud prevention, and compliance. Clear documentation of these processes demonstrates your commitment to financial integrity.

4. Establish (and Stick to) Processes

Clear Record-Keeping Policy

Develop a clear record-keeping policy outlining the procedures for managing financial records. This policy should be communicated to all relevant staff.

Employee Training

Train employees in proper record-keeping and audit preparation. Regular training ensures everyone understands their role in maintaining accurate and complete financial records.

5. Regularly Review and Update Financial Policies and Procedures

Periodic Review of Financial Policies

Regularly review your financial policies to verify they align with current regulations and business practices. This includes updating policies on expenditures, revenue recognition, and asset management. Staying updated with the changing laws and standards can prevent compliance issues during an audit

Updating Procedures Based on Business Growth and Changes

As your business evolves, so should your financial procedures. Regular updates to these procedures make certain they remain effective and efficient. This might involve streamlining processes, adopting new technologies, or revising roles and responsibilities within the finance team.

Involving Stakeholders in Policy Updates

Engage different stakeholders, including management, finance personnel, and external advisors, in the process of updating financial policies and procedures. Their insights can help identify areas for improvement and ensure the policies are practical and comprehensive.

Stay Ahead in the Audit Game with Flex-Able Solutions

To make your next audit a success, be sure to implement the five strategies above. With the right steps in place, an audit can be a smooth and constructive experience. If you’re looking for additional info, contact Flex! Our financial experts are here to help during every step of your next business audit.

Navigating Workplace Conflicts: Effective Strategies and Fractional HR Support

Posted on November 28, 2023November 28, 2023 by Flex-Able Solutions

Navigating Workplace Conflicts: Effective Strategies and Fractional HR Support

When it comes to the workplace, it’s impossible to avoid all conflict. It’s the way conflicts are handled that will impact productivity and morale. At Flex-Able Solutions, we believe that when problems are handled effectively, conflicts can be turned into opportunities for growth and improvement.

In this blog, we’ll go over the costs of unresolved issues, strategies for effective resolution, and how the support of fractional HR can help. Ready to get started? Let’s dive in.

The Cost of Unresolved Conflicts

Unresolved workplace conflicts are more than just uncomfortable, they can have far-reaching consequences, including:

Decreased productivity often results as team members spend more time embroiled in disputes than focusing on their work.
Increased turnover is another critical issue, as employees may leave a stressful work environment for more peaceful opportunities.
Poor morale can spread like wildfire, affecting even those not directly involved in the conflict.
An organization’s reputation can suffer, especially if conflicts become public or affect customer service.
Legal Issues: Conflicts that escalate can lead to legal issues, resulting in substantial legal fees and potential settlements.

5 Strategies for Effective Conflict Resolution

Now that we’ve gone over the dangers of unresolved conflicts, let’s cover a few strategies to ensure they don’t happen at your workplace:

1. Encourage Open Communication

Creating an environment that fosters open communication is crucial in conflict resolution. This means establishing a workplace where employees feel safe and respected when voicing their concerns and opinions.

Regular team meetings, suggestion boxes, and open-door policies with management can facilitate this. Training sessions on effective communication skills can also be beneficial. When employees know that their voices are heard and valued, they are more likely to engage in constructive dialogue before conflicts escalate.

2. Define Clear Policies and Procedures

Clear, well-communicated policies and procedures for managing conflicts are essential. These guidelines should outline the steps to be taken when a conflict arises, including who should be involved in the resolution process and what actions are considered appropriate.

Keeping records of conflicts is a valuable practice. This documentation can help identify patterns or recurring issues within the organization. It also serves as a reference for how similar conflicts have been successfully resolved in the past.

It is also crucial to have an updated employee handbook that all employees have constant access to. Ensure that all employees have signed and returned a paper stating that they have read, understood, and have access to company policies.

Pro tip: Regularly reviewing and updating these policies ensures they remain relevant and effective in addressing new types of workplace conflicts.

3. Train Employees in Conflict Resolution

Training your employees to have conflict resolution skills is a proactive approach to managing workplace disputes. Training programs can include techniques for active listening, non-confrontational communication, and problem-solving.

Role-playing scenarios and workshops can be particularly effective in helping employees practice and understand these skills. This training empowers employees to address conflicts constructively and independently, often resolving issues before they escalate

4. Lead by Example

Management plays a critical role in setting the tone for conflict resolution. Leaders should model positive conflict resolution behaviors, demonstrating active listening, calm and respectful communication, and a collaborative approach to problem-solving. When employees see their leaders handling conflicts constructively, they are more likely to emulate these behaviors.

5. Mediation and Neutral Third Parties

Involving a neutral third party, such as a fractional HR professional, can be highly effective in resolving complex conflicts. These mediators are trained to facilitate discussions between parties in a non-biased manner. Their external perspective can provide a fresh approach to entrenched issues. Their presence can help ensure that the process remains fair.

Conflict Resolution with Fractional HR Support

At Flex, we’ve seen the positive impact fractional HR support has firsthand. For example:

It fosters improved innovation, as diverse ideas and perspectives are integrated.
Team collaboration increases as employees learn to resolve their differences in a constructive way.
Increased employee retention is another significant benefit, as staff feel valued and understood in a supportive environment.
A stronger company culture develops, characterized by mutual respect and effective communication.

Conflict Resolution: Let’s Put You on a Path to Progress

By implementing effective conflict resolution strategies and leveraging the expertise of fractional HR professionals, you can avoid the negative outcomes. If you need help transforming your workplace challenges into opportunities, get in touch with the experts at Flex. We’re here to help encourage the long-term success of your company!

The Flex-Able Model: Solving Your Employment Challenges

Posted on September 29, 2023November 1, 2023 by Flex-Able Solutions

The Flex-Able Model: Solving Your Employment Challenges

There are a lot of moving parts when it comes to running a business. Making sure all those parts work together so your business thrives can be tricky—especially when it comes to your employment needs. If you’re wondering whether it’s too soon to start hiring after a period of rapid growth, or if you’re asking whether you need additional HR help following significant company changes, know that you’re not alone.

At Flex-Able, we understand that keeping a balance between maintaining operations and managing budgets can sometimes feel like a nearly impossible juggling act. But don’t worry—that’s what our Flexers are for.

We Should Team Up. Here’s Why:

The office and work landscape is always changing, which is exciting! But it also makes adaptability and flexibility crucial. Finding the right partner to help with your company’s employment needs keeps your business agile and running like a well-oiled machine. When it comes to budgeting, technology services, human resources, and more, you should let our Flexers do the heavy lifting. Here’s why:

1. Tailored Solutions

No two businesses are the same—so, why would our employment strategies be? Flex provides custom solutions, whether you’re looking to scale up, scale down, or remain steady. Our partnerships always start with a conversation. We want to get to know your goals on an intricate level so we can jump right in to helping your business flourish.

2. Fractional-to-Fully Outsourced

Need a CFO for just two days a week? Or an entire HR team without the hassle of hiring and training? Flex offers the luxury of fractional employment to full-team outsourcing to make sure you get just the right amount of expertise without pushing your budget.

3. Budget-Friendly

We get it, every penny counts; scaling and budgeting is a delicate balance. Our employment strategies are crafted to give you the best of the best without the financial strain that other employment partners bring with them.

4. Our Specialists are at the Ready

Do you know the saying, “quality over quantity?” We are driven by that mantra. By working with Flex, you’re not “just” getting employees, you’re getting specialists dedicated to your cause. This ensures that every project meets our (and your) gold standard!

5. Ease of Operations

Growth should not come at the expense of disruption. We ensure that while your business grows, your operations remain as smooth as ever. Flex integrates effortlessly so you get minimal disruption and maximum efficiency.

6. You’re Our Focus

Many employment partners claim to cater to businesses of all sizes. We’re focused on small-to-medium businesses. Our unique understanding of the challenges and opportunities in this space gives us an edge. This means that we can provide expert services for all of our clients.

7. Transparent Communication

Open communication is key. We pride ourselves on our open channels and make sure our clients are always in the loop.

Our Services Meet Your Needs

To help your business reach its full potential, we offer a handful of services. Learn more about them below or get in touch with us to ask any questions you may have.

Accounting & Finance

We take financial insights and turn them into action items. Our experts can guide and strategize for you to make sure you meet your business objectives with the desired profit margins. Our Flexers ensure that your day-to-day tasks—such as payroll and journal entries, for example—are completed seamlessly. Depending on what type of help you’re looking for, we are equipped with financial professionals ranging from staff level to CFO. Learn more about our accounting & finance services.

Human Resources

We provide the HR assistance your company requires without the pressures of full-time recruitment. From employee relations to company benefits, our Flexers fully support daily operations. Through our fractional HR solutions, you gain access to HR professionals with the specific skills and experience you’re after.

Technology Advisory Resources

Don’t compromise your technical prowess because of budget constraints or a lack of expertise. With our IT advisory services, you can tap into a team of seasoned tech experts ready to optimize your technology investments. Enhance your business’s hardware, software, and networks without depleting your resources—learn more.

Your Success is Our Success

Our goal is to be a beacon of hope for your business. Our commitment to quality, flexibility, and transparency makes us the perfect partner for businesses looking to scale the right way, without hurdles. Next time you find yourself at the crossroads of growth and budgeting, drop us a line. We’re ready to chat and help you figure out your next steps!

Fractional Employees are the Key to Small Business Growth

Posted on March 8, 2023March 24, 2023 by Flex-Able Solutions

Fractional Employees are the Key to Small Business Growth

March 8, 2023

Small businesses with limited budgets have always needed less-than-full-time or fractional employees. A part-time CFO who oversees your financial strategy or a human resources specialist to manage your seasonal hiring peaks can be invaluable for helping a small business grow. Unfortunately, the talent supply hasn’t always been there.

Thankfully, that’s changing. Cultural shifts like the gig economy, on-demand lifestyles and a greater focus on work/life balance mean that workers at all levels are not just open to flexible work – many are demanding it. In this article, we’ll explain how fractional hiring can give your business a competitive edge and how you can leverage flexible or fractional employees to not only keep up with day-to-day demands but to also drive growth for your business.

The Difference Between Flexible vs. Fractional Employment

It’s important to understand the nuances of flexible versus fractional employment. Typically, people talk about fractional employment in terms of the C-suite. Fractional employees tend to be solopreneurs such as a CFO who spreads his or her time across a number of companies, working a few hours a week at each organization. These companies get the benefit of a high-level executive without the steep costs of a full-time hire.

Flexible employment is fractional employment at scale. It’s a model that Flex-Able Solutions has pioneered. We start by assessing the work your company needs done and then deploy talent at the right level. You get experienced employees from the C-suite to the manager to the staff level, or even an entire team. As with fractional employment, your company benefits from highly-skilled employees without incurring the costs of full-time hires. The added benefit is getting employees that match your needs more closely in an arrangement that is easily scaled up or down.

Use the Fractional Staffing Model that Big Businesses Leverage

Major corporations have long realized the benefit of leveraging non-W2 employees to manage peaks and valleys in their workloads. Because their work encompasses hundreds or thousands of hours, large companies can hire teams of consultants or temporary workers. They get the work done when they need it without the expense associated with full-time hires or the hassle of eliminating positions when the work winds down.

Small businesses, of course, have smaller needs – maybe eight hours a week for a bookkeeper or 12 hours for a human resources manager. Historically, top talent wasn’t interested in such reduced work hours however, the gig economy and a general shift in cultural priorities have changed these calculations.

“The younger generation isn’t buying into finding a 40 hour-a-week job to be successful. They’re more cognizant of the life they want to live, and they want flexibility,” says Aaron Schoenecker, president of Flex-Able Solutions. “On the other end of the age spectrum, more seasoned professionals want to stay relevant and keep up with their profession but work fewer hours.”

This cultural shift, coupled with the availability of health insurance independent of employment, means that what was once only available to big businesses is now accessible to your organization. Properly managed, it could be what ultimately drives your growth.

The Benefits of Flexible Work Arrangements for Employers

In a small business, you often don’t have the budget to hire a full-time employee for every single skill set. So, your office manager ends up doing HR on the side, or your controller does bookkeeping in her spare time. The result is your employees being stretched thin and often doing jobs that really don’t fit their skills. The work – and ultimately the company – suffers.

With flexible or fractional employees, you can hire for exactly the skill set you need for the hours you want. Let’s say you’re a landscaping company that wants to host a big hiring event before summer. You need human resources talent for recruiting, hiring and onboarding to make the event a success. With a flexible approach, you can hire that person or team for a set amount of time or until the work slows down.

Use flexible hiring to give your company the boost big businesses regularly benefit from. A recent article in Forbes magazine further outlines the fractional hiring advantage for business owners.

Be Ready to Seize Opportunity with Fractional Staffing

Even if your business has the right people in the right roles, your needs can change quickly. Signing a big new customer, being audited, or launching a new product can double your workload overnight.

Flex-Able Solutions is your strategic partner to help manage these peaks and valleys in the business cycle. Investing in a flexible employment model can pay big dividends toward your future growth. Flex-Able Solutions provides finance, accounting, human resources, recruiting, technology and other professional services to help small businesses like yours navigate their changing staffing needs. We are your ace in the hole when your staffing needs change suddenly.

Schoenecker explains that Flex-Able acts as a general contractor for businesses looking for flexible employees. When you need work done, Flex-Able provides all of the subcontractors you need to most efficiently and expertly complete the work.

“The employer doesn’t have to worry about hiring, turnover or if they’re even hiring for the right title. We help them match the work they need done to the right people. Once in place, we can dial the service up or down seamlessly,” Schoenecker said.

Grow Your Business with Flexible and Fractional Staff

With a flexible approach, your company can garner the same benefits that big companies regularly realize. Gain greater efficiency, better job-specific expertise, lower overhead, and more highly skilled workers. We give you the key ingredients for business growth, you decide the portions.

If you need help matching the right flexible employees to the job, Flex-Able Solutions can help. Contact us today!

Why Fractional Hiring May Be Right for Your Company

Posted on January 19, 2023March 24, 2023 by Flex-Able Solutions

Why Fractional Hiring May Be Right for Your Company

Hire smarter. Fractional employees and teams are an effective way to move your business goals forward in uncertain times. With an unpredictable economy, the great resignation and a more remote workforce than ever, fractional employment is the new model for business success.

Why is fractional employment one of LinkedIn’s secrets for success in 2023? And Why does Forbes say it “ can make a lot of sense for startups?” At Flex-Able Solutions, we want you to understand the benefits of fractional hiring and how it can accelerate growth in small and medium sized companies like yours, even during economically tumultuous periods.

Why Fractional Employees

We’ve been waving the banner for fractional hiring for years but don’t just trust us. The U.S. Chamber of Commerce has a compelling list of reasons why fractional hiring makes sense:

Tap Advanced Expertise

Many small companies don’t realize they have access to C level talent because of their budget. A fractional CFO can be a huge benefit, especially to a young company looking to get their business plan solidified. By hiring a C suite employee on a temporary basis you get experienced industry experts at a fraction of the cost.

Deeper Investment

Fractional employees give your projects more time and attention than a freelancer. Because of the nature of your relationship, your fractional teams are directly invested in your success and can turn into a long-term asset.

Build Relationships

Fractional employment allows you to build relationships with experts across many fields. By building these relationships, those fractional resources develop an intimate knowledge of your company. Even though you use them in short doses, they become an important piece of your success.

Minimize Office Politics

Fractional employees are more invested in getting the work done than office politics. They aren’t looking for their next raise or promotion, they want to see your projects completed. In addition, with fractional workers, you don’t have to worry about turnover or benefits.

Insider Knowledge

When your employees spend two days/week at your company and then two days at a company with different challenges, they develop an inside perspective that you can’t find anywhere else. You benefit from their diverse experience and problem solving capabilities. Our flexers get an industry perspective from being at other companies.

Scale Your Programs

When you hire fractional employees, you can scale the amount you use them. As projects increase, add more hours, as your needs shift, change the people and departments you prioritize. This is especially impactful when your industry experiences changes in business due to the season.

Avoid Layoffs

Ask the CEO’s of Meta, Stripe and Apple what they did wrong in 2022 and they’ll tell you that they overhired. Scaleable employment allows you to meet your needs without the full time commitment. Avoid unpleasant layoffs, preserve your budget and keep morale high with strategic and flexible hiring solutions.

How Fractional Employment Started and Why it Makes Sense Now

You can trace the origins of fractional employment back to academia where professors divide their time between teaching, researching and lecturing. Journalists, freelancers and salespeople have followed variations of this model but when the pandemic hit and remote work became the norm, fractional employment became a more sustainable model.

This shift has allowed capable and trusted professionals to work from anywhere while forcing employers to accept a new model of decentralized employment. Fractional hiring solves the potential challenges employers face in the new model by using short-term and dedicated expertise to achieve results in a fraction of the hours it may take full-time. A fractional employee can:

Fill in for employees on extended leave
Pilot special projects
Provide advice and consulting expertise
Help with niche topics and compliance issues
Add short term support in understaffed departments

Adding a fractional team allows your business to accomplish goals it may not have had the resources for. It gives you a productivity cushion to grow without overextending your budget on risky new hires.

Why Flexable Solutions?

Flex-Able Solutions takes the fractional model of employment and makes it fully customizable. You can get experienced accounting, human resources and technology experts on a scalable timeline and budget that matches your changing needs. Choose which department you want to focus on, swap out roles and titles as necessary and reintroduce experts when you want.

Most importantly, Flex-Able Solutions not only deploys top tier talent, we identify the areas where fractional employees will provide the greatest impact to your business. Our team will assess your needs and recommend the best solutions while working within your budget. We align with your vision to make sure your goals are achievable. Consulting with companies like yours is what sets us apart. Your success is fully supported by our teams at every step.

Start Assembling Your Team Today

Whether you need a generalist, a controller, tech advice or C-level guidance, we’ve got the resources to match. Every success starts with a conversation about where you’re going. Contact Flex-Able Solutions today for the best talent and fractional help along your journey.

Flex-Able Solutions: Our Story

Posted on September 16, 2021December 6, 2023 by Flex-Able Solutions

Flex-Able Solutions: Our Story

September 16, 2021

Flex-Able Solutions started like many companies. Founder and president Aaron Schoenecker saw an opportunity : small and emerging businesses didn’t have access to the talent available to large businesses – and this hindered their growth.

While often small businesses don’t have the budget or hours for full-time C-level positions, they still have the need for that level of expertise – at least on a part-time basis. Furthermore, from a fully functioning department perspective, small businesses do not have enough work to employ multiple 40 hour-a-week full time resources. That’s where Aaron realized he could fill a significant gap and make a big, positive impact on small business growth.

“What if a small business could hire a CFO for just 12 hours a week? They’d get all the benefits of that person’s expertise without incurring the costs of a full-time hire,” Aaron recalled. “Even better, if we can help qualify that the HR demand on the organization is 40 hours a week, but best executed by a team of three, we can dedicate, fractionally, three Flexers to get this work done for the client.”

This “aha” moment has coincided with a cultural shift in American work priorities as more workers seek flexibility and control of their work/life balance, making fractional or flexible work an attractive employment option.

From filling this initial need for C-level talent, Flex-Able has grown to pioneer a model where talent can be deployed across all levels of a business and then scaled up, down or sideways as needed.

“The great thing about our model is that it provides our customers with flexible options. For small businesses, gaining or losing a big account can change their staffing needs overnight, and with our model they can scale their staff just as quickly,” Aaron said.

If you need help matching the right flexible employees to the job, Flex-Able Solutions can help. Contact us today!