Businesses of all sizes are grappling with constant changes in regulations, benefits packages, and compliance laws. Craig Vanderburg, COO of Trion Solutions, notes, "Remote work was a necessary response to a crisis, but as we settle into new norms, we’re realizing what’s been missing with everyone at home.” In developing hybrid models, Vanderburg emphasizes that one of the most important things to manage is the balance between flexibility and maintaining a thriving corporate culture. According to Gallup, over 50% of remotecapable employees in the United States expect and prefer hybrid work, highlighting the growing demand for flexible arrangements. As these work models become more common, managing compliance in this environment adds another layer of complexity. Companies must navigate various laws related to remote work, such as labor standards, tax implications, and employee classification. Ensuring compliance with both local and national requirements for employees working from various locations is critical. This often requires updating policies, leveraging technology for tracking, and consulting legal experts to prevent significant setbacks. At the same time, companies must also find ways to maintain a thriving corporate culture across both in-office and remote teams. This can involve fostering open communication, providing opportunities for collaboration, and ensuring that employees, regardless of where they work, feel valued and connected to the company’s mission and values. ENHANCING EMPLOYEE ENGAGEMENT AND BUILDING POSITIVE WORKPLACE CULTURE For smaller companies, managing the administrative demands of benefits, payroll, and compliance can also pose a significant challenge, especially as they navigate the complexities of hybrid work models. Vanderberg explains, “Smaller businesses often don’t have the infrastructure to handle complex tasks like payroll or benefits management. This is where partnering with a PEO (Professional Employment Organization) can help ease that burden.” He adds that this partnership model can provide smaller businesses with access to the kinds of benefits and compliance expertise typically available only at larger organizations. “This allows businesses with as few as eight employees to offer competitive health plans, 401(k) options, and more, helping them attract and retain talent,” says Vanderburg. Employee engagement is reshaping HR practices across industries, especially as businesses adjust to evolving workplace trends. Jeff Watt, owner of Real World HR Solutions, offers valuable insight on how small businesses can use employee engagement as a key driver for a productive, resilient culture. Watt explains that engagement extends beyond basic job duties; it’s about fostering trust and open communication at all levels of the company. A positive workplace culture flourishes when individuals feel valued, supported, and connected to the organization’s mission. By recognizing contributions, encouraging growth, and promoting open communication, businesses can inspire employees to take ownership of their roles. Prioritizing teamwork, transparency, and shared values helps build a positive workplace culture that boosts morale, enhances productivity, and attracts top talent. “We work with businesses to address the needs and strengths of their teamswhether it’s the janitor or the CEO-to create a cohesive culture that is driven by shared purpose,” says Watt. “The best things we can do is know our people and help create organizations create an environment where employees feel seen and heard.” Photo Credit by: Simba Photography Courtesy of Troy City Lifestyle Trion Solutions Chief Operating Officer (COO), Craig Vanderburg Adapting to hybrid work models requires balancing flexibility, corporate culture, and compliance. Partnering with organizations, like PEOs, offers vital support, helps ease administrative challenges, and provides greater access to resources for employees and the businesses they represent. 20 | EXPERIENCE TROY
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