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Paycom Stands Out with Latest Accomplishment

Paycom continues to rake in the accolades, this time garnering its 11th-consecutive appearance on the Greater Oklahoma City Chamber’s Metro 50 list. Of the Metro 50 winners, Paycom’s 11-year reign of consecutive appearances is the most of any of the companies on the list.

“This is huge honor to be the longest-running member on this distinguished list,” Paycom founder and CEO Chad Richison said. “But even more, this award is an indicator that our unique business model has resulted in continued, steady and sustainable growth.”

The Metro 50 event is scheduled for Sept. 23 at the National Cowboy and Heritage Museum in Oklahoma City where rankings of all of the Metro 50 winners will be announced.

The accolade showcases the metropolitan’s fastest-growing private companies. Qualified companies are required to have revenues of at least $1 million for the previous year and will be ranked based on their percentage of annual growth.

Growth is the name of the game at Paycom. In the last 12 months, the online human capital management provider announced rapid growth with an addition to its headquarters and added the Inc. Hire Power Award which recognizes private companies that are leading the way in job creation. Stay tuned for more exciting news from one of the fastest-growing companies in America.



Author Bio: A writer, speaker and young business leader, Jason has been the communications pulse for a number of organizations, including Paycom. A featured writer on human capital management technology, leadership and the Affordable Care Act, Jason launched Paycom’s blog and social media channels, helping empower organizations around the nation. Jason is attune to the needs of businesses and recently helped develop a tool to aid organizations in their pursuit to comply with the ACA; one of the largest changes in healthcare the country has seen. While working in athletics for ESPN and FoxSports, Jason learned the importance of hard work and branding. In his free time he enjoys adventuring with his family, reading and exploring new areas to strengthen his business acumen.

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Innovation: It’s Not Too Late to Get It Right

I find myself having a love-hate relationship with New Year’s resolutions. Was I not good enough in 2014? Then I remember, each year is a blank, 365-page book, and we have the opportunity to rewrite our own story. It is a chance to restart and redefine who we are as people, as leaders and as businesses. A wise man once said, “I always wonder why birds stay in the same place when they can fly anywhere on earth, then I ask myself the same question.”

I believe we get comfortable where we are and the thought of doing something different scares us. But when you think about it, the real enemy of innovation is stagnation, and in order to keep propelling forward, we have to make a conscious decision to focus on big ideas, big dreams and big goals. This year, I challenge myself and our Paycom employees to not only improve, but to innovate.

How to be an innovator

Alone at my desk, I got to thinking, what makes someone an innovator? Are these people extraordinarily different from me? As a matter of fact, no, they’re not. People like Steve Jobs, Walt Disney and Oprah are just ordinary people – like you and me – who are doing extraordinary things. So how did they overcome stagnation? Then it hit me! My “a-ha” moment: To be an innovator, you need intent, inspiration, ideas and influence.

Intent

Do you have a New Year’s resolution you never keep? It’s probably because your mind wasn’t in the right place. In order to turn an idea into action, you need intent. You have to ask yourself, “who and what do I intend to be.” Do you intend to be different, be better and be successful? Jobs, Disney and Oprah all made this promise from the beginning, which led them to manifest something great.

Everything that happens in the universe begins with intent. An intention is a directed impulse of consciousness that contains the seed form of that which you aim to create. It is the energy behind the action. Like real seeds, intentions can’t grow if you hold on to them. Just get started. Do something.

Inspire

Inspiration is your “why.” Innovators are passionate people who understand their why. They get out of bed each morning with a specific purpose and a clear vision of why they must do what they do. Inspired people:

  • have open minds
  • are more creative
  • set bigger goals
  • are more intrinsically motivated
  • attract others to them
  • derive a large sense of fulfillment and purpose from work
  • expect good things to happen
  • have higher self-esteem
  • live longer

While intent primes our minds, inspiration takes care of our hearts. What’s your why? Find a way to connect your passion and purpose with your work.

Ideas

Once your heart and mind are in sync, the ideas begin to pour in. The difference is that innovators are able to turn ideas into action. They get out of survival mode and get into a prosperity mindset by:

Thinking Differently

The same old thinking will yield the same old results. If you want to change the course of history, look at age-old problems through a fresh lens. Allow yourself and those around you to brainstorm. Resist the impulse to shoot down an idea immediately. Kill the negative self-talk of “That will never work” and “I’m sure some else already thought of that.”

Valuing Progress over Perfection

Perfection is impossible to achieve, so why waste any more time waiting? Instead, just get started. The first Apple computer was far from perfection, but with time, it progressed into the sleek design we know today. Don’t wait … innovate.

Being Willing to Fail and Try Again

Great innovators have fear; they just don’t let fear get the best of them. They face it head-on with confidence, knowing that failure is never final. They fail fast and innovate their ideas along the way.

Influence

Do you know someone who is full of incredible ideas, yet never acts upon them? Is that someone you? Innovators are leaders, not by position or title, but by their ability to influence others to act. Can you sell your idea? Are you able to encourage others to take on your vision?

To be influential, it is important to surround yourself with positive influences. Find people who will help make your dream possible.

In 2015, I will innovate and encourage those around me to be innovators. It’s not too late to get it right, so if you’re ready for big change, join me on this journey.

This post is the first in our series on innovation. Keep checking back for news and further inspiration.


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by Stacey Pezold


Author Bio: Mrs. Pezold has served as Paycom’s Executive Vice President of Operations since 2012 and has been with the company since 2005, when she joined as a member of Paycom’s sales force. With 11 years of leadership and training experience, Mrs. Pezold opened Paycom’s Chicago office in 2008. Awarded the 2011 Stevie Sales Training Manager of the Year award, she earned her bachelor of arts degree from Oklahoma State University.

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Company Wellness Programs: Bank or Bust?

When it comes to company wellness programs; unfortunately, the Field of Dreams line of “If you build it, they will come” doesn’t apply. Well-being includes elements other than the physical kind.

Companies’ financial investments and rigorous efforts to take care of their employees should warrant better results, so why do a mere 24 percent of employees at companies with wellness programs participate? While intentions are in the right place, wellness programs require more than a gym to be successful.

The “forgotten” four 

If companies want to maximize overall effectiveness and enhance engagement, they no longer can ignore the other crucial elements that define well-being. The following four can help you get the best out of your employees every day:

  1. Purpose: knowing the impact their work has on the bigger picture
    Sometimes we get so laser-focused on a task at hand that we forget to look at the bigger perspective. Take a moment, if even once a month, to bring team members together to share accomplishments and discuss different projects and the impact they have overall.
  2. Social: having supportive relationships and positive influences in their lives
    “Thank you” goes a long way. Small signs of support increase positive thinking 10 times over. Show your employees you appreciate the time they put in and give advice when needed.
  3. Financial: feeling secure and stable with their economic position
    This one almost goes without saying, but compensate fairly. However, money aside, growth opportunities are another way to help employees feel secure and stable. Offer ongoing training courses so employees can grow their skills not only in their area of expertise, but beyond as well. Also, the financial situation of the company affects employees, too, so keep them in the loop. If the budget allows, put flat-screen TVs up around the office that highlight stock standings and business achievements.
  4. Community: enjoying where they are and taking pride in sharing that with others
    Corporate life often comes colored in the shade of gray. Liven up those cubicle walls by encouraging employees to have decorating competitions. As the adage goes, “the same boiling water that softens potatoes hardens eggs. It’s all about what you are made of, not your circumstances.” The same holds true in business: If you create an inviting and fun environment, they will respond and react accordingly.

All these elements are interconnected, and in order to achieve overall satisfaction, people must find peace in every category. A Gallup study suggests that adults who are thriving in all five elements are 81 percent less likely to look for a new employer.

Even the best of intentions can be a bust if the focus isn’t fine-tuned. Businesses that expand their well-being approach to encompass all five elements will see improvements to their bottom line and gain a competitive advantage from employees’ improved productivity, reduced turnover and increased happiness at work.



Author Bio: Lauren is an enthusiastic writer who is passionate about numerous topics surrounding the HCM industry including talent management and acquisition, technology, document management and leadership, just to name a few. Lauren has been with Paycom for over a year and has taken on roles as a blogger, social strategist and community relations coordinator. In her spare time she enjoys DIY“ing,” exploring the city and keeping up with her two dogs, Deacon and Cookie.

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Get Your Act Together: Protection for Well-Earned Dollars

To anyone with a trained eye on the ebb and flow of government policies, it is easy to see that government regulations frequently are steered to affect corporate policy. Whether through mandated retirement savings accounts or “minimum-wage warriors,” the government wields legislative power to cause change in organizations.

One prime example: the substantial adjustments made to Colorado’s wage and hour law with the full implementation of the Wage Protection Act of 2014. The act is an amendment of the original Wage Claim Act, which addressed employee compensation, wage deductions and payments to terminated employees. The Wage Protection Act establishes a new procedure for the Colorado Division of Labor and Employment (DOLE) to follow in order to adjudicate wage discrepancy claims.

In fact, more and more states are enacting wage prevention acts like Colorado’s, requiring employers to maintain records for audit purposes.

Out with the Old

Before the law was implemented, employees had little opportunity to garnish their deserved wages for overtime or unpaid work from employers who refused to pay. Not only did employees have to be terminated from their company before seeking restitution, but DOLE only could assist in the resolution of employee complaints. Individuals had 60 days of eligibility to write a demand for payment from the ex-employer and then were left to complete the process alone. Any litigation process pursued by ex-employees were allowed, but still left legal fees to be paid by the individual filing the claim. The whole process left the majority of laborers unemployed and, worse, unpaid. As of Jan. 1, this bill intends to reduce the issue.

In with the New

Under the Wage Protection Act, employees have access to a slew of benefits they previously lacked, including:

  • allowing DOLE more authority to pursue employers for violations and greater resources to settle wage claims for employees;
  • workers being granted easier access to filing claims and the removal of a 60-day deadline.
  • employees being allowed to add attorney fees to the list of recoverable costs, as long as the employee was paid under minimum wage.

By relaxing the 60-day requirement and the cost of legal fees, the bill aims to level the playing field with employers unwilling to remit compensation.

Record Retention and Fines

Adding to the list of requirements, the Wage Protection Act also requires employers to preserve records validating the information itemized on an employee’s pay statement. This includes statements referencing an employee’s wages earned, withholdings and adjustments or records containing private employee information. These records have to be retained for at least three years and can be audited at any time. Employers who are unable to produce these records during an audit can be fined up to $7,500.

What Employers Can Do

Retaining records efficiently is where businesses can make the biggest strides in preparing for the Wage Protection Act. The legislation shines a spotlight on organizations lacking the technology to track and store their employee payroll and information records. Ask your HR team how long it takes them to track down a document.

One consulting firm study showed that employees spend nearly two hours a day searching for information. If your company is chosen for an audit, don’t be the one scrambling through dozens of documents searching for one itemized pay statement. If you are one of these companies, it is time to open the door to new possibilities. Help out HR and say goodbye to the filing cabinet.

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aaron.santelmann

by Aaron Santelmann


Author Bio: A young and enthusiastic writer and researcher, Aaron is an instrumental member of Paycom’s lead generation and reporting team. Aaron is an engaging writer who maintains a strong presence on Paycom’s blog where he focuses on politics, government and compliance, tax guidelines and other employer regulations that impact businesses across the country. Outside of work, Aaron enjoys reading, exercising and spending time with his family.

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