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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 attuned 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.


3 Easy Steps to Drive Organizational Efficiencies

With today’s technologies, workplace e-Learning tools and web-based learning management systems (LMS) have made it easier than ever for organizations to develop and deliver employee training.

Just as technology has grown over the past decade, so has the popularity of online learning. With this trend in mind, there are three major benefits that a robust LMS system can offer your organization.

  1. Better ROI

Developing necessary skills and delivering vital information to staff members is a significant and necessary investment; however, traditional methods have proven to be quite expensive. E-learning or LMS aim to reduce those costs, improving organizations bottom lines. A 2002 study by Florida Institute of Technology cited several big brand names that cut their training costs by switching to e-learning platforms. Reducing its costs by 35 percent, Ernst & Young saw a significant return on investment.

Ernst & Young isn’t the only company reaping the rewards. Bersin’s 2015 Global Human Capital Trends study showed that high-performing companies spend up to two times more on leadership than other companies, and achieve results that are triple to quadruple the levels of their competitors. A small investment in something like an e-learning system could significantly pay off in the end. After all, numbers talk.

  1. Accessibility

Too often, traditional training methods are one-dimensional, leaving questions unanswered and lessons unlearned. It is important that organizations leverage technology to reduce learning waste and information overload. This can be accomplished by creating a central knowledge base where employees can access relevant content whenever the need arises.

For example, have you ever left a training course and forgotten to write down important information? Now you’re writing a report and that information would be extremely helpful, but you can’t remember exactly what you learned. With the proper e-learning software, employees can review and retake courses as many times as they like. This is a huge advantage, especially as it relates to their ongoing performance.

Say an employee is performing a task at work, but isn’t acclimated to the process yet. With e-learning, he or she can access the online course and review how to perform the task; thereby reducing errors and improving the quality of work performed.

  1. Improved Decision Making

The information that is available empowers organizations to make better decisions about their people. As companies grow, it becomes harder to manage their workforce. That’s where e-learning comes in handy.

By measuring employee competencies and identifying top-scoring employees as candidates for open positions and promotions, organizations can positively impact their growth rates and retention numbers. This strategy fosters the development of new leaders who are both engaged and productive, developing significant financial results for the company. With data supplied through e-learning platforms, organizations are empowered to make better staffing decisions.

Regardless of where you are in the process, an LMS offers significant advantages, helping you drive organizational efficiencies. Take control of your workforce today by positioning learning as an agent for change.

This post is part two in our four-part series on LMS. Keep checking back as we continue the series.



by Brooklyn Workman

Author Bio: Brooklyn Workman is a graduate from Oklahoma State University where she double majored in accounting and agricultural communications. Brooklyn worked for Paycom upon graduation and served as both a sales representative and client relations representative. Brooklyn enjoys working hands-on with clients to provide them with solution sets that streamline their business operations. She now serves as the Director of Business Development where she oversees the ongoing development of new solutions and the evolution of Paycom’s existing products like benefits administration, performance and compensation management, COBRA, garnishments and document management among others.

PAYC bellringing

A Bell of a Year for Paycom

2014 was monumental for Paycom and I want to take a moment to reflect on the year that has passed since our initial public offering on the NYSE. In those 52 weeks, we’ve developed and released nine new major products or enhancements, added many new clients and witnessed the value of our stock more than double.

The reason for our success is due to our unique value proposition: Paycom’s innovative technology, motivated people and astounding growth.


This well-deserved national visibility resulted in an all-time high in the demand for our single-database human capital management solution. Businesses across the country are taking notice and realizing the true benefits of having one solution for all their HR needs. They get it.

Technological advances in reporting, employee engagement and the ever-changing Affordable Care Act continue to spur our company’s growth while also bettering organizations’ abilities to manage their workforce.


Paycom’s award-winning culture – that’s a fancy way of saying our employees – is unlike anything I’ve seen before. Whether it is dealing with a prospect, client or co-worker, everyone at Paycom exhibits an attitude of servitude. They are passionate about the work they do and the impact it has on others. We’ve long been recognized as a Best Place to Work in Oklahoma, but in the last year, our culture won national acclaim. Glassdoor recognized us as one of the 50 Best Companies to Work For and HR.com’s Leadership 500 ranked us first in the midsize business category.


While I haven’t been with Paycom since its birth, I have witnessed astounding growth. In the three years since joining this team, Paycom has experienced a compound annual growth rate of 38 percent, and with a total addressable market of nearly $24 billion, I know this is only the beginning.

You see, for Paycom, ringing the bell symbolizes continued growth for our people and technology. It symbolizes the pioneering fearless spirit of our founder and of the people who make Paycom what it is today.

It’s been an exciting year, but nothing is more exciting than what’s to come.

Author Bio: Oden-Hall is an award-winning public relations, communications and marketing professional with over 20 years experience driving corporate strategy for Fortune 500 companies. Her Oklahoma roots and passion coupled with her global experience and creative flair have helped her drive numerous successful strategic initiatives. She joined the Paycom team as Chief Marketing Officer in April of 2012.


3 Untold Secrets to Employee Engagement

For many years, employers’ main focus was largely customer satisfaction; however, the day has arrived where employee satisfaction is now equally important. By increasing visibility and transparency, social media has turned company cultures inside-out. Corporate decisions, once kept in the dark, are being disclosed and heretofore—unknown issues, like disengagement, have found the light.

Companies are noticing a gap widening between engaged workers and their disengaged colleagues. One recent Gallup poll reported only 13 percent of the world’s workplaces were “highly engaged.” With engagement levels falling, it is imperative that organizations recognize the need for a new vision: one that is centered on employees and culture.

New Ways to Play

  1. Survey the field –

Before jumping into any program, it is important to have as much information as possible. To collect this much-needed information, surveys are a wonderful tool. When anonymous, this helps analyze how engaged your employees truly are. Finding out what they believe will spur productivity and improve the organization’s culture. Although this step sounds obvious, many executive leaders disregard it and rely only on their own gut feeling. However, an effective survey will gather relevant, realistic data that can be used to develop a course of action. If carried out properly, surveys can produce a measurable impact not just for HR and management, but also for the employees as well.

One reason surveys develop a bad rap is how some companies use them. Organizations tend to gather opinions, and then don’t reflect on the key data points. While it is unrealistic for businesses to promise the moon, it is crucial that this data be measured and seriously contemplated by executives. When upper management pays attention to survey results – or at least acknowledges them – employees feel that their opinions and hard work are valued.

  1. Select managers who care –

The best managers realize that company growth is a top priority. Managers with this attitude understand that personal successes, an employee’s growth and the company’s progress are all intertwined. Successful leaders encourage workers to focus on their strengths, taking them to the next level. This type of management style empowers employees, making them feel valued. In turn, employees recognize their worth, feel engaged and seek to propel the organization forward with innovation and effort.

  1. Provide feedback –

As a product of the millennial age, I can attest to the value of consistent feedback. Whether this is channeled through scheduled one-on-ones or the occasional office visit, employees feel engaged when management takes time to give constructive criticism, even when the feedback is negative. Face-to-face meetings are not only an excellent opportunity for employers to build confidence, but also a time for managers to communicate where improvement is needed. When employees feel that time and energy are being invested in their development, it’s much easier to stay engaged with their organization.

Employees are usually an organization’s most important asset, but this is true only if they are engaged in the workplace. With the spotlight moving toward their satisfaction, it is crucial for businesses to adjust their overall vision and goals regarding employee retention. By implementing these three methods, organizations can revitalize their employee engagement levels and maintain a competitive advantage within their region and industry.


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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