3 HR Predictions for 2019

It’s an old saying that the only constant is change—and that certainly applies to the world of HR. Even as employers are still getting used to changes like tax reform and Hawaii’s new “salary history ban”, it’s important to keep looking forward and anticipate what’s to come.

As we mark the turn of a new year, we’ve looked ahead to 2019 and what it might bring to employers in Hawaii.

Here are our top 3 predictions for HR in the islands in 2019.

#1: Minimum wage will dominate this year’s legislative session.

Hawaii’s minimum wage increased to $10.10 in 2018, the last of four step increases over four years. But the change isn’t over yet. A proposal to raise the minimum wage further, to $15 an hour—a 49% hike over current—is expected to be a top priority in the upcoming legislative session.

This proposal is already making waves and is the subject of hot debate. Proponents say that the raise is necessary to keep up with Hawaii’s high cost of living and give workers a livable wage, and that putting more money in the pockets of workers will stimulate the economy.

Meanwhile, others say that increasing the minimum wage will hurt businesses and increase costs for customers, especially for restaurants, thanks to Hawaii’s low tip credit. Opponents argue that market pressures should dictate wages.

While employers will understandably focus on how Hawaii’s minimum wage fight will affect them, it’s important to remember that the local debate is part of a much larger national trend.

While there has not been an increase to the federal minimum wage in a decade, 21 states across the country increased their minimum wages in 2019, along with a number of cities, including Seattle; Las Cruces, New Mexico; and Flagstaff, Arizona. It’s part of the nationwide “Fight for 15” movement, an effort started in 2012 by fast food workers seeking higher wages.

While it’s too soon to say which way Hawaii will go, we predict that minimum wage will be one of the hottest topics in the state over the next year.

#2: The debate over legalizing marijuana will continue to heat up.

Marijuana use in the workplace rose to 2.9% in the last quarter of 2018, according to a survey by Diagnostic Laboratory Services, up from 2.5%. The increase followed the opening of Hawaii’s first legal medical marijuana dispensaries.

With the legalization of recreational marijuana one of the legislature’s top agenda items for the 2019 session, it’s clear that the issue of cannabis in the workplace won’t be going away anytime soon, and will likely become more prevalent in the coming year.

Medical marijuana has been legal in Hawaii since 2000, but without a legal way to acquire or transport it, cardholding patients were limited to the weed they could grow. That barrier was removed with the legalization of dispensaries in 2016, and the first legal marijuana sale was made on Maui in 2017.

Although marijuana and THC products are legal for recreational use in 10 states, the District of Columbia, and all of Canada, Hawaii has been divided on the issue. For example, a 2017 poll found 55% of voters opposed the idea of legalizing recreational marijuana, with people over age 50 most strongly opposed.

Legalization has some potential impacts for employers. In a recent survey, 34% of employers said managing a drug-free workplace was a challenge in light of changing marijuana laws. And for several reasons, employers can’t rely on their existing drug free policies to deal with marijuana use at work.

For one thing, while states may have given pot the green light, it’s still illegal under federal law. For another, while employers in Hawaii are not currently required to provide accommodations or job protection for workers if they are using medical marijuana—this could potentially change too. Only time will tell.

For another, employers may need to offer workers certain accommodations if they are using marijuana for a qualifying medical condition.

So whether or not the legislature legalizes recreational pot this year, our prediction is that the issue of cannabis in the workplace will only get stickier for employers.

#3: Employers will continue to evolve how they engage with a diverse workforce.

Hawaii’s workplaces are becoming more multigenerational, with Millenials, Gen-Xers and Baby Boomers working side by side—and Gen-Z coming up the ranks. Employers need to think creatively about how to engage these different groups, build a corporate culture that promotes intergenerational connections, and avoid making assumptions about what workers need, based on their age and life stages.

On top of that, businesses are also increasingly managing a wide variety of workers. From traditional full-time employees, to part-timers, temps, contract workers, and freelancers. This means that employers need to constantly assess their needs, find the right mix of employees to meet demand, and navigate new management strategies to engage non-site employees and those that work remote too.

With so many different groups making up the workforce, more and more employers will look at options beyond the traditional annual performance review for new ways of engaging workers and giving feedback. Performance-based models and more frequent check-ins by team leaders are strategies shown to increase engagement among employees. You can check out our free e-book, The Employee Engagement Playbook, to find other ideas for engaging a diverse workforce.

Even as employers adjust to a changing workforce, we predict that workplace diversity will continue to grow as an issue in 2019.

Looking Ahead

While nobody can see the future, it’s safe to say that there are a number of trends and issues likely to affect businesses in the coming year. But, by looking ahead and identifying key issues playing out both locally and nationally, employers can anticipate HR challenges—and opportunities—coming up in 2019.

PsstHaving an HR partner in 2019 can make your HR challenges even simpler. Need advice? Got questions on the newest labor laws? An HR partner can help you stay 100% compliant with federal, state, and local labor laws and reduce your employer liability with ease.

Schedule a free HR consultation and learn how our HR services can power your business.

Setting Goals? Focus on This Instead

This article is an excerpt from Atomic Habits, James Clear's New York Times best-seller. Join us for Growth Series with James Clear on February 27, 2019 to learn about how to improve 1% every day through tiny changes. Registration is still open. Use promo code GS2019 to save your seats.  

Prevailing wisdom claims that the best way to achieve what we want in life—getting into better shape, building a successful business, relaxing more and worrying less, spending more time with friends and family—is to set specific, actionable goals.

For many years, this was how I approached my habits too. Each one was a goal to be reached. I set goals for the grades I wanted to get in school, for the weights I wanted to lift in the gym, for the profits I wanted to earn in business. I succeeded at a few, but I failed at a lot of them. Eventually, I began to realize that my results had very little to do with the goals I set and nearly everything to do with the systems I followed.

  • If you’re a coach, your goal might be to win a championship. Your system is the way you recruit players, manage your assistant coaches, and conduct practice.
  • If you’re an entrepreneur, your goal might be to build a million-dollar business. Your system is how you test product ideas, hire employees, and run marketing campaigns.
  • If you’re a musician, your goal might be to play a new piece. Your system is how often you practice, how you break down and tackle difficult measures, and your method for receiving feedback from your instructor.

Now for the interesting question: if you completely ignored your goals and focused only on your system, would you still succeed?

For example, if you were a basketball coach and you ignored your goal to win a championship and focused only on what your team does at practice each day, would you still get results?

I think you would.

The goal in any sport is to finish with the best score, but it would be ridiculous to spend the whole game staring at the scoreboard. The only way to actually win is to get better each day. In the words of three-time Super Bowl winner Bill Walsh, “The score takes care of itself.” The same is true for other areas of life. If you want better results, then forget about setting goals. Focus on your system instead.

What do I mean by this? Are goals completely useless? Of course not. Goals are good for setting a direction, but systems are best for making progress. A handful of problems arise when you spend too much time thinking about your goals and not enough time designing your systems.

Problem #1: Winners and losers have the same goals.

Goal setting suffers from a serious case of survivorship bias. We concentrate on the people who end up winning—the survivors—and mistakenly assume that ambitious goals led to their success while overlooking all of the people who had the same objective but didn’t succeed.

Every Olympian wants to win a gold medal. Every candidate wants to get the job. And if successful and unsuccessful people share the same goals, then the goal cannot be what differentiates the winners from the losers. It wasn’t the goal of winning the Tour de France that propelled the British Cyclists to the top of the sport. Presumably, they had wanted to win the race every year before—just like every other professional team. The goal had always been there. It was only when they implemented a system of continuous small improvements that they achieved a different outcome.

Problem #2: Achieving a goal is only a momentary change.

Imagine you have a messy room and you set a goal to clean it. If you summon the energy to tidy up, then you will have a clean room—for now. But if you maintain the same sloppy, pack-rat habits that led to a messy room in the first place, soon you’ll be looking at a new pile of clutter and hoping for another burst of motivation. You’re left chasing the same outcome because you never changed the system behind it. You treated a symptom without addressing the cause.

Achieving a goal only changes your life for the moment. That’s the counter intuitive thing about improvement. We think we need to change our results, but the results are not the problem. What we really need to change are the systems that cause those results. When you solve problems at the results level, you only solve them temporarily. In order to improve for good, you need to solve problems at the systems level. Fix the inputs and the outputs will fix themselves.

Problem #3: Goals restrict your happiness.

The implicit assumption behind any goal is this: “Once I reach my goal, then I’ll be happy.” The problem with a goals-first mentality is that you’re continually putting happiness off until the next milestone. I’ve slipped into this trap so many times I’ve lost count. For years, happiness was always something for my future self to enjoy. I promised myself that once I gained twenty pounds of muscle or after my business was featured in the New York Times, then I could finally relax.

Furthermore, goals create an “either-or” conflict: either you achieve your goal and are successful or you fail and you are a disappointment. You mentally box yourself into a narrow version of happiness. This is misguided. It is unlikely that your actual path through life will match the exact journey you had in mind when you set out. It makes no sense to restrict your satisfaction to one scenario when there are many paths to success.

A systems-first mentality provides the antidote. When you fall in love with the process rather than the product, you don’t have to wait to give yourself permission to be happy. You can be satisfied anytime your system is running. And a system can be successful in many different forms, not just the one you first envision.

Problem #4: Goals are at odds with long-term progress.

Finally, a goal-oriented mind-set can create a “yo-yo” effect. Many runners work hard for months, but as soon as they cross the finish line, they stop training. The race is no longer there to motivate them. When all of your hard work is focused on a particular goal, what is left to push you forward after you achieve it? This is why many people find themselves reverting to their old habits after accomplishing a goal. The purpose of setting goals is to win the game.

The purpose of building systems is to continue playing the game. True long-term thinking is goal-less thinking. It’s not about any single accomplishment. It is about the cycle of endless refinement and continuous improvement. Ultimately, it is your commitment to the process that will determine your progress.

Fall In Love With Systems

None of this is to say that goals are useless. However, I've found that goals are good for planning your progress and systems are good for actually making progress. Goals can provide direction and even push you forward in the short-term, but eventually a well-designed system will always win. Having a system is what matters. Committing to the process is what makes the difference.

How to Get 1% Better Every Day

What are your most important goals in life? What habits fuel those goals? And what would happen if every day, you were able to get 1% better at each of those habits?

Tiny changes can equal remarkable results—that's New York Times best-selling author, James Clear’s topic at our first Growth Series event of 2019. Mark your calendars for February 27, you’re invited!

Here’s what you need to know:

The topic: Change starts small—atomic small

Bad habits repeat themselves not because you don’t want to change but because you have the wrong system for change. This is a core philosophy of James Clear's best-selling book Atomic Habits — you don’t rise to the level of your goals, you fall to the level of your systems.

So whether your goals are all business, personal or a mix of both, at the Growth Series, you can expect to learn about James’ proven framework for improving every day. Things like practical strategies that will teach you exactly how to form good habits, break bad ones, and master the tiny behaviors that lead to big change.

The speaker: Best-selling author and habit formation expert

Who is James Clear? He’s one of the world's leading experts on habit formation. He’s the author of Atomic Habits the creator of the Habits Academy, a weightlifter, and oh, a travel photographer in over 30 countries, too.

You may have even seen his name and book on Inc.’s list of Best Books to Buy to be a Better Person in 2019.

And he’s also our keynote speaker at Growth Series in February—we couldn’t be more thrilled to welcome him to Hawaii.

The event: Growth Series by ProService Hawaii

New to Growth Series? Let’s fill you in. It’s the event you’ll want to attend to get actionable insights and inspiration that will help you take your business to the next level. Hosted by ProService Hawaii three times a year, Growth Series are premier learning events for our clients and Hawaii’s business and HR community.

Did we mention that it’s free, too? That’s because continuous learning is one of our core values at ProService, and we take extra care to handpick the very best speakers to invite (and remove all cost barriers)—so your businesses and those that operate them can grow together.

If, like us, you’re committed to making 2019 the year you accomplish your goals, make sure to you register for Growth Series with James Clear today.


Get the details: Mark your calendars for Wednesday, February 27 and join us at the Prince Waikiki from 7:45 AM -1 PM. Get more info here and use the promo code GS2019 to register today!  Psst … if you’re one of the first 100 people to register by January 31, you’ll get a free copy of James Clear’s New York Times bestseller, Atomic Habits. *
* Limit of 2 copies per company; must be present at the event to claim copy.

What is a Professional Employer Organization?

It’s common for employers to link up with an outside partner to support tasks like payroll, benefits administration and employee paperwork to save time and money, and so they can focus on more substantive work. Of those who do, many choose to work with a PEO.

But what exactly is a PEO and how do they work? In this article, we’ll break down the jargon and explain what you need to know.

What is a PEO?

A PEO is a Professional Employer Organization. It's a full-service model, or one-stop-shop for all your people solutions like payroll, benefits, HR and more. It provides bundled and affordable services through a unique relationship with you as an employer called “co-employment.”

What is co-employment?

Co-employment is just a fancy term for the legal arrangement that lets employers share certain responsibilities (and risks) with an outside partner.

With co-employment, your employees actually have two employers:

  1. Your business or organization, and
  2. The Professional Employer Organization

While the PEO is responsible for administrative HR tasks, and shares some of the risks of being an employer, you retain responsibility and control over what people do every day, including hiring, firing, and organizational decisions.

What can a PEO help me with?

A co-employment relationship allows a PEO to legally take on certain employer responsibilities that other models of partnership cannot.

That means a PEO can provide a wider range of services than a typical consultant or vendor, including:

  • Benefits: A PEO can actually provide healthcare plans to your employees, as well as handle enrollment, claims, and benefits administration. It can offer other insurances too, like Workers’ Compensation and Temporary Disability Insurance (TDI).
  • Payroll: A PEO will take care of processing payments to both salaried and hourly employees, as well as handle things like direct deposits and one-time payments. And, as a co-employer, your PEO is legally able to file things like federal and state payroll taxes for you.
  • Compliance: Things like classifying employees, record-keeping, filing taxes (FICA, FUTA, and SUTA) and ensuring wage and hour practices are in-line with local, state, and federal laws can take a lot of time—and there can be heavy fines if you make a mistake. A PEO can take over these compliance tasks and make sure they’re done right. At the same time, a PEO can fill any talent gaps your organization might have by offering a deep bench of experts you can call when you have a question.
  • Managing the Employee Lifecycle: From hiring and onboarding new hires to wrapping things up when an employee leaves the company, a PEO can help you manage each stage of an employee’s time with you. The right partner can keep things flowing smoothly throughout the entire lifecycle.

What are the benefits of partnering with a PEO?

With a PEO, employers can attract and retain top talent by offering corporate-level benefits for an affordable price, including high-quality medical, dental, and vision coverage, Flexible Spending Account (FSA) plans, 401(k) plans, and life insurance.

They can also take the pain out of payday, and give employees confidence that payroll is being handled right. Finally, employers who work with a PEO don’t have to think about keeping up with government regulations or worry about compliance, because they know all those responsibilities are being handled.

By joining forces with a PEO, employers can free up time and resources to focus on their core mission and invest in their teams too. Partnering can also have a direct effect on your bottom line, too. In fact, small businesses that use PEOs are 50% more likely to stay in business after their first year and report 14% lower employee turnover compared to small businesses overall.

What Should I Look For In A PEO?

  • Location: Employer laws vary from state to state, so it’s important to find a PEO that is familiar with local regulations and experienced at complying with them.
  • Expertise: Look for a PEO with specialized, in-house expertise that can serve as a knowledge base for tough-to-answer HR questions.
  • Size: How many worksite employees does the PEO serve? The more people it manages, the greater its buying power for things like healthcare benefits. Which means more affordable rates for you.
  • Quality Assurance: Look for a PEO that's accredited by ESAC, or the Employer Services Assurance Corporation. ESAC is an independent, non-profit organization that's the official accreditation and financial assurance organization for the PEO industry.

Whether it’s the ease of handling all your employer responsibilities in a one-stop-shop, or the attraction of better employee benefits at a lower price, PEOs can offer many advantages to employers of all sizes. Is partnering with a PEO the right choice for your business or organization? Ask yourself these three questions to find out. 

Want to learn more? Download our free ebook to learn more about the benefits of PEOs in Hawaii.

Your 2019 HR Calendar

It’s the start of the new year and chances are you’re busy locking down your plans and major milestones for 2019. And if you haven’t started yet, it isn’t too late. In fact, we’ve made it easier for you by creating a 2019 HR Calendar!

What is it? It’s a month-by-month round up of key holidays, HR dates, and compliance deadlines to make sure your business is ready for the new year. You’ll want to bookmark this one!

JANUARY:

Kick-off a successful year by wrapping up 2018 and planning for what’s ahead. From year-end tax forms to key filing deadlines, it’s important to focus on submitting the necessary forms on time—the sooner, the better! Pro-tip: Check out our year-end checklist to make sure you have all the right items checked.

  • Tuesday, January 1: New Year’s Day — So what if the day has passed. It’s not too late to set your personal (and/or professional) goals for the year.
  • Wednesday, January 16: Bills & Laws, oh my!   Hawaii’s 2019 legislative session begins (and continues through May).Top priorities will include raising the minimum wage and establishing a living wage, increasing funding for public education, and legalizing recreational cannabis.
  • Monday, January 21: Martin Luther King Jr. Day — You can expect most banks, post offices, and government offices to be closed on this federal holiday. Be sure you take care of business the week prior!
  • Thursday, January 31: Breakfast Series: HR Outsourcing 101 — Want to learn how your business can succeed in 2019? Join us for a free breakfast seminar as we discuss the benefits of HR outsourcing.
  • By Thursday, January 31: Compliance, compliance, compliance! —  Make sure to provide Form W-2 and 1095-C to employees and Form 1099-Misc to Independent Contractors by this deadline. Don’t forget to also file Forms W-2, W-3, 1099, 1096 and Form 941 to the appropriate agencies. Or to deposit the Federal Unemployment Tax Rate (FUTA) if owed.
FEBRUARY:

With love in the air and health on our minds during American Heart Month, February can be a great month to focus on workplace safety with your employees. From compliance to health and wellness, hosting training for your employees can keep everyone up-to-date on any changes or new policies. If you’re a ProSerivce Hawaii client, check out our Events Calendar to see which free training you can sign-up for!

  • Friday, February 1: Don’t forget to post last year’s OSHA Summary of Illness and Injuries. Notices to employees are customarily posted by February 1-April 30.
  • Tuesday, February 5: Chinese New Year — Did you know that 2019 is the year of the pig? It’s the 12th of all the zodiac animals and is a symbol of wealth in Chinese culture.
  • Thursday, February 14: Valentine’s Day — Bring a special red or pink treat for everyone in the office, like cupcakes, to share the love.
  • Monday, February 18: President’s Day — Remember to take care of business the week before. Banks and post offices will be closed on this federal holiday (Happy Birthday George Washington!)
  • Wednesday, February 27: Q1 Growth Series — Join us for our first Growth Series event of the year! We’ve invited New York Times’ Bestseller, James Clear, Author of Atomic Habits to be our keynote speaker. *Stay tuned to register*
  • Thursday, February 28: Compliance alert! — If you’re filing by paper, don’t forget to file Form 1094-C and 1095-C to IRS by mail (or by April 1 electronically).
MARCH:

With National Employee Appreciation Day approaching, it’s the perfect time to shift focus from payroll and compliance to employee engagement. If you’re looking for tips, check out our free, Employee Engagement Playbook written by our HR experts.

  • Friday, March 1: National Employee Appreciation Day — Share words of appreciation or plan a special pau hana for National Employee Appreciation Day. Pro-tip: Check out our list of 10 Ways to Recognize Employees for Under $30.
  • Sunday, March 17: St. Patrick’s Day — Surprise your team and celebrate St. Patrick’s Day the Friday before or the Monday after with a delicious green smoothie.
  • Wednesday, March 20: First Day of Spring — Spring cleaning isn’t just for your home, it’s for your desk, cube, or worksite of choice. Set aside 15-30 minutes in the morning to tidy up your workplace, as a team!
  • Tuesday, March 26: Prince Kuhio Day — The state holiday that honors one of Hawaii’s best known leaders also means that government offices will be closed, along with public and private schools too.
APRIL:

The start of a new quarter is a good time to review your HR programs and get a pulse on your “peoplework.” Use this month to gain employee feedback (and provide some too), train managers, and invest in coaching your team as well. Taking the time to listen to your team can even lead to valuable insights to help you with strategic planning for the rest of the year. Learn more: Making Plans for Next Year: Why Feedback and Candid Conversations Matter.

  • In April: Local Reads — Don’t forget to grab your copy of Hawaii Business magazine’s Best Places to Work issue and read all about Hawaii’s top workplaces.
  • Tuesday, April 2: Equal Pay Day — Do you want to make the workplace fair? Give yourself a refresher on Hawaii’s Salary History Ban and how it seeks to end pay discrimination, which is especially important for women in the workplace.
  • Monday, April 22: Earth Day — How can you challenge your team to end plastic pollution? Create a competition or a contest to encourage everyone to be more green.
MAY:

With the summer months approaching, be proactive in preparing your workplace for flexibility, if your culture allows for it. For example, review vacation and PTO policies, establish a work from home schedule, or set summer hours. This is also a good time to get the ball rolling on hiring interns or staffing up for the summer months. Pro-tip: Check out our post on How to Write Job Descriptions That Attract the Right Candidates.

  • In May: Spring Growth Series — Stay tuned for our Spring Growth Series event *dates and details coming soon* Did we mention it’s free?
  • Wednesday, May 1: May Day — If you’re able, consider planning a team building lunch and outing around the 92nd annual Lei Day Celebration put on by the City and County of Honolulu that features a Lei Queen and her court, a lei contest and other entertainment.
  • Monday, May 27: Memorial Day — Enjoy your day off on this federal holiday, but don’t forget to take care of your business needs the week prior as government offices and banks will be closed.
JUNE:

Aloha summer! And for us in Hawaii, hurricane season too (remember Lane?)! It’s also National Safety Month too, so the month of June is a great time to review your business’s hurricane preparedness plan, think about compliance training at your workplace, and potentially hire an expert to lead a safety workshop.

  • In June: National Safety Month and the start of Hawaii’s hurricane season
  • Tuesday, June 11: King Kamehameha Day — In observance of this state holiday, City and County of Honolulu offices will be closed and various services will be affected.
  • Friday, June 21: First Day of Summer — The summer season officially begins! What can you do to add more fun to your workplace this summer? (Tip: free breakfast on Friday!)
JULY:

With summer in full swing, don’t forget to encourage your team to use their vacation time and consider offering summer perks like early office closure on Aloha Fridays or multiple casual, dress-down days per week. Need a good summer reading list? Check our list of 6 Books to Help you Become a Better Leader.

  • Thursday, July 4: Independence Day — Plan something red, white, and blue to celebrate Independence Day at your workplace.
  • Thursday, July 25: Local Event Alert! — Join us at Hawaii Business magazine’s 6th annual Leadership Conference, Hawaii’s largest professional development event.
AUGUST:

With the year already past its midpoint, set aside time to tackle business and HR pain points like healthcare or labor costs. And before the Q4 push comes along, August can be a good month to focus on career growth and development with your team too.

  • In August: Summer Growth Series — Check back to get the scoop on our last Growth Series event of the year! *dates and details coming soon*
  • Friday, August 16: Hawaii Statehood Day — Friday marks Statehood Day, a holiday for state, judiciary and county offices, but you can expect other closures and holiday schedules too, like The Bus.
SEPTEMBER:

Once fall comes around, recruiting and hiring tend to pick up to fill vacant roles before the holidays. Dedicate this month to preparing for the fall and holiday rush—e.g. get your holiday staffing plan in order, especially before budgets run out. Learn more: 6 Essentials to Make Sure a Job Candidate Chooses Your Business.

  • In September: National Payroll Week (September 2-6) — Let’s face it. Without your payroll guy, girl, or firm (hint: like us!), you business wouldn’t be able to operate smoothly. If you handle payroll in-house, do something nice to show your appreciation. And if you don’t have anyone helping you out, give us a call!
  • Monday, September 2: Labor Day — Celebrate Labor Day the week before with a crock-off: crock pot cook-off. Invite everyone to bring their favorite crock pot dish to share and the winner gets a prize.
  • Monday, September 23: First Day of Fall — Give decorating for fall a shot! Just because our leaves don’t turn yellow, red or orange in Hawaii, doesn’t mean you can’t incorporate the colors of fall into your office or workplace.
OCTOBER:

October is the perfect time to position your employee health and wellness as a priority. For example, promote flu shots before the season begins or start planning for open enrollment (November-December) by understanding your healthcare options.

  • Monday, October 14:  Discovers’ Day/Columbus Day — Monday is Discoverers' Day in Hawaii in recognition of the Polynesian discoverers of the Hawaiian Islands. And while it’s not a state holiday, Columbus Day is a federal holiday, which means there is no regular mail delivery and many banks are closed.
  • Wednesday, October 16: National Boss Day — No matter where you’re at in your company hierarchy, everyone’s got a boss. Don’t let this one slip by. Think about something you can do to brighten their day.
  • Thursday, October 24: Local Event Alert! — Join us at Hawaii Business magazine’s 2019 Wahine Forum, Hawaii’s largest leadership and career development conference for women. Or read our take on Why Gender Diversity is Great in the Workplace.
  • Thursday, October 31: Halloween — At ProService Hawaii, October is synonymous with Halloween. This holiday is a big deal in our office (here’s proof). It’s a great time to get creative, build teamwork, and have fun too—what can your office do?
NOVEMBER:

It’s November and the holidays are in full swing! Ensure you have the right employee coverage, coordinate time-off requests, and start planning for annual or holiday bonuses. Pro-tip: Check out our Holiday Bonus Guide for Small Businesses.

  • Monday, November 11: Veterans Day — Veterans Day is a federal holiday which means state and federal offices will be closed, mail won’t be delivered, and The Bus will operate on a holiday schedule, so plan accordingly for your business.
  • Thursday, November 28: Thanksgiving Day — We’re all thankful for something. What can you do to encourage your staff to share specific things their thankful for as a team?
  • Friday, November 29: Black Friday — If you work allows for it, consider offering your employees the option to work-from-home (or remotely) to sweeten the season.
DECEMBER:

And just like that, another year comes to an end! ‘Tis the season for appreciating what we have, so thank your employees with special perks, a holiday bonus, and maybe even a party! It’s also a good time to get started on planning for 2020.

  • In December: Employee Appreciation Month — What kind of special activities or treats can you roll out each week during the the month of December to appreciate your staff?
  • Wednesday, December 25: Christmas Day — Think about ways you can celebrate Christmas with you team throughout the month, whether it’s an ugly sweater contest, white elephant exchange, or holiday outing with your staff.
  • Tuesday, December 31: New Year’s Eve — This is a great time to encourage your team to think about their personal and professional goals for the New Year.

We know it’s challenging managing a company in Hawaii, and we hope this calendar can help you stay organized so you can focus on your core business. As you plan for next year, we would love to hear about your goals for 2019.

Want to know more HR basics? We'd love to see you at one of our upcoming Breakfast Series.

***Don’t forget to bookmark this page for quick reference throughout the year.***