Breakfast Table HR Stories cover art

Breakfast Table HR Stories

Breakfast Table HR Stories

Written by: Teresa McCormick
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 Teresa and Michael discuss some common HR topics and how as a PEO, they address these challenges. Economics Management Management & Leadership
Episodes
  • Smoothing the Transition – Navigating Generational Shifts and Succession in Business

    Smoothing the Transition – Navigating Generational Shifts and Succession in Business
    Jun 25 2025
    Welcome to Breakfast Table HR Stories! Today’s episode explores the vital topic of generational differences in business and how proactive succession planning can ensure your organization thrives, no matter the changing landscape. Key Topics Covered The Hidden Challenge in Succession Planning Failing to plan for succession is the biggest obstacle for most businesses. History shows that many changemakers underestimated the need for a well-structured transition plan. Businesses must accept that change is inevitable and respond by developing strategies that evolve alongside shifting markets, technology, and workforce expectations. Adapting Across Generations Younger generations are tech-savvy and expect instant access to resources and solutions at work. Traditional methods may not always produce the same results as they once did. It’s key to stay aware of upcoming trends and adapt accordingly. Use lessons from history to prepare for a variety of outcomes. A flexible plan allows your business to maintain its core values during times of change. Balancing Tradition with Innovation Generational transitions often require blending established wisdom with new perspectives. Innovations, such as moving from fax machines to e-signature platforms, illustrate how adapting early can drive efficiency. Encourage a positive attitude toward new tools and processes; fear of change only leaves organizations behind. Building a Future-Ready Team Remote work environments thrive on technology, and sometimes adopting new methods is simply the best solution for long-term success. Hiring motivated individuals—even if they lack experience—but have a desire to learn, is critical. Invest in employee development and create opportunities for professional growth. Staying True to Core Values Your organization’s identity and values should remain constant through any transition. These core principles act as a stabilizing force, guiding decision-making and providing reassurance during times of uncertainty. Remember, choosing to transition out of fear rarely leads to lasting success. Leadership and Delegation Early in a business, leaders wear many hats. But as your company grows, it’s essential to delegate and bring in specialists who deepen your expertise. Align the timing and desire for change with your team’s readiness. Change has the highest chance of success when leadership and employees move forward together. Stabilizing with HR Structures Stable, prepared teams ensure transition planning and implementation run smoothly at every stage. HR structures, especially Professional Employer Organizations (PEOs), offer robust foundations. They handle baseline responsibilities and compliance, freeing internal leaders to focus on developing and supporting their people through transitions. Episode Takeaways Succession success hinges on proactive planning, not just reacting when change becomes unavoidable. Use both historical perspective and openness to innovation to inform contingency plans and strategic decisions. Always uphold your core values while remaining flexible in processes, technology, and development. Solid HR structures stabilize changes, provide compliance support, and help maintain momentum as you guide your organization through generational shifts. Thank you for joining us at the Breakfast Table. Tune in for more insights and practical strategies that help your business thrive during periods of change.
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    46 mins
  • Overcoming the Complexities of Multi-State Business Operations

    Overcoming the Complexities of Multi-State Business Operations
    Jun 18 2025
    Expanding your business across state lines offers exciting opportunities—but it also introduces a host of regulatory challenges many companies overlook. On today’s episode of Breakfast Table HR Stories, we break down what it really takes to operate in multiple states and share practical strategies for overcoming these complexities. Key Topics Covered Why Moving Across State Lines Is More Than “Just Moving” Many businesses underestimate the preparation needed for multi-state expansion. Every business process, from hiring to compliance, must be established and adapted for each location—effective planning is non-negotiable. Failing to notify relevant state agencies or update registrations can mean serious risks, from unreported workplace injuries to regulatory penalties. Surprising Differences in State Regulations Payroll, overtime, and holiday payment rules vary widely by state. For example, Oregon rolls holiday payroll forward to the next day, while Utah requires payment in advance. States set their own standards for overtime, benefits, and even onboarding/offboarding protocols. Licensing timelines can differ dramatically, with some taking just days and others extending to 60+ days. Compliance Is Key Staying compliant isn’t just about licensing. Publishing requirements (such as Nevada’s rule for foreign corporations to publish business information each month) can be easy to miss but critical for avoiding penalties. Tracking these changes manually can overburden your team and distract from your core business. The Value of a Strategic HR Partner Most companies aren’t in business to become HR experts. Working with HR partners, especially Professional Employer Organizations (PEOs), helps businesses keep pace with rapidly changing regulations across state lines. PEOs offer expertise in benefits administration, payroll, compliance, and can even handle state registrations on your behalf, ensuring you have registered agents wherever you operate. Tune into Breakfast Table HR Stories! Being proactive and planning early are essential to successful multi-state expansion. Partnering with a PEO allows you to focus on what you do best, while experts handle the evolving complexities of HR compliance. Tune in to hear real-world stories and expert advice that will help your business operate smoothly and confidently in any state.
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    47 mins
  • Unlocking HR’s Potential in Agri-Business for Sustainable Success

    Unlocking HR’s Potential in Agri-Business for Sustainable Success
    Jun 11 2025
    This week, we’re focusing on a topic that often gets overlooked in the agricultural sector but has the potential to revolutionize it: the role of HR in agriculture. Tune in as we uncover how businesses in this unique industry can find the perfect balance between compliance and competitiveness. Show Notes: Why HR is Critical for Agri-Businesses Explore how HR brings structure, compliance, and support to an industry that operates 24/7. Learn why overlooking HR can place your business at risk. Navigating Changing Regulations The agriculture sector is facing cultural and regulatory shifts, including new overtime laws. Discover how HR can help farms adapt to these changes, manage compliance, and thrive. Balancing Compliance and Competitiveness Understand how strong HR practices and outsourcing essential tasks (like payroll and regulations management) can free you to focus on the bigger picture, without compromising employee trust or business success. Challenges Faced by Farmers Farmers deal with unpredictable climates, harvest schedules, and labor market demands. Learn how HR solutions, like PEOs (Professional Employer Organizations), simplify employee management during busy seasons and ensure workforce satisfaction. Breaking Misconceptions Around Agriculture We address myths such as, "technology has no place in farming," and "farm jobs offer no benefits or flexibility." HR not only assists in compliance but helps reshape perceptions about this vital industry. Specialized HR Support for Agri-Specific Needs Hiring and managing migrant workers and navigating industry-specific rules require expertise. Learn how outsourcing or strong in-house HR mitigates risks and ensures compliance with rapidly evolving laws. Farming may not align neatly with a 40-hour workweek, but your business shouldn’t have to struggle to remain competitive or compliant. HR solutions, whether in-house or outsourced, can make all the difference. Listen in now to discover how unlocking HR’s potential can lead to sustainable success for your farm!
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    45 mins
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