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Retirement Savings Options

Posted By Stephanie Schwartz, Nationwide Mutual Insurance, Wednesday, November 22, 2017
Updated: Thursday, July 27, 2017

If you’re thinking about extending retirement benefits to your employees, you should know what’s available. An effective retirement account provides flexibility – that’s why it’s important to offer a variety of options that work for both “hands on” and “hands off” investors.

Consider these solutions for small business employees and individuals like you:

For employees 

  • Defined contribution – These kinds of accounts are the most common today.  Examples include the 401(a), 401(k), 403(b), 457, SIMPLE or SEP. They’re called “defined contribution plans” because employees are limited to the amount they can contribute to the plan in a given year. As the sponsoring company, you may decide to match employee contributions, though certain circumstances apply.
  • Defined benefit – Otherwise known as pension plans, these accounts provide employees with a lifetime monthly income stream when they retire.  Contributions to the plan are typically made by the sponsoring company and are not taxed.  Taxes are due on the income received in retirement.
  • Guaranteed Retirement Income from Nationwide® – This is a type of annuity that lets employees lock in monthly retirement income for the rest of their lives with a minimum contribution of just $10 a month. There’s no cost or risk to the employer, and there’s nothing for the employer to manage– Nationwide does all the work.

 

For individuals 

  • IRA/Roth IRA – Depending on household income and eligibility for employer sponsored plans, individuals can make contributions to these accounts on either a pre-tax or post-tax basis.

 

  • Direct investments – Many of the investment vehicles offered inside of retirement plans are available for purchase outside of those plans as well. Stocks, bonds, mutual funds and annuities can all be purchased directly from the companies that offer them without the tax advantages retirement plans provide.  Typically, these options have a large minimum investment amount.

 

  • Guaranteed Retirement Income from Nationwide - Individuals, not companies, contribute to this new way to pay for retirement.  It’s a type of annuity that provides monthly guaranteed income for life, with a minimum contribution of just $10 a month. There’s no risk, because it’s not tied to the stock market, and there are no fees to sign up or for ongoing administration.

 

Now that you know about all the investment vehicles available to you and your employees, are you ready to take the next step? Get started by checking out Nationwide’s Find an Investment Professional tool, or talk to friends for their recommendations. To learn more about Guaranteed Retirement Income from Nationwide and to set up an account today, visit Nationwide or call 1-888-891-0272.

Guarantees are subject to the claims paying ability of Nationwide Life Insurance Company.

Fixed annuities are contracts purchased from a life insurance company. They are designed for long-term retirement goals. Withdrawals are subject to income tax and withdrawals before age 59 ½ may be subject to a 10% tax penalty. Annuities are issued by Nationwide Life Insurance Company, Columbus OH.

Nationwide, the Nationwide N and Eagle, Nationwide is on your side, Guaranteed Retirement Income from Nationwide, and other marks displayed in this message are service marks of Nationwide Mutual Insurance Company and/or its affiliates, unless otherwise disclosed. © 2017 Nationwide.

AAM-0460AO (06/17)

Tags:  Employee Benefits  Retirement 

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How to Hire the Right People

Posted By Stephanie Schwartz, Nationwide Mutual Insurance, Wednesday, October 18, 2017
Updated: Thursday, July 27, 2017

Finding, interviewing, engaging and training a new employee can be a major expense so it’s important to get your hiring decisions right. Here are a few quick tips to help you make sure your next hire will be a great fit for your company.

Check job qualifications

This may seem like a no-brainer, but it’s easy to focus too much on personality and not enough on basic abilities: Can they handle the day-to-day responsibilities of the job? Ideally they’ll also exhibit a willingness to go above and beyond when the situation calls for it. You want someone who is eager to do the job you’re offering today and enthusiastic about what the job could become in the future.

Assess for culture fit

How will your candidate mesh with your company’s unique “personality”? Will he or she work well with you, future coworkers, and existing and potential clients and partners? Ask for others’ opinions of the candidate before you hire to avoid a one-sided view.

 

Don’t forget to evaluate character

It’s important to hire employees with values that align with yours. Try to determine if your candidate is honest and trustworthy. Do they keep their promises and follow through? Check references, of course, but remember that, while nice to have, the references a job candidate provides will nearly always be biased. Instead, ask the candidate for the names of former bosses, peers and subordinates.

 

Consider the total compensation package

As an employer, watching your budget is important, but hiring at an uncompetitive or unfair rate can cost you more in the long run because an employee may feel unappreciated and underperform. So do your research to make sure you’re offering a competitive compensation package that not only meets your budget but will also keep your employee satisfied. Can’t afford a long list of benefits? Consider offering resources that will show employees that you care about their well-being. For example, if you’re unable to offer a 401K, you can recommend other ways to help employees save for retirement such as Guaranteed Retirement Income from Nationwide®. It’s a type of annuity that lets your employees lock in retirement income for the rest of their lives with a minimum contribution of just $10 a month. There’s no cost to you. There’s nothing to manage, and absolutely no risk.  

 

Hiring the right people is both a skill and an art, and getting it right can help you avoid costly and time-consuming repercussions while bolstering the morale of your entire existing team. Put these tips into practice and chances are you’ll get better results from your next new hire.

 

Guarantees are subject to the claims paying ability of Nationwide Life Insurance Company.

Fixed annuities are contracts purchased from a life insurance company. They are designed for long-term retirement goals. Withdrawals are subject to income tax and withdrawals before age 59 ½ may be subject to a 10% tax penalty. Annuities are issued by Nationwide Life Insurance Company, Columbus OH.

Nationwide, the Nationwide N and Eagle, Nationwide is on your side, Guaranteed Retirement Income from Nationwide, and other marks displayed in this message are service marks of Nationwide Mutual Insurance Company and/or its affiliates, unless otherwise disclosed. © 2017 Nationwide.

AAM-0458AO (06/17)


Tags:  Employee Benefits  Retirement 

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Employee Retention Tips

Posted By Stephanie Schwartz, Nationwide Mutual Insurance, Wednesday, September 20, 2017
Updated: Thursday, July 27, 2017

Retaining Great Employees

Some companies offer competitive compensation and hope it’s enough to keep workers on board. The truth is, it’s only one way out of many. Nationwide®, ranked as a FORTUNE Best Company to Work For®, is proud of the large number of long-tenured employees at all levels of the business. Here are four ways we’ve found to be effective in keeping great people around.

Ongoing development

Most people would prefer a career as opposed to “just a job”. Wouldn’t you? Help your associates set goals for advancement, and consider investing in their professional development and training. You may find that their new-found skills can help your company grow in unexpected ways as well.

Work/life balance

Still stuck in the belief that 9-5 is the only way to go? A good work/life balance can help employees feel more in control of their working life, increasing productivity and lowering absenteeism. Flexible work hours, telecommuting or the occasional remote work day can do wonders for employee morale, and happy employees are employees that stay with you.

Special recognition

Who doesn’t love to be rewarded for a job well done? A simple “thank you” or a small bonus can go a long way toward making employees feel valued. Recognize your employees sincerely and often and they’ll likely reward you with loyalty.

Benefits that matter

Of course, benefits can be expensive, but they’re an important way to show you care about your employees’ health and financial well-being. Retirement plans are one type of benefit you can offer, but if you don’t have the resources to offer an employer-sponsored plan, you have options. You can share information, for example, about ways employees can save on their own. Think something new like Guaranteed Retirement Income from Nationwide®. It’s a type of annuity that lets your employees lock in retirement income for the rest of their lives with a minimum contribution of just $10 a month. There’s no cost to you and nothing to manage – Nationwide does all the work.  

Employees are assets that can be expensive to replace, and the cost of high employee turnover can be significant for small businesses. Take time now to review your employee retention practices and see if there’s room to improve. Your bottom line and your employees will thank you for it.


 

Guarantees are subject to the claims paying ability of Nationwide Life Insurance Company.

Fixed annuities are contracts purchased from a life insurance company. They are designed for long-term retirement goals. Withdrawals are subject to income tax and withdrawals before age 59 ½ may be subject to a 10% tax penalty. Annuities are issued by Nationwide Life Insurance Company, Columbus OH.

Nationwide, the Nationwide N and Eagle, Nationwide is on your side, Guaranteed Retirement Income from Nationwide, and other marks displayed in this message are service marks of Nationwide Mutual Insurance Company and/or its affiliates, unless otherwise disclosed. © 2017 Nationwide.

AAM-0459AO (06/17)

Tags:  Employee Benefits  Retirement 

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5 Tips To Grow Your Business

Posted By Stephanie Schwartz, Nationwide Mutual Insurance, Wednesday, August 16, 2017
Updated: Monday, July 31, 2017

You don’t have to be a startup venture to capitalize on tips for taking your business to the next level – more mature companies can benefit too. These five tips can help you grow regardless of the size of your company or the industry you’re in.

 

1. Don’t try to do everything

As an entrepreneur, you’re probably used to wearing a lot of different hats – bookkeeper, marketing guru, sales agent – but that doesn't mean you can (or should) do everything yourself. If you want your business to grow, you need to accept that you can’t do everything all the time. Hire capable people or outsource work to good partners to free up time to focus on the tasks you do best.

 

2. Spend more time on selling

The one area that contributes most to business success is sales. If you’re a new company, some business experts estimate that 80% of your time should be spent on reaching out to people who can buy what you’re selling. If you’re an established company, that number goes down to 30%, but the point is, the time you spend selling is time spent opening doors and connecting with customers who write the checks.

 

3. Analyze your competition

Don’t be afraid of your competition. Instead, think of your competitors as opportunities to learn. Take a good look at what they’re doing and think about the things they do that you could implement to make more money for your own business.

 

4. Consider diversifying

Tweak your product or service so that it appeals to a new group of consumers. Alternatively, add a new product or service to your mix. By diversifying, you can create multiple income streams that can often fill seasonal lows and, of course, increase sales and profit margins. Common ways businesses diversify include importing or exporting their own or other people’s products, selling complementary services or starting consulting services.

 

5. Hire the right people

It’s essential to put together a team that feels responsible for the growth of your company. It’s equally important to pay them what they’re worth and to offer them the health and retirement benefits they deserve. Can’t offer a 401K? Look into options such as Guaranteed Retirement Income from Nationwide®. It’s a type of annuity that lets your employees lock in retirement income for the rest of their lives with a minimum contribution of just $10 a month. There’s no cost to you and nothing to manage – Nationwide does all the work.

Growing your own business is hard work and success is not guaranteed, but these tips can help get you started on the path to becoming a growing enterprise. Good luck!


 

Guarantees are subject to the claims paying ability of Nationwide Life Insurance Company.

Fixed annuities are contracts purchased from a life insurance company. They are designed for long-term retirement goals. Withdrawals are subject to income tax and withdrawals before age 59 ½ may be subject to a 10% tax penalty. Annuities are issued by Nationwide Life Insurance Company, Columbus OH.

Nationwide, the Nationwide N and Eagle, Nationwide is on your side, Guaranteed Retirement Income from Nationwide, and other marks displayed in this message are service marks of Nationwide Mutual Insurance Company and/or its affiliates, unless otherwise disclosed. © 2017 Nationwide.

AAM-0432AO (06/17)

Tags:  Employee Benefits  Income  Retirement 

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Retirement Savings Options For Small Businesses

Posted By Stephanie Schwartz, Nationwide Mutual Insurance, Wednesday, July 19, 2017
Updated: Thursday, July 6, 2017

If you’re thinking about extending retirement benefits to your employees, you should know what’s available. An effective retirement account provides flexibility – that’s why it’s important to offer a variety of options that work for both “hands on” and “hands off” investors.

Consider these solutions for small business employees and individuals like you:

For employees

  • Defined contribution – These kinds of accounts are the most common today.  Examples include the 401(a), 401(k), 403(b), 457, SIMPLE or SEP. They’re called “defined contribution plans” because employees are limited to the amount they can contribute to the plan in a given year. As the sponsoring company, you may decide to match employee contributions, though certain circumstances apply.
  • Defined benefit – Otherwise known as pension plans, these accounts provide employees with a lifetime monthly income stream when they retire.  Contributions to the plan are typically made by the sponsoring company and are not taxed.  Taxes are due on the income received in retirement.
  • Guaranteed Retirement Income from NationwideSM – This is a type of annuity that lets employees lock in monthly retirement income for the rest of their lives with a minimum contribution of just $10 a month. There’s no cost or risk to the employer, and there’s nothing for the employer to manage– Nationwide does all the work.

 

For individuals

  • IRA/Roth IRA – Depending on household income and eligibility for employer sponsored plans, individuals can make contributions to these accounts on either a pre-tax or post-tax basis.

 

  • Direct investments – Many of the investment vehicles offered inside of retirement plans are available for purchase outside of those plans as well. Stocks, bonds, mutual funds and annuities can all be purchased directly from the companies that offer them without the tax advantages retirement plans provide.  Typically, these options have a large minimum investment amount.

 

  • Guaranteed Retirement Income from NationwideSM - Individuals, not companies, contribute to this new way to pay for retirement.  It’s a type of annuity that provides monthly guaranteed income for life, with a minimum contribution of just $10 a month. There’s no risk, because it’s not tied to the stock market, and there are no fees to sign up or for ongoing administration.

 

Now that you know about all the investment vehicles available to you and your employees, are you ready to take the next step? Get started by checking out Nationwide’s  Find an Investment Professional tool, or talk to friends for their recommendations. To learn more about Guaranteed Retirement Income from Nationwide and to set up an account today, visit Nationwide or call 1-888-891-0272.

Tags:  Employee Benefits  Retirement 

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Identity Thieves May Be Targeting Your Employees

Posted By Kenyatta Turner, LegalShield Independent Associate, Monday, May 16, 2016

Wednesday, April 27, 2016

By Erin Stubing

 

Most corporate managers are familiar with the scam involving a thief sending a fake bill to a company’s accounts payable department, hoping that the accounting clerk would simply pay the bill without verifying its legitimacy. Thieves can use this simple scam to great effect, often tricking employees into sending money to the fraudster. 

However, the tactics used by data and identity thieves have evolved. Thieves are now targeting employees for bigger payments, as well as sensitive employee data. The thieves’ best ploys look very legitimate and play on the employee’s desire (and requirement) to answer a company executive quickly and with full cooperation. A common scam involves obtaining W-2 data by tricking an employee into thinking the CEO has requested it. This, of course, makes your employee vulnerable to having their identity stolen. 

Tax- or wage-related fraud was the leading form of reported identity theft in 2015, comprising 45% of all consumer complaints reported to the Federal Trade Commission (link opens PDF). W-2 data has been a popular target lately and it is likely due to the ease with which tax return fraud is perpetrated. Forty-five percent of all of the identity theft claims collected by the Federal Trade Commission in 2015 related to tax- or wage-fraud. In fact, there was a 47% increase in the number of identity theft complaints received by the FTC in 2015, and they stated that tax- or wage-fraud was responsible for the bulk of that increase.

To get an idea about how rampant the W-2 scheme is, just perform an internet search on “phishing scams W-2” in order to find multiple news reports about businesses that experienced a W-2 phishing scam.  All types of businesses have been affected: a grocery store chain, financial firms, health care providers, entertainment companies, universities, technology companies and even a concrete supply company.

Human resources and other corporate managers would do well to be vigilant, to help protect their employees' personal information. LegalShield's identity theft partner Kroll has prepared a flyer that outlines how employers can help protect their workers. Download it and share it with your managers!

For more information about LegalShield or IDShield for yourself, your family, your business, or your employees, please contact Kenyatta Turner, Independent Associate at 602-367-1069 or KenyattaTurner@LegalShieldAssociate.com.  Worry Less...Live More!

Tags:  data breach  employee benefits  fraud  human resources  identity theft  kroll  phishing scams  small business  w2 

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Who is Your Best Employee?

Posted By Jilly Jesson Smyth, Dr.D, Legal Shield, Kroll.com/LS Worldwide Cyber Security, Friday, February 27, 2015
Could You Imagine...
You are on deadline, have a location full of clients or customers and your best employee has been pulled over because of identity theft or an accident on the road and their transportation is impounded or towed. 
Would that impact your business? 
I can help, 
Call or contact me to set a brief free phone consultation.
Everything is NEW!
Jilly Jesson Smyth, Dr.D
212-851-3996
ManifestHappy@gmail.com

Tags:  accidents  emergency  Employee Benefits  employees  HR  insurance 

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Don't Let Employees Park Their Brains at the Door

Posted By Gabriel Salcido, Arizona Small Business Association, Saturday, February 14, 2015

Decades ago during the industrial revolution, leaders of companies settled on a management style that involved relating to their employees that I call, "Park your brain at the door." 

These managers apparently decided their employees were unable or unwilling to be engaged in the business, understand metrics, make suggestions for improvement or even be productive.

So managers decided that their employees should arrive at work each day and park their brains at the door.

 

Regardless of how productive employees were at home, such as being president of the local parent teacher association, leading a Boy Scouts troop or participating in church activities, they were seen as incapable of transferring that knowledge and skill to the workplace.

Management told people to show up each day, not to ask questions or make recommendations, not to analyze things and just do what they were told. At the end of the day, people had to pick up their brains again and go home. I believe this poor leadership style was one of the reasons for the rise in union activity.

It seems inconceivable that management behaved this way and got away with it for so many years because as today’s leaders know, the most knowledgeable employees about a process are usually the people who perform it everyday.

Process decomposition, mapping and documentation efforts rely on groups of employees who actually perform a job. For this reason, not only is it desirable; it should be mandatory that employees are not allowed to leave their brains at the door.

Employers should want, need and expect employees to think on the job, make recommendations and suggest steps for improvement.

This obvious but critical concept is even more important with the new employees that companies are hiring today.

When I was a young manager my boss just had to tell me what to do and I did it. That was why I received a paycheck.

But today, some Gen X and Y employees not only want to know what you want them to do; they insist on knowing why you want them to do it. This puts pressure on today’s leaders to become “servant leaders,” a phrase coined by Robert K Greenleaf to describe the leadership concept of tailoring your style to the needs of your employees.

These contemporary workers are less likely to park their brains at the door and instead tend to be vocal even if their boss doesn’t ask for their input.

Remember that the #1 reason employees leave companies is due to a bad relationship with their boss or manager. This means that today’s leaders have to be very sensitive about the feedback they provide subordinates. 

If leaders want to keep their best and brightest, they should regularly solicit and welcome recommendations, suggestions and input about company processes.

Do you insist your people bring their brains to work? If so, how do you encourage their input?  

 

Tags:  Employee Benefits  hiring  team 

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What's Not Keeping The Fastest Growing Companies Awake At Night

Posted By Jason Trujillo, Woodbury Financial, Tuesday, October 21, 2014

What's Not Keeping The Fastest Growing Companies Awake At Night by Steve Parrish. Article originally appeared on Forbes.com on October 17, 2014. Click here to read original article.

I’m in Arizona this week at a meeting where 1,500 business owners and key employees have gathered to:

  •  Share best practices
  • Learn from each other
  • Hear from nationally recognized experts

 These are businesses that have made the prestigious Inc. 500/5000list.

 And what have I learned?

 It’s my third time at the Inc. 500/5000 annual meeting, but there is always so much insight from this  impressive group.

 A colleague and I presented on the financial issues that are keeping business owners awake at night (taxes, retirement planning, employee benefits, etc.). My big takeaway from the discussion was the long list of business issues that are NOT keeping them awake at night.

 These are issues that are being addressed, neutralized or even leveraged.

 Optimism for the overall business environment

 As always, there is a lot of enthusiasm and confidence among Inc. 500/5000 attendees.

 These are entrepreneurs with fast-growing companies.

 Pessimism and insecurity would simply not work for this crowd. That being said, this is the most upbeat I’ve ever seen Inc. 5000 business owners. They are reporting a positive consumer market, good liquidity and a manageable economic environment.

 The elephant in the room

 In past years, the Affordable Care Act (ACA) had been the proverbial elephant in the room. Some disguised their concerns through a political rant, some procrastinated by taking a “wait-and-see” approach, and many simply chose to ignore the law.

 Despite all the bravado, however, I sensed the ACA was keeping them awake at night.

 This year there seemed to be a refreshing turn. Companies have come to accept the reality of the ACA’s existence and have started learning and adapting. These businesses are almost universally building healthcare planning into their strategic and tactical business planning.

 Incorporating the new law has caused some growing pains. One retailer I met with can’t find anyone who wants to provide his successful company health insurance, and his business – by default – is relegated to the federal exchange market.

 But the owner is simply accepting the challenge as a normal part of doing business, and he’s doing what he can to mitigate its effect on the company’s plans.

 Valuations

 Business owners I talked with are receiving unsolicited sales offers with high multiples of earnings. The buyers appear to have available financing and liquidity.

 These are fast-growing companies, of course, and the multiples being offered are dependent on the industry they’re in. Still, compared with three years ago, the merger and acquisition market has heated up significantly.

 Interestingly, notwithstanding these high multiples, there doesn’t seem to be much of a mood among owners to take the money and run. Many want to grow their companies organically and eventually sell their business interests to their other partners or employees.

 Marketing

 Fast-growing companies always seem to have a unique marketing spin, but there are some themes I noticed that apply to a number of marketing strategies.

  •  Retailers who entered the market by selling online are often seeking to additionally sell their products through brick-and-mortar retailers. I talked with both a snack company and a skin care company that sell through the Internet but have started to also sell their products through name-brand retailers in malls. They report that this gives them some credibility to advertise on the Web. They promote that they also sell their products at, say, Bed Bath & Beyond, GNC, etc.
  • Retailers that traditionally sell through their own stores or dealerships are increasingly finding success in selling online. Imagine an RV company that reports excellent sales through Web purchases. A family researches the product online, even buys online, and then comes to the shop to pick up their camper as part of their vacation.
  • Similarly, manufactures and retailers of big-ticket items like specialty vehicles report success in selling used products through the Web. They buy back products they’ve manufactured or sold, post it on the Web and sell it to a new buyer. Consumers are accustomed to eBay-style purchases, and they find peace of mind in buying a used product through the website of the original manufacturer.

 Key employees

 It was particularly encouraging to see that employers want to address recruiting and retaining key employees.

 Business owners recognize that key people are mobile and attuned to pay and benefit issues. The “keep my head down and keep my job” mentality is history among employees.

 Even more encouraging is that many of these owners want to avoid the mistakes of the past, where the solution was to try to mollify the key employee with stock options or restricted stock. A number of business owners are interested in unique and exciting employee benefits (voluntary service days off, weight loss programs, flex time) and goal driven incentive plans.

 They’ve come to realize pay and bonuses work as rewards but not necessarily as retention tools. More than one owner I talked with plans on selling their business soon yet still wants to install long-term incentive plans for key employees.

 In the end, I can only guess what business issues do or don’t keep these successful business owners awake at night, but I did see a lot more willingness to recognize potential problems as opportunities for the future rather than impediments to growth. No wonder they’re among the fastest-growing companies in the country.

 

Tags:  Affordable Care Act  Business Best Practices  business concerns  Business Learning  business planning  business worries  employee benefits  fast growing companies  Forbes  Inc. 500/5000  National Business Experts  Principal Financial Group  retirement planning  Steve Parrish  taxes 

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