Brock Cline - Insperity Business Performance Advisor

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Brock Cline - Insperity Business Performance Advisor Insperity helps businesses succeed, so that communities prosper. This is achieved by helping them run better, grow faster, and make more money.

Have you heard about the WARN Act?It requires certain types of employers to provide advance written notice for qualifyin...
10/12/2026

Have you heard about the WARN Act?

It requires certain types of employers to provide advance written notice for qualifying plant closings or mass layoffs. The advance notice is to helps worker and their families plan for and adjust to a loss of employment.

When major workforce changes are on the table, understanding your notification obligations should be part of the proces. This Insperity blog provides further details.

https://tiny-link.io/M9TABNqnCVY9pmX7HS8I

What do you do when an employee who is critical to daily operations gets selected for a lengthy trial? Employers can’t t...
10/09/2026

What do you do when an employee who is critical to daily operations gets selected for a lengthy trial?

Employers can’t terminate an employee for serving on jury duty. And asking the court to excuse a critical employee comes with no guarantee.

Planning for backup coverage is a more practical approach, supported by a clear policy that addresses leave, communication and return-to-work expectations.

Knowing your state’s jury duty requirements ahead of time can help you respond confidently when a summons arrives. Get the details here.

https://link-shortener.io/F2OZNKOMnBJOyfFrfNSC

10/08/2026

For businesses competing for skilled talent, becoming an employer of choice takes more than offering the right job.

Candidates are evaluating flexibility, opportunities for growth, company culture and a sense of purpose before deciding where they want to work.

A strong employee value proposition and thoughtful candidate experience can help communicate what makes your workplace worth choosing.

Creating an experience that reflects what employees value can help your business stand out and build a team that wants to stay. Read more here: https://tiny-link.io/XZxeuiKTb6zj759tjxOK

What will your employees need from your business a year or two from now? It’s a question worth asking as expectations ar...
10/07/2026

What will your employees need from your business a year or two from now?

It’s a question worth asking as expectations around where and how people work keep changing.

A strong HR strategy looks at culture, employee feedback, retention, succession planning and how new workplace regulations will be communicated. It also uses people data to help leaders see what may be coming rather than relying on instinct alone.

Click the image to see the six questions to discuss with your HR team as you plan for what’s next.

https://link-shortener.io/wl82uZTxxPTtEHoaOT8O

How much is HR administration costing your business?New research from Lighthouse Research & Advisory found that 45% of b...
10/06/2026

How much is HR administration costing your business?

New research from Lighthouse Research & Advisory found that 45% of business leaders say HR administration limits their strategic thinking.

And 37% have postponed growth or expansion planning because of administrative demands.

Join Insperity on Oct. 14 for a live webinar exploring what those hours could mean for your business and what becomes possible when leaders reclaim them.

Ben Eubanks of Lighthouse Research & Advisory will unpack findings from research involving 832 business leaders, followed by a fireside conversation with Insperity’s Erin Lau and Chris Kane and Ginisis Group Inc. CEO Errol Gorman.

Register today to save your spot: https://tiny-link.io/JyPMPlG1TbL2T0Y73dsW

10/05/2026

What happens when a manager needs to address a conduct issue and there’s no clear policy to point to?

Written policies around conduct and ethics, EEO, progressive discipline and termination can give employees clearer expectations and managers a more consistent process to follow. They’re also part of a much bigger HR picture that includes hiring, documentation, training, employee classification and remote work.

Getting these basics right can help you avoid problems that become much harder to fix later.

This Insperity resource shares practical steps you can put to work: https://link-shortener.io/xVD40o3yExI4Zfv0wtDH

When your team waits for your approval before making everyday decisions, growth hits speed bumps. In this Fast Company a...
10/02/2026

When your team waits for your approval before making everyday decisions, growth hits speed bumps.

In this Fast Company article, several leaders highlighted cultural shifts built around giving employees more ownership.

Sometimes that meant trusting their judgment, letting teams experiment with AI or involving more people in their long-term planning.

Others focused on pairing autonomy with clear accountability, so employees know what they own and what good performance looks like.

The common thread is moving people from simply completing tasks to taking responsibility for outcomes.

If delegating decisions is something you would like to do better, here's an additional resource from Insperity that can help: https://tiny-link.io/G5ZgHL1NwmZjSZaLqfr9

https://tiny-link.io/p78bCXtfZPmhbPYYUkj1

10/01/2026

When your team spans more than 20 states, HR gets complicated fast.

For , managing HR compliance, payroll, benefits and employee needs without an internal HR team was draining valuable time. After exploring other providers and bringing more HR responsibilities in-house, the company decided the savings weren’t worth the added workload.

Returning to Insperity’s full-service HR solution helped Interlace Health get back to strategic projects while receiving support for its day-to-day HR needs.

Read why Interlace Health chose to return to Insperity: https://link-shortener.io/dPFqLAdCqwBkZqV2q5uN

According to a recent survey of Gen-Z leaders, 48% said their primary reason for seeking a new role was a desire for car...
09/30/2026

According to a recent survey of Gen-Z leaders, 48% said their primary reason for seeking a new role was a desire for career advancement.

But as experienced leaders stay in their roles longer, fewer opportunities remain for the next generation to advance.

Organizations can support the desire for career advancement by redesigning senior roles, using project-based assignments and giving emerging leaders opportunities to lead important work.

A stronger succession pipeline gives both current and future leaders more clarity about what comes next.

Here's an additional resource to help you kick-start succession planning: https://tiny-link.io/jLKQyMztCk08HXXHPKga

https://tiny-link.io/UHB8J8rXh5phTYDBgk6x

Your employee handbook was accurate when you created it, but a lot can change in a year. New laws, new locations, a grow...
09/29/2026

Your employee handbook was accurate when you created it, but a lot can change in a year.

New laws, new locations, a growing workforce and changes to how your employees work can all make existing policies outdated.

Reviewing your handbook annually, getting HR and legal input and giving employees the updated version can help keep expectations clear and policies consistent.

Employees should also acknowledge each new version so there’s a record that they received the latest policies.

https://link-shortener.io/419K1a1tIrFfx3RI0SfY

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2400 Lakeview Pkwy, Ste 500
Alpharetta, GA
30009

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