July 17, 2024 • 33 mins
Do you struggle with payroll and HR management? Tune into this episode of the Profitable Painter Podcast as Henry Curell from Gusto joins us to demystify these critical business functions. We promise you'll master the essentials of payroll, tax filings, and employee onboarding with Gusto's intuitive platform. Henry shares insider tips on how even first-time business owners can effortlessly handle tax forms and compliance issues, turning these daunting tasks into routine business operations. Beyond payroll, discover how Gusto's comprehensive suite of tools can enhance employee engagement, streamline performance reviews, and improve retention rates.
But that's not all; we dive deeper into the vital role of structured feedback and goal tracking. Henry explains how to set up multiple review cycles and use standardized templates to give effective feedback, making performance management a breeze. We also touch on the importance of HR assessments for labor law compliance and the valuable benefits like health insurance and 401(k) plans that Gusto offers. Through personal anecdotes and actionable tips, this episode underscores how a robust HR and benefits strategy can significantly contribute to a small business's growth and long-term success. Don't miss this opportunity to transform your HR processes and boost your company's performance.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome to the Profitable Painter Podcast.
The mission of this podcast issimple to help you navigate the
financial and tax aspects ofstarting, running and scaling a
professional painting business,from the brushes and ladders to
the spreadsheets and balancesheets.
We've got you covered.
But before we dive in, a quickword of caution While we strive
to provide accurate andup-to-date financial and tax
(00:20):
information, nothing you hear onthis podcast should be
considered as financial advicespecifically for you or your
business.
We're here to share generalknowledge and experiences, not
to replace the tailored adviceyou get from a professional
financial advisor or taxconsultant.
Speaker 2 (00:40):
We strongly recommend you seeking individualized
advice before making anysignificant financial decision.
This is Daniel, the founder ofBookkeeping for Painters and
today I'm here with Henry Carelland he is on board with us
today to talk about payroll andall things.
Gusto Super excited to have himon board, and Henry is an
advisor at Gusto.
He works with accountants andsmall business owners to create
a seamless payroll, benefits andHR experience through Gusto
(01:03):
People platform.
How's it going, henry?
Speaker 3 (01:06):
I'm doing really well .
Great to be here with you.
Speaker 2 (01:09):
Awesome, I'm super excited to get into things, but
before we do, could you give usa little bit more background on
yourself?
Speaker 3 (01:16):
Yeah, of course.
So I've been with Gusto forabout 5 years.
I've been working with smallbusiness owners for a long time.
My parents were both smallbusiness owners, so something
I'm really passionate about.
I've done a lot to help smallbusinesses, especially during
COVID, did a lot with the PPPand CARES Act helping a lot of
(01:39):
small businesses.
So I'm excited to be talkingwith folks that you know maybe
are looking to get a businessstarted for this first time, or
maybe they're looking to improveefficiencies within their
business, and I'm excited totalk all things Gusto with you
today.
Speaker 2 (01:54):
Yeah, absolutely, and one of the cool things you know
with all the clients we workwith, gusto is probably the
number one.
It definitely is the number oneplatform that our folks are
using.
I even use it for my ownbusiness as well and I just love
the simplicity of the software.
(02:15):
It's very user-friendly andobviously it does the basic
things that you would expectfrom a payroll platform.
Like you can run the payroll,it files all the federal and
state filings for you.
But it does so much more thanthat and that's kind of where I
think it really excels.
Could you kind of go throughsome of the things that people
(02:39):
maybe wouldn't expect that apayroll platform would actually
do that gusto does?
Speaker 3 (02:46):
yeah, totally so.
It's.
It's funny whenever people askyou know what is gusto?
When they ask, like, what myjob is, um, it's.
It's always very easy to say, oh, we're a payroll company, but,
um, the company is so much morethan that.
Um, it's.
We bill ourselves as the people, and I think that's a really
good description of what Gustoactually does.
(03:08):
It's every product that webuild, every single tool within
our system.
The ways that we support smallbusiness owners is surrounded
about empowering the businessowner to support their team to
do their best work.
It's a big ethos of the workthat we do and it's how we
design everything around what wedo.
(03:30):
So when people always ask me,it's very easy to say, yes,
we're a payroll company.
That is the core product thatwe offer, but we do do so much
more than that.
So many folks use us to managetheir team on a day-to-day basis
and that can show up in so manydifferent ways.
So a great example is like, howdo I keep my team engaged
(03:52):
throughout the work week andthroughout the work year?
Like, how do I make sure thatpeople are tracking their goals
and, you know, growing withinthe business?
How do I make sure that I'mproviding the right um benefits
and different resources for myteam so that, like I retain
really great employees and I'mable to expand my team and um
(04:14):
that can show up in so manydifferent places.
So, and you know, we'll getinto this so much more on this
uh conversation, but you knowthere's a ton of different
options and excited to sharemore?
Speaker 2 (04:27):
Yes, absolutely.
I want to dig into theperformance reviews and
retention tools that are inthere.
Speaker 3 (04:32):
Yeah, before we get into that, I wanted to highlight
the fact that, like you said,it's a people platform Because a
lot of painting businessesthey're using subcontractors
(05:07):
no-transcript, you're not veryfamiliar with the requirements,
I think it can be a little bitdaunting for a lot of business
owners at least that's what wehear gusto makes it super easy.
All of our products are onlineand part of that process of
inviting an employee for thefirst time, we outline exactly
(05:30):
what is needed and we put it ina really clean and approachable
user interface so that you'renot having to fill out these
really sort of tedious tax formsthat might be hard to read or
understand what's being asked ofyou, forms that might be hard
to read or understand what'sbeing asked of you.
We put everything out in areally approachable way so that,
like someone who might be doingthis for the very first time or
(05:50):
someone who doesn't have a lotof time on their hands to dive
in and make sure that they'refilling out something the right
way.
We make it very clear andapproachable on how to do this,
and we do it for contractors andwe do it for employees.
So, for instance, if you were apainting business managing a
team of contractors, we have adashboard that you can set up
where you can easily onboardthem, store their information,
(06:14):
they can track their time.
If needed, they can set updirect deposit information and
track their payments.
It's very easy to keep theirdata on file.
If you were to use them maybetoday, and then they don't work
for you for like six to eightmonths on a project and then
they come back later, it's veryeasy to get that information
back versus storing everythingin hard copy or using a system
(06:39):
where you can't access thatinformation easily.
And then the same goes foremployees.
If you want to convert acontractor to an employee, it's
very easy to move thatinformation over.
It's very easy to hire anemployee for the first time and
then manage them, and when youhire someone as an employee,
that's where there's so muchmore available in terms of what
you can offer to build athriving team.
(07:01):
So we have a lot that we canoffer for contractors and then
moving them into that employeesphere.
There's a lot of options aswell.
But, yeah, we provide all thepaperwork.
Everything is done digitallyand you have a lot of options
for different ways to onboard.
Speaker 2 (07:17):
And one of the cool things I like about how Gusto
does the onboarding forsubcontractors is that you can
add in documents so it will bydefault capture the information
needed for the W-9, which isallow you to allow Gusto to file
the 1099 for you at the end ofthe year.
But you can also add in like asubcontractor agreement that
(07:39):
they have to sign off on orsomething like that.
And not only is this settingyou up great for Gusto to
actually file the 1089s for youat the end of the year which can
be a pain in a lot of cases butalso for any kind of workers
comp audits that come around.
You can actually capture thedocuments that you need upfront
(07:59):
from your subcontractors.
So you're not only set for the1089s but also maybe workers
comp audit as well.
So that's like really awesomethe ability to add those
documents into that, thatonboarding process.
Speaker 3 (08:12):
Yeah, absolutely.
Custom documents is definitelyone of our more popular tools
for folks that are, you know,constantly hiring and building
up a new team or having folksthat are coming in and out of
the organization team or havingfolks that are coming in and out
of the organization.
It works in a lot of ways likea document mapping tool, similar
(08:34):
to like a DocuSign, where ifyou have a handbook or an
employment agreement or policydocument that outlines what's
needed from the employercontractor for their terms of
employment, you can map thatinto Gusto as a template that
anytime you hire someone new,you can easily deploy that
document.
And what's really great aboutit is, instead of having to
customize it for each employeeor contractor, all of their
(08:54):
personal information is mappedonto that document and then they
sign it electronically and it'sstored in their file.
So it's easy as a couple ofclicks when you're adding
someone in for the first timeand you have access.
Your contractors access throughtheir account just keeps things
really clean and organized.
Speaker 2 (09:13):
Yeah, yeah, it's awesome and it also.
It's not only just good for thebusiness owner, it's also a
good experience for the employeeor subcontractor because they
can go into their own portal andpull like their pay stub, like
you know, instead of you havingto figure it out for the
employee you know to find wheretheir w-2 is or find their their
(09:35):
latest pay stub that theemployee can easily log into
guesto, grab that stuff and go.
Speaker 3 (09:41):
Yeah, I mean we want to meet the employer, the
contractor, where they're atright.
So a lot of folks in 2024, theywant to be able to access this
type of data right on theirsmartphone.
And we have an app that givesemployees and contractors full
access to be able to updatetheir tax selections, their bank
account information, viewdocuments that they've signed as
(10:01):
part of their hiring process,receive any additional documents
from the employer and then, ifthere's need for things like
time off requests, time tracking, they're able to manage all of
that through their account.
But we also understand thatsome employees and contractors
might not be comfortable withthe digital side of things, and
we have solutions there too.
We have the ability for aemployer to completely manage
(10:27):
that side of things and whensomeone shows up on the job site
for their first day of work,they can very easily sit down
with the employer, fill out thenecessary information within a
couple minutes.
As long as there's a computerthere with internet connection,
the employer can actuallyfacilitate that process versus
forcing the employee to do it ontheir own.
(10:47):
So, like I said, we're flexible.
Speaker 2 (10:50):
we realize that all employees have different comfort
levels with doing things ontheir own, especially when it
comes to doing things online, sowe provide a lot of flexibility
there yeah, that's a greatpoint because there's definitely
uh, I know a lot of employeesor subcontractors are not as
tech savvy and you send anonboarding to them and they're
(11:10):
kind of they get lost and youcan always just like cancel the
self onboarding and then justenter the information in
manually, which makes it reallyeasy and nothing's lost there.
So, yeah, it's a reallyseamless process for that.
Now, one of the really coolthings that I'm excited to talk
(11:31):
about is is like the talentmanagement piece, which, again,
folks probably don't expect thisto be built into something like
Gusto, but there's things likeperformance reviews and
retention tools to check in withyour team on a periodic basis
in anonymous surveys that cangive you really good data on
(11:54):
what the climate is in yourorganization.
Could you tell us more aboutsome of those talent management
tools?
Speaker 3 (12:01):
Yeah, the performance suite and feedback suite within
Gusto is very robust.
Yeah, the performance suite andfeedback suite within Gusto is
very robust, and it givesemployers and employees a space
to be able to track and do theirbest work, set goals for
themselves but, almost just asimportantly, provide feedback
and gain feedback to make theorganization and the business
healthier, more productive andultimately more successful over
(12:23):
time.
So that can show up in a coupledifferent ways.
The first is performancereviews, which is basically an
employer being able to set up aperformance review cycle any
length of time that they wish tocommit to, and there can be
multiple review cycles thatoverlay each other.
So you could have a yearlyreview cycle, you could have a
(12:45):
quarterly review cycle, youcould have a monthly or even
weekly, and those can be inconjunction with one another.
It allows the manager so theperson reviewing the individual
to provide a formal feedbackwhich you can standardize.
You can create templates forresponses and prompts of what
type of questions are going tobe asked on the person's
(13:06):
performance.
And then, of course, the personbeing reviewed, the employee,
is able to provide responses aswell and review themselves, and
then, after that review is done,you can set deadlines for both
the manager and the managee.
Once the review is complete byboth parties, you can deploy it
(13:26):
and then, as the employer, youcan go through and review that
performance review.
That's sort of the end part ofit, and there's a lot of steps
and tools that we have that feedinto that performance review.
One of the ones that I reallylike is called goal tracking.
Goal tracking gives employersthe ability to set specific
(13:46):
progress targets for an employeeand an employee can track
throughout their work periods,like how they're measuring up to
those specific performancetargets, providing real time
updates, and it's all within achronological timeline.
And it's really cool because,as you can see these updates, an
employer can adjust thatspecific parameter and maybe
(14:08):
lower it.
And those are the types oftools that can inform a
performance review.
So some really exciting stuffthere, yeah, and I'm curious
have you seen any good examplesof any of your clients using the
performance reviews or, um, youknow, being able to utilize
those tools.
Speaker 2 (14:27):
Yeah, we, we use it internally for for our team and
the performance review and alsothe goal setting and it's it's
just a especially, if you don'tlike, for us.
We didn't.
When we started with gusto forthe performance review, we
didn't have that process.
And so, having Gusto alreadykind of have a way, you know, a
(14:50):
framework and a process to kindof fall in on, we just adjusted
the templates for the employeefeedback and the manager
feedback and then set thedeadlines, like you said, and
just kind of went through it andso it's just kind of gives you
you gives you a way to do it andmakes it easy to fall in on.
And we've seen just having thatstructure and that regular
(15:12):
feedback from the employees andthe managers is really great and
then, additionally, having thatability to set goals and kind
of have those automatedreminders to the employees that
they have a goal that they needto work towards and then they
can update it to show where theyare with that goal.
(15:33):
So I know for our own businessit's been really helpful.
On managing performance Anotherthing really that I like
performance Another thing reallythat I like seeing the regular
surveys, the employees to getfeedback on how their experience
is with the company to get agauge on what the morale is, for
(15:56):
example.
Speaker 3 (15:58):
Yeah, no, and I think that is a great way for a
painting business that isstarting up for the first time
and trying to understand how tobest support the team so that
everyone is working efficiently.
I think giving folks a toolwhere they can provide feedback
in an anonymous way is a reallyuseful tool.
The 360 feedback feature allowsa couple different things, so
(16:22):
there's two components.
There's the one-to-one feedback, so being able to give feedback
to individuals that are on yourteam that can be incorporated
into a performance review.
Getting peer feedback I knowthat's something we do here
internally here at Gusto.
That's really effective, butit's a great way to be able to
share feedback on theperformance of your peers.
(16:43):
The other side of the feedbackis the surveys.
Surveys are like a monthlyanonymous survey that are
deployed to all employees wherethey're able to basically
provide feedback on management,workplace culture, benefits, job
attributes, many differentthings, and you can customize
some of the questions andresponses that are able to be
(17:04):
given.
It's a really great thing forsomeone who's starting a
business for the first time ormaybe looking to improve the way
their team operates, to be ableto get really authentic
feedback that they can then goand take action on.
Sometimes it's a little tougherin the moment to be able to ask
an employee to tell you whatcould be improved.
These surveys give anotherspace for individuals to be able
(17:29):
to provide that feedback, maybein a space where they have more
time to think and they feelthat they can share it
anonymously, which is reallyeffective.
I liked what you said earlier,too, about structure, I think
specifically with the goaltracking.
I think that's feedback that wehear, and I have a friend who's
a small business owner here inColorado, where we're based out
(17:52):
of, that is using those toolsand he mentioned the exact same
thing to me that his employeesactually it's been a really,
really positive addition isgetting that goal tracking,
because they're able to actuallycome in every day and see what
they're working on and tracktowards something, and there's
almost like a sense ofaccomplishment when they're able
to, like, hit those goaltargets and see that all within
(18:14):
their gusto app.
So definitely hear you there onthe structure, we hear that all
the time.
Speaker 2 (18:20):
Yeah, that's awesome.
Yeah, and in going back to theanonymous surveys, like you said
, it provides that opportunityfor employees.
You might not feel comfortabletelling you to your face what's
wrong with the business.
They could do it anonymouslyand I've gotten in my own
business really good feedbackthat I hadn't heard you know
(18:42):
before, getting you know throughthose anonymous surveys and I
think people just Somepersonality types just feel more
comfortable just being able tosay it anonymously.
And sometimes it's a gut check.
You're not expecting it andyou're like oh, wow, but it's
really good information so youcan dig into those issues and
(19:04):
try to solve them.
Good information to you know,so you can dig into those issues
and try to solve them.
Um, now going to like switchinggears a little bit, another
thing that gusto does reallywell is integrations with
different tech stacks that thatfolks have.
Uh, whether it's, um, you know,most of the folks that are
listening are probably usingquickbooks online, online, or
(19:27):
they're also using time trackerslike Clockshark or Busy Busy.
So the great thing is withGusto, it pretty much integrates
with a lot of stuff.
Could you kind of go into thata little bit?
Speaker 3 (19:39):
Yeah, of course I mean and this really applies to
any small business, but I'm surea painting business as well is
like.
There's so many differentpieces of software and data and
numbers and just informationthat needs to be shared for a
business to run efficiently, andone of the biggest challenges
that small business owners findis developing a tech stack that
(20:01):
works for the business, isaffordable, that actually works
properly and sends the rightinformation, and then being able
to pick and choose the rightthings, that you understand how
to use.
Quickbooks Online definitelyone of the more popular, if not
the most popular, accountingsoftware for small business
owners.
We have one of the most robustintegrations with QuickBooks
(20:24):
Online on the market and weprovide a lot of mapping
customizability within the Gustoecosystem and the QuickBooks
accounting ecosystem.
That allows the two systems totalk to one another.
Now, as a small business owner,why is this important to you?
It reduces errors, it reducestime and it makes sure that
everything is talking with oneanother in a way where, when you
(20:46):
run payroll, that informationis synced over automatically to
your accounting software so thateverything is in cohesion.
Makes your life, I'm sure,Daniel, a lot easier having that
integration, but I think as abusiness owner too, it's crucial
to have those two systemstalking to one another because
they are so interrelated.
Those two systems talking toone another because they are so
(21:08):
interrelated your payroll costswhere those costs are going,
mapping those to your classesand charts of accounts within
QuickBooks is crucial.
So that's probably one of themost robust starting points of
integrations, but, as you said,there's a ton of other ones as
well.
We have a ton of integrationsspecifically around time
tracking, I think, is where yourteam and your clients would see
(21:31):
a lot of the benefit.
Some of the ones that youmentioned Clockshark and Busy
Busy are great integrationpartners of ours and it
basically allows your clients totrack their jobs, their
projects within their businessand that time in attendance that
is accurately collected in thattime tracking tool is synced
over to Gusto automatically.
(21:51):
So then when you go up to runpayroll, instead of having to
manually sit down, type out allthat information it's prone to
errors it's all syncedautomatically.
That way you're just going inand just doing a quick spot
check and then clicking approve.
Makes makes the payrollexperience a lot faster, it
makes the payroll experience alot more accurate and it
ultimately is saving people alot of time and I'm sure, as you
(22:14):
know and everyone knowsbusiness owners, that's what
they need.
They need more time back intheir day.
So having that solution toautomate the time to payroll to
accounting is huge.
Speaker 2 (22:25):
Absolutely All right.
Awesome.
Are there any other?
And I know we could probablytalk about Gustav for the next
few hours of all the things Ican do, but is there anything
else that we we haven't hit onthat you feel like we really
should hit on today?
Speaker 3 (22:39):
Yeah, I mean, I think there's two areas that a lot of
folks, a lot of small businessowners, tend to neglect because
it doesn't seem urgent and itdoesn't always seem necessary,
but it's so critical.
The first is the HR componentwithin Gusto that we offer and
what that can do for smallbusinesses, and then the other
(23:01):
side is benefits, and benefitsis another huge area.
That can be it's an entiretopic, but I think, starting
with HR, I think it's crucial ifyou are a small business owner
employing contractors orpart-time or full-time employees
, hourly or salaried, it'scrucial to go through an HR
(23:23):
assessment in the state thatyou're working in, make sure
that you have your ducks in arow when it comes to labor law
compliance, employee compliance,and make sure that all that is
documented and signed byemployees and acknowledged so
that it's stored in part of thehiring process.
It's something that's alwaysneglected because it's not
(23:43):
technically a requirement.
However, there's a lot ofpolicies and there's a lot of
procedures that need to beacknowledged by employees and if
they're not, it can open up thebusiness to things like
wrongful termination suits,legal issues with labor and
compliance if they're notfollowing the law and labor law
within their given state.
(24:06):
Gusto provides these types oftools.
We partner with a companycalled Mineral.
They're one of the leadingsmall business outsourced HR
providers.
They fully integrate into oursystem.
They can take a small businessthrough a full HR assessment.
They have handbook templates onhand that you can customize and
add policies to.
(24:26):
Customize and add policies to,and then those employee
handbooks can be downloaded andput up as a custom document,
like we were mentioning earlierfor new employees, so that
employees are acknowledgingthose types of things.
A great example would be thickleave or workplace injury,
(24:46):
harassment and discriminationpolicies, jury duty rights,
because those vary by state,rental and sick leave so many
different policies acrossdifferent states.
A handbook provides a documentthat shows employees what their
rights are, and then employerswhat their rights are, what they
can and can't do, and itprovides that clarity.
(25:09):
It's super important and Ithink it also legitimizes the
business.
If you're not providing thattype of documentation, a lot of
potential employees might seethat as a red flag that this
business isn't really seriousabout following labor laws.
In my state that might be aconcern for me if I'm choosing
to work for them.
Yeah, and that can change overtime too.
(25:32):
So Mineral will also provideproactive compliance updates.
So that is, laws do changewithin a state.
They're going to tell you hey,this is updating at the end of
the year.
This is the change you need tomake your handbook.
Here's exactly what you need todo.
So I'd say that's the first bigmajor thing.
I'm curious if you've to do soI'd say that's the first big
major thing.
I'm curious if you've had anyclients like run into issues
(25:53):
there or any folks like utilizethose services at all.
Speaker 2 (25:57):
We definitely have had a couple use the HR
capability and have their, theirI'm blanking the name, the name
of the policy document thehandbook yes, the employee
handbook built into their gustofor clients or for their
employees to sign off on that.
(26:18):
But it's definitely underused,which you know is you can kind
of get bit, like you said.
So paying attention to thiscould actually, could actually
save you, uh, a lot of headachesand legal problems.
So, um, I think it's, and it'sa it's amazing.
I don't know of any otherpayroll provider that actually
(26:40):
has hr integrated into it, likeI guess so does.
So I think it's a really um,amazing opportunity to take care
of that piece of your business,if you haven't already using
that capability.
Speaker 3 (26:53):
Yeah, definitely, and I mean it's a great If you're
someone out there that's tryingto start a new painting business
and there's so much that you'realready trying to learn about.
It's really nice to have asystem like Mineral, which is
basically an HR resource center,along with live support.
There's a lot of trainings,videos, templates, documents,
(27:16):
stuff like job descriptiontemplates, hiring and firing,
termination policies.
So if you're trying to hiresomeone, what questions can you
ask?
What questions can you not ask?
If you're terminating someone,how do you do that in a way
that's compliant, that protectsyour business?
It covers all of that, so it'sa great one-stop shop.
So, yeah, definitely somethingthat I encourage folks to take a
(27:39):
look at when they're joiningGusto.
And then the other big one isbenefits.
I mean, I think one of thebiggest challenges in all
industries today but I'm sureyou know painting businesses is
no different it's retainingfolks.
You find someone who's a hardworker and good at their job and
you want to keep them onpayroll because they do a good
(28:01):
job and help the business.
Folks are looking for more thanjust a paycheck.
They're looking for benefits.
They're looking for things thatimprove their livelihood.
Gusto can help with things likesmall business.
Health insurance, healthsavings account, flexible
savings account, 401k, commuterbenefits, a lot of health and
(28:24):
financial benefits, dentalvision, all of that.
Now, that's not the best fitfor every business.
There's a lot of businessesthat aren't quite ready to offer
something like that, but forthose that are, we provide those
options and it's a great way toretain really valuable
employees.
Speaker 2 (28:43):
Yeah, and there's different tiers of benefits.
There's no cost benefits,there's low cost benefits and
then there's, you know, the highcost benefits.
So a lot of folks think thatthey automatically won't be able
to afford benefits, because Ithink everyone thinks providing
health insurance or providing a401k, which are the high cost
(29:04):
benefits, but there's a lot ofthings below that bar that you
might be able to affordrelatively easily.
I think, especially if you thinkof the word benefits, there
might be some low or no-costbenefits that I think Gusto has
some capability for, even ano-cost benefit.
(29:25):
Just being able to track theemployee, tracking their paid
stuff and having that experienceis kind of a benefit just by
having the guest out platform,the experience of working with
somebody that has thosecapabilities built in.
And then there's some low costbenefit things that you can do,
(29:48):
like the QSERA program with ahealth reimbursement costs and
things like that, that aren'tsuper expensive.
But you could still incorporateit to say that, hey, we do have
a health health costs uh, youknow, health reimbursement costs
benefit which can be integratedinto into guest, and I know the
guest has a lot of um, you caneither, you know, uh, track it
(30:12):
within guest or sometimes justto actually has the benefits
built right in and it's managedin guest, which is kind of cool.
Speaker 3 (30:20):
Yeah, and I always tell folks, like you know, when
people started hearing aboutabout benefits especially if
you're a new and small businessowner, the first thing that
comes to mind is cost likebenefits.
I, if you're a new and smallbusiness owner, the first thing
that comes to mind is costBenefits.
I think there's this stigma anda lot of it is rightfully
justified benefits being reallyexpensive.
I always tell folks don't countthemselves out.
There's so many low costoptions.
(30:42):
You mentioned one of them.
Qser is a great option for a newemployer that's looking to get
into the benefits sphere withoutnecessarily breaking the bank.
What's really cool about Gustois that we have advisors here
that are going to consult youthrough that process and show
you different options.
They're going to show you highcost options with a lot of
(31:04):
different coverages.
They're going to show youlow-cost options that give you
more affordability andflexibility.
There's not a one-size-fits-allapproach and we have really
great folks here that can veryeasily speak with the business,
give them options no pressure,no upfront cost and be able to
(31:25):
say hey, if you want to offerthis today, if you want to offer
this next year, these are youroptions and I think it's a
really great service that weprovide.
So definitely something.
Don't want folks to shy awayfrom that.
Although oftentimes people feelthat it will be expensive,
there's a lot of low costoptions out there.
Speaker 2 (31:43):
Awesome, cool, henry.
I really appreciate your timeand super generous.
What can folks do to learn moreabout Gusto or if they're
looking for a payroll provideror help with HR, what can they
do?
Speaker 3 (31:57):
Yeah, absolutely so.
I'd obviously encourage you togo to our website to learn more
about the people platform,gustocom.
There's a lot of resources onthere.
There's a demo account whereyou can actually play around
with the software as it'sdesigned for small business.
There's a lot of articles blogposts about small business and
(32:18):
how to run a small business.
There's a ton of resources onour website.
Of course, daniel, you and Iwork together all the time.
You know.
If someone is interested inthat, feel free to make that
introduction to my team and Ican get them set up on the right
track.
We can do a live demo over Zoom.
We can get them connected withany other services that we
talked about today, especiallyif they wanna learn more about
(32:40):
things like HR and benefits.
We have folks here that we canloop in.
Help folks get the right toolsthat they need.
Speaker 2 (32:47):
Awesome.
Thanks, Henry.
All right, you heard it.
Head over to gustocom and getyourself hooked up with the
people platform and get ahold ofyour business from that
perspective.
Thanks a lot, Henry, for yourtime today and with that, we
will see you next week.
Welcome to the Profitable Painter Podcast.
The mission of this podcast issimple to help you navigate the
financial and tax aspects ofstarting, running and scaling a
professional painting business,from the brushes and ladders to
the spreadsheets and balancesheets.
We've got you covered.
But before we dive in, a quickword of caution While we strive
to provide accurate andup-to-date financial and tax
(00:20):
information, nothing you hear onthis podcast should be
considered as financial advicespecifically for you or your
business.
We're here to share generalknowledge and experiences, not
to replace the tailored adviceyou get from a professional
financial advisor or taxconsultant.
Speaker 2 (00:40):
We strongly recommend you seeking individualized
advice before making anysignificant financial decision.
This is Daniel, the founder ofBookkeeping for Painters and
today I'm here with Henry Carelland he is on board with us
today to talk about payroll andall things.
Gusto Super excited to have himon board, and Henry is an
advisor at Gusto.
He works with accountants andsmall business owners to create
a seamless payroll, benefits andHR experience through Gusto
(01:03):
People platform.
How's it going, henry?
Speaker 3 (01:06):
I'm doing really well .
Great to be here with you.
Speaker 2 (01:09):
Awesome, I'm super excited to get into things, but
before we do, could you give usa little bit more background on
yourself?
Speaker 3 (01:16):
Yeah, of course.
So I've been with Gusto forabout 5 years.
I've been working with smallbusiness owners for a long time.
My parents were both smallbusiness owners, so something
I'm really passionate about.
I've done a lot to help smallbusinesses, especially during
COVID, did a lot with the PPPand CARES Act helping a lot of
(01:39):
small businesses.
So I'm excited to be talkingwith folks that you know maybe
are looking to get a businessstarted for this first time, or
maybe they're looking to improveefficiencies within their
business, and I'm excited totalk all things Gusto with you
today.
Speaker 2 (01:54):
Yeah, absolutely, and one of the cool things you know
with all the clients we workwith, gusto is probably the
number one.
It definitely is the number oneplatform that our folks are
using.
I even use it for my ownbusiness as well and I just love
the simplicity of the software.
(02:15):
It's very user-friendly andobviously it does the basic
things that you would expectfrom a payroll platform.
Like you can run the payroll,it files all the federal and
state filings for you.
But it does so much more thanthat and that's kind of where I
think it really excels.
Could you kind of go throughsome of the things that people
(02:39):
maybe wouldn't expect that apayroll platform would actually
do that gusto does?
Speaker 3 (02:46):
yeah, totally so.
It's.
It's funny whenever people askyou know what is gusto?
When they ask, like, what myjob is, um, it's.
It's always very easy to say, oh, we're a payroll company, but,
um, the company is so much morethan that.
Um, it's.
We bill ourselves as the people, and I think that's a really
good description of what Gustoactually does.
(03:08):
It's every product that webuild, every single tool within
our system.
The ways that we support smallbusiness owners is surrounded
about empowering the businessowner to support their team to
do their best work.
It's a big ethos of the workthat we do and it's how we
design everything around what wedo.
(03:30):
So when people always ask me,it's very easy to say, yes,
we're a payroll company.
That is the core product thatwe offer, but we do do so much
more than that.
So many folks use us to managetheir team on a day-to-day basis
and that can show up in so manydifferent ways.
So a great example is like, howdo I keep my team engaged
(03:52):
throughout the work week andthroughout the work year?
Like, how do I make sure thatpeople are tracking their goals
and, you know, growing withinthe business?
How do I make sure that I'mproviding the right um benefits
and different resources for myteam so that, like I retain
really great employees and I'mable to expand my team and um
(04:14):
that can show up in so manydifferent places.
So, and you know, we'll getinto this so much more on this
uh conversation, but you knowthere's a ton of different
options and excited to sharemore?
Speaker 2 (04:27):
Yes, absolutely.
I want to dig into theperformance reviews and
retention tools that are inthere.
Speaker 3 (04:32):
Yeah, before we get into that, I wanted to highlight
the fact that, like you said,it's a people platform Because a
lot of painting businessesthey're using subcontractors
(05:07):
no-transcript, you're not veryfamiliar with the requirements,
I think it can be a little bitdaunting for a lot of business
owners at least that's what wehear gusto makes it super easy.
All of our products are onlineand part of that process of
inviting an employee for thefirst time, we outline exactly
(05:30):
what is needed and we put it ina really clean and approachable
user interface so that you'renot having to fill out these
really sort of tedious tax formsthat might be hard to read or
understand what's being asked ofyou, forms that might be hard
to read or understand what'sbeing asked of you.
We put everything out in areally approachable way so that,
like someone who might be doingthis for the very first time or
(05:50):
someone who doesn't have a lotof time on their hands to dive
in and make sure that they'refilling out something the right
way.
We make it very clear andapproachable on how to do this,
and we do it for contractors andwe do it for employees.
So, for instance, if you were apainting business managing a
team of contractors, we have adashboard that you can set up
where you can easily onboardthem, store their information,
(06:14):
they can track their time.
If needed, they can set updirect deposit information and
track their payments.
It's very easy to keep theirdata on file.
If you were to use them maybetoday, and then they don't work
for you for like six to eightmonths on a project and then
they come back later, it's veryeasy to get that information
back versus storing everythingin hard copy or using a system
(06:39):
where you can't access thatinformation easily.
And then the same goes foremployees.
If you want to convert acontractor to an employee, it's
very easy to move thatinformation over.
It's very easy to hire anemployee for the first time and
then manage them, and when youhire someone as an employee,
that's where there's so muchmore available in terms of what
you can offer to build athriving team.
(07:01):
So we have a lot that we canoffer for contractors and then
moving them into that employeesphere.
There's a lot of options aswell.
But, yeah, we provide all thepaperwork.
Everything is done digitallyand you have a lot of options
for different ways to onboard.
Speaker 2 (07:17):
And one of the cool things I like about how Gusto
does the onboarding forsubcontractors is that you can
add in documents so it will bydefault capture the information
needed for the W-9, which isallow you to allow Gusto to file
the 1099 for you at the end ofthe year.
But you can also add in like asubcontractor agreement that
(07:39):
they have to sign off on orsomething like that.
And not only is this settingyou up great for Gusto to
actually file the 1089s for youat the end of the year which can
be a pain in a lot of cases butalso for any kind of workers
comp audits that come around.
You can actually capture thedocuments that you need upfront
(07:59):
from your subcontractors.
So you're not only set for the1089s but also maybe workers
comp audit as well.
So that's like really awesomethe ability to add those
documents into that, thatonboarding process.
Speaker 3 (08:12):
Yeah, absolutely.
Custom documents is definitelyone of our more popular tools
for folks that are, you know,constantly hiring and building
up a new team or having folksthat are coming in and out of
the organization team or havingfolks that are coming in and out
of the organization.
It works in a lot of ways likea document mapping tool, similar
(08:34):
to like a DocuSign, where ifyou have a handbook or an
employment agreement or policydocument that outlines what's
needed from the employercontractor for their terms of
employment, you can map thatinto Gusto as a template that
anytime you hire someone new,you can easily deploy that
document.
And what's really great aboutit is, instead of having to
customize it for each employeeor contractor, all of their
(08:54):
personal information is mappedonto that document and then they
sign it electronically and it'sstored in their file.
So it's easy as a couple ofclicks when you're adding
someone in for the first timeand you have access.
Your contractors access throughtheir account just keeps things
really clean and organized.
Speaker 2 (09:13):
Yeah, yeah, it's awesome and it also.
It's not only just good for thebusiness owner, it's also a
good experience for the employeeor subcontractor because they
can go into their own portal andpull like their pay stub, like
you know, instead of you havingto figure it out for the
employee you know to find wheretheir w-2 is or find their their
(09:35):
latest pay stub that theemployee can easily log into
guesto, grab that stuff and go.
Speaker 3 (09:41):
Yeah, I mean we want to meet the employer, the
contractor, where they're atright.
So a lot of folks in 2024, theywant to be able to access this
type of data right on theirsmartphone.
And we have an app that givesemployees and contractors full
access to be able to updatetheir tax selections, their bank
account information, viewdocuments that they've signed as
(10:01):
part of their hiring process,receive any additional documents
from the employer and then, ifthere's need for things like
time off requests, time tracking, they're able to manage all of
that through their account.
But we also understand thatsome employees and contractors
might not be comfortable withthe digital side of things, and
we have solutions there too.
We have the ability for aemployer to completely manage
(10:27):
that side of things and whensomeone shows up on the job site
for their first day of work,they can very easily sit down
with the employer, fill out thenecessary information within a
couple minutes.
As long as there's a computerthere with internet connection,
the employer can actuallyfacilitate that process versus
forcing the employee to do it ontheir own.
(10:47):
So, like I said, we're flexible.
Speaker 2 (10:50):
we realize that all employees have different comfort
levels with doing things ontheir own, especially when it
comes to doing things online, sowe provide a lot of flexibility
there yeah, that's a greatpoint because there's definitely
uh, I know a lot of employeesor subcontractors are not as
tech savvy and you send anonboarding to them and they're
(11:10):
kind of they get lost and youcan always just like cancel the
self onboarding and then justenter the information in
manually, which makes it reallyeasy and nothing's lost there.
So, yeah, it's a reallyseamless process for that.
Now, one of the really coolthings that I'm excited to talk
(11:31):
about is is like the talentmanagement piece, which, again,
folks probably don't expect thisto be built into something like
Gusto, but there's things likeperformance reviews and
retention tools to check in withyour team on a periodic basis
in anonymous surveys that cangive you really good data on
(11:54):
what the climate is in yourorganization.
Could you tell us more aboutsome of those talent management
tools?
Speaker 3 (12:01):
Yeah, the performance suite and feedback suite within
Gusto is very robust.
Yeah, the performance suite andfeedback suite within Gusto is
very robust, and it givesemployers and employees a space
to be able to track and do theirbest work, set goals for
themselves but, almost just asimportantly, provide feedback
and gain feedback to make theorganization and the business
healthier, more productive andultimately more successful over
(12:23):
time.
So that can show up in a coupledifferent ways.
The first is performancereviews, which is basically an
employer being able to set up aperformance review cycle any
length of time that they wish tocommit to, and there can be
multiple review cycles thatoverlay each other.
So you could have a yearlyreview cycle, you could have a
(12:45):
quarterly review cycle, youcould have a monthly or even
weekly, and those can be inconjunction with one another.
It allows the manager so theperson reviewing the individual
to provide a formal feedbackwhich you can standardize.
You can create templates forresponses and prompts of what
type of questions are going tobe asked on the person's
(13:06):
performance.
And then, of course, the personbeing reviewed, the employee,
is able to provide responses aswell and review themselves, and
then, after that review is done,you can set deadlines for both
the manager and the managee.
Once the review is complete byboth parties, you can deploy it
(13:26):
and then, as the employer, youcan go through and review that
performance review.
That's sort of the end part ofit, and there's a lot of steps
and tools that we have that feedinto that performance review.
One of the ones that I reallylike is called goal tracking.
Goal tracking gives employersthe ability to set specific
(13:46):
progress targets for an employeeand an employee can track
throughout their work periods,like how they're measuring up to
those specific performancetargets, providing real time
updates, and it's all within achronological timeline.
And it's really cool because,as you can see these updates, an
employer can adjust thatspecific parameter and maybe
(14:08):
lower it.
And those are the types oftools that can inform a
performance review.
So some really exciting stuffthere, yeah, and I'm curious
have you seen any good examplesof any of your clients using the
performance reviews or, um, youknow, being able to utilize
those tools.
Speaker 2 (14:27):
Yeah, we, we use it internally for for our team and
the performance review and alsothe goal setting and it's it's
just a especially, if you don'tlike, for us.
We didn't.
When we started with gusto forthe performance review, we
didn't have that process.
And so, having Gusto alreadykind of have a way, you know, a
(14:50):
framework and a process to kindof fall in on, we just adjusted
the templates for the employeefeedback and the manager
feedback and then set thedeadlines, like you said, and
just kind of went through it andso it's just kind of gives you
you gives you a way to do it andmakes it easy to fall in on.
And we've seen just having thatstructure and that regular
(15:12):
feedback from the employees andthe managers is really great and
then, additionally, having thatability to set goals and kind
of have those automatedreminders to the employees that
they have a goal that they needto work towards and then they
can update it to show where theyare with that goal.
(15:33):
So I know for our own businessit's been really helpful.
On managing performance Anotherthing really that I like
performance Another thing reallythat I like seeing the regular
surveys, the employees to getfeedback on how their experience
is with the company to get agauge on what the morale is, for
(15:56):
example.
Speaker 3 (15:58):
Yeah, no, and I think that is a great way for a
painting business that isstarting up for the first time
and trying to understand how tobest support the team so that
everyone is working efficiently.
I think giving folks a toolwhere they can provide feedback
in an anonymous way is a reallyuseful tool.
The 360 feedback feature allowsa couple different things, so
(16:22):
there's two components.
There's the one-to-one feedback, so being able to give feedback
to individuals that are on yourteam that can be incorporated
into a performance review.
Getting peer feedback I knowthat's something we do here
internally here at Gusto.
That's really effective, butit's a great way to be able to
share feedback on theperformance of your peers.
(16:43):
The other side of the feedbackis the surveys.
Surveys are like a monthlyanonymous survey that are
deployed to all employees wherethey're able to basically
provide feedback on management,workplace culture, benefits, job
attributes, many differentthings, and you can customize
some of the questions andresponses that are able to be
(17:04):
given.
It's a really great thing forsomeone who's starting a
business for the first time ormaybe looking to improve the way
their team operates, to be ableto get really authentic
feedback that they can then goand take action on.
Sometimes it's a little tougherin the moment to be able to ask
an employee to tell you whatcould be improved.
These surveys give anotherspace for individuals to be able
(17:29):
to provide that feedback, maybein a space where they have more
time to think and they feelthat they can share it
anonymously, which is reallyeffective.
I liked what you said earlier,too, about structure, I think
specifically with the goaltracking.
I think that's feedback that wehear, and I have a friend who's
a small business owner here inColorado, where we're based out
(17:52):
of, that is using those toolsand he mentioned the exact same
thing to me that his employeesactually it's been a really,
really positive addition isgetting that goal tracking,
because they're able to actuallycome in every day and see what
they're working on and tracktowards something, and there's
almost like a sense ofaccomplishment when they're able
to, like, hit those goaltargets and see that all within
(18:14):
their gusto app.
So definitely hear you there onthe structure, we hear that all
the time.
Speaker 2 (18:20):
Yeah, that's awesome.
Yeah, and in going back to theanonymous surveys, like you said
, it provides that opportunityfor employees.
You might not feel comfortabletelling you to your face what's
wrong with the business.
They could do it anonymouslyand I've gotten in my own
business really good feedbackthat I hadn't heard you know
(18:42):
before, getting you know throughthose anonymous surveys and I
think people just Somepersonality types just feel more
comfortable just being able tosay it anonymously.
And sometimes it's a gut check.
You're not expecting it andyou're like oh, wow, but it's
really good information so youcan dig into those issues and
(19:04):
try to solve them.
Good information to you know,so you can dig into those issues
and try to solve them.
Um, now going to like switchinggears a little bit, another
thing that gusto does reallywell is integrations with
different tech stacks that thatfolks have.
Uh, whether it's, um, you know,most of the folks that are
listening are probably usingquickbooks online, online, or
(19:27):
they're also using time trackerslike Clockshark or Busy Busy.
So the great thing is withGusto, it pretty much integrates
with a lot of stuff.
Could you kind of go into thata little bit?
Speaker 3 (19:39):
Yeah, of course I mean and this really applies to
any small business, but I'm surea painting business as well is
like.
There's so many differentpieces of software and data and
numbers and just informationthat needs to be shared for a
business to run efficiently, andone of the biggest challenges
that small business owners findis developing a tech stack that
(20:01):
works for the business, isaffordable, that actually works
properly and sends the rightinformation, and then being able
to pick and choose the rightthings, that you understand how
to use.
Quickbooks Online definitelyone of the more popular, if not
the most popular, accountingsoftware for small business
owners.
We have one of the most robustintegrations with QuickBooks
(20:24):
Online on the market and weprovide a lot of mapping
customizability within the Gustoecosystem and the QuickBooks
accounting ecosystem.
That allows the two systems totalk to one another.
Now, as a small business owner,why is this important to you?
It reduces errors, it reducestime and it makes sure that
everything is talking with oneanother in a way where, when you
(20:46):
run payroll, that informationis synced over automatically to
your accounting software so thateverything is in cohesion.
Makes your life, I'm sure,Daniel, a lot easier having that
integration, but I think as abusiness owner too, it's crucial
to have those two systemstalking to one another because
they are so interrelated.
Those two systems talking toone another because they are so
(21:08):
interrelated your payroll costswhere those costs are going,
mapping those to your classesand charts of accounts within
QuickBooks is crucial.
So that's probably one of themost robust starting points of
integrations, but, as you said,there's a ton of other ones as
well.
We have a ton of integrationsspecifically around time
tracking, I think, is where yourteam and your clients would see
(21:31):
a lot of the benefit.
Some of the ones that youmentioned Clockshark and Busy
Busy are great integrationpartners of ours and it
basically allows your clients totrack their jobs, their
projects within their businessand that time in attendance that
is accurately collected in thattime tracking tool is synced
over to Gusto automatically.
(21:51):
So then when you go up to runpayroll, instead of having to
manually sit down, type out allthat information it's prone to
errors it's all syncedautomatically.
That way you're just going inand just doing a quick spot
check and then clicking approve.
Makes makes the payrollexperience a lot faster, it
makes the payroll experience alot more accurate and it
ultimately is saving people alot of time and I'm sure, as you
(22:14):
know and everyone knowsbusiness owners, that's what
they need.
They need more time back intheir day.
So having that solution toautomate the time to payroll to
accounting is huge.
Speaker 2 (22:25):
Absolutely All right.
Awesome.
Are there any other?
And I know we could probablytalk about Gustav for the next
few hours of all the things Ican do, but is there anything
else that we we haven't hit onthat you feel like we really
should hit on today?
Speaker 3 (22:39):
Yeah, I mean, I think there's two areas that a lot of
folks, a lot of small businessowners, tend to neglect because
it doesn't seem urgent and itdoesn't always seem necessary,
but it's so critical.
The first is the HR componentwithin Gusto that we offer and
what that can do for smallbusinesses, and then the other
(23:01):
side is benefits, and benefitsis another huge area.
That can be it's an entiretopic, but I think, starting
with HR, I think it's crucial ifyou are a small business owner
employing contractors orpart-time or full-time employees
, hourly or salaried, it'scrucial to go through an HR
(23:23):
assessment in the state thatyou're working in, make sure
that you have your ducks in arow when it comes to labor law
compliance, employee compliance,and make sure that all that is
documented and signed byemployees and acknowledged so
that it's stored in part of thehiring process.
It's something that's alwaysneglected because it's not
(23:43):
technically a requirement.
However, there's a lot ofpolicies and there's a lot of
procedures that need to beacknowledged by employees and if
they're not, it can open up thebusiness to things like
wrongful termination suits,legal issues with labor and
compliance if they're notfollowing the law and labor law
within their given state.
(24:06):
Gusto provides these types oftools.
We partner with a companycalled Mineral.
They're one of the leadingsmall business outsourced HR
providers.
They fully integrate into oursystem.
They can take a small businessthrough a full HR assessment.
They have handbook templates onhand that you can customize and
add policies to.
(24:26):
Customize and add policies to,and then those employee
handbooks can be downloaded andput up as a custom document,
like we were mentioning earlierfor new employees, so that
employees are acknowledgingthose types of things.
A great example would be thickleave or workplace injury,
(24:46):
harassment and discriminationpolicies, jury duty rights,
because those vary by state,rental and sick leave so many
different policies acrossdifferent states.
A handbook provides a documentthat shows employees what their
rights are, and then employerswhat their rights are, what they
can and can't do, and itprovides that clarity.
(25:09):
It's super important and Ithink it also legitimizes the
business.
If you're not providing thattype of documentation, a lot of
potential employees might seethat as a red flag that this
business isn't really seriousabout following labor laws.
In my state that might be aconcern for me if I'm choosing
to work for them.
Yeah, and that can change overtime too.
(25:32):
So Mineral will also provideproactive compliance updates.
So that is, laws do changewithin a state.
They're going to tell you hey,this is updating at the end of
the year.
This is the change you need tomake your handbook.
Here's exactly what you need todo.
So I'd say that's the first bigmajor thing.
I'm curious if you've to do soI'd say that's the first big
major thing.
I'm curious if you've had anyclients like run into issues
(25:53):
there or any folks like utilizethose services at all.
Speaker 2 (25:57):
We definitely have had a couple use the HR
capability and have their, theirI'm blanking the name, the name
of the policy document thehandbook yes, the employee
handbook built into their gustofor clients or for their
employees to sign off on that.
(26:18):
But it's definitely underused,which you know is you can kind
of get bit, like you said.
So paying attention to thiscould actually, could actually
save you, uh, a lot of headachesand legal problems.
So, um, I think it's, and it'sa it's amazing.
I don't know of any otherpayroll provider that actually
(26:40):
has hr integrated into it, likeI guess so does.
So I think it's a really um,amazing opportunity to take care
of that piece of your business,if you haven't already using
that capability.
Speaker 3 (26:53):
Yeah, definitely, and I mean it's a great If you're
someone out there that's tryingto start a new painting business
and there's so much that you'realready trying to learn about.
It's really nice to have asystem like Mineral, which is
basically an HR resource center,along with live support.
There's a lot of trainings,videos, templates, documents,
(27:16):
stuff like job descriptiontemplates, hiring and firing,
termination policies.
So if you're trying to hiresomeone, what questions can you
ask?
What questions can you not ask?
If you're terminating someone,how do you do that in a way
that's compliant, that protectsyour business?
It covers all of that, so it'sa great one-stop shop.
So, yeah, definitely somethingthat I encourage folks to take a
(27:39):
look at when they're joiningGusto.
And then the other big one isbenefits.
I mean, I think one of thebiggest challenges in all
industries today but I'm sureyou know painting businesses is
no different it's retainingfolks.
You find someone who's a hardworker and good at their job and
you want to keep them onpayroll because they do a good
(28:01):
job and help the business.
Folks are looking for more thanjust a paycheck.
They're looking for benefits.
They're looking for things thatimprove their livelihood.
Gusto can help with things likesmall business.
Health insurance, healthsavings account, flexible
savings account, 401k, commuterbenefits, a lot of health and
(28:24):
financial benefits, dentalvision, all of that.
Now, that's not the best fitfor every business.
There's a lot of businessesthat aren't quite ready to offer
something like that, but forthose that are, we provide those
options and it's a great way toretain really valuable
employees.
Speaker 2 (28:43):
Yeah, and there's different tiers of benefits.
There's no cost benefits,there's low cost benefits and
then there's, you know, the highcost benefits.
So a lot of folks think thatthey automatically won't be able
to afford benefits, because Ithink everyone thinks providing
health insurance or providing a401k, which are the high cost
(29:04):
benefits, but there's a lot ofthings below that bar that you
might be able to affordrelatively easily.
I think, especially if you thinkof the word benefits, there
might be some low or no-costbenefits that I think Gusto has
some capability for, even ano-cost benefit.
(29:25):
Just being able to track theemployee, tracking their paid
stuff and having that experienceis kind of a benefit just by
having the guest out platform,the experience of working with
somebody that has thosecapabilities built in.
And then there's some low costbenefit things that you can do,
(29:48):
like the QSERA program with ahealth reimbursement costs and
things like that, that aren'tsuper expensive.
But you could still incorporateit to say that, hey, we do have
a health health costs uh, youknow, health reimbursement costs
benefit which can be integratedinto into guest, and I know the
guest has a lot of um, you caneither, you know, uh, track it
(30:12):
within guest or sometimes justto actually has the benefits
built right in and it's managedin guest, which is kind of cool.
Speaker 3 (30:20):
Yeah, and I always tell folks, like you know, when
people started hearing aboutabout benefits especially if
you're a new and small businessowner, the first thing that
comes to mind is cost likebenefits.
I, if you're a new and smallbusiness owner, the first thing
that comes to mind is costBenefits.
I think there's this stigma anda lot of it is rightfully
justified benefits being reallyexpensive.
I always tell folks don't countthemselves out.
There's so many low costoptions.
(30:42):
You mentioned one of them.
Qser is a great option for a newemployer that's looking to get
into the benefits sphere withoutnecessarily breaking the bank.
What's really cool about Gustois that we have advisors here
that are going to consult youthrough that process and show
you different options.
They're going to show you highcost options with a lot of
(31:04):
different coverages.
They're going to show youlow-cost options that give you
more affordability andflexibility.
There's not a one-size-fits-allapproach and we have really
great folks here that can veryeasily speak with the business,
give them options no pressure,no upfront cost and be able to
(31:25):
say hey, if you want to offerthis today, if you want to offer
this next year, these are youroptions and I think it's a
really great service that weprovide.
So definitely something.
Don't want folks to shy awayfrom that.
Although oftentimes people feelthat it will be expensive,
there's a lot of low costoptions out there.
Speaker 2 (31:43):
Awesome, cool, henry.
I really appreciate your timeand super generous.
What can folks do to learn moreabout Gusto or if they're
looking for a payroll provideror help with HR, what can they
do?
Speaker 3 (31:57):
Yeah, absolutely so.
I'd obviously encourage you togo to our website to learn more
about the people platform,gustocom.
There's a lot of resources onthere.
There's a demo account whereyou can actually play around
with the software as it'sdesigned for small business.
There's a lot of articles blogposts about small business and
(32:18):
how to run a small business.
There's a ton of resources onour website.
Of course, daniel, you and Iwork together all the time.
You know.
If someone is interested inthat, feel free to make that
introduction to my team and Ican get them set up on the right
track.
We can do a live demo over Zoom.
We can get them connected withany other services that we
talked about today, especiallyif they wanna learn more about
(32:40):
things like HR and benefits.
We have folks here that we canloop in.
Help folks get the right toolsthat they need.
Speaker 2 (32:47):
Awesome.
Thanks, Henry.
All right, you heard it.
Head over to gustocom and getyourself hooked up with the
people platform and get ahold ofyour business from that
perspective.
Thanks a lot, Henry, for yourtime today and with that, we
will see you next week.
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