October is National Emotional Intelligence (EI) Awareness Month
September 27, 2021
October is National Emotional Intelligence (EI) Awareness Month

Most people are familiar with the idea of IQ (Intelligence Quotient). It is a general assessment and reflection of human intelligence. But did you know that there are other types of intelligence? Another intelligence that you might not be as familiar with is called emotional intelligence. 


Emotionally intelligent leaders (or employees, for that matter) can have a profound impact on your organization. Since emotions factor heavily into working relationships, having workers who can navigate them puts you ahead. 


 

What is emotional intelligence?

 

You’re probably thinking what the heck is Emotional intelligence and WHY is it important?  Emotional intelligence (EI) is the ability to perceive, understand, manage and reason with your own emotions and those of others. Emotional intelligence allows us to use our emotional understanding to make decisions, solve problems and to communicate with others. A simple way to think of it would be “IQ for handling emotions.”


 

Why is emotional intelligence important?

 

Emotional intelligence is important because there is a strong positive correlation between high EI and success in life, and therefore in professional lives and businesses! Studies have shown that emotional intelligence influences how employees interact with each other, manage stress and conflict. It is a strong predictor of employee job performance.

The overall levels of emotional intelligence of employees and managers in an organization can have an  impact on the health and success of a company as a whole. Healthy emotional intelligence can lead to:


  •  Anticipated needs of customers
  • Increased sales
  • Better conflict resolution
  • Increased empathy
  • A more positive response to constructive criticism
  • Increased motivation

 

How do I facilitate increased EI in my staff?

 

Strengthening EI takes time, but it can be extremely beneficial for employees and organizations. Below are some soft skills that can help improve EI.


 

1. Self-Awareness

 

This is how well you understand your own actions and emotions, and their influence on others. You can boost this skill by thinking critically about your actions.


 

2. Self-Confidence

 

Confidence is important in many aspects of life—being confident in yourself and your decisions, even more so. Boost this skill by considering what you’re good at and evaluating why that is. Thinking about your proficiencies can help you hone them and help reduce your insecurities. If there’s a specific situation that makes you feel self-conscious (e.g., delivering difficult feedback), practice it in private until you get more comfortable.


 

3. Public Speaking

 

Speaking in front of large (or even relatively small) groups of people sparks anxiety in many people. Discomfort in these situations can lead to fumbling over words and confusion from the audience. Clear communication is not only important for business settings—it can help you articulate emotions to other people in appropriate ways. Boost this skill by practicing speeches in advance (ideally to a small group of friends, for feedback) or stepping out of your comfort zone and seeking more public speaking opportunities.


 

4. Self-Management

 

Self-management is handling your personal responsibilities effectively, like accomplishing tasks on time and keeping your schedule. It also means taking care of yourself, like eating healthy and exercising. Boost this skill by examining your lifestyle choices and looking for ways to improve. Are you letting your deadlines fall through? Are your tasks organized? Do people trust your judgment?


 

5. Social-Awareness

 

Just like how self-awareness is understanding how your emotions and actions affect others, social-awareness is understanding how the actions of others affect you and the people around you. Think of it as “reading the room.” Boost this skill by considering the effect other people’s emotions have on you. When a co-worker is angry, do you get angry?


 

6. Recognizing Hard Work

 

Another important aspect to strengthening EI is recognition. When employees do something well, especially newer employees, recognizing them for their success is critical. This is true in everyday workplace situations, like excellent customer service, but it’s also true when it comes to EI.


 

Employer Takeaway

 

Consider screening for high-EI candidates when interviewing and training managers to boost their EI levels. Even little efforts can help push your organization in the right direction.  Speak with us to discuss more ways we can make EI work for you.

 

 

Sign up for our newsletter.

The Employer's Guide to 2026 Minimum Wage Updates

November 5, 2025
As we move into 2026, employers across many states and localities are preparing for significant minimum wage increases. Nearly 20 states and more than 40 local jurisdictions will raise their wage thresholds effective January 1, 2026. This poses important planning, budgeting, and compliance considerations, especially for mid-sized employers like those that partner with Simco, where payroll, HR, benefits and advisory services intersect. Below we’ve summarized key state and local minimum wage updates and outlined the steps you should take now to stay ahead of the changes and mitigate risk. State-Level Minimum Wage Increases (January 1, 2026) The table below highlights selected state increases scheduled for January 1, 2026.

The Benefits of Outsourcing HR: Save Time, Cut Costs, and Boost Engagement

October 24, 2025
When HR Is Overloaded, Your Business Feels It For many small to mid-sized businesses, HR is one of the most critical (and most overextended) functions. From payroll and benefits to onboarding and compliance reporting, administrative tasks can quickly consume your team’s time, leaving little room for strategic work that actually moves the business forward. Sound familiar? You’re not alone. A recent survey from Champions of Change: isolved’s Fourth-Annual HR Leaders’ Research Study found that 51% of HR leaders spend four or more hours a day answering repetitive questions. This time could be better spent on employee engagement, culture, and growth initiatives. When HR teams are pulled in too many directions, the consequences ripple across the entire organization, resulting in missed deadlines, frustrated staff, compliance risks, and ultimately, higher turnover. Why HR Leaders Consider Outsourcing Outsourcing HR isn’t just for businesses without dedicated HR teams. In fact, a survey of 1,000 HR decision-makers found that 76% could benefit from outsourcing certain tasks, even though only 54% currently have plans to do so. HR outsourcing allows organizations to offload both core and strategic tasks, including payroll, benefits administration, recruitment, onboarding, compliance support, performance management, employee relations, and workforce analytics, without adding headcount. This augmentation provides a multiplier effect: a small HR team can function like a much larger one, accomplishing more in less time. By leveraging experienced HR professionals through outsourcing, organizations can free up internal HR teams to focus on initiatives that directly impact business growth, such as talent development, employee engagement, and culture-building. Routine administrative tasks, when handled externally, no longer distract from these high-value priorities. The True Cost of Administrative Overload Overburdened HR teams don’t just affect your internal operations; they impact your employees’ experience. Inconsistent onboarding can create a rocky first impression for new hires. Delayed payroll or benefits questions lead to frustration and decreased trust. Compliance oversights expose your business to fines and legal risk. Even small inefficiencies add up. According to the National Association of Professional Employer Organizations (NAPEO), organizations that leverage an outsourced HR model achieve an average ROI of 27.2% per year, saving around $1,775 per employee while paying $1,395 per employee for outsourced services. That’s not just cost savings, it’s a reinvestment in your team and your business. The Power of Strategic HR Outsourcing Outsourcing doesn’t mean giving up control or handing HR off to a faceless provider. Done strategically, it’s about extending your team. Administrative tasks like payroll, benefits, onboarding, and reporting can be handled efficiently by experts, while HR teams gain confidence that compliance requirements are being met. Most importantly, it frees internal HR to pivot from reactive, day-to-day tasks toward engagement, culture-building, and retention strategies. Outsourced HR support can scale with your business, providing additional expertise during busy periods, leaves of absence, or rapid growth phases. The impact is clear. Teams feel supported, employees feel heard, and the organization operates smarter, not harder. With the right outsourcing partner, a small HR team can act like a team of 10, and a team of five can perform like a team of 25, all while maintaining compliance and efficiency. Retention Starts With the Right Employee Experience When administrative burdens are reduced, HR teams can focus on creating meaningful experiences for employees. Transparent processes around pay, benefits, and policies build trust. Faster, more organized onboarding leaves a strong first impression. Access to modern self-service HCM tools empowers employees to manage their own information, reducing repetitive questions and improving engagement. By leveraging experienced HR professionals to handle gaps in internal processes, organizations can enhance overall employee satisfaction, ensuring every interaction, from onboarding to open enrollment, feels seamless and supportive. A Smarter Approach to HR Means a Stronger Business Across industries, companies are recognizing that HR outsourcing is no longer a luxury. It’s a strategic advantage. Organizations that adopt a blended model of technology and advisory support report measurable reductions in administrative workload, cost savings compared to maintaining fully in-house HR teams, and improved engagement for employees. Strategic HR outsourcing allows internal teams to shift from transactional tasks to big-picture initiatives, creating a more resilient, efficient, and high-performing workforce. At the end of the day, HR isn’t just a function; it’s the backbone of your organization. When it’s overextended, the entire business suffers. But with the right support, HR teams can focus on meaningful initiatives, employees feel more valued, and the business benefits from measurable ROI. Strategic HR outsourcing isn’t about replacing your team, it’s about empowering it. Your people, your culture, and your bottom line all benefit. Curious how Simco's HR Advisory services can help your business? Let's talk today.

Your Medicare Plan Is Discontinued: What’s Next?

October 14, 2025
If you recently received notice that your Medicare plan, or Medicare Advantage plan, is being discontinued, you’re not alone. Across the country (and right here in New York), insurers are scaling back or exiting less profitable markets ( Kiplinger ). While this can feel stressful, there are steps you can take to make sure your coverage doesn’t lapse and to find a better plan for your health and budget. Why Are Plans Being Discontinued? A mix of financial pressure, federal reimbursement changes, and rising health costs is driving insurers to reduce their Medicare Advantage footprints: Some major insurers are cutting back or exiting entire counties. For example, UnitedHealth announced it will discontinue its Medicare Advantage presence in 109 U.S. counties in 2026, according to Reuters . Local carriers in New York are also making changes: MVP is dropping several plans, and CDPHP is eliminating certain drug-coverage options, the Times Union explains . These shifts are happening alongside tighter government funding and increased regulatory strain. Because insurers must absorb the extra cost of covering benefits while meeting regulatory caps (for example, on prescription drug out-of-pocket limits), some plans become financially unsustainable and are discontinued ( the Kaiser Family Foundation ). Steps to Take if Your Plan Is Discontinued Here’s how to act so you don’t lose coverage: 1. Review the notice you received carefully Your insurer is required to send you a non-renewal or discontinuance notice. It often includes deadlines, whether you can enroll through a Special Enrollment Period (SEP), and what options you have. 2. Note the relevant enrollment period The Annual Enrollment Period (AEP) runs October 15 to December 7, 2025 , during which you can switch Medicare Advantage or Part D plans. If your plan was discontinued, some notices allow you to select a new plan until December 31 without penalty. In limited cases, you may qualify for a Special Enrollment Period (SEP) following the discontinuation. 3. Research your options early Don’t wait until the last minute. Compare plans available in your area. Key things to look at: Provider networks: Will your doctors still be covered? Drug formularies: Does the plan cover your medications and at what cost? Premiums, deductibles, and out-of-pocket max: These can vary significantly. Benefit trade-offs: Some plans reduce supplemental benefits (vision, dental, wellness perks) when trying to maintain financial viability. 4. Enroll in the new plan Submit your enrollment by the relevant deadline (typically December 7 for the Annual Enrollment Period (AEP). However, If your plan was discontinued, you may have until December 31 to choose a new one without penalty). Make sure the new plan starts January 1 to avoid coverage gaps. 5. If your plan wasn’t discontinued, still review Even if your current plan remains active, benefits, networks, and costs often change each year. It’s wise to compare alternatives anyway, especially after insurer shake-ups. Why Timing & Support Matter Delays cost you: Failing to enroll by deadlines could mean losing drug coverage or being locked into a less ideal plan. Support can ease the burden: Licensed agents can help you compare side-by-side, explain trade-offs, and guide you through enrollment. You deserve the best match: Everyone’s health and financial needs differ. Don’t settle for the first available option unless it truly fits. How Simco Can Help At Simco, we understand the stress of sudden plan changes. Our licensed insurance advisors are ready to: Help you interpret your discontinuance notice Compare plan options available in your area Assist with enrollment paperwork Explain benefit trade-offs and cost implications You don’t have to navigate this alone. Whether your Medicare Advantage plan was discontinued or you’re simply exploring your options, our team is here to support you. Contact us today to schedule a 1-on-1 consultation, and let us help you find the plan that keeps you covered and confident in 2026 and beyond.

Have a question? Get in touch.