EP 128: Small Business Benefits That Actually Compete for Talent | HR Systems Series

PodcastDon't Waste the ChaosHR Systems Series
Written By Kerri Roberts

Listen on Apple, Spotify, or Buzzsprout (links below).

Apple: https://podcasts.apple.com/us/podcast/dont-waste-the-chaos/id1723388520

Spotify: https://open.spotify.com/show/0nmxuIYEmqpbqZxzoxgiMY

Buzzsprout: https://www.buzzsprout.com/2471085

Watch on YouTube: https://youtu.be/NbPB4hDdnzg?si=TAvMz4Xjs--LvqMp

Episode Summary

You’re not failing your employees. If you’re a small business owner who feels discouraged because you can’t match the big, comprehensive benefits packages larger organizations offer, let that settle in. It’s simply not true that you can’t compete for talent. Kerri has watched employees leave six-figure jobs with rich benefits to join smaller employers — because people don’t stay for the package alone. They stay for stability, trust, respect, and flexibility.

In this episode, Kerri reframes what “benefits” even means. Most owners hear the word and think health, dental, vision, and a 401(k). But after 20+ years in HR — inside organizations of 20,000+ employees and now running her own firm serving small and mid-sized businesses — Kerri buckets benefits into five categories: foundational, voluntary, lifestyle, wellness, and cultural. She walks through health options your broker may never mention (ICHRA and QSEHRA), retirement plans that work even for an “itty bitty” business, the low- and no-cost perks that out-recruit a ping pong table, and the total rewards statement that finally makes your invisible investment visible.

This is the strategic HR portion of the 13-part HR Systems Series. Build your benefits to match your business stage and your budget — not your competitor’s, not social media pressure, and not guilt. Benefits support your culture. They don’t replace it.

In This Episode

  • Why you’re not failing your employees just because you can’t match a Fortune 500 benefits package — and what people actually stay for

  • The five categories of benefits (foundational, voluntary, lifestyle, wellness, cultural) and why most owners only ever think about the first one

  • Two health options your broker may never bring up: ICHRA and QSEHRA — and the employer tax advantages a plain stipend doesn’t give you

  • Why flexibility is the #1 rated benefit in today’s workforce, and the low/no-cost perks that beat swag and pizza parties

  • How a simple IRA lets even a one-person business offer retirement (Kerri shares her real per-paycheck numbers)

  • The total rewards statement that turns an invisible ~$80K investment into something employees can actually see

  • The unused-PTO liability hiding on your P&L — and why it belongs in your budget

  • The one move to make this week: communicate three perks you already offer

Chapter Timestamps

0:00 You’re not failing your employees
2:21 Where benefits fit in the HR Systems series
4:45 The five categories of benefits
7:05 Lifestyle, wellness, and cultural benefits
9:25 Health insurance: communicate what you offer
11:34 The full cost of what you absorb
13:57 ICHRA & QSEHRA: options beyond traditional insurance
15:56 Telehealth and direct primary care
18:21 Retirement options for small employers
20:46 Voluntary benefits and high-impact perks
22:59 Family-friendly support
25:22 Development opportunities
27:45 Financial wellness
30:01 Total rewards: make the invisible visible
32:22 Run a survey and your action item
34:23 What’s next and how to work together

Resources Mentioned

Episodes in the HR Systems Series

This episode is part of the 13-part HR Systems Series — the systems every small business needs, built in order from foundations to operating system to strategic HR.

  • HR Foundations: hiring, onboarding, HR law & compliance

  • HR Operating System: compensation, leave management, performance management, disciplinary actions, documentation

  • Strategic HR: benefits (you’re here), terminations & offboarding, employee engagement & culture, HR tech systems

  • Next up: HR metrics — the numbers that tell the story (coming next week)

Your Action Item

This week, write down three benefits or perks you already offer but aren’t strategically communicating to your team — and share them. Put them in an employee newsletter, a Slack message, a short video, wherever your people actually look. You’re not buying a new perk; you’re making sure people know what they already have. Then dig into your HR/payroll software and check whether you have access to total reward statements. If you do and they’re off, turn the module on — you’ll get mileage out of it.

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Full Transcript

You’re not failing your employees

If you’re a small business owner who feels discouraged because you feel like you can’t compete with larger organizations — because you can’t bring the big, comprehensive benefits packages — you are not failing your employees. Let me let that settle in. You’re not failing your employees. There are so many other things you can offer as a small business owner when it comes to benefits. We always think about those traditional benefits, but there are so many options, and you can compete for talent.

That idea that you can’t compete is simply not true. So I want to get into today why employees stay. They stay for stability. They stay for trust, respect, flexibility. There’s a ton of reasons, and we’re going to get into that today. I’ve seen employees leave six-figure jobs with comprehensive benefits packages to go to smaller employers who couldn’t compete on that level. So I’m going to give you some ideas of what this can look like in a small to mid-sized business. I’m thinking specifically under 100 employees, where this is a major impact on the budget. What benefits make sense for the stage you’re at as a business? What do employees actually value? And how do you build a total rewards strategy that fits inside your bucket and inside your budget?

Welcome back to another episode of Don’t Waste the Chaos. I’m your host, Kerri Roberts. I’ve been doing this HR thing for over 20 years. I’ve seen a lot — from working inside large organizations from a W-2 perspective with over 20,000 employees, all the way down to running my own consulting firm focused on small to mid-sized businesses. So I’ve got a ton of market data, research, and time spent in this area. And I love talking about benefits, because we usually think of health, dental, vision — and that’s about it. It’s so much more robust than that.

Where benefits fit in the HR Systems series

If you’re catching this episode, we are in the middle of a 13-part series and we’re nearing the end. We started out with our HR foundations — what you’re responsible for as an employer: hiring, onboarding, HR law and compliance. Those make up the HR foundation of your organization. That’s what I wrote my book about, The HR Easy Button: a practical guide to building a strong HR foundation. I’ve actually written three of these. The original released in June of 2025. Book two is in editing right now — I’m recording this in June of 2026 — and it gets into the operating system. Hopefully it’ll be released by the end of the year.

The operating system is where we got into compensation and leave management, performance management, disciplinary actions, and documentation. That’s where we spend a lot of our time. We need to build the foundation, but we end up spending a lot of our time in the operating system. This benefits episode gets into the strategic aspects of HR. Strategic HR looks like benefits, terminations and offboarding, employee engagement and culture, and the tech systems that make up human resources.

The first two — HR Foundations and the HR Operating System — both have coursework attached. You can find that at saltandlightadvisors.com/resources. I’ve got courses that deep-dive into those, plus downloadable tools, resources, and templates, and it’s super affordable. HR Foundations is only $49 and comes with more than 12 downloadable tools and resources, plus an hour of me teaching and Q&A. The HR Operating System is only $69. You’ve built the foundation, you’ve moved into operations, and now we’re going to talk about what makes people want to stay — that’s truly strategic HR. The strategic HR coursework will be available around August of 2026.

The five categories of benefits

Today we’re reframing what benefits actually are. Most owners hear “benefits” and immediately think health insurance, dental, vision, 401(k). But benefits are so much broader than that. In my opinion, there are five categories of benefits based off my 20 years, and I bucket them into five different categories.

For those who don’t know, I was a chief operating officer inside an insurance firm, and then I worked for an insurance firm focused on mergers and acquisitions — we purchased smaller insurance firms, rolled them up, and operationalized them. So it’s not that I don’t know about insurance. I’ve been deeply involved in understanding how the sausage is made. But that is not all there is to employee benefits, even though an insurance advisor might want you to think it is.

The foundational bucket is health insurance. It’s retirement. It’s paid time off. And usually it’s disability and life insurance. These are employer-paid benefits — the ones we think about. The second bucket is voluntary benefits, and don’t sleep on these. These are benefits your employees can pay for that you may not pay anything toward, but they get preferential group pricing because you’re an employer. Things like accident insurance, critical illness, short-term disability, pet insurance, legal plans. Employees will feel like they have benefits because they have the opportunity to purchase these instead of going on the solo market, where they’re more expensive.

Number three is lifestyle benefits — and in my opinion, these are getting the most playing time recently. This is flexible scheduling. This is remote work. I know you don’t want to hear about that, but it’s flexible scheduling and remote work. It’s summer hours — gosh, I love a good summer hours option. Time off on Fridays, whether a full day or a half day. Extra paid time off. When I survey my clients and do employee satisfaction and engagement surveys, this is what people want. They want more lifestyle benefits.

Lifestyle, wellness, and cultural benefits

Bucket four is wellness — gym stipends, mental health resources, highlighting your employee assistance program with your medical insurance if you have it, walking challenges, healthy snacks and food options. And the fifth bucket is cultural benefits, and these are the ones we forget about. We might do a little of these, but we’re not formalizing them into a program, which is a miss. This is recognition. This is employee development. These are programs around psychological safety — helping people know they’re safe to come into the workplace and be themselves, helping people feel appreciated. That is part of our benefits offering.

Employees would trade a ping pong table or a hacky sack 10 times out of 10 if they could get a predictable schedule, a healthy manager, flexibility when life happens, and fair treatment. You can save the pizza party and the ping pong table and provide those other things instead. Now, if you’re already providing those basics and you want to enhance with the fun stuff, I know plenty of organizations that go above and beyond and want to be the Google of Missouri or whatever it looks like. But if you don’t do the basic things first, here’s what I’ve heard.

I was a training and development director at a pretty large organization — multiple thousand employees — and they did all the fun stuff: happy hours, free lunches, t-shirts, fountain drinks, hacky sacks, ping pong tables, putting greens. And I would regularly have employees say, “You can save your 80 t-shirts a year and just pay me more.” Or, “I’d like to work remotely. My position has to be in the office, so I’d take a pay cut to work remote.” Most of the time, as employers, we don’t want to hear those things. We want to give our offerings and have everybody just say thank you. But if we’re truly trying to recruit and retain top talent, we need to dig into this. Benefits support your culture. They don’t replace it. Our culture is either by default or by design.

Health insurance: communicate what you offer

Let’s start with the foundational bucket and health insurance. If you offer traditional health insurance, there are two things I see regularly that I want to address. Number one: communicate about what you’re offering. Make sure it gets some airtime. So many times we have these benefits offerings and our employees don’t even understand what they are, how to access them, what they cost, or how they could positively or negatively impact their family. We’re paying an arm and a leg for them — it’s the largest line item on our P&L — but we’re not helping people be good stewards of those resources. We’re not educating them on the difference between using telehealth instead of urgent care, or how to save money. Huge miss. So if you offer traditional health insurance, communicate about it.

Secondary to that, but just as important: you are spending a lot of money, and you aren’t letting your employees know how much. Do a total reward statement — I’ll talk about that more later. It shows what the employee is making and then what you’re investing from a benefits perspective. I’m not saying someone’s going to be thrilled with a $50,000 salary because you’re paying for their health insurance, but when you show them that you’re actually contributing $80,000 a year when they think they make $50,000 — it’s big. It’s a major investment. Don’t minimize it or sleep on that opportunity. During open enrollment and strategically throughout the year, explain the benefits.

And if you have 50 or more full-time equivalents, you’re an applicable large employer — you’re in a different category. You’ve got ACA compliance to pay attention to, affordability thresholds, and reporting obligations.

The full cost of what you absorb

Now, if you are not offering traditional insurance yet, let’s get into this. You’re not automatically a bad employer. The business may not be financially prepared for this yet, and that is okay. If you have under 25 employees, I hear you — it is really, really hard to offer traditional insurance. With my firm, I’ve done all kinds of unique things through different vendors and platforms because I’m not offering traditional health insurance, and I’m also not doing a health stipend. There are a ton of other options. You’re not a bad employer.

ICHRA and QSEHRA: options beyond traditional insurance

There are a couple of programs a lot of people haven’t heard of because they sound complicated, and your benefits broker may steer you one way or another based on how they make money. Let’s be honest — most people sell the products they make the most money on instead of what’s best for you as an employer. If they can’t make money off something, they might not promote it. So let’s talk about two programs you might not have heard of, and if you have a benefits broker who hasn’t talked to you about these, for shame — especially if you’re a small organization.

An ICHRA and a QSEHRA. An ICHRA is an Individual Coverage Health Reimbursement Arrangement — individual coverage, exactly like it sounds. It’s individual coverage out on the marketplace, where you allow individuals to pick their custom plans; they just have to be affordable plans. A QSEHRA is a Qualified Small Employer Health Reimbursement Arrangement. This is more of a group plan, if you will, but on a more affordable chassis. There’s flexibility in these plans, there’s cost predictability, and — this is a huge one — you have tax benefits as an employer.

Compare that to a healthcare stipend. You can do $350 a month, or $250 a month, and call it a healthcare stipend. That’s awesome — it is a benefit — but you don’t get any tax benefits for it, and you can give it or take it away, and your employees probably know that. The ICHRA and the QSEHRA give you tax benefits as an employer. That’s something you want to consider.

Telehealth and direct primary care

Another thing I want to mention is telehealth access. I’d think all healthcare plans have telehealth access now, and it’s a dream. I live in the middle of rural Missouri, so I love that I can call in, do a video chat, show somebody my throat or whatever the problem is, and get an antibiotic called in. People are sleeping on telehealth. It got popular for some and never took off for others, so this is something you need to be talking about inside your organization. It means less missed work time — they don’t have to go sit in a physician’s office forever. There are physician offices that offer subscriptions to telehealth, where you pay a monthly amount and have contracted care.

That leads me into direct primary care memberships. You partner with a doctor’s office — maybe local to you, maybe national if you’re a remote business. Low monthly costs, highly appreciated. It’s not insurance, but they still have access to medical care, and a lot of these run somewhere between $50 and $125 a month. Very affordable. I love them. And then you’ve got your voluntary or supplemental benefits — dental, vision, accident, critical illness — that are employee-paid, or you can do an employer contribution, but they get the group benefit by going through you. It doesn’t all have to be healthcare.

Don’t bankrupt your business trying to compete with Fortune 500 companies. An unstable business helps no one. Build responsibly and let your benefits mature over time as your business does. Ask your employees what they want and need. I’ve got one small organization where everybody has benefits through their spouse, so they don’t really care about the traditional benefits — and they recognize they’re saving their employer money by not asking for those things. So they want some perks, just not health insurance. Your benefit strategy should match your business stage, your cash flow, your workforce needs, and your long-term sustainability — not your competitor’s strategy, not social media pressure, not what an insurance advisor says, and not guilt.

Retirement options for small employers

Let’s talk about retirement. I hear so many small companies say, “We’re too small for a 401(k).” That’s not true at all. I have an itty bitty baby organization and I offer a simple IRA. I’m an employee of my organization, so I contribute, and my employer — Salt & Light Advisors — contributes. I get a match from the business and maximize my contribution through the business and from the business. A simple IRA is exactly what it sounds like: an employer plan that’s very simple. You determine the thresholds, how much your employees have to make to be eligible, all of it. Very flexible. You’ve also got the SEP IRA, which is employer-funded, and your traditional 401(k)s and Safe Harbor 401(k)s. These are all available for businesses under 100, and really any size business can do any of these.

Many platforms automate your payroll deductions. I personally use QuickBooks — I don’t get paid by them — but you can use Gusto, or pretty much any HR payroll technology, to automate payroll deductions, enrollment, and investment administration. If you don’t have those, you can use a financial advisor or go direct to a Vanguard or similar.

If you think you can’t match contributions yet, I’d challenge you to actually do the math — ask AI to help you do the math. Three percent on an annualized salary for a part-time employee is just not very much. I’ll be candid: I’m maxing out what I can for my simple IRA, and Salt & Light Advisors is contributing around $43 every paycheck. I’m putting in over a thousand dollars, and my employer is matching that by about $43. You can do this even as a small employer. And if you can’t match contributions, just start somewhere — make the plan available even without a contribution or match. Access, even without a match, still says, “We care about your future.”

Voluntary benefits and high-impact perks

Other voluntary benefits are the hidden opportunity for small businesses — vision, dental, accident, critical illness. I don’t love accident and critical illness — I’m an emergency-fund type of gal — but some employees really value them, and offering them won’t hurt you because the employees are buying them. Identity theft protection, legal services, pet insurance. These can all be employee-premium-driven, with you just doing the payroll deduction. You’re making their lives easier and giving them access, often at group-rated discounts, and you absorb minimal cost if any. Employees still say, “My employer offers benefits,” even when they’re paying for them. Even voluntary benefits contribute to recruitment and retention.

Now let’s talk high-impact perks. This is where small businesses can truly outperform larger companies. Large companies throw a lot of money at engagement, but small businesses can focus on connection and what people actually want and need in their lives. The number one thing is flexibility — the most valued benefit in today’s workforce. I see it over and over. Sometimes it means remote work and sometimes it doesn’t. Benefits brokers and insurance carriers don’t want to put that out there, because they want people to buy things. But flexibility is the number one benefit. Look at the survey data. Look at your survey data — and if you don’t have it, let’s do a survey for you. Flexible start and end times, remote options, half days, birthday PTO, mental health days, summer days. Make it make sense for your business. You’ve probably got bright people with ideas — ask them.

Recognition matters too. Employees want acknowledgment more than leaders realize. I don’t necessarily mean in front of a crowd — that doesn’t work for everyone — but handwritten thank-you notes go a long way. Peer recognition, work anniversary celebrations, public appreciation. These cost almost nothing, and sometimes they land harder than a $50 gift card. Just like when somebody asks how your business grew and you say “consistency” and nobody wants to hear it — nobody wants to hear that the hack is being grateful for your employees. But sitting down and being mindful and thoughtful to recognize your employees goes a long way.

Family-friendly support

Another perk a lot of organizations sleep on is family-friendly support, and it’s massive for retention. I’m not saying you call each other family — you’re a team, hard stop; we don’t call each other family, that’s dysfunctional in the workplace, and 20 years in HR, I don’t like to hear it. I’m talking about supporting people with their families. Flexible scheduling around kids’ school events. Meal trains during a crisis — a sign-up genius, that kind of thing. Family-inclusive company events, so people don’t feel like they spend all their time at work away from their family and then get asked to spend free time away from their family too.

I was at an organization that used to be the queens of happy hour. My husband and I both worked there, and we didn’t like going to the happy hours because we weren’t together — we were spending all day away from our child and from each other. It looked like we weren’t drinking the Kool-Aid, but I wanted to pick up my kid and spend time with them and my spouse. A lot of people read that as not buying into the culture. Let’s stop asking people to spend time away from their friends and family, and support that instead.

Development opportunities

Developmental opportunities are one of the strongest retention tools you can have. This means having a budget and being clear — not “employees can come ask us to attend a conference and we’ll bestow it upon them.” Instead: What’s the budget? What do you have to be hitting from a performance standpoint to qualify? There’s nothing wrong with saying, “We’ll give you educational reimbursement, but you’ve got to be performing at this level, and if you leave within 12 months after we’ve purchased it, there’s a clawback period.” It’s not less of a benefit if you outline it.

So many organizations feel like they just want to bless their people. But you know how that looks to an employee? It looks like favoritism. They don’t know how to access the benefit; this person gets it and I don’t — because you had to ask for it. “Why do I have to beg for it?” That’s how your employees feel, and it’s being talked about. So formalize it. Make it a policy. You don’t have to put it in the handbook to feel tied to it forever, but make it a policy, communicate it, remind people, and celebrate when people use it. Conferences, certifications, book reimbursements, cross-training, Audible memberships, leadership coaching. Employees stay where they feel invested in, so invest in them. “What if they leave?” Well — what if they don’t grow and they stay? That’s the facts.

Financial wellness

Financial wellness is a great area to pour into your employees. The data comes out every year — I think we’re in the upper 80s now — showing that employees’ work product is negatively impacted by financial stress. That’s where we are as a society. So budgeting workshops are a great option, financial advisor access that you’re funding, emergency hardship funds, payroll-advance tools. A lot of HR payroll systems make this available now — even QuickBooks; my employees can get paid every week if they want, with advances, even though I pay every two weeks. At least you’re doing your part as an employer to help carry the financial burden — on top of running regular compensation studies every year or every other year to make sure people are paid competitively and equitably.

If you want a full, comprehensive list of perks, it’s available in my strategic HR coursework at saltandlightadvisors.com/resources. I built a downloadable tool and sent it to all my clients. For me, after 20 years, a lot of these felt like no-brainers — but three different clients reached out and said, “Dang, that was so helpful,” because it gave them ideas, and some of those perks have no hard cost. Don’t forget about those high-impact perks outside of traditional health, retirement, and PTO.

Total rewards: make the invisible visible

Let’s go back to total rewards, because a total rewards statement makes the invisible visible. We invest in our employees and want them to understand the investment, and employees want to understand it too. Your employees see their paycheck, but they don’t necessarily see the employer-paid health insurance contribution, the retirement match, the payroll taxes, or the PTO days you’re funding. A total reward statement changes that.

Here’s something that brought this to light for one of my clients. They had a policy to pay out unused PTO upon separation, and three long-tenured employees left in the same year, each with around $6,000 in unused PTO. That’s $18,000 they didn’t have in the budget, paid out through comp and benefits without accounting for it. So first: unused PTO needs to be captured as a liability on your P&L. If you’re not doing that, please start immediately — ask your accountant or CPA. And if you’re paying it out, think about how much should roll over year over year and whether there’s any notice required to qualify. Go back to my handbook episode on compliance and policies and think that through.

A total reward statement shows the full annual employer investment in every employee. I was building one the other day for someone with a $58,000 salary. The health contribution was around $8,400, the retirement match around $2,300, and with PTO, development, and all the things, that employer’s contribution was around $80,772. Most employees only see the $58K. They should see the $80,772 — and that’s not even counting education reimbursements, book memberships, or whatever else you pay for. Make sure it’s all on there.

One risk factor: if you put benefits on a total reward statement, it opens up scrutiny from employees who say, “I don’t even use that benefit, I don’t want it.” So think about how you’re actually spending on benefits and make sure it’s things your people want. If most people want it, and a couple don’t — maybe they should be listening to books, I don’t know — make sure it matches your culture.

Run a survey and your action item

I’ve mentioned surveys, and we need to ask our teams what they value — let’s not guess here, because this is money out the door. Run a simple survey: What benefits matter most? What would make you more likely to stay? What causes stress outside of work, and how can we help alleviate it inside the organization? You may find flexibility matters more than fancy perks, and mental health support more than swag. The data will be telling. I’ve got a benefit survey template available at saltandlightadvisors.com/resources.

Here’s what I recommend you do. Write down three benefits or perks you currently have that you’re not strategically communicating, and share them this week — in an employee communication, a CEO newsletter, on Slack, a little video message, your intranet, whatever. I’m not asking you to buy another perk; I’m asking you to communicate and educate people about what you already have. And second, if you have HR payroll software, dig in and see whether you have access to total reward statements. If you don’t, maybe turn on that module, because you’ll get mileage out of it.

What’s next and how to work together

The strategic HR course launches in August — it includes benefits — but the two courses with four modules each, HR Foundations and the HR Operating System, are available right now at saltandlightadvisors.com/resources. And don’t forget to pick up a copy of my book, The HR Easy Button — on my website or easier on Amazon, in paperback, hardback, or digital. When you get it digitally, you can pull it down, throw it into AI, and ask it to apply the book to your business.

Next episode in this series is on HR metrics. You don’t have to be an HR pro — I’m going to tell you some things you should be measuring to inform how things are going and what you can do in the future. We’ll talk turnover data, the numbers that tell a story, and how to start measuring things that actually matter. Please subscribe to my channel if you haven’t already. My hosting site is Buzzsprout, and you can find me on Apple, Spotify, YouTube, or wherever you find your podcasts. I’d love a rating for the show if it’s been helpful, and please share it with somebody in your organization who’s saying grace over HR — your office manager, your ops person, an HR pro, or another small business owner stumbling through it like you are.

If you want to do consulting work with me, we can dig in and do an HR audit. You can take a mini HR audit for free at saltandlightadvisors.com/hraudit, or do the bigger, more comprehensive audit with me at saltandlightadvisors.com/contact — let me know you want to get into a relationship with me, and we’ll schedule a call. Knowing what your people want and need is like reading minds — so let’s do a survey and make it easier. Don’t waste the chaos when it comes to these things, friends. Embrace it. I’ll see you next week.

Resources To Keep Building

If you’re not sure whether your benefits and people systems are actually set up to retain your team, take the free HR Audit to score your HR in 5 minutes and see exactly where your gaps are. → https://saltandlightadvisors.com/hraudit

🎯 Take the free HR Audit — Score your HR systems in 5 minutes and see exactly where your gaps are. https://saltandlightadvisors.com/hraudit
🎙️ Listen to Don’t Waste the Chaos — This episode goes live in ~2 weeks (per-episode link added then). Show feed: https://www.buzzsprout.com/2471085
📚 Explore the HR coursework — Self-paced courses, tools, and resources to build your HR systems step by step. https://saltandlightadvisors.com/resources
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Kerri Roberts https://saltandlightadvisors.com
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EP 127: The 5 Root Causes of Underperformance (And How to Fix Each One) | HR Systems Series Ep. 7