5 Ways to Ask for Referrals

Why Referrals Are So Powerful

At Madison Resources, we believe referrals are one of the most effective ways to connect with new clients. When someone recommends our services, it speaks volumes. Not only does it validate the work we do, but it also helps us continue delivering value to others. To make the most of referrals, we focus on 5 ways to ask for referrals that feel genuine and respectful, ensuring our clients are comfortable and excited to share their positive experiences.

Moreover, referrals build immediate trust, especially in industries like staffing where reputation is everything. Because of that, they can be a game changer for both the person giving the referral and the one receiving it.

In many cases, a single recommendation can lead to long term partnerships. That’s why encouraging referrals should be a priority for any business looking to grow authentically.

Why We Offer a Referral Reward

Because referrals are so impactful, we believe it’s essential to show our appreciation in a meaningful way. To that end, we offer a generous monetary reward for every successful referral. It’s not just about saying thanks it’s about recognizing your role in helping us expand through trusted recommendations.

To make it easier, we’re sharing 5 ways to ask for referrals that combine appreciation with incentive. These practical methods are easy to implement and allow you to ask confidently whether through email, social media, or even a simple phone call.

5 Easy Ways to Ask for Referrals (and Offer a Reward)

If you’re ready to grow your business through word of mouth, these 5 ways to ask for referrals will help you get started. By following these approaches, you can make the referral process feel natural, rewarding, and mutually beneficial.

1. Email Request with Reward

Subject: Earn $XXX by Referring a Friend!

Body:
Hi [Customer Name],
We truly appreciate your business and would love to help more people like you. If you’re happy with our service, why not refer a friend or colleague? For every successful referral, you’ll receive $XXX as a thank you.
Ultimately, we value your trust and your continued support.

2. Referral Program Announcement

We’re excited to announce our official Referral Program! From this point forward, you can earn $XXX just by referring someone who becomes a client.
Simply put, your friend gets top tier support, and you get rewarded for connecting us.
Click here to refer now and start earning.

3. Social Media Post

Love working with us? Then why not share the love and earn $XXX for every successful referral?
Not only will your friends enjoy amazing service, but also, you’ll benefit from helping us grow.
Thanks for being a valued part of our community!
#ReferralProgram #ThankYou

4. In Person or Phone Request

Hi [Customer Name],
We’re always looking to work with more great people like you. With that in mind, if you know someone who could benefit from our services, we’d be grateful for the introduction.
In return, we’ll send you $XXX for every successful referral.
We sincerely appreciate your support.

5. Post Purchase Thank You + Referral Request

Thank you for choosing us, [Customer Name]!
Now that you’ve experienced our service, we’d love for you to pass it along.
If you refer someone who becomes a client, you’ll receive $XXX as our way of saying thank you.
As always, we’re grateful for your trust and support.

Why Referrals Matter (Beyond the Reward)

At the end of the day, asking for referrals isn’t just about gaining new clients, it’s about building a community based on trust. When you apply these 5 ways to ask for referrals, you create real value for everyone involved.

For example, when someone refers a staffing company to Madison Resources, they’re helping that business access unlimited payroll funding. As a result, the company never has to turn down business because of cash flow limitations.

In addition, we provide all in one back office support to streamline operations. This allows staffing firms to focus on placing top talent and building strong client relationships without getting bogged down by administrative tasks.

In short, it’s a win win win. The referrer is rewarded, the new client gets exceptional service, and we grow our community of trusted partners.

Ready to Make a Referral?

Contact Nick Andriacchi, Chief Revenue Officer
nandriacchi@madisonresources.com

Or visit our website to learn more about how we help staffing companies grow with confidence.

Ready to start your funding journey? Partner with Madison Resources today [apply here]

About the Author
Nick Andriacchi is the Chief Revenue Officer at Madison Resources, bringing over 30 years of experience in the funding and payroll industry. Before joining Madison, Nick held leadership roles at two other funding companies, where he built a reputation as a trusted advisor and strategic thinker. Widely regarded as a true industry expert, Nick is passionate about helping staffing firms grow through smart funding solutions and operational support.

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

Productivity Tips For Staffing Professionals

Debunking the Myth of Longer Hours

One of the biggest myths in the workplace? That putting in longer hours automatically leads to better results. Many of us fall into the mindset of more hours, more effort, more output. However, the truth is our brains simply don’t work that way. That’s why real, lasting performance improvement comes from applying smarter strategies, especially for those in fast paced, demanding roles. In this post, we’ll explore productivity tips for staffing professionals that can help you work more efficiently, stay focused, and drive better outcomes without burning out.

Understanding Focus and Fatigue: Key Productivity Insights for Staffing Agencies

Research in Cognitive Science shows that our ability to maintain deep focus significantly declines after about 60 to 90 minutes. After that point, the law of diminishing returns takes over every extra minute we grind tends to be less effective, more distracted, and more frustrating. Ultimately, you’re not getting more done; you’re just pushing harder for smaller gains.

Why Multitasking Hurts Productivity: Avoiding Common Pitfalls in Staffing Work

Effective Productivity Strategies: Work Smarter, Not Harder

Instead of pushing harder, work smarter. These productivity tips for staffing professionals can help you boost efficiency while protecting your mental energy:

Take short breaks regularly: Even five minutes away from your screen can clear out mental clutter and reset your focus.
Incorporate midday movement: Ray makes time for a walk or workout. This physical reset boosts his energy and sharpens his thinking.
Prioritize quality sleep: According to the National Institute of Neurological Disorders, sleep flushes toxins from the brain and resets your cognitive function for the next day.

Time Management Tips: Think of Your Day Like a Golf Game

Here’s a better way to think about your time: like a long par 5 in golf. You’re not reaching the green with one monster swing. Instead, you chip away at it:

A strong drive off the tee
A well placed second shot
A clean approach to the green

Then, you’re putting for birdie.

Work the same way. Break large tasks into focused segments. Protect your energy. Reset when needed. Manage your brain like an athlete manages their body and watch your productivity (and sanity) improve.

Master Focus and Boost Productivity: Say Goodbye to Hustle Culture in Staffing

It’s time to ditch the illusion of constant hustle. Master your time, protect your focus, and you’ll see better results not just in what you produce, but also in how you feel doing it.

Ready to start your funding journey? Partner with Madison Resources today [apply here]

Explore our website to find more staffing insights. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

U.S Jobs Report April 2025

Wage Growth Slows: Average hourly earnings increased by 0.2% in April, reflecting a continued deceleration from earlier months and signaling easing wage pressures across the labor market.

U-6 Unemployment Remains Elevated: The broader U-6 unemployment rate, which includes underemployed and discouraged workers, held steady at 7.8%, about 0.9 percentage points higher than the same time last year.

Continued Growth in Financial Activities: Employment in the financial activities sector rose by 14,000 jobs in April. Since reaching its employment low in April 2024, the industry has added a total of 103,000 positions.

March 2025 JOLTS Report & April Labor Market Highlights

Job Openings Rate Holds Steady: In March, the job openings rate remained unchanged at 4.3%. However, the federal government sector saw a notable decline of 36,000 openings.

The April jobs report showed that the U.S. economy added 177,000 jobs, surpassing expectations of 130,000. The unemployment rate held steady at 4.2%, and average hourly earnings rose 0.2% month over month equating to a 3.8% year over year increase. However, job gains for February and March were revised down by a combined 58,000.

Despite the revisions, sectors such as healthcare, transportation, and warehousing continued to show steady growth.

On the demand side, the March JOLTS data revealed 7.2 million job openings, a sharp decline of 901,000 from the previous year, marking the lowest level since September 2020. This sustained drop in openings over the past year points to increasing employer caution, which may begin to factor into the Federal Reserve’s approach to interest rate policy.

In the public sector, federal government employment declined by 9,000 in April, following a loss of 4,000 in March. (It’s worth noting that individuals on paid leave or receiving severance are still counted as employed in BLS surveys.) Meanwhile, increased hiring at the state and local levels helped support a positive net employment figure across the broader government sector.

A Closer Look at April’s Labor Market Metrics

Broader Unemployment Unchanged: The U-6 unemployment rate, which includes discouraged workers and those working part-time for economic reasons, held steady at 7.8%.

Prime Age Participation Rises: Labor force participation among individuals aged 25 to 54 increased by 0.3 percentage points to 83.6%, reflecting growing engagement among core working age adults.

Overall Labor Force Participation Inches Up: The overall participation rate rose slightly to 62.6%, still 0.8 percentage points below its pre pandemic level in February 2020.

Earnings Growth Slows: Average hourly earnings for all private nonfarm employees rose by 6 cents (0.2%) to $36.06 in April, bringing the 12 month wage increase to 3.8%. For production and nonsupervisory employees, average hourly earnings increased by 10 cents (0.3%) to $31.06.

Workweek Stability: The average workweek for all private nonfarm employees remained unchanged at 34.3 hours. In manufacturing, the average workweek declined slightly by 0.2 hours to 40.0 hours, with overtime holding steady at 2.9 hours. Among production and nonsupervisory workers, the workweek was unchanged at 33.8 hours.

ADP Reports: 62,000 jobs were added in April.

Source: ADP, BLS, CNBC, Fox News

Job Openings and Labor Turnover: March 2025

According to the U.S. Bureau of Labor Statistics, the number of job openings in March remained relatively unchanged at 7.2 million. Hiring activity held steady at 5.4 million, while total separations, comprising quits, layoffs, and other exits also saw little movement at 5.1 million.

Within separations:

Quits remained flat at 3.3 million, indicating stable worker confidence.

Layoffs and discharges edged down slightly to 1.6 million, suggesting minimal change in involuntary turnover.

This report includes estimates on job openings, hires, and separations across the total nonfarm sector, broken down by industry and establishment size. Job openings reflect all positions available on the last business day of the month, while hires and separations capture all payroll changes occurring throughout the month.

Job Openings, Hires and Separations: March 2025

Job Openings

Job openings held steady at 7.2 million in March but were down by 901,000 compared to the same time last year. The job openings rate remained unchanged at 4.3%. Notably, the number of openings in the federal government sector declined by 36,000.

Hires

Hiring activity was flat in March, with the number of hires unchanged at 5.4 million and a consistent hire rate of 3.4%. Hiring levels remained largely stable across all industries.

Separations

Total separations, which include quits, layoffs and discharges, and other types of exits also held steady at 5.1 million, with the separation rate at 3.2%.

Quits, a measure of voluntary job changes and employee confidence, remained unchanged at 3.3 million, with a quits rate of 2.1%. However, quits declined notably in transportation, warehousing, and utilities (-49,000).

Layoffs and discharges, reflecting involuntary separations, edged down to 1.6 million, with the rate holding at 1.0%. Layoffs decreased in retail trade (-66,000) and the federal government (-11,000), but rose in state and local government excluding education (+17,000).

Other separations, which include retirements, deaths, disabilities, and internal transfers, were little changed at 247,000.

At the government level, total separations increased in state and local government (excluding education) by 28,000, but fell in the federal sector by 8,000.

Establishment Size

Job openings, hiring, and separations remained stable among both the smallest employers (1–9 employees) and the largest (5,000 or more employees), showing little or no change.

February 2025 Revisions

Job openings were revised down by 88,000 to 7.5 million.

Hires were revised down by 26,000 to 5.4 million.

Total separations were revised up by 55,000 to 5.3 million.

-Within separations, quits were revised up by 55,000 to 3.3 million.

– Layoffs and discharges were revised down by 10,000 to 1.8 million.

Note: Monthly revisions reflect additional data received from employers as well as updated seasonal adjustment calculations.

The Job Openings and Labor Turnover Survey estimates for April 2025 are scheduled to be released on Tuesday, June 3, 2025, at 10:00 a.m. (ET).

State of Michigan: Paid Sick Leave Changes for 2025

At Madison Resources, it is our hope that we are perceived as a true partner to your staffing firm. To that end, we are always looking to assist you in providing necessary information, to promote accuracy and efficiencies, and make helpful resources available to you.

What does this mean for you?

On July 31, 2024, the Michigan Supreme Court ruled in Mothering Justice v. Attorney General that the Michigan state legislature’s 2018 adoption and amendment to the Michigan Earned Sick Time Act (MI ESTA) was unconstitutional. As a result, nearly all Michigan employers will be required to provide employees with more generous paid sick leave than what is currently required under Michigan’s current paid sick leave law
called The Paid Medical Leave Act, beginning on February 21, 2025.

The table below highlights the paid sick leave changes that employers will be required to implement for their employees working in Michigan. Please note that the MIESTA requirements in certain instances are significantly more generous to employees than the current MI PMLA requirements.

As the February 21, 2025 effective date approaches for MI ESTA requirements, employers with Michigan-based employees are advised to begin working with their employment and labor counsel now on the following items to ensure compliance:

Review and update, as necessary, leave policies and procedures, taking into account previously excluded employees who will now be eligible for MI ESTA paid sick leave
- Previously exempted employers (those employing 50 or fewer employees) will be required to provide paid sick leave and develop applicable MI ESTA policies and procedures

Review and update, as necessary, attendance and payroll systems especially accounting for the higher accrual amount limits
- o MI ESTA now requires between 40 and 72 hours, depending on employer size (see table above)

Train Human Resources team members and other employees who manage employee leave

Communicate these MI ESTA changes to employees

Monitor the Michigan state webpage for the updated MI ESTA model postings and notices (when available), as well as additional MI ESTA guidance:

https://www.michigan.gov/leo/bureaus-agencies/ber/wage-andhour/paid-medical-leave-act

How can we help?

For purposes of tracking and paying out this paid leave, please use the SICK pay code. Madison Resources’ systems will accrue this earned leave as directed in the legislation for employees working in the state of Michigan. Additionally, you may view available paid sick leave for your employees in our online reporting system, MOS. For questions on the reporting, please reach out to your payroll specialist.

As always, we recommend speaking with your attorney, CPA, or industry professional for further guidance.

Have Questions?

For more information on Michigan Paid Sick Leave:

https://www.michigan.gov/leo/bureaus-agencies/ber/wage-andhour/paid-medical-leave-act

To access the FAQ’s:
https://www.michigan.gov/leo/bureaus-agencies/ber/wage-andhour/paid-medical-leave-act/frequently-asked questions–faqs

Contact Information:
Michigan Department of Labor & Economic Opportunity
Call: (855) 464-9243 or Visit: https://www.michigan.gov/leo/bureaus-agencies/ber/Wage-and-Hour

Explore our website to find more Legislative Updates. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

State of Vermont: Family and Medical Leave Insurance (FMLI)

Madison Resources consistently strives to be recognized as a true partner to your staffing firm. Therefore, as part of this commitment, we not only provide timely and accurate information—such as updates on the Vermont Family and Medical Leave Insurance program—but also actively promote efficiency and offer valuable resources to you. By doing so, we aim to support your business in navigating complex employee benefits with ease and confidence.

Introduction to Vermont Family and Medical Leave Insurance

Beginning February 15, 2025, Governor Phil Scott, along with The Hartford—a leading provider of employee benefits and leave management—will start offering the Vermont Family and Medical Leave Insurance (FMLI) program for employers. Specifically, employers with two or more employees will have the opportunity to design plans tailored to the unique needs of their business and workforce, with benefits officially commencing on July 1, 2025. This initiative represents a significant step forward in supporting Vermont’s workforce and their families.

Key Benefits of the FMLI Program

The FMLI program, importantly, offers partial income replacement for workers who need to care for a family member with a serious health condition, a military service member’s serious injury or illness, or address certain needs related to a family member’s covered active military duty or call to active duty. It’s worth noting that participation in this program is voluntary, allowing employers and employees to make informed decisions based on their individual circumstances.

Flexibility for Employers

Moreover, the FMLI plans are designed with flexibility in mind and allow employers who opt in to customize a plan that best fits their business and employees. For instance, key features include:

The option to provide family and medical leave combined or stand-alone family leave insurance
Contributions that can be fully paid by the employer, shared with employees, or fully paid by employees as a voluntary benefit
Benefit durations ranging from 6 to 26 weeks per 12-month period
Wage replacement of 60 to 70%, with additional options available through underwriting review

This level of customization ensures that businesses of various sizes and industries can find a suitable arrangement that balances employee support with financial considerations.

Program Phases and Availability

Initially, the program’s first phase was implemented for Vermont State employees in July 2023. Subsequently, the final phase will extend FMLI benefits to individual workers without employer coverage, self-employed individuals, and employers with fewer than two employees. Consequently, these groups will be able to purchase benefits in 2025, with coverage officially starting July 1, 2025. This phased rollout demonstrates a thoughtful approach to ensuring the program is accessible to a broad range of workers across Vermont.

Products Offered by The Hartford

The Hartford offers two distinct products to employers: VT Family and Medical Leave Insurance (VT FMLI) and VT Family Leave Insurance (VT FLI). Both products may provide a combined six weeks of paid leave benefits in a 12-month period for the following life events:

VT FMLI Covers:

Bonding with a new child (newborn, adoption, and/or foster placement)
Care for a family member with a serious health condition
Military exigency
Care for a military service member
Recovery from childbirth
Recovery from their own serious health condition

VT FLI Covers:

Bonding with a new child (newborn, adoption, and/or foster placement)
Care for a family member with a serious health condition
Military exigency
Care for a military service member

These options provide comprehensive coverage to meet the diverse needs of employees during critical life moments.

How Madison Resources Supports You

Since Vermont’s FMLI program is voluntary, no law requires employers to provide family or medical leave. Thus, businesses may choose whether to add FMLI to their employee benefits package. If you decide to offer paid leave through The Hartford’s program, Madison Resources can readily assist by deducting employee contributions during payroll processing and remitting those funds to you for payment to The Hartford. This service ensures smooth administration and peace of mind for your business.

Seek Professional Guidance

As always, we strongly recommend consulting your attorney, CPA, or industry professional for further guidance on effectively implementing the Vermont Family and Medical Leave Insurance program. Their expertise can help you navigate legal requirements and financial considerations with confidence.

Additional Resources

VT FMLI site: https://www.thehartford.com/paid-family-medical-leave/vt
Employer VT FMLI Fact Sheet: https://ewcstatic.thehartford.com/fmli/documents/Plan%20Information%20Flyer%2010-24.pdf
VT FMLI Employer Page: https://fmli.thehartford.com/vtemployers
VT FMLI FAQ’s: https://ewcstatic.thehartford.com/fmli/documents/FAQ%20Flyer.pdf

Contact Information

Office of Governor Phil Scott
109 State Street, Pavilion
Montpelier, VT 05609
Phone: (802) 828-3333 (TTY: 800 649-6825)

Explore our website to find more Legislative Updates. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

State of Maryland: Pay Statement and Pay Transparency Laws

At Madison Resources, we aim to be more than just a provider—we strive to be a true partner to your staffing firm. That’s why we focus on delivering essential information to help you stay accurate, efficient, and compliant—especially when it comes to the new Maryland pay transparency and pay stub laws taking effect on October 1, 2024.

Recently, the State of Maryland passed two new laws during the 2024 General Assembly Session:

The Pay Transparency Law, which requires employers to include compensation and benefits in job postings
The Pay Stub and Pay Statement Law, which mandates written notice of pay, paydays, leave benefits, and detailed pay statements each payday

What’s Changing?

Previously, Maryland law only required employers to disclose wage ranges if an applicant requested them. Now, under the new Wage Range Transparency Law, employers must include:

Wage ranges
General benefit descriptions
Any other form of compensation

This information must appear in all job postings, both internal and external. If a posting isn’t available prior to an application, employers must share this information before compensation discussions and whenever the applicant requests it.

How to Define a Wage Range

Employers can determine a wage range using:

An established pay scale
A previously determined wage range for the role
The actual range for similar positions
The budgeted salary for the job

If the pay is fixed, that rate must be clearly listed in the posting.

What Else to Include in Job Postings

In addition to wage ranges, postings must include:

A general overview of benefits such as insurance, paid/unpaid leave, and retirement plans
Additional compensation like bonuses, commissions, tips, stock options, or employer-provided meals and lodging

Each job posting must reflect a specific range for a single position in a single location. For jobs across multiple locations or seniority levels, employers must include separate pay ranges. This applies even to reposted positions, as long as changes are made in good faith.

Where This Applies

These rules apply to all job advertisements, including:

Print ads
Social media
Email outreach
Third-party agency postings

Any role where work is physically performed—at least in part—in Maryland is covered. However, roles that involve only occasional work in the state, such as attending a meeting or conference, are excluded.

Pay Stub and Pay Statement Law: Key Details

Currently, employers must inform new hires about pay rates, paydays, and leave benefits. Starting October 1, 2024, this information must be delivered in writing.

Each payday, employers must provide written or online pay statements that include:

Employer’s name, address, and phone number
Date of payment and pay period
Hours worked (if non-exempt)
All rates of pay, bonuses, commissions, and piece rate info
Gross and net earnings
All deductions

What Employers Must Do Now

These requirements cannot be waived by employees. Employers must provide at least one pay period’s notice of any wage decrease (though increases can be made without prior notice).

To stay compliant, employers should:

Update onboarding procedures
Revise pay stub formats
Train HR and payroll staff
Ensure job postings meet all Maryland pay transparency and pay stub laws

Although individual employees cannot file lawsuits, the Commissioner of Labor may enforce these laws and issue fines of $500 per employee who doesn’t receive the required notices.

How Madison Resources Supports You

Madison Resources ensures that both our paper and online pay statements meet all state requirements. We encourage all Maryland employers to thoroughly review their job postings and onboarding processes to ensure full compliance.

As always, we recommend consulting with your attorney, CPA, or another trusted advisor for detailed legal guidance.

Need Help or Have Questions?

📘 Read the official FAQ:
Maryland DOL Wage Range FAQs

📞 Contact the Wage and Labor Standards Enforcement Unit:

Spanish: (410) 767-2370
✉️ Email: workrights@maryland.gov
📬 Mail:
Maryland Department of Labor
1100 North Eutaw Street
Baltimore, MD 21201

English: (410) 767-2357

Explore our website to find more Legislative Updates. Madison Resources is the premier payroll funding and back office support partner to the staffing industry. Grow with confidence.

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Industry Insights

5 Ways to Ask for Referrals

Why Referrals Are So Powerful

Why We Offer a Referral Reward

5 Easy Ways to Ask for Referrals (and Offer a Reward)

1. Email Request with Reward

2. Referral Program Announcement

3. Social Media Post

4. In Person or Phone Request

5. Post Purchase Thank You + Referral Request

Why Referrals Matter (Beyond the Reward)

Ready to Make a Referral?

Productivity Tips For Staffing Professionals

Debunking the Myth of Longer Hours

Understanding Focus and Fatigue: Key Productivity Insights for Staffing Agencies

Why Multitasking Hurts Productivity: Avoiding Common Pitfalls in Staffing Work

Effective Productivity Strategies: Work Smarter, Not Harder

Time Management Tips: Think of Your Day Like a Golf Game

Master Focus and Boost Productivity: Say Goodbye to Hustle Culture in Staffing

U.S Jobs Report April 2025

State of Michigan: Paid Sick Leave Changes for 2025

State of Vermont: Family and Medical Leave Insurance (FMLI)

State of Maryland: Pay Statement and Pay Transparency Laws

What’s Changing?

How to Define a Wage Range

What Else to Include in Job Postings

Where This Applies

Pay Stub and Pay Statement Law: Key Details

What Employers Must Do Now

How Madison Resources Supports You

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