Gas is Up. Your Employees Feel It. - Post by Briana Capps, HR Coordinator

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For a lot of workers...especially millennials-we remember when gas prices spiked back in 2008.

Or at least… we kind of do.

For me (Bre), I don’t really feel like I remember it the same way. I was in college at the time, and my parents were still paying for my gas to drive back and forth from WCU on the weekends.

What I do remember?

My dad saying:
“Meet me at Honda. You’re getting rid of that Mustang. Now.”

You would think trading a car would cost more, but that Mustang got a whole 7 miles to the gallon😅... when the civic would average 28 on a bad day.

Employees are getting squeezed from both sides right now.

And no, most businesses, especially small businesses, can’t just turn around and increase wages overnight.

But your employees are still feeling it… especially at the pump.

With gas going over $4 a gallon and diesel pushing close to $6, employees are having to make real decisions for their families.

Do they pay bills… or pay for gas/fuel to get to work?
Do they cut back on groceries… just to fill their tank?

That’s the reality right now.

You don’t have to “fix” the economy, but you should acknowledge it

Small business owners are already dealing with enough.

But this is one of those moments where ignoring it creates a bigger issue.

Because employees notice:

• who acknowledges what’s happening
• who pretends nothing has changed
• and who is willing to adjust where they can

It’s not always about a big solution.

Sometimes it’s about whether employees feel like leadership is paying attention.

What you can actually do (without changing compensation)

Let’s take compensation off the table for a second, because for many businesses right now, that’s just not realistic.

There are still ways to support your team that actually make a difference:

• Look at flexibility (where you can)
• Even small shifts matter.
• Adjusting start times, allowing compressed schedules, or building in flexibility where possible can reduce commute frequency or stress.
• Be honest about remote or hybrid options
• If a role can be done remotely.. Even if it is part-time or temporary- it's worth revisiting.
• Not every job can. But for the ones that can, this is where you show employees you’re willing to adapt.
• Encourage simple solutions like carpooling
• You don’t need a full program.
• Sometimes it’s as simple as:
  “Hey... anyone coming from the same area who wants to coordinate rides?”
• That alone can make an impact.
• Look into commuter-related benefits
• A lot of smaller companies don’t realize these exist.
• Pre-tax commuter benefits can help offset fuel, parking, or transit costs — and they’re often easier to implement than expected.
• Say something (seriously)
• This is the easiest one — and the most overlooked.
• A simple acknowledgment like:

“I know costs are going up, especially gas. We’re looking at where we can be flexible and support where possible.”

• That goes further than you think.

The retention risk no one is talking about

Here’s where this actually matters.

Employees aren’t always leaving for better pay right now.

Sometimes they’re leaving for less friction.

If someone can:

• work closer to home
• work remotely
• or cut down their commute

That can outweigh a small pay difference.

And that’s where small businesses can get caught off guard.

This is a culture moment... not just a financial one

You may not be able to control gas prices.

But you can control how your business responds to it.

Employees don’t expect perfection.

But they do notice when leadership:

• pays attention
• communicates
• and makes an effort, even in small ways

Final thought

You don’t need to overhaul your business to handle this.

But you should recognize what your employees are dealing with outside of work.

Because right now, that line between “work issue” and “real life issue” is a lot thinner than it used to be.

And the businesses that understand that?

They’re the ones that keep their people.

If you’re looking at ways to add flexibility, adjust policies, or just talk through what actually makes sense for your business...that’s where we come in.

At InnovateHR, we help employers navigate these situations in a way that supports their team and makes sense operationally.

Whether it’s reviewing remote work options, adjusting schedules, or putting clear policies in place ...we’re here to help.