 In today’s business environment, the overriding mantra is often, “Do more with less!” That pertains to resources, materials, and even employees.
Unfortunately, it’s human nature to not pay enough attention to your best employees and top performers. Why is that? Because they’re usually self-motivated go-getters who need no prompting or anybody looking over their shoulder. This gives the manager more flexibility and more freedom to tackle other issues. However, while it makes sense to leave top performers be and let them do their jobs, that philosophy can be harmful if taken too far. Here’s a reality check: if top employees don’t believe that they’re growing in their current position and working toward something bigger and better, then they’re going to think about leaving. That’s why you absolutely need to know what their professional needs and career goals are. This may sound a bit simplistic, but the best way to do this is by asking them. You shouldn’t subject them to an intensive, intimidating interrogation, though. Instead, fully engage them and make them feel comfortable enough to broach topics they might not bring up themselves. In other words, give them the attention they crave and ask the questions that will ultimately help to retain them as employees:
Based upon their answers, formulate a game plan for achieving their objectives while still working for your company. Also plan to meet on a consistent basis going forward to gauge their progress and set additional goals. Top employees think about their career ambitions all the time. It’s in their nature. So if that’s the case, then it makes sense to give the proper amount of attention to their plans for the future. If you don’t, then you increase the chances that your company won’t be involved in those plans. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers!  All too often, people convince themselves that they like something, when they really don’t. In actuality, they like the ideaof something.
Unfortunately, this applies to the idea of changing jobs. All it takes is one bad day at work, and somebody is thinking about how great it would be to work somewhere else. They might even do a quick Internet search to find out what kinds of jobs are available in their chosen field. However, would that person actually change jobs if the opportunity to do so was presented to them? More than likely not—especially if they follow that bad day at work with a good one. Once again, it was the idea of changing jobs that tantalized them, not the actual act of doing so. So how do you know if you REALLY want to change jobs . . . or if you just like the idea? There are a series of four questions you can ask yourself that will give you the answers you seek. These questions are very specific and are designed to help spur you to action (and not just talk or do a quick Internet search). Below are the four questions:
Nobody ever changed jobs because they liked the idea of changing jobs. They changed jobs because they felt so strongly about it that they took action in their pursuit of another opportunity. Until you answer the above questions in a way that indicates you’re ready for action, you’re not ready to change jobs. However, if your answers to these questions are an indication of your desire for action, then contact us today to find out how we can help you find your next great career opportunity! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field!  As we’ve discussed before in this blog, we are currently in the midst of the Great Resignation. More people have quit their jobs this year (and continue to quit their jobs) than at any time in the history of this country.
But perhaps you’re different. Perhaps you haven’t resigned or quit your job and you’re still working the same job that you had before the COVID-19 pandemic started. In addition, perhaps you’re not exactly satisfied or happy with your current job, but you’re not sure if you want to join the masses and find more satisfying employment elsewhere. If that’s the case, then maybe you need to perform a self-evaluation of your situation. We started that evaluation last month with the blog post, “Top 4 Signs It Might Be Time to Search for a New Job.” However, now we’re back with five more signs that you need to find a new job: #1—You don’t feel motivated. Whereas you might have looked forward to going to work before (or at the very least, you didn’t dread it), now you find it difficult to summon the motivation. This is an indication that the job does not fulfill you at even a basic level. #2—Your strengths and skills are being underutilized. Could you be doing more and contributing more value than you are right now, but management doesn’t recognize it? Even more importantly, do you want to contribute more and you feel as though there are not opportunities for you to do so? #3—You’re not being challenged. This one goes hand-in-hand with the first two on our list. (In fact, you’ll notice that most of these signs are intertwined to some degree.) When you’re not being challenged, typically your strengths and skills are being underutilized, and as a result, you don’t feel adequately challenged. #4—You’re not being recognized. On the other hand, you could be challenged and your skills could be utilized, but you’re not being recognized for your achievements or the value that you provide. This could include—but is not limited to—not receiving a raise and/or a promotion. #5—You’re being treated unfairly. This sign represents a step beyond even #4. You could be challenged and your skills could be utilized, but not only are you not being recognized for your value, but you’re also being treated unfairly. This is especially frustrating if the treatment in question is coming from members of management. Market conditions are favorable for workers who want to make a change. If you recognize any of the above signs in your current employment situation, then now is the time for you to make that change! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! The COVID-19 pandemic has had a tremendous impact on just about everything in our lives, and that includes the employment marketplace and the job market. One of the things that the pandemic has affected within the professional realm is that of health and safety in the workplace.
As might be expected, standards for health and safety increased dramatically during the early part of the pandemic, out of necessity more than anything else. And of course, as the pandemic has continued, health and safety standards have remained a focus of concern for employers. However, after the release of multiple vaccines, as well as booster shots for each one, the temptation to relax has become more prevalent. Despite that, the need for stringent standards is as high now as it was at the beginning of the pandemic. Since that is the case, below are four pro tips for maintaining high standards of health and safety within your company: #1—Be tactical, strategic, and flexible. Obviously, the health and safety protocols for a company with an office working environment are different than those for an organization with a manufacturing or warehouse environment. Workers who engage with customers on an in-person basis would be subject to more rules and regulations than those who do not do so. As a result, the safety protocols and practices for your company should mirror its working environment. In addition, the measures should be designed with both maximum safety and maximum productivity in mind. #2—Include mental health within company guidelines. Mental health considerations are often overlooked in a discussion about health and safety concerns. However, the COVID-19 pandemic has severely affected people’s mental health in a variety of negative ways and employers should not dismiss these effects. Does your company have programs that address mental health? If not, what can you do to address this growing concern within the workplace? Investing in the mental health of your employees is a wise investment. #3—Weave health and safety into the culture. Employer branding and company culture are of paramount importance for organizations, not just for job candidates, but also for current employees. People want to work for a company that they believe cares about their health and well-being. Consequently, it makes sense to emphasize the importance of health and safety by making them part of the company’s mission statement and/or core values. #4—Conduct regular training. As we’ve been discussing, safety awareness should be a priority for your company, and conducting regular training sessions is one way to ensure that this is the case. This training is not just for new employees as part of their orientation, but it’s also for existing employees on a continuing basis. It’s easy for people to become complacent on the job after a while, and that’s when accidents can occur. Physical and mental preparation and focus are key factors in this area. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! As you probably know, there is currently a worker shortage in the United States. Employers everywhere in just about every industry are looking for qualified workers. Not only that, but people are also quitting their jobs in unprecedented numbers in what is being called the Great Resignation.
However, not everybody is currently employed and looking for another job or quitting their current job to take an opportunity with another employer. There are some people who are not currently employed and who are looking for a new job. In fact, you might be one of these people. If that’s the case, below are three strategies for getting a job in this market when you’re unemployed: #1—Address the employment gap in a positive way. You might be tempted to lie about the fact that you’re unemployed, but it’s always better to be honest about it. Instead, address the employment gap by highlighting the positive things you’ve done during the gap. (Of course, you must have been doing positive things before you can highlight those things.) One positive thing to do during an employment gap is to take additional training and/or certification courses. This shows that you’re committed to continuous learning and education, which is what employers like to see in job candidates. #2—Highlight other positive aspects of your resume or work history. Perhaps you have a special skill or can do something that other people can not do. (For instance, you might speak a second language.) Maybe you’ve worked unique jobs outside of your field in the past that have equipped you with valuable crossover skills. This is also where volunteer work becomes a great addition to your resume. Employers hire job candidates who are proactive and show initiative, even if they’re currently unemployed. #3—Consider temporary employment. If you aren’t able to land a full-time direct hire job, then perhaps you can land a temp position, ideally on a full-time basis, as well. However, even a part-time temp position is better than an employment gap. Not only that, but a part-time job often serves as a bridge to full-time employment. Time Staffing offers both direct hire and part-time positions to job seekers. If you’re not currently employed, then we encourage you to look through the job listings on our website. In today’s marketplace, not being employed will not stop you from landing a great new job. However, you must be strategic in your job search and consider teaming with an experienced staffing agency like Time Staffing! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! There are many things that affect productivity in the workplace, and when we say productivity, what we really mean is profitability. As we’ve stated in previous blog posts, more productivity almost always means more profitability.
As an employer, there are steps that you can take to deal with negativity in the workplace. However, there are two different ways to approach the situation: proactive vs. reactive. When you’re reactive, you’re forced to deal with negativity that already exists. However, when you’re proactive, you do things in advance that help to prevent negativity from happening in the first place. With all of this in mind, below are four tips for proactively neutralizing negativity in the workplace #1—Hire people with a positive attitude. You might be amazed by how many problems (and potential problems) are solved by hiring the right people. Hard skills, soft skills, and experience are all important factors to consider when hiring. However, a person’s attitude, how they handle themselves, and how they approach situations are also critical components to consider when making hiring decisions. #2—Make communication a priority. Communication, as they say, is a two-way street. There is the communication between the organization and its employees and vice-versa. When there is an abundance of communication (going in both directions), then you’re more likely to identify problem areas as they occur or even before they occur. And when you can recognize potential problems in advance, you can minimize the damage. #3—Emphasize and reward workplace positivity. If you want more positivity in the workplace, then you must reward team members who create that positivity. But you can even go a step beyond that by weaving positivity into the organization’s mission statement and/or core values. Of course, a positive work environment must be modeled from the top-down, meaning that members of management should be consistently exhibiting the behavior that they want to see from their team members. #4—Actually listen to employee feedback. It’s one thing to tell employees that your company listens to their feedback and their concerns. It’s another thing to actually do it. However, spending the time and putting forth the effort to do so is well worth it. That’s because workers who feel as though their employer genuinely listens and cares about what they have to say are more engaged and ultimately more loyal to the organization. In other words, they’ll be less likely to leave in search of “greener pastures.” Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! Succeeding in the workplace, both individually and as a team, requires a number of factors and elements. However, one of the most important factors—and quite possibly the most critical one—is trust.
The first step is to build trust with others, and the second step is to maintain that trust. While both steps present challenges, some people would argue that it’s actually more difficult to maintain trust after you’ve built it. Regardless, you must build it before you can maintain it. And the primary people with whom you build this trust is with your co-workers, including your supervisor or manager. With all of this in mind, below are three ways to build trust in the workplace: #1—Be honest and forthright in all situations. What does this mean, exactly? It applies to both the things that you say and do and also the things that you don’t say and do. In other words, be truthful and honest when you share information, but also don’t withhold information that would be valuable to other people. #2—Acknowledge your mistakes and strive to learn from them. Everybody makes mistakes; there’s no way around it. However, how people react to making mistakes differentiates them. To build trust, you must acknowledge your mistakes, take responsibility for them, and learn from them. What you don’t want to do is act as though you didn’t make a mistake and/or blame other people for the mistake. #3—Be open and receptive to feedback. Some people respond well to feedback, which often takes the form of constructive criticism. Other people, however, do not respond well to feedback (or criticism, for that matter, constructive or otherwise). When you’re open to feedback, people will feel comfortable continuing to provide it. #4—Follow through. Simply put, this means doing what you say you’re going to do. This brands you as being reliable, and before you can brad yourself as being trustworthy, you must brand yourself as being reliable. This is an easy way to stand out in the workplace because you would be surprised by how many people are not able to follow through on a consistent basis. Remember: building and maintaining trust is difficult, but destroying it can happen quickly. Follow the steps outlined above to set your feet on the right path and position yourself for more success! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! There’s a bottom line when it comes to hiring people. Sure, you want to hire people who have the skills, abilities, background, and experience that line up with the qualifications and demands of the position that you’re attempting to fill.
But who do you really want to hire? Successful people, that’s who? Now you might be thinking, “Duh, of course I want to hire those kinds of people!” However, just because you hire people who perform a certain set of tasks well or who excel in a certain area of the industry does not necessarily mean they’re successful overall. So now you might be thinking, “Who cares? I just want them to do what I hired them to do.” Is that really the case? Don’t you want them to grow beyond the position for which you hire them? Don’t you want them to become a leader, to possibly branch out into new areas, accumulate additional knowledge, and increase their value as an employee? Of course you do. That’s exactly why it’s important to hire successful people. You’ve probably heard this saying before: “Previous success doesn’t guarantee future success.” Whether or not you agree with that statement, the fact of the matter is that previous success is a good indicator of future success. Translation: Those with a track record of being successful are more likely to be successful in the future (i.e., once they’re hired). And it’s not just a tangible track record that’s important. The difference between successful and unsuccessful people is also measured in intangible traits. You just have to know what to look for, especially during the interview stage of the hiring process. Below are three tips for hiring successful people for your team: Tip #1—Attitude is everything. Successful people usually have a more positive attitude. They speak with more confidence, they heap praise on others, and they talk about what can be done instead of what can’t be done. More importantly, they don’t blame others for their failures and often take the blame for group failures—even when it’s not actually their fault. (That’s leadership material right there.) Tip #2—Chemistry is more than just a class in high school. Talent, skills, and abilities will only take you so far if the person is not a good cultural fit. Successful people tend to work well with those around them, increasing camaraderie and productivity. They put their co-workers at ease and excel in collaborative endeavors and group projects. Tip #3—Success is a way of life. When you hire people, seek to hire those who are successful outside of the professional realm. People who are successful are well rounded, not one-dimensional in nature. Find out what they do in their spare time, what their hobbies are, and how they’ve been successful in other areas of their life. Hiring successful people requires a more comprehensive approach to the process. There are more factors to consider and more information to assimilate. But in the end, it’s worth it. That’s because successful people make being successful a lifelong habit . . . and that includes their employment with your organization. Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! We’ve discussed mentoring before in this blog, specifically with the post, “The Importance of Finding a Good Mentor.”
But once you’ve identified a mentor and have started the relationship, where do you go from there? There are two things you can do right away: troubleshoot potential problems and communicate effectively. Below are some of the potential problems that can pop up after the arrangement has already been agreed upon and begun.
The key to overcoming these potential obstacles is consistent communication. There are two main forms of communication that you should be concerned with in a mentoring relationship: planning/preparation and feedback. Below are three quick tips about planning/preparation:
Below are two tips about feedback:
When evaluating progress, there are a number of benchmark questions that both people should ask. Some of these questions include the following:
Last but certainly not least, a mentoring relationship needs the appropriate amount of time in order to reach its full potential. Over time, you’ll be able to better assess how the other person likes to work, how they prefer to handle situations, etc., and they will be able to do the same when it comes to you. There’s bound to be some awkward moments at the beginning. However, if you recognize that those are a natural part of the process, then you can work through them and use them as the launching pad for what could become a very productive, rewarding, and satisfying mentoring relationship! Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact us today to find out more about the employment opportunities that are available in your chosen field! All organizations would like to think that they hire exceptionally well. Obviously, not all organizations hire exceptionally well.
This is rather perplexing, considering how important hiring ultimately is to the long-term success of a company. How well a company hires largely dictates how successful it is, and that includes how profitable it is. However, before you can hire well, you must plan to hire well. It doesn’t just happen by magic or through some form of “happy accident.” It happens on purpose. Below is a six-point plan for executing an exceptional hiring process: #1—Determine a ranking system for positions. Not all open positions are created equal. Some are more important than others. However, if you don’t determine which ones are most important, then you run the risk of treating them all the same. That’s a mistake, since the ones that are the most important are the ones that are costing you the most money the longer they stay open. #2—Implement an accelerated timeline for filling critical positions. Now that you’ve determined which open positions are critical, adjust the timeline for filling those positions. That timeline should be three to four months, at a maximum. Ideally, you want these positions filled even before that. Sure, you want the best job applicants and candidates, but it would be even better to hire the best candidates as quickly as possible. #3—Select process participants carefully. Who absolutely needs to be part of the hiring process? Don’t bloat the process with people who do not need to be part of it. Have specific and valid reasons why the people who are part of it should be part of it. This preparation up front will pay dividends in the form of a more focused, efficient, and effective process. #4—Make sure that process participants are knowledgeable and invested. The participants should know everything they can about the position, about their role in the process, about the other people involved in the process, and about the roles of the other people involved in the process. That’s a lot, to be sure, but an oversight in any one of these areas can contribute to a costly miscommunication. #5—Set expectations. Not only must you set expectations, but you also have to communicate those expectations to everybody involved in the process. That’s because if everybody is not aware of the expectations associated with the process, then how can you expect those expectations to be met in a satisfactory fashion? You can’t, that’s how. #6—Create a system for reviewing results. The only way to improve performance is by measuring that performance. By extension, the only way to improve your hiring process is to measure the results of that process. Obviously, hiring the best job applicants and candidates is the “gold standard.” How well do you execute the steps listed above? Are these steps part of your process or are they missing? If your hiring process is not exceptional, then how can you expect to hire exceptional workers? Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%. Contact Time Staffing today to find out more about our placement services for employers! |
