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:
 

• Ask what their expectations are for their employment with the company. This type of open-ended question may prompt a response you didn’t expect, but that’s information you need to know.
• Ask what their career goals and objectives are.
• Ask what the company can do to help them accomplish their goals.

 
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:

1. By what date would you I like to change jobs? Setting a specific date is an act of commitment.  “I want to be with a new company by December 31” is far different than “I wonder what it would be like to work somewhere else.”
2. What other companies would I like to work for? Once again, naming specific employers sets a course for action. Otherwise, your “job search” is all theory and conjecture and is devoid of substance.
3. If I could change three or four things about my current job (besides my salary), what would those things be?Your answer to this question will help to reveal your source of “pain,” or in other words, the reasons behind your desire for a change of employment.
4. If those changes were present in another opportunity, would I be willing to turn in my two-week notice today or would I have to “think about it”? This question helps to gauge the level of your “pain.” Is it so bad that you would leave immediately if the chance arose to alleviate it, or is it not bad enough to turn in your two-week notice?

 
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!