Every company, department, or team has employees who can be classified as “high achievers” . . . and those who are not included in that category.
 
However, these employees should not be dismissed—either literally or figuratively—without attempting to motivate them to higher levels of achievement. While this naturally requires additional time, energy, and effort to accomplish, it can be done. The result is greater individual and collective productivity and ultimately, profitability.
 
So what can be done to motivate those who are, well . . . unmotivated?
 
There are six key factors that managers and team leaders can use to motivate anybody on their team—even somebody who appears to be “terminally unmotivated.
 
Those six factors are as follows:
 

1. Encouragement--Employees want to be inspired, and the best way to do that is to be positive during all interactions.
   
2. Trust--This is a slow process, but once employees know that you trust them, they’ll be more likely to exhibit behavior that continues to earn that trust. (And, of course, you want them to trust YOU, as well.) 
3. Interest--Employees want to know that you’re genuinely interested in their professional development.
   
4. Communication--This is the cornerstone of all interpersonal success, and it’s no different in the workplace. 
5. Honesty--This forms the foundation of trust, so honest communication regarding all issues is imperative.
6. Connection--Employees want you to know them on a personal level, too. So ask about their families, hobbies, life outside work, etc.

 
As you can see, these factors have more to do with interpersonal issues than anything else. More money was not on the list. Neither was more paid time off or a more flexible work schedule.
 
Instead, companies and organizations should strive to engage their employees and do so in genuine and authentic ways. The bottom line is that people want to know that the companies they work for care, including about themselves.
 
Disgruntled employees can be motivated to achieve more and produce more for the company. They’re just looking for the six things listed above—and they’re all things that you can give them!
 
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!

Today’s marketplace is one of the friendliest in recent memory for people who are looking for a new job. However, that doesn’t mean the traditional rules associated with a job search no longer apply. Quite the contrary: you still need every advantage that you can get.
 
Unfortunately, there are some job seekers who unwittingly put themselves at a decided disadvantage, simply because of the information they choose to include on their resume. They believe they’re making their resume better by including this information, but it’s simply not the case.
 
It’s not that the information is bad. It’s just that the information is not needed (i.e., not central to the decision-making process of the company official reading the resume). With that in mind, below are four things that you should NOT include on your resume:
 
#1—Marital status
 
Divorced, single, or married, it doesn’t matter. Do not carve out space on your resume for this bit of information.
 
#2—Children
 
Job seekers have listed the number of children they have, the names of their children, and the ages of their children. None of this demonstrates to the hiring authority why a candidate should be hired for the position.
 
#3—Social security number
 
If you perform well during the interview phase of the process and land the job, then you’ll have plenty of opportunity to provide the company with your SSN.
 
#4—Photo
 
Some job seekers believe that this will set them apart and make their resume stand out, but once again, what they look like ultimately has no bearing on whether or not they’re hired. Resist the temptation to include a photo of yourself.
 
Now that we’ve discussed the things that you should NOT include in your resume, let’s discuss some of the things you should do with your resume.
 
First, write an “executive summary” or a “professional summary,” as opposed to a “professional objective.”
 
Second, the resume should be nicely formatted and should have the proper keywords and applicable catchphrases related to the position and industry.
 
Third, the resume should be two pages in length, at most. One page is sometimes too short and three pages is definitely too long.
 
Follow this time-honored list of “do’s and don’ts” and remember to also stick to the basics and fundamentals of conducting a job search. That’s because they never fail you, no matter the state of the job market.
 
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!

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!