​Performance evaluation is necessary for every type of employee. It doesn't matter if you're part-time, if you're temporary, if you're working on contract, or if you're full time or direct. You need to know how well (or how not well) you're doing.
 
Unfortunately, you can't always wait for your boss or supervisor to provide you with the feedback you need regarding your performance. There are a number of reasons for this:
 

• Your supervisor is too busy.
• They're expecting you to track your own progress.
• They provide you with some feedback, but it’s not specific enough to be that useful.

 
Your performance is tied closely to the value that you provide for your employer. We've stated this numerous times before, but everything in the employment marketplace boils down to value. You must provide value to your employer if you want to be considered a valuable employee. (Makes sense, doesn't it?)
 
The better your performance, the more value you're providing. The more value you're providing, the more valuable you are. And remember: it's not how valuable YOU think you are that's important. It's how valuable other people (especially your supervisor and management) think you are that's really important.
 
This means that you will need to be proactive in your pursuit of your performance assessment. You can't just sit back and wait. That's because you might be missing the mark in certain areas and not even know it. Below is a four-step blueprintfor accurately assessing your job performance:
 
#1 - Clarify expectations at the outset.
 
You can't hit your performance goals if you don't know what those goals are. Clarifying the expectations that your employer has for you is the first step in meeting those expectations. If possible, get them in writing. This will set you on the correct path and help to eliminate confusion and miscommunication.
 
#2 - Track the right numbers and metrics.
 
More than likely, there are production metrics associated with the expectations discussed in step #1. If so, then it will be easier to chart your progress and performance. You just have to hit your numbers, and more than likely, you'll be able to track those numbers yourself. This allows you to assess your performance on a daily or weekly basis and make adjustments accordingly.
 
#3 - Ask your supervisor for feedback.
 
Okay, you knew you'd have to do this eventually. However, this is important because as we mentioned above, what the supervisor thinks of your performance is ultimately more important than what you think of it. Once you get "their side of the story," you should be able to make better and more effective adjustments to achieve the desired results.
 
#4 - Pursue improvement in deficient areas.
 
By this time, you probably know the areas in which you're deficient. Now is the time to take steps to shore up those areas. Engage in additional training. Put in more hours to hone your craft. Whatever it takes to improve your performance, be willing to do what is necessary to make it happen. The bottom line is that you're investing in yourself, and you believe that you're worth the investment, correct?
 
If you're currently conducting a job search, then Time Staffing can help! Contact us today to find out about the employment opportunities that are available in your chosen field.

​Everybody has worked a job that they didn't like. More than likely, this includes you. And once you had the opportunity to leave that job, you did.
 
Unfortunately, there's a chance that you will once again work a job that you do not like. And once again, you'll have the opportunity to leave. Hopefully, despite how much you dislike the job, you will give the employer the appropriate two-week notice.
 
Yes, you may not want to. Yes, the thought of working another minute at the company might make you sick to your stomach. However, giving the appropriate amount of notice is still the right thing to do. And even if that doesn't sway you, keep in mind that it's also the right thing to do for your career.
 
First, there's an element of personal branding involved here. As we've discussed before in this blog, your personal brand is built upon all of the encounters that you have with people. Every interaction is important. People's experience with you forms the individual building blocks of your brand. It doesn't matter if you like the person or not. Your interaction with them and their experience dealing with you ultimately affects your brand.
 
With that in mind, you want every interaction to be as positive as it can be. If you simply quit your job and leave the same day, that is not a positive interaction. That's a negative one, and there will be many people who will have a negative opinion of you and your brand because of how you handled the situation.
 
Below are three more reasons to give the appropriate amount of notice, some of which also involve personal branding:
 
#1 - A solid recommendation
 
If you give the appropriate amount of notice and you're still in good standing with your boss or supervisor, they may give you a solid recommendation in the future. You can never have too many friends in the employment marketplace, and you never know when you're going to need a solid recommendation. This falls into the category of "don't burn your bridges."
 
#2 - Better networking options and opportunities
 
If you leave without giving the appropriate amount of notice, then it's your co-workers who will be left to pick up the slack in your absence, until the company can replace you. Giving appropriate notice is a goodwill gesture with those soon-to-be-former-colleagues. They'll be more likely to keep you within their networking circle.
 
#3 - An (unexpected) early release
 
Even if you give a two-week notice, your employer might not keep you for two weeks. They could release you after one week. Or one day. They might even release you the same day. It depends upon the circumstances and the organization. And if that's the case, it's a win-win situation for you! You did the right thing and you still didn't have to work the whole two weeks.
 
If you're currently conducting a job search, then Time Staffing can help!  Contact us today to find out about the employment opportunities that are available in your chosen field.

​Your company's workforce management needs ebb and flow constantly. As a result, you might need more temporary workers during a certain time of the year than at other times. Sometimes you may not need any. At other times, you need many such workers to keep up with demand.
 
Regardless of how many temporary workers you require at any given time, you always have the need to incorporate these new employees into your workforce. If you're not able to do so effectively, then production will invariably suffer. And when production suffers, so does profitability.
 
Consequently, the worst thing you can do is hire these workers and "drop them cold" into your existing workforce. That does not set them up for success. Instead, it sets them, you, and the other members of your workforce up for failure.
 
With that in mind, below are three ways for successfully incorporating temporary employees into your workforce:
 
#1 - Inform current employees of the new arrival(s).
 
It doesn't matter if it's one new employee or 10 new employees, management should tell the other workers about their arrival. Build some excitement around the fact that they're joining the team. If possible, share pieces of information about the new employees that they will not mind you sharing. This will help to "break the ice" when the workers begin their employment.
 
#2 - Strive to provide an engaging environment.
 
Management should engage the new employee(s) and the current workforce should also be encouraged to engage with them. This can mean a variety of things. Allowing team members to socialize before work and during breaks is one strategy. Scheduling a team lunch is another. Holding a meeting specifically to introduce the new employees is yet another. Everybody needs to become familiar and comfortable with each other.
 
#3 - Let the temp workers know that they're valued.
 
Temporary workers are just like any other employee: they want to feel as though they're valued by the organization. The problem is that these workers won't be around forever. Your company's supervisors have a limited amount of time to make them feel like valued members of the team. The clock is ticking as soon as they arrive.
 
Tell them why they've been hired and how important they are to the overall success of the team and the company. Praise them for their work, and if it's merited, recognize them in front of their peers for their performance. (Ideally, you should be recognizing ALL of your employees for their performance.) You don't have to make overt gestures here. A "pat on the back" will get the job done.
 
If you need temporary employees to supplement your workforce, Time Staffing can help! We have experience identifying and screening top-notch candidates in numerous fields for a variety of employers. Our goal is help you hire the right employee at the right time to get the right results.
 
Contact Time Staffing today to find out more about our placement services for employers!