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Why communicate safety information when onboarding new employees?
The answer may seem obvious, but…
Studies show new workers have a higher risk of workplace injury than more experienced workers. Newly employed aren’t yet familiar with their workplace environment. Every workplace has different equipment, policies and procedures and its own safety conditions. And, if unfamiliar, a new person is more likely to suffer an accident. Firms must protect their most important asset – their employees – from harm.
In the workplace, there are always a variety of safety dangers for recently hired workers. However, you can minimize the risk of a safety incident with new hires by including safety information in their onboarding training.
By effectively and completely communicating safety information, you can lower the chances of a new hire injury.
Here are some tips on how to get started…
It’s too easy to take for granted that workers know and understand potential workplace hazards and safety procedures to avoid them.
You might think many of the hazards that are present in your workplace are preventable for a reasonable, cautious worker. But, don’t presume your new hires understand these conditions or situations. You need to be sure that all safety-related information needs to be clearly communicated and posted in obvious places in the environment.
When a new hire first comes on board they spend their time pretty much at your discretion. After all, they haven’t the experience to jump in and fully participate in the work process. They’re often meeting co-workers, reading documents and “learning the ropes.” Use that initial period to review company safety measures and regulations. Emphasize key points of potential safety hazard and have them take a tour of the workplace. Highlight important info like hazardous materials, safety measures, location of emergency apparatus and first aid kits, etc. You should also make sure they have a list of emergency safety contacts with contact details. Be clear-cut on who to alert if an incident occur or if they have safety concerns, questions or recommendations.
When you present the information during the onboarding process, it is wise to give each new hire a copy of relevant safety policies and procedures. Allow them time to review the details as needed. This can easily be included in a employee handbook or as a separate document. By providing hard copies, you decrease the odds a worker will make a mistake simply because they weren’t informed. Make sure they read and grasped the information. Test their knowledge of the most critical points and have them reread topics they misunderstand.
As we mentioned above, providing safety information in onboarding is essential. But it also should be a continuous mandatory exchange of experience and ideas. Workers forget safety principles and courses of action the longer it’s been since they first learned them. So having the entire team take part in recurrent exchanges helps embed the policies. This is particularly the case where standards often change.
Regardless, use a preventive approach to workplace safety. That’s your best tactic. So carefully instruct your recent employees on their work environment as well as all relevant rules and safety actions for their location.
Flexicrew can help you learn more about safety policies and procedures or about seeking a skilled employee to join your company. Contact us to speak with an experienced member of our staff today and see how our talent staffing services can help your company succeed.
CHATTANOOGA, TN (February 7, 2019) – Flexicrew Staffing, a leader in the industrial staffing industry, has earned a nationally recognized Best of Staffing® Client Award for providing superior service to their clients for the 6th time in the last 7 years, this year earning the highest score in Flexicrew history with an average of 9 out of 10 stars.
Client companies rated Flexicrew by taking a simple survey about the service they received, and the scores are tallied by ClearlyRated.com, an independent Net Promotor Score focused survey company. Only the top 1-2% of all staffing companies are rated high enough to earn the Best of Staffing award.
“We are proud to receive this award for the sixth time,” Flexicrew VP and owner, Misty Brennan said. “Every year brings new challenges to our industry and our team works hard to provide the best service, with the speed and flexibility that our clients expect. Client feedback is very important for us. We have to be able to touch base on a regular basis and change and grow based on our clients’ needs. We know that honest and timely feedback is the only way we can truly get better and best our competitors.”
The survey had clients rank their relationship with Flexicrew on a scale of 1-10. A score of 9 or 10 indicates the client has a positive relationship with the company and is likely to recommend us to peer companies. Flexicrew received satisfaction ratings of 9 or 10 from 77 percent of their clients, 2.5 times higher than the industry average of 32 percent.
REAL CLIENT REVIEWS:
“Extremely happy working with Flexicrew.”
“If there are any issues, and those have been very few, they are resolved promptly and with great attention.”
“The team was very professional and provided a great service and candidates.”
“I enjoy working with Flexicrew and they have helped us many times.”
“Always had a solid business relationship with Flexicrew.”
“Most of the guys I have in my shop have come from Flexicrew.”
Flexicrew is family-owned and run since 2008, focusing on fast and flexible staffing solutions. Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified professionals –industrial, skilled and unskilled, clerical – to clients within most major industries. Headquartered in Chattanooga, TN, and have current plans to continue expanding in the TN, GA, SC, and north AL markets.
About Best of Staffing®
ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on ClearlyRated.com – an online business that helps buyers of professional services find service leaders and vet prospective firms – based exclusively on validated client and talent ratings.
To motivate your team and achieve greater productivity use these 5 ideas that work.
There is one area that ranks high up in what workers want from their job – motivation.
What comes to mind when you want to motivate your team? Methods like money and praise drive people to work hard.
But, you’ll need to make sure that your team has the incentive to reach for higher levels of excellence. The most successful workers rely on a mix of outside and internal motivation.
Money is the most common motivator used with employees. And money is obviously quite relevant. But it can become a problem if it’s the only type of motivation you offer workers.
Soft motivators are important also because they are what tend to produce energy among workers and keep them going through difficult tasks.
Actually, how to motivate your team is personal for each different worker.
Encourage workers to figure out what motivates them to reach goals in addition to money. Then help optimize those motivators. Several benefits result…
Similarly, as a manager, it’s not your job to provide your workers with motivation. (You can lead a horse to water, etc.) But, you can help them figure out what blend of factors drive them to work at their best.
Here are some accepted ideas to motivate your team that don’t involve financials.
To find satisfaction in a job well done, workers want to understand the value they deliver.
Do you have an employee who is very satisfied working for your company? That employee is probably driven by a strong sense of purpose and recognizes his value in the company. Most likely his supervisor gives him adequate and specific feedback on how he’s doing.
Use that motivation to motivate your team by making sure you offer everyone feedback. Share constructive reactions with the team to remind them of why they work.
When you set your own goals, you’re more likely to go after them. While the company will have goals for the team, it’s important to let your workers set some individual goals and define how they will achieve them. These goals should be specific, realistic, and challenging.
Also, personal targets that relate back to team and company-wide goals helps with self-motivation.
Employees need a “coach” to advise on company and department goals or provide specific hands-on fine-tuning. But they don’t need an auditor constantly looking over their shoulder with criticism and micromanaging.
Trust and a level of independence is a great way to motivate your team. Workers’ daily activities feed into working towards the established company goal. But letting them control how they prioritize their daily schedules or the approach they use can be a great motivator.
Micromanagement is often listed as a key reason someone leaves a job. Instead, managers should ensure their team has the tools and authority they need to make decisions and problem-solve at an appropriate level. That frees them from having to move everything up the hierarchy for resolution.
Discuss with your workers your supervision style and the feedback you will offer. Some may find it motivating to have frequent, quick meetings with you to check in and get quick answers. But for others, a less frequent sit-down is more desirable – and effective. Decide with your staff what works best for each member.
Some managers use personality type testing to determine the best working relationship for each team member. Knowing how they think and are likely to act and respond in the workplace helps build rapport between supervisors and each individual worker.
Research indicates the environment you work in plays a big role in motivation and success. Workplaces with more natural daylight and places to get privacy or some quiet time promote productivity.
You might add greenery, encourage breaks, and regulate the office temperature. (If you’re unsure, studies have found 70-77° F ideal for peak productivity.)
“What do we need to do to have a better workforce?” “How can we increase employee productivity?” Last week one of our important clients asked our advice on these important issues.
Productivity is fundamental for a business to remain vibrant and flourishing. But, what do you need to do to have a better workforce is usually not top-of-mind when your business is really solid. But when there are underlying workforce impediments, workforce operations lose their efficiency. Then, you need to look for ways to have a better workforce. But…
So, here are 5 lessons we have learned about how to increase employee productivity and how to have a better workforce.
You first need to document a superior hiring procedure. One that is methodical ensures you have a better workforce:
Define your organization’s goals so the workforce understands what they need to accomplish to support those goals. Straight-forward expectations about performance and behavior help employees accomplish what you want while achieving employee satisfaction.
Regularly offer employee feedback to let them know how well they are doing:
Provide a recognition system that rewards and recognizes people for real contributions:
Provide training, development, and education to build a better workforce and supervisory group. It should start with new employee onboarding and continue from there.
To retain employees and achieve a high productivity workforce, begin with a positive employee orientation. Start by giving new hires a complete overview of the business, the makeup of the work, benefits, and how his job complements the entire company. This helps the new recruit carry out his job effectively as swiftly as possible.
Interested in learning more about how to have a better workforce or increase productivity? Then you can find more information at www.flexicrew.com.
If you want to get a promotion in 2019, performing the bare minimum and blending in with your work associates is over. This year you must exceed expectations, stand out and let your manager know your promotion objectives. Knowing how to get a promotion isn’t that difficult. You need to work hard and stay engaged.
And follow these 5 keys to get a promotion…
You need to tell your supervisor that you want a promotion because he cannot read your mind. Too many workers avoid THE key conversation and then blame their boss if they don’t get a promotion.
Your supervisor can’t simply guess you aspire to a bigger title with more responsibility. You need to be the one to inform them that you want to get a promotion and a raise.
That can be an uncomfortable discussion, but it’s THE key one. You should discuss what you want: what salary you want, the title you want, additional opportunities that you seek.
You may not get there right away. Promotions require a process. But it makes sense if you have that conversation upfront. Because then they can give you feedback if you’re ready for that desired role. And they can keep an eye open for substantial assignments or responsibilities with you in mind.
And also, when they are budget planning they have an opportunity to allocate a salary increase for you sice you made it known what motivates you.
In summary, your supervisor likely can prepare you for the type of broadened responsibilities you want. But they first have to know what you want.
On the other hand, if you’re seeking to get a near term raise or to get a promotion in the near future, you’ve got to convince your boss why you deserve it. You should understand the value you bring to the table for your company. You should be able to assert what you’ve accomplished since the last time you had a bump in salary.
An established way to get a promotion is to solve problems that others can’t. Look for inefficiencies or problems in your company. Then, focus your efforts on improving those areas.
Self-starters and go-getters make an impression on every boss. An employee who shows resourcefulness in areas where the business may be weak raises his stock for a promotion.
Doing what needs to get done to stand out is important. But, equally important, you can’t hide your accomplishments.
Drawing attention to your achievement should be done frequently. Like on a weekly basis. Advise your manager each time you accomplish an important task, solve a key problem, or excel at any other important performance indicator. It might seem like bragging, but your higher-ups might not otherwise recognize that you’re outshining your peers.
Ideally, you should be having regular, open conversations with your supervisor on your future at the company.
If you did this but you didn’t get a promotion, arrange a chat with your supervisor a few months in the future. Plan to confirm whether you’re developing skills and performance to qualify for a new position.
Discuss what you want with your boss. Make sure that he knows what position, salary and opportunities you want and over what timeframe. Talk to your boss about your goals and mention why you want to get promoted. This open dialogue between you and your supervisor helps maintain a matching vision about your career.
So, you wish to get a promotion? Then this may sound counterintuitive. But, you need to concentrate on more than your independent efforts. You’re actually only as good as the people you work with. Try looking at your team members to observe who could use your support in their work activities. The more favorable impression you make on your co-workers, the more likely they will give positive feedback to the manager about your work ethic. Thus, your talent for collaboration can be just as important as your ability to work separately. Successful promotion seekers need to have a balance of strong personal achievement with ability to obtain results through teamwork.
Get comfortable working collaboratively with a range of employees to deliver team results. So, top talent needs the ability to work seamlessly across different sections of the organization as part of their ability to get a promotion.
Promotion is earned through THE meeting, performing like a boss, highlighting accomplishments, communication and collaboration.
Turn the key.
Employee recognition and appreciation pays solid dividends to businesses that excel in this.
Firms that have a genuine process of recognizing employees have:
Results produced by employee recognition and appreciation programs have been as much as 50% greater productivity and up to a 20% increase in business outcomes.
Employee appreciation helps to salute hard work and the accomplishments of your individuals and groups. The reason you create an ongoing system of employee recognition is to:
With these in mind, give a tip-of-the-hat “thank you” to your top workers this Thanksgiving. Begin to plan for starting a systematic employee recognition and appreciation strategy for next year.
So, do some research, and when you are ready, contact Flexicrew Staffing. Of course, we are committed to helping businesses successfully improve operations, manage ROI and achieve greater workforce flexibility. So locate your local Flexicrew office and let’s get to work!
Then, if you still have questions, give us a call at 1-866-720-3539 (FLEX) for the answers to your staffing needs!