Ask the Flexpert…How to Plan for Holiday-Staffing Needs

August 28th, 2018   •   Flexpert, Holiday Staffing   •   no comments   

Holiday-staffing needs are an annual challenge for business. How can you improve the way you handle them?

Try these quick ideas to satisfy holiday-staffing needs:

Engage Employees in Planning

Request employee assistance with tracking time-off requests. Also, let your employees know you are using this year’s holiday to plan for next year. This not only improves the data you’re gathering, but it also creates buy-in from employees.  They become a part of the decision-making process to solve holiday-staffing needs.

Collect Holiday Time-off Requests 

Ask for all holiday time-off requests now from permanent employees.  The more advance notice and leeway you have for staffing, the better. Again, let employees know why you need this information and how it helps you solve your holiday-staffing needs.

Use Current Staff Flexibly

Look at the needs of the busy time or a time when many will be on vacation to see if permanent staff can fill new or different roles. This can sometimes be fun for employees, to get to do something different from their usual work.

Set Customer Expectations

If you’re unable to be at the desired staffing level, then identify appropriate ways to avoid disappointing customers. Let them know in advance what to expect.

Temporary Staffing Solutions

Many organizations make use of temporary staff during the holiday season. For short-term solutions, perhaps to cover the Thanksgiving weekend or the Christmas and New Year’s weekends. Flexicrew can place skilled and qualified workers in your open shifts. We also can often find a last-minute replacement for a worker who abruptly takes off during the holiday season.  We recommend for temporary or seasonal employees that you have a specific and detailed agreement and set of requirements. Include date and time commitments.  If you know your busiest time, then require that all seasonal employees be available to work those days.

For those planning ahead with longer-term vacancies, Flexicrew can supply workers for three-months or longer assignments. Filling holiday schedules with seasonal workers offers the added bonus of staffing with workers who want to work the holidays. They may be alone, or in a new community, or just find it satisfying to be with other team members during the holidays.

Many organizations that want to avoid that annual hassle of holiday-staffing needs have turned to Flexicrew to handle all staffing requirements. We offer the advantage of a national search and an industry database of temporary workers.

Strategize for next year

With this year fresh in mind, give yourself a running start thinking about holiday-staffing needs for next year.  But our best suggestion is to take notes now. Then set aside time to plan for 2019 holiday-staffing needs.

Final Thought On Holiday-Staffing Needs

The holiday season can be stressful for HR and operations managers alike. With added holiday-staffing needs, consider this a time to deepen relationships with employees and customers by showing you care about meeting their needs … and that you value their consideration in return.

Your Next Step

Interested in a meeting with us this fall?  We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.

Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.

Ask the Flexpert…Is a Performance Review Still Worth it?

August 3rd, 2018   •   Flexpert   •   no comments   

Some companies are moving away from using a performance review.  The issue with these reviews is if they become the only or major source of manager-worker discussion.

A good performance review has 3 major pieces:

1. Drive Results

It should identify employee’s good behaviors and results the employee carried out in the previous time period.  In addition, it should lead to improved results and increases in employee’ performance.

2. Clear Expectations

When the review is completed, both parties should be clear on and agree to the direction both will take going forward and expected outcomes.  Moreover, it should schedule subsequent followups – kind of mini reviews.  Measuring performance and giving feedback shouldn’t only be a once per year big event.

3. Relationship Building with a Performance Review

It’s true that loyalty results when the manager and employee form a partnership approach.  An ongoing performance review process builds a relationship and connection between the manager and team member.  It makes it easier for an open and honest discussion when a difficult situation arises.

 

Surveys point out nearly half of HR professionals don’t believe an annual performance review assesses employees’ work correctly.  But, it’s even more unfortunate that over half of employees also don’t regard reviews as accurate.  Likewise, almost 54% of employees don’t believe an annual performance review motivates their performance.

 

Final Thought

Managers can’t make this a one time a year review of results.  So, follow-up after the review is critical.  Feedback by both parties should be continuous to make the annual performance appraisal most helpful.

 

Your Next Step

Interested in a meeting with us this summer?  We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.  We cover technical, industrial or clerical areas.  Feel free to contact us.

Contact Flexicrew today for more tips or ideas on creating change in your work place, . We can help you to develop your work team and grow your business.

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

Ask the Flexpert

Ask our Flexpert any job description questions to get it right.

Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.

 

Good job descriptions perform several important functions

They are especially useful if they are carefully written, maintained and used.

They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions.  They reflect the skills and experience job candidates must have.  They are also useful as a basis for performance appraisals.

Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.

Key components

Then, let’s define some important parts.  For instance:

  • Job titleList of The right job description elements
  • Goals of the job
  • Pay rates
  • Hours/shifts, overtime and weekend work
  • Exempt/non-exempt status
  • Employee benefits
  • Organization reporting relationships/hierarchy
  • General duties including descriptions of significant activities
  • Position duties which make up the main part of the job’s actions
  • Background including experience, education, licenses, credentials, training, and necessary tech skills
  • Harsh states such as: contact with severe temps, prolonged standing, heavy lifting,  major overtime, etc.

Summing up

In other words, job descriptions are key details of every job, for every firm.  We described how good ones perform many central functions.  We also outlined how to write clear, concise and accurate job descriptions that define defined roles.

Also, have new-hires sign employment contracts.  They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role.  This can better protect and inform both employer and employee.

Want to find out how to access Flexicrew’s broad network of skilled workers and professionals?  Contact us today!

Or ask us to review your firm’s job descriptions.

 

Ask the Flexpert…What is a JSA and should I be using them?

What is a JSA and should I be using them?

 

A JSA – Job Safety Analysis – is the most common type of general safety preparation employers can take against health and safety hazards on the job. It is usually a simple form that structures a quick hazard analysis that field supervision can use every day.

 

A JSA should be done before you start a task, after an accident or near miss, and if a new condition or hazard presents on the job.

 

How Do I use a JSA?

  1. Step back and examine the job you’re about to perform with fresh eyes, unclouded by routine and alert to potential hazards related to the scope of work. Be the detective and look for clues that you wouldn’t normally look for when performing your task.
  2. Look closely at how a job is done and what sort of tools and machinery people are working with.
  3. Notice any obvious hazards, then look deeper to see if you can uncover any hidden hazards. These are usually not intentionally hidden, they just might need a new set of objective eyes on them to notice the hazard.
  4. Are there controls in place already to prevent injury around the workplace hazards you have discovered? Discuss all hazards with the crew. Also discuss any controls that are in place to eliminate or mitigate them. Any hazards that have not been addressed should be documented and either mitigated or eliminated prior to starting work.
  5. If you’re working with a temp service or an employment agency, be sure to inform them of any hazards that employees need to be aware of.
  6. Everyone on the crew participates in the JSA. The people doing the job everyday are the best detectives!
  7. Fill out the document and get this paperwork in the hands of the Safety and Risk department or management ASAP.

 

Good detective work! You may have just saved a life.

JSA Job Safety Analysis