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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.)
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!
Thanksgiving is a time we give thanks for family and friends and it’s equally important to show employee appreciation. Although you should express gratitude to your staff all year, Thanksgiving is a perfect time to boost your attempts to show them how much you are grateful their contributions.
And, as one of the Southeast’s top staffing agencies, Flexicrew Staffing knows that saying ‘thank you’ is much more than just a feel-good exercise. It can make a measurable impact on productivity, worker engagement and profits. Also, the way you show employee appreciation is frequently the way they will treat your customers.
Equally, It’s important to define how employees want to be recognized, given their work environments and their job roles.
To help you get started, here are six ways to show employee appreciation:
Each member of your team wants to know they are appreciated and that there is meaning and purpose to what they do. And a simple ‘thank you’ for efforts or contributions or even going the extra mile is the easiest, fastest and least costly way to show employees you care and notice their contributions. So get into the habit of saying ‘thank you.’ When was the last time you thanked an employee for a job well done? And realize that recognition is best when it is specific and timely.
Another good way to show employee appreciation is in writing. A simple way say ‘thanks’ is to jot a handwritten note. Just be specific with your employee and add at least one mention of a major strong point, behavior or completed assignment that you really appreciated and why.
Send out an email to your entire staff recognizing certain employees for their excellent performance. You can promote their performance, too, in your company newsletter to customers. Don’t hide their success under a bushel basket.
Schedule a casual meeting with each employee to talk more about performance. But don’t simply talk about your goals and expectations.
Keep it low key. Attempt to get to know them better. Ask about their career hopes and aspirations and how you can help them achieve more. Find out how they think things are going on the job and find out what you can do to give them more support.
Show your employees how much you trust and respect them by offering growth opportunities. By expanding access to opportunity, not only will you enhance their skills, but their loyalty as well. Whether you recommend a stretch assignment, you can enhance their personal growth while also rewarding employees.
By all means, if you want a formal event, plan an employee appreciation day once a month. Then you would highlight one or two staff members who have made an especially big impact that month. Not only will you recognize a top performer, but you’ll also stimulate others to work harder and expand their performance. Look at it as a meaningful way to foster employee engagement, thank employees for their hard work and build employee camaraderie.
Develop a program where every time an employee meets a goal or completes a project, they can earn points towards prizes.
In short, don’t assume your staff knows how much you value and appreciate them. Your responsibility is to show it – and these six suggestions are useful ways to start. You will strengthen the emotional relationship between your organization and the people who deliver your results.
Thanksgiving is Thursday, November 22nd in the United States and we’ve created a Thanksgiving recipe for no-fail recruiting.
Most workers have the day off to consume an enormous amount of turkey and all the fixings, watch football and have family squabbles. Families will uncover family recipes they put away last Thanksgiving. Likewise, we uncovered a “Flexicrew family Thanksgiving recipe” for no-fail recruiting.
There are some similarities between preparing the Thanksgiving dinner and managing the recruitment process.
So let’s review the parts of our Thanksgiving recipe for no-fail recruiting and assign them to your work team.
Your hiring manager needs to get this menu favorite assigned to him. It’s the centerpiece of the menu. The hiring manager must plan, organize and oversee the recipe i.e. the recruiting steps or the turkey and the hire will be under or over-cooked.
So prepare in advance to get your main dish to the table on time. Ensure your hiring manager has the necessary tools to interview and select the right candidate for the open position.
You must have stuffing for this Thanksgiving meal. Likewise, you need to be stuffing your recruiting pipeline with qualified candidates. And just like a good turkey stuffing there are a variety of different ingredients you should put into a stuffed recruiting pipeline.
The breading which is the main part of the stuffing, is really like defining a job description. If the bread isn’t any good, the stuffing will be a failure. If you have an ill-defined position, recruiting won’t work out well.
On the other hand, when you add some seasonings you will find your desired recruit:
Put the stuffed candidate pipeline together with the hiring manager, and let the Thanksgiving enchantment begin.
Thanksgiving without mashed potatoes makes the meal fall flat. And the same goes for your hiring process. You might even be able to hire without one, but having a hiring process that covers all of the recruitment steps rounds out the “meal.”
Gravy can save the meal if you have dry turkey or flavorless potatoes. Similarly, a recruiting/staffing partner can make up for a hiring manager that is overwhelmed with work or when there’s a sudden need to hire a number of recruits.
The hiring manager, the candidate pipeline and recruiting process don’t proceed very far without something to make it all more tasty. Having a quality external recruiting/staffing partner can be invaluable to your recruitment Thanksgiving table.
If all your tablemates like fresh, steamed vegetables, it is simple to satisfy expectations. They’re straightforward and easy to cook. Braised green beans offer a lighter, healthier option to balance out a table full of hearty, comfort foods.
Similarly, a well-crafted position description does a lot to meet recruiting expectations. That leads to successful hiring results, employee retention and a positive workplace culture.
If everyone prefers some type of creamy casserole but it ends up as thick globs or like cement, though, that’s different. That’s like an unclear position description which is hard to address. Hiring in that environment is a distasteful situation and retaining staff is impossible.
Which do you prefer? Home-made or canned cranberry? It’s a Thanksgiving tradition for families to debate which is better. In recruiting, do you choose recruit 1 or recruit 2? You might find that you’re having squabbles internally over which candidate to hire that rival family arguments over homemade or canned cranberry sauce.
If your stuffing and mashed potatoes (position you need to hire, job description, what competitors are doing, what potential candidates look like) are first-rate, you’ll have fewer staff disputes over the final candidate, even though there are different opinions.
So decide a few things in advance to simplify recruiting (just like buying ingredients in advance of Thanksgiving Day). For example: who makes the final decision? Is it the hiring manager only? Or hiring manager with input from the team? Is it hiring manager plus HR? Knowing who the final decision maker is will help settle debates and slice away stress.
Of course, dessert is the pleasant part. You’ve picked a favorite candidate, made an offer that was accepted, and you’re starting the recruit’s onboarding. Getting to know a team member and launching a new connection can be like dessert – it’s pleasant. It may not always be a piece of cake, but it is as tasty as blueberry or pumpkin or apple pie.
Well that’s our Thanksgiving recipe for no-fail recruiting. Okay, so some of that was pulling your (turkey) leg. Nevertheless, a successful hire takes some consideration, planning and cooperation just like a great Thanksgiving dinner. If you think about all of the ingredients and overlay them with a bit of humor, you’ll get to dessert and enjoy yourself along the way.
To keep your business headed in the right direction you can start working with Flexicrew Staffing even before you have an opening to fill. We’ll get to know you, your business and your expectations, then, when a need arises, we’ll be ready to act quickly to meet it. For changes in workforce demand at Thanksgiving or ongoing staffing needs you can count on Flexicrew Staffing for workers with the skills to do the job.
Why recruit between Thanksgiving and New Year’s
For many businesses, Thanksgiving through New Year’s marks the start of a distinct period of business. They are involved in end-of-year wrap up, planning for next year, performance appraisals, and, contrary to what some think, recruiting.
Yes, recruiting between Thanksgiving and New Year’s!
Do candidates and employers halt a job search or recruiting between Thanksgiving and New Year’s? Some do, but other companies want to fill spots between Thanksgiving and mid-January. They don’t care to wait until the January to try to fill open positions. But some believe if they have been unable to hire someone by Thanksgiving why knock themselves out – just wait until after January 1.
That sounds like a New Years exercise resolution: I’ll wait ‘till after the holidays to begin exercising since there is no way I can get toned before New Years now.
Despite the view of some employers, there are a bunch of benefits for progressive businesses to keep the recruiting ‘pedal-to-the-metal’ between Thanksgiving and New Year’s:
1. Kicking off a new project in January requires you to have workers in place before starting. Having a ready team in early January before beginning that new project means minimizing lead time for project startup, shorter delays and more effectiveness for your company.
2. Often unemployed tend to push off their job searches until after the end of the year. Consider that people who continue to look during this period to be assertive in their search, show signs of solid work ethic and willingness to work through hard times – both highly desirable traits.
3. Many workers need to make use of their personal days by year end – or lose them. So, taking a day off for an interview could correspond to that need. The candidates you are focused on hiring might be more at ease taking time off when no one expects they are looking for another job.
4. Most large firms complete seasonal hiring by this time and many others don’t trouble themselves recruiting this time of year. This makes the holiday period great for smaller firms to compete for candidates’ interest.
5. End of year is a time some workers use to consider their career status. This could make them more open-minded for making career or job changes. With the New Year close at hand, many people are open to a ‘new’ beginning.
6. Business becomes a bit sluggish during the year-end period for some organizations. Employed candidates have more flexibility to explore a job switch since they have fewer responsibilities or rush to complete work than other times in the year. This provides those workers more time to investigate new employment.
7. Fewer businesses recruit this time of year. Therefore your open spot will have less competition from other employers and should get more attention from candidates than other periods of the year. Often your position will get noticed by people who are actively looking for a new job and not just waiting to start after January 1st.
8. Some college students finish their studies and graduate now. But obviously the big college recruiting days don’t occur until Spring. Now is an opportunity to find enthusiastic candidates ready to start work immediately with few other employers beginning to compete for their attention.
Regardless of whether you actually do hire a new employee during the holidays, completing the essential groundwork for the position makes new projects start smoother. Establishing a recruiting strategy, characterizing the open job, developing a profile of the right candidate will help you be successful immediately after New Year. It’s much better to begin the first week of the year arranging interviews instead of trying to decipher who you need to hire right when you are trying to get that new project underway.
Prepare now, even if you don’t get someone started until February or March. There are many positions can take several months to fill.
If you’re an employer, you only have so much time to dedicate toward recruitment, hiring and interviewing. Let Flexicrew Staffing, a five-time winner of Inavero’s Best of Staffing ® Client Satisfaction Award do the hiring for you. Flexicrew Staffing is ready to bring your company the best employees. Contact us today to start your recruiting engines.
Seasonal hiring temporary staff comes with its own unique challenges.
Employers that pay attention to these recruiting tips avoid seasonal hiring headaches and will optimize their busy business season.
You will hear this time and again from experienced hiring managers who have a history of holiday recruiting. It just makes sense to plan seasonal staffing requirements early and conduct the recruitment process well in advance. In other words, plan ahead and hire early.
Seasonal hiring later prevents a business from selecting the best available talent. It especially rules out getting high-skill candidates that have potential for permanent positions.
Some firms in a hiring pinch avoid good HR processes like background checks or drug screens. Big Mistake! They don’t (or think they don’t) have enough time to conduct this screening which should be a key employment element.
Many companies place seasonal hires on the job immediately. They expect the hires will learn on the job. Oops! Mistake! Seasonal hires have neither the time (since they were hired to handle the extra rush) nor the inclination (since they are just short-timers) to learn on the job. Yet, they really need suitable onboarding and training about the company’s products, and operational procedures. So, train your temporary staff in operational aspects and integrate them within the company culture. Without that they are bound to make mistakes, slow down other associates with questions, possibly annoy customers or cost the company time or money.
Some hiring managers wait too long to scout for temporary help. They imagine part-time seasonal staff will be available when they start to hire. Don’t Do That!
Employers who wait too long to begin seasonal hiring or don’t have a plan for how many are needed and for how long generally get overwhelmed around the holidays. They end up with little choice but to meet their staffing requirements with little concern for quality. Just getting bodies to fill their positions. This often results in a negative business impact.
Thus, a busy season and tight labor market will leave firms with too many open jobs and not enough workers. Don’t let this be you.
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.
Have you begun to prepare for holiday hiring?
Many businesses have a seasonal spike in the number of workers they need starting right about now. Help Wanted ads are cropping up all over!
Employers who need to boost seasonal hires to survive the holidays are beginning their recruitment in earnest.
With low unemployment coupled with the ever-increasing growth in e-commerce, how will you prepare for holiday hiring the number of workers you need?
Many well-known firms have long relied on seasonal teams to help manage their busiest time of year. But as unemployment levels have fallen they have had difficulty attracting workers to the temporary, often low-paying positions.
Last year many firms reported a tough time with holiday hiring, and began to offer incentives and perks to overcome that problem. And with unemployment rates still low, employers need to realize they must provide “something extra.” They need to differentiate themselves from other employers also seeking seasonal workers.
“Companies are fighting hard to retain and attract employees,” Andrew Challenger from Challenger, Gray and Christmas said. “They’re keeping them longer, and there’s less of this ‘hire a bunch at the holidays and dump them at the end’ because companies need them year-round.”
So, with the difficult hiring climate upon us, it’s time to prepare for holiday hiring using different approaches. Get creative to see how you might improve your holiday hiring.
Reflect on these tactics for holiday hiring (and keeping) top-notch workers:
Give preference to “same time, next year” candidates. Select candidates most likely to come back again next year for the busy season. That could simplify your hiring for next year’s busy season.
Don’t assume you will keep seasonal hires just for the season. Some seasonal hires will be candidates for permanent positions. Identify possible permanent hires early on. Monitor their performance. At the end of the busy season, decide if they’re qualified for permanent jobs.
Promote the opportunity for seasonal workers to become permanent and earn health care, retirement benefits and tuition assistance.
Assume employee turnover. Some of your workforce will not hang in for the entire season. That’s a given! Prepare for holiday hiring expecting you’ll have to hire some workers to replace defectors during the season. Structure pay to reward seasonal workers who stay as long as you need them. You might consider weekly retention bonuses or provide a bonus based on production if they complete the season.
Provide resources to successful onboarding your seasonal staff. Throwing seasonal employees into the job inadequately prepared could hurt your production and bottom line.
Some businesses are offering extra hours to its own existing employees instead of hiring temporary workers, which could be difficult to find in tight labor markets.
Offering extra hours to current employees or to current temporary workers instead of hiring extra staff might help. It avoids the cost of hiring or the risk of getting poor workers.
Especially in a labor market that has a higher cost of living, people respond — as they always would — to jobs offering higher pay.
Companies able to offer more competitive wages or attractive employee perks frequently are more successful in quickly hiring their required seasonal staff.
Make sure job descriptions for seasonal hires are accurate, complete and up-to-date. Don’t just use job descriptions that are several years out-of-date. Have the supervisor who writes the job description follow an employee who does that job and update the description even for seasonal workers.
Offer bus service to help workers get to your site. This will lower absenteeism and tardiness. That will also help to lower the amount of firing and rehiring you need to do.
Hire for attitude as much as aptitude. Frankly, most seasonal work is about being flexible and getting up to speed quickly, not a sophisticated set of skills. Look for reliable employees who stress safety and customer focus.
Retailers can offer seasonal store and distribution center employees increased wages during peak weeks and offer employee discounts on merchandise.
Some retailers will also host after-hours events such as holiday parties for seasonal associates.
It is more important than ever for companies to provide good customer service. They operate in a fast-changing, competitive market. The pressure is on to have a successful holiday season. The hiring crunch has come at a time when customers want easier shopping and more fun during one of the busiest times.
Some employers are offering flexibility in some of its seasonal positions – the chance to work from home. For example, retailers are offering remote customer sales rep positions to seasonal employees.
Increase focus on service through new training, tools and technology. Training programs will prepare them to better serve customers, especially during this busy season.
Reach out to students, working moms, retired persons or just people looking to make extra money for the holidays. They might require use of flexible hours, flexible shifts or even part-time work to fit their outside schedule.
If you use staffing vendors, give one sole responsibility to hire for your peak demand. Staffing agencies may be swamped filling the seasonal needs of many clients at once. Tell one agency that you will give them all your seasonal business. They should be more willing to give you ‘first dibs’ on the best seasonal workers.
So, study these suggestions for holiday hiring and tell us what you have done to help overcome the seasonal crunch.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!