How to Find the Right Accountability Partner

Introduction

Find the right accountability partner to hit your targets consistently practice daily routines for productivity

When you have decided to engage an accountability partner, what is the first thought that comes to mind? As a businessperson looking to find the right accountability partner, you might be worried that you will not find someone. While it is true that an accountability partner is not a common circumstance, there are abundance of other workers looking for accountability partners too.

You are not alone in your search, and it can be helpful to have someone who understands what it is like to tackle business responsibilities. Or if you are a remote or hybrid worker, it is even more important to select an accountability partner because of the sometimes-lonely role you play and juggling both home and business duties.

Suggestions to Find the Right Accountability Partner

4 considerations when you are concerned how to find the right accountability partner are:

  1. Create a List of Potential Candidates
  2. Look for Matching Values
  3. Start with a Short-term Arrangement
  4. Consider Paid Options
1. Create a List of Potential Candidates

The initial step you should take when looking for an accountability partner is to make a list of people you already know that might be a good match. You can start by thinking of co-workers in your department or workers in other areas of your firm that have complementary functions. Or those with similar jobs to yours but work on different projects. But may be an accountability partner in your company feels a little too personal. Then you might consider a worker who performs your function but in a different company or industry.

You should also think about any networking groups that you participate in. Is there anyone there that you connected with, and feel might be a good business match?

Find an accountability partner to make things happen in your career

Of course, you do not have to limit your search to offline networking groups. You can also look for a virtual accountability partner if you like. Make a post in Facebook or LinkedIn groups explaining your search to find the right accountability partner. Let people you meet know you are looking for one, and what your needs are. You may get a response from someone that would be pleased to collaborate with you because they have the same objective as you.

2. Look for Matching Values

Display what Employers demand right now or they judge a candidate unqualified

Carefully consider your potential accountability partner. What is an important trait when you are trying to find the right accountability partner? You want someone in your corner that shares your values. If you have conflicting values, neither of you will get the most from your accountability sessions. For example, if you value helping employees succeed more than anything else, but your partner values furthering his or her career first, even at the expense of her employees then you are not going to relish your partnership very much. You cannot be supportive of each other because your values are not in alignment.

Before you agree to begin an accountability partnership with someone, take time to do your research. Look at their past actions, reputation, and character. Are they always complaining about their subordinates? Do they share negative news constantly? Do employees who previously worked for him have a low opinion of him and his style? These are all warning signs that you may not be a good match with this other worker, that you have not found a correct match yet, and that you should continue your search for the right one.

3. Start with a Short-term Arrangement

Find the right accountability partner and meet consistently

When you find another businessperson that you think might make a good accountability partner, then the real process begins. Make sure to keep things informal at first before you commence the endeavor. You want to agree to a limited time arrangement in the range of about six weeks to three months. This will be good trial period to work out a mutually agreeable process, assess the arrangement, work the kinks out and begin to see preliminary results. After this period, you can evaluate your partnership and decide if you would like to continue it.

Plan for an hour or so for your first meeting. This will offer you and your partner time to talk about your core values, your goals, and your business principles. Keep your first meeting’s agenda at a higher level and not try to get into the details or the specifics of what you want to accomplish going forward.

It can be motivating to get to know your accountability partner so take your time and do not rush your first session together.

4. Consider Paid Options

When you are searching for and trying to find the right accountability partner you might just discover something interesting. Sometimes, you need more help than one or two accountability partners can offer. In that case, you may want to consider paying to join an accountability group or business mastermind. These groups give you a chance to meet regularly online and talk with other business personnel and business owners. If this kind of support still is not enough, consider hiring a business coach to guide you through your business goals and action items.

Wrap-up

Find the right accountability partner

It can take time to find the right accountability partner that you connect with. Just keep patiently searching and you will eventually discover an associate that is a solid fit for you.

Review

Why find an accountability partner – Having an accountability partner to give you feedback or generate ideas will keep you motivated to produce.

Your accountability partner will keep you on track with your goals and activities, particularly when you find it impossible to do so yourself.

Find the right accountability partner – Define your goals. Finding a suitable partner involves setting clear goals. Discuss with coworkers to find an accountability partner you trust and value. Interview possible partners to understand their experience, skills and what they bring to an accountability partnership.

Make an ideal candidate list and write down potential candidates who satisfy your goals.

Understand your value system and seek those who match your values.

Kick off the process once you have hit on a match and keep meetings short and informal in the beginning.

Agree on a trial period to see if the arrangement will work out.

Finally, if fellow workers cannot suffice, consider paid options among consultants, counsellors and coaches who can provide the very support that you believe you need. An advantage of hiring this support is that they are trained people who will work for your goals, and you will not need to reciprocate as you would with a co-worker.

Flexicrew Support

If you need support in achieving your workforce goals, Flexicrew will help in shaping your workforce vision and in recruiting the talent you need to fulfill your goal.

If you would like support in recruiting your next new hire, please contact one of our professional recruiters who have many years’ experience in staffing.

Accountability Partners Help Co-Workers

Introduction

Accountability partners help co-workers in a different way than mentors

Accountability partners help co-workers and vice-versa. They are a terrific way to challenge yourself and let go of excuses. With an accountability partner collaborating with you it is more difficult to ignore your goals because you do not feel like completing a task or taking the next step. When you have an accountability partner you must ‘report to’ weekly or some other consistent basis, you work harder to stay on-track since you do not want to let your accountability partner down.

On the other hand, a mentor is someone who has experience and is a trusted advisor who should advise, guide, and support you in achieving your planned actions to attain your business goals. An accountability partner is someone with a focus on helping you rather than teaching you. An accountability partner should hold you accountable to your own goals.

Accountability Partners Help Co-Workers in Various Ways

Accountability partners help co-workers celebrate success

But keeping track of each other’s goals and applauding successes is not the only way. It is not the only thing that you and your accountability partners help co-workers working together. There are many ways that work associates or small business owners can help each other besides accountability and we mention 4 ways below:

  1. Brainstorming
  2. Evaluate Your Approach
  3. Creating ‘Joint Ventures’
  4. Promote Their Products
1. Accountability Partners Help Co-Workers with Brainstorming

Accountability partners help co-workers with brainstorming

Have you ever had an idea for a great project, but you just could not find a name that captured it perfectly? With an accountability partner, you can try brainstorming to produce a title that you love. Of course, your accountability partner can help you brainstorm many things besides a project name. Together, you can brainstorm ideas, strategies, etc. But remember, primarily, an accountability partner is a business peer who helps you grow by offering guidance and holding you to your commitments. While it is like a mentor relationship, both partners work to improve themselves or their business with the feedback and support of each other.

 2 Accountability Partners Help Co-Workers Evaluate Your Approach

Nothing is quite as scary as design and development of a new product, and no one understands that uncertainty and discomfort like another program manager or small businessperson. One of the ways that accountability partners can help each other is by evaluating your approach before you officially begin a project. For example, if you set up a new website, you will want someone to assess it for you.

Your accountability partner can help by evaluating your ideas and timeline and sharing their honest feedback. Your partner might tell you that your plan is faulty or point out an area where you are missing critical skills. By testing project plans and schedules for each other, you and your partner are making your outcome even better for your team and your management.

3. Accountability Partners Help Co-Workers by Creating ‘Joint Ventures’

If you have an accountability partner that you have clicked with, then it might be time to take the next step together forming an informal ‘joint venture.’ This approach works well when you have two partners that are bringing different skillsets to the table. For example, if you are experienced and proficient at HR processes and systems and your accountability partner offers IT and software complementary experience, then you could team up to initiate a new HR productivity routine that tracks and speeds up your organization’s candidate screening and recruiting activity.

4. Accountability Partners Help Co-Workers Promote Their Products

Small business accountability partners can promote each other’s products. This allows you to introduce your customers to your partner’s products or services and vice versa. Be sure to let your customers know that since you have already been accountability partners, you can vouch for their ethics and excellent customer service.

Wrap-up

If you have been accountability partners with another worker or small business owner and you have found you enjoy working together, consider other ways you could support each other. Start by having an honest conversation with your partner and telling them how you would like to further your working relationship seeing how you as accountability partners help co-workers successfully in the past.

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Flexicrew has advised many HR recruiters and functional hiring managers on successful recruiting methods for finding the right candidates. That reduced the chance of their making the most common recruiting mistakes.

If you would like support in recruiting your next new hire, please contact one of our professional recruiters who have many years’ experience in staffing.

5 Daily Routines for Productivity

Introduction

Daily routines are a valuable tool if you are trying to increase your productivity. In this post, we suggest 5 daily routines for productivity. By taking the time to establish a daily routine, you can set yourself up for success. That ensures you are mentally prepared for the workday ahead. Surprisingly, one of the most fundamental aspects of a daily routine is setting aside time for self-care. By taking care of yourself first, you will be in a better position to take on the tasks of your workday.

daily routine for productivity for high achievers

5 Daily Routines for Productivity

Having any sort of routine will help improve productivity, but to really maximize your efforts, here are 5 daily routines for productivity you might want to add to your approach:

  1. Choose 3 Must-Do Tasks for the Day
  2. Lock-in and Stay Focused on Your Goals
  3. Self-Reflection Prepares for the Workday
  4. Schedule Frequent Breaks
  5. Reflect on Your Workday’s Successes
1.Choose 3 Must-Do Tasks for the Day

Daily Planner is one of the 5 daily routines for productivity

The first of our 5 daily routines for productivity is for you to choose 3 Must-Do tasks for your workday.

Setting your purpose and feel for your workday is a chief element of any productive morning ritual. Do you want to be focused or scattered? Are you going in with a plan or merely reacting to others’ actions?

Will you allow interruptions and distractions attack productivity? Is your workday schedule merely a house of cards that can drift or go up in smoke?

Ultimately the best method of being more productive throughout the workday is to control the way your workday unfolds. And one of the easiest ways to accomplish that to be sure is by starting off your day by defining your most important tasks. These are the top 3 must-do tasks you want to accomplish that day. Recording these must-do tasks at the beginning of the day in your Daily Planner will help give you a clear picture of what having a successful day will include and give you an immediate sense of purpose.

2. Lock-in and Stay Focused on Your Goals

Focus on goals another daily routine for productivity

Recording, visualizing, and reflecting on your goals, mindset, and objectives can bolster any worker’s backbone and make your performance better on work tasks. I once read a book on productivity, Failing to Plan is Planning to Fail, which paraphrases a Ben Franklin quote and is like a Winston Churchill saying. Both these leaders achieved their plans against strong adversity. I came away with the conclusion that written goals separate them from mere dreams and wishes because writing them is a subtle, subconscious commitment to action and achievement.

When you can reflect on what you have accomplished, you receive a boost in your self-confidence. Reflecting on your accomplishments helps you feel like you can accomplish more (and want to). Which in turn helps provide motivation and drive for future tasks.

3. Self-Reflection Prepares for the Workday

Reflection to deal with work is one of daily routines for productivity

You simply cannot always predict how your workday will roll out. For instance, you may get delayed in a traffic jam and miss an important meeting. Or you may have a sick family member that disrupts your day completely. However, including self-reflection in your daily routine for productivity helps you deal with challenges in a more effective and calm manner.

It is vital to start small if you are new to deep-seated reflection on your tasks. Being consistent is more important than intensity at the outset. Even simply sitting in a quiet place with your eyes closed for 2-3 minutes and focusing on your breath may be enough to get you started.

4. Schedule Frequent Breaks

 take breaks - one of daily routines for productivity

This one of our 5 daily routines for productivity may seem contrary to accelerating your productivity.  Don’t you have to work harder and longer and skip lunch to be a high achiever?  Yet, if you continue to work when you need downtime, it sucks out your energy reserves to keep you going. You have certainly heard of working on adrenaline alone. But periodic breaks help your body release stress.  It helps clear your thinking and provides you with a boost of energy.  That enhances your productivity.

A reasonable approach is to take breaks when you need them. It is simply another of your daily routines for productivity. Listen to your body and schedule regular breaks away from your screen or your workspace at least every 90 minutes.

In fact, to make best use of these work breaks, take a walk outside to spend time in nature. There is evidence that breaks rapidly help rejuvenate and recharge your energy. When I worked in Los Angeles, if I ran into a tough problem or writer’s block. I sometime took a 20-minute drive along the Pacific coast and always came back refreshed and motivated.

5. Reflect on Your Workday’s Successes

The final one of our 5 daily routines for productivity is for you to reflect on your workday’s successes when you get back home.

At the end of the workday at home It is all too easy to wind down with Netflix to ‘relax.’ Unfortunately, the human mind does not cooperate. We are not wired that way. Instead, when we leave work issues unresolved, ideas and feelings linger and emerge at inconvenient moments (like when you are asleep or trying to get to sleep). You have probably heard the expression, ‘What wakes you up at 4 AM?”  For me, I occasionally wake up with ‘The Horrors.’

On the other hand, a personal debrief can help with alleviating work-related stress. It is especially helpful when you focus on your successes and the positive results you achieved that workday. This routine can even affect the way you perceive your workdays and prevents descending into negative thinking. This does not need to take long. You could simply list the three impressive results you accomplished or dealings you had during the day.

Wrap-up

Most workers do not realize that productivity is a skill you can learn by having daily routines for productivity. It is like how you would work on your fitness or learn a new language. You can also practice becoming more productive. Try adding two or three of the routines we shared above into your daily habits and see how they works for you. Afterwards, you just might surprise yourself by how much more productive you can become.

To hit your targets consistently practice daily routines for productivity

Interested in More Productivity

Looking for ways to achieve greater productivity?  You may be interested in our article, “5 Habits of Highly Productive Workers.” Or, “5 Enhanced Productivity Tools – Not What You Think.” Or contact us to discuss our 5 daily routines for productivity.  If 5 daily routines for productivity are not enough for you, check out our “25 Time Management Tips.”

Flexicrew Support

Flexicrew, founded in 2008, focuses on fast and flexible staffing solutions.

Flexicrew takes pride in the role we have played supporting our associates (and certainly our clients} for 14 years. We are particularly proud of our combined accomplishments in recent years. Our professional staff has positively supported our clients with quality workers, both permanent and contract employees, and strategic insights. We offer creative and customized talent services, valuable expertise, experience, and market knowledge in finding and hiring qualified candidates.

If you think you could use some staffing support to find and hire productive workers, contact us Today to discuss your requirements.

Highly Productive Workers 5 Habits

Introduction

Highly productive workers have three essential traits in common: they set goals, they are organized, and they stay focused. But highly productive workers exhibit 5 habits that you may not have considered.

highly productive workers

5 Habits of Highly Productive Workers

Keep reading to learn about five of the best habits to help you along your journey to improving productivity and becoming a high achiever.

Highly productive workers habits

Review these 5 habits of highly productive workers to see which ones you share at work and which you would do well to incorporate into your normal workflow:

  1. Stop Multitasking
  2. Employ the 80/20 Rule
  3. Practice a Morning Routine
  4. Embrace the Word ‘NO’
  5. Treat Failures as a Learning Experience
1. Stop  Multitasking

Highly productive workers avoid multitasking

Research has shown that multitasking impairs your performance. Contrary to what many workers believe, it does not get you more results – but less. On low-level at-home activities such as doing laundry while completing other household chores, you may multitask. That is okay, but you cannot multitask when it comes to your higher-level, big-picture workplace career objectives.

It may feel like you are accomplishing more. But switching between tasks disrupts your cognitive processing. The most productive individuals devote specific timeframes to a single project. That allows them to reach a deep level of mental focus and get the greatest possible results.

2. Employ the 80/20 Rule

The 80/20 rule is also known as the Pareto Principle. It states that eighty percent of your results come from just twenty percent of your actions.

Highly productive workers habits include 80/20 rule

To improve productivity in your job, you need to better understand which tasks or work processes deliver maximum results. With that knowledge, you can focus more time on the tasks that insistently move you towards your goals. Minimize or eliminate tasks that have little to no impact on your overall efficiency. Instead focus on the small number of tasks that will get you 80% of the results you desire, and your boss expects.

3, Practice a Morning Routine

morning routine for highly productive workers

Having a consistent morning routine primes you for success and improved productivity, not just mornings, but throughout the day. For example, starting your day with a nutritious breakfast, 20-30 minutes of exercise, and reading or writing out your goals for that day can all help boost your energy levels, increase your focus, and create a more positive mindset. An easy but effective morning routine will set the tone for the rest of the day and help you maintain motivation and to get things done all day long until your workday ends.

 4. Embrace the Word ‘No’

It can be tempting to say ‘yes’ to every opportunity; you never know what it might lead to. But overextending yourself can lead to exhaustion, burnout, and frustration. Plus, if you say ‘yes’ to things that do not help you reach your goals, you are also wasting valuable time and resources.

Productive workers do not feel uncomfortable saying ‘no.’ They know the value of their time and treat is like a precious resource (because it is!). To reach your goals, you must be deliberate with your time. We only get 1,440 minutes each day. Do not squander that time away without considering how it will impact your goals and your productivity.

5. Treat Failures as a Learning Experience

Finally, the most highly productive workers are not afraid to make mistakes. successful individuals pursue what they want without overthinking the consequences. And they view each failure is as an opportunity for growth. Taking chances is vital if you wish to become productive, efficient, and self-assured.

Highly productive workers learn from their mistakes and take measures to avoid making the same mistake in the future. The next time you find yourself feeling like you have failed, ask yourself: What can I learn from this? What can I improve? How can I carry out that work assignment better next time so I can feel accomplished and satisfied.

 Summing Up

The usual understanding of productivity is having the ability to complete a large amount in a brief period. While this is true, it is not comprehensive. True productivity entails the capacity to generate high-impact outcomes quickly. This is the type of productivity that matters, not busy work that has no long-term impact. Adding these 5 habits of highly productive workers to your daily routine will enable you to do just that.

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If you need assistance finding individuals who possess these productivity qualities, contact one of our recruitment professionals Today.

Real Leaders Boost Subordinates

Serve Others – Even When You’re the Leader

It’s a given that real leaders boost subordinates.  Most leaders started out as followers. Leadership comes from mastery of a concept or idea and inspiring and motivating others to achieve a common goal.   The best leaders have spent significant time in the trenches and never stop, even after they’re promoted.

Being a leader means more than being the boss. It requires a willingness to take on more responsibilities than the team and to be willing to work just as hard, if not harder. Sadly, leadership can get a bad name if they appear disengaged.

When it comes to boosting employees, it’s important that you don’t forget about them even when you’re the boss.

Four Ways Real Leaders Boost Subordinates

Here are four ways to boost subordinates even when you’re in charge:

1. Give feedback consistently and openly. This is one of the most important things a leader can do for their team. Feedback should be timely, accurate and actionable. If a subordinate isn’t getting feedback, they may not know how to improve their performance.

2. Listen carefully. It can be hard to listen when there are other demands on our time, but it’s crucial that we pay attention to what our team members are saying. Hearing what our employees have to say will help us understand their needs and better plan for the future.

3. Encourage your team members to take risks. Sometimes the best way to learn is by doing something new—even if it’s risky. Giving your team members the freedom to try new things is one way of encouraging innovation and creativity in the workplace.

4. Make sure your policies reflect the values of your company culture and the goals of your team members. Policies that are fair and equitable will help foster a positive work environment for all staff members.

Being a leader means more than being the manager. It requires a willingness to take on more responsibilities than the team and to be willing to work just as hard, if not harder. Sadly, leadership can get a bad name if they appear disengaged.

Managers Can Give Off a Bad Vibe

The imagery of someone sitting at a desk with their feet up while others do the work that they claim for themselves leaves a bad taste in your mouth. The idea is that leaders have paid their dues and don’t have to work hard anymore. Sadly, this is a way that leadership gets a bad name. In addition, some leaders lose touch with what it takes to be on the front lines and diminish or discount the hard work of the people they lead. In both cases, this can cause a rift between leaders and teammates.

train your team to focus and avoid electronics distractions

3 Ways Real Leaders Boost Subordinates

The best leaders have a heart for service and never stop. No matter how high their leadership title, great leaders serve others and seek to better understand the needs of the people they are leading. Here are 3 easy ways real leaders boost subordinates and continue to serve, even when you’re the boss:

Boosting subordinates' efficiency so you don't lose motivation

1.Don’t be afraid to do the work too

2. Seek to determine what others need

3. Ask more questions

1. Delegate, but be sure to do the work too

The best leaders make time to get alongside the people they serve and do the work too. Delegating is an important function of leadership. You can’t lead if you are doing all the work but it’s important to keep morale high and keep your skills polished too. You can do both by working alongside the people you lead and showing them there’s nothing you aren’t too important to do.

Real leaders boost subordinates and keep employees engaged

2, Find out what people need to make things easier

The people you lead have a lot on their plate. They have on and off duty lives too. Keeping your finger on the pulse of what they need offers opportunities for you to serve them and build their trust and respect for you. Great leaders know when their teams need something to make their work easier or to offset troubles they have off the clock. Stay in touch and in tune with your teams and you’ll transform your leadership skills exponentially.

3. Always ask questions

Leaders have to hand down a lot of policies and procedures that their teams have to follow. Whether it’s your family or people you lead for work, asking them questions and getting their input can help everyone feel heard and valued. Sometimes someone you lead might have an idea or a process that is better than the one you came up with. Great leaders include their wealth of resources in their leadership. This includes asking questions of the people they lead, keeping an open mind,- and really listening to feedback.

real leaders boost subordinates by being a better listener

Serving others, even when you’re the leader, is vital. There’s no title too high that excludes someone from service. There are many ways to lead and many ways to serve and the two always go hand in hand.

Even More Ways to Boost Subordinates

Here are four ways real leaders boost subordinates even when you’re in charge:

1. Give feedback consistently and openly

This is one of the most important things a leader can do for their team. Feedback should be timely, accurate and actionable. If a subordinate isn’t getting feedback, they may not know how to improve their performance.

2. Listen carefully

It can be hard to listen when there are other demands on our time, but it’s crucial that we pay attention to what our team members are saying. Hearing what our employees have to say will help us understand their needs and better plan for the future.

3. Encourage your team members to take risks

Mentoring boosts subordinates and trains them to take prudent risks

Sometimes the best way to learn is by doing something new—even if it’s risky. Giving your team members the freedom to try new things is one way of encouraging innovation and creativity in the workplace.

4. Your policies reflect values of your company culture and your team members’ goals

Policies that are fair and equitable will help foster a positive work environment for all staff members.

Conclusion
There are many ways real leaders boost subordinates and continue to grow as a leader. It is critical to continue to develop your skills in this regard. Be open to feedback and and continually work to upgrade your communication and problem-solving abilities. As a leader, you play an important role in the success of your team and organization. By growing and developing your own skills, you can continue to boost employees and help them reach their potential as well.
It is important to find what works best for you and continue to strengthen your skill in nurturing subordinates to improve their engagement and your effectiveness.
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If you need assistance finding individuals who possess these leadership qualities, contact one of our recruitment professionals Today.

Flexicrew , founded in 2008, focuses on fast and flexible staffing solutions. Flexicrew uses technology and industry best-practices to deliver the most talented and qualified workers–skilled and entry level to employers within most major industries. Headquartered in Chattanooga, TN with current branches  in the Tennessee, northwest Georgia, Indiana, and north Alabama markets.

 

Mentoring Builds Better Leaders

Leadership Question

What would you say if I told you mentoring builds better leaders?  It’s been researched and proven that mentoring others makes you a better leader.

When mentors share their expertise and operational knowledge with other employees (including those they do not manage), it can build their credibility within their company.

Why?

A leader’s willingness to build up employees shows confidence in the leader’s own competence and indicates strong leadership. It also builds trust because they support the success of their subordinate employees.

Mentoring Builds Better Leaders

Become a better leader

If you’re in a leadership role, you didn’t arrive at that level on your own. Someone at some point mentored you and helped shape you into the people manager you have become. Having a mentor can make all the difference when it comes to being an effective leader. Being a mentor helps pay forward the help you’ve been given and the career’s worth of knowledge you’ve accumulated.

Mentoring others makes you a better leader because it helps you:

  • Teach a wider range of skills
  • Motivate new leaders
  • Keeps you grounded

Mentoring builds better leaders

Mentoring Teaches More than the Obvious

But, coaching an up and coming leader requires more than basic skills. Teaching someone to do a task in and of itself is a great thing to do. Passing on traditions and skills has been a form of teaching for generations. Mentoring someone in leadership surpasses practical skills and includes esoteric skills that go beyond the technical aspects of a trade. Mentoring teaches the psychological and inter-personal skills that make great leaders.  Another reason why mentoring builds better leaders.

Mentoring Motives New Leaders

Mentoring leadership builds motivation quickly

 Part of the role of leadership is motivating others. Getting them excited about the possibilities and feeling confident about what they can accomplish. Mentoring new leaders is the epitome of motivating. Sure, you’ll have to cover the challenges of leadership- which are many, but overall you can help motivate a new leader to be their best. This in turn, motivates you and helps remind you of the benefits of being a leader as well.

Mentoring Keeps Leaders Grounded Also

leadership inspires

 Being in leadership should be humbling. Serving others is what leadership is all about. Being a leader has perks and advantages, but it also has tough realities those who aren’t in leadership don’t have to face. Mentoring others keeps you grounded and reminds you that leadership is an important responsibility and that the well-being of those you lead is in a leader’s hands.

Mentoring is a wonderful way to sharpen your leadership skills and transform you as a leader. Instructing up-and-coming leaders the nuances of their roles can help them become better leaders in a shorter amount of time. Remember those who taught you along the way and be sure to pay it forward to the people you are fortunate enough to impact. Your teaching time can be learning time for you too because your mentee will surely have something new to teach you as well. Celebrate your mentees and help them achieve their best by mentoring them and pouring into their futures.

Summing Up

Mentoring builds better leaders

Mentoring builds better leaders because, put simply, it brings the best out of the people you lead. Great leaders who mentor inspire their team members to go beyond what they might do on their own.  Mentoring generates confidence, inspires trust and enhances team development. A big part of your own leadership development is determining what sort of a leader you want to be and mentoring other up-and-coming employees.

Getting Motivated Quickly – 4 Keys

Introduction

Having trouble getting motivated quickly at work?  This article will show you 4 simple keys for getting motivated quickly when you just cannot seem to be more productive on the job.

Get motivated quickly with a can-do attitude

 Motivation Research

The term “motivation” is commonly used in ordinary speech to express why someone does something. It is the force that propels human behavior. According to a study by Washington University, “Most people readily acknowledge that motivation is the desire to do something but is it that simple? While motivation can start with a mere thought or verbalization, it must be followed by visible action—and anchored by a clear vision. The natural, psychological, interpersonal, and intellectual elements that trigger behavior are all motivation. Without these things, the thoughts and words tied to a desire for change remain empty and powerless.”

Workers’ drive and willpower fluctuates for a variety of reasons. At times, you may feel energized and motivated to attain your objectives.  But you may also feel unmotivated or unclear of what you want or how to get it. Even if you aren’t feeling very motivated, you may take measures for getting motivated quickly.

Keys for Getting Motivated Quickly

Get motivated quickly

Interested in some approaches for getting motivated quickly at work?  Among the things you can undertake are the following:

1. Just Get Started

You do not need to wait for motivation to begin. If you want to work consistently every day, you’ll have to get started sooner or later. And the odd thing is that once you’ve been working for a bit, things become simpler and more enjoyable, and your motivation returns.

Most of the time, procrastination results from having too much on your plate and not knowing where to begin. It’s difficult not to feel this way when you attempt to address it all at once: but when you concentrate on one or two things at a time, it’s simpler to stay motivated and not feel so burdened. The next thing you know, your entire list is completed, and you’re out for some entertainment.

2. Start Small and Slow Build-Up

Avoiding procrastination

Don’t let the size or difficulty of a project or assignment cause you to procrastinate. Try to narrow it down somewhat into more manageable stages.  For example, you might send that email during a break. Or you could start an activity and promise yourself you will only work on it for 5 minutes.  Attack a stage of a project starting with the one you have accomplished successfully on a different project.

3. Minimize Your Daily Workplace Distractions

It’s difficult to concentrate when there are so many distractions all around you in your workplace. As a result, close the door (if you have one) to your workplace. At the opposite end of your work area, put your phone on silent mode. Also, use a browser plugin like StayFocusd to keep oneself on track.

4. Take Periodic Work Breaks

The distinction between being sluggish versus resting is significant. Laziness serves no proper function. Rest and relaxation are essential for consistent work productivity.  It clears your thoughts so you can focus on your near-term assignments and longer-term job and career goals.

Perhaps you’ve been working on a project for far too long and are exhausted. Try sleeping on it for a while. Allow yourself some time to back off the problem and relax. Rest is necessary for our bodies and minds to perform at their best.

Summary

Getting motivated quickly in your job is a big deal.  It can make or break your productivity. But there are many things that can work against you when trying to stay motivated. The first thing to understand is that motivation is different for everyone. It’s not about being more motivated than other people – it’s about feeling motivated in the moment. So the key is to figure out what triggers your motivation and figure out a way to keep that going.

We described the 4 keys for getting motivated quickly in this article.  Here are some other considerations:

1) Set an intention – setting yourself an intention to be more productive can help you feel more confident, which in turn makes you more inclined to work harder. 2) Be realistic – knowing exactly what work assignments need to get done is crucial, especially while starting out. 3) Reward yourself – this can mean anything from a relaxing walk around the block to a cup of coffee.  But it’s important to find something that works for you so you don’t lose sight of your goal. 4) Keep moving forward.  Even if you’re not feeling fully motivated at the time, just keep pushing through at work and eventually you’ll start seeing results!

3 Reasons to Say Goodbye to Multitasking

Ban workforce multitasking   
Introduction

Why do some thoughtful companies and productive employees say goodbye to multitasking? It seems like multitasking should be a productive tool at work, right? Although multitasking may appear to be beneficial but in reality it has a serious impact on performance and productivity.  Research shows it can reduce your productivity level by almost 40%.  It also increases workers’ stress levels. This goes for everyone, including managers with busy schedules, supervisors, and ordinary personnel in the workforce. 

That’s why leading companies, big and small are training their workers to reduce or avoid multitasking.

Reasons to say goodbye to multitasking

Across the board, multitasking comes highly unrecommended. Though there are plentiful reasons why, three of the most important reasons to say goodbye to multitasking are:

  1. our brains can’t handle it, 2. it compromises work quality, and 3. it decreases efficiency. 
1.Our Brains are Incapable of Multitasking 

At the foundation of it all, our brains do not have the capacity to accurately focus on more than one task at a time. Because multitasking requires your mind to alternate between different things, it can cause your brain to malfunction.  

This means that your cognitive processes will not be as attentive or susceptible to new information. Though you may feel confident that you’re getting a lot done, in reality you are losing touch with your priorities: 

  • You may finish multiple tasks at once, but you cannot rank their importance 
  • The brain cannot give balanced values when multitasking 
  • This means that you can overlook top priorities and lose sight of objectives  
2. Compromised Work Quality 

When you are multitasking, you often become overwhelmed with your workload, and this leads to taking shortcuts. Though you may be the first to complete a task, it will severely reduce its quality. Even worse is that the more we cheat by taking these shortcuts, the more likely we are to make a habit of it.  

Another consequence of multitasking is that it kills creativity. Your mind needs a certain amount of free space in order to think in the abstract, and if you’re multitasking you won’t have any room left over. If this happens, there likely won’t be producing any innovate ideas, which is essential in worklife. 

3. Decreased Efficiency 

Finally, multitasking can have a negative impact on efficiency. Research shows that the more tasks you try to tackle at once, the less efficiently they will be completed. Because the goal of multitasking is to improve efficiency, this is very counterproductive. 

Multitasking and Stress

Consistent multitasking can really wipe out a worker, which further hinders your progress. The added stress can lead to: 

  • Inability for critical thinking 
  • Burnout (being exhausted from the constant heavy workload) 
  • Inability to problem-solve 
  • Inhibition of abstract thinking 

It is impossible to fully apply yourself to your job if you attempt to multitask, as it can wear down on your mind and body. In this state, you will become far less efficient that you would be if you tackled one at a time. 

Work smarter not harder
Conclusion  

The bottom line is that multitasking is not sustainable for several reasons. Some of these are subsequent brain impairments, decreased work quality, and reduced efficiency. Though it may be good in theory, multitasking will cause more harm than good. 

Don't be a multitasking clown

Effects of Sleep Deprivation on Work

Effects of Sleep Deprivation on Work – It’s More Than Just Being Tired

Sleep deprivation at work

You might be surprised to learn that sleep deprivation affects your ability to be productive at work. While sleep deprivation may seem like a harmless condition, the effects of sleep deprivation on work can be detrimental to your performance, your ability to work well with co-workers, and even your ability to function normally.

As a result of sleep deprivation on work, the body’s ability to perform tasks can be undermined. For example, studies show that sleep deprivation can cause a decrease in attention, which can lead to a decline in your ability to focus on tasks at work.

It can also affect your mood and mental performance. This is because a lack of sleep can make you more irritable, more inclined to frustration and less patient. This can lead to you having a weaker ability to keep calm and handle stressful situations.

Effects of sleep deprivation at work

Sleep Deprivation Explained

Sleep deprivation is the act of depriving yourself of sleep. It can be caused by a variety of factors, including stress, shift work, shift work with irregular hours, and medications.

The effects of sleep deprivation can be immediate, but they can also be long-term.

In the short-term, you may experience more errors in your work performance, along with a decline in cognitive function as well as an increased risk in certain medical conditions.

How does sleep deprivation affect your ability to function?

Sleep deprivation has been linked to a wide variety of negative effects on your physical and mental health.

Studies have shown that sleep deprivation has been associated with an increased risk of developing diabetes, obesity, heart disease, stroke, high blood pressure and certain cancers.

Additionally, poor sleep habits can affect your memory, mood, reaction time, and concentration.

How can sleep deprivation affect your ability to be productive at work?

Because sleep deprivation has been linked to numerous negative health outcomes, it’s important to consider the impact of sleep deprivation on your work.

When you’re not getting enough sleep each night, it can have a negative impact on your ability to function at work. It can make it more difficult to concentrate and focus, which can lead to errors in your work.

Unable to wake up due to sleep deprivation at work

Studies show that sleep-deprived employees are more likely to make mistakes than employees who have gotten adequate sleep. Furthermore, sleep deprivation impacts your work in more ways than just errors or mistakes.

It can also affect other aspects of your work life, including your mood and your ability to maintain healthy relationships with co-workers.

Tips for improving your productivity at work if you’re sleep deprived

According to experts, the best way to combat sleep deprivation is to get a good night’s sleep.

As you may know, getting a sufficient amount of sleep is important for a host of reasons.

One of the most important reasons is that a lack of sleep can have a negative impact on your work performance.

If you perform your assignments at a diminished level, your work is suffering as a result of chronic sleep deprivation.

Tips to overcome tiredness at work

Therefore, the following tips may help:

Counteract Sleep Deprivation

Find other ways to compensate for the lack of sleep:

  • If you work nights, consider finding a way to make up the time during the day. This can include taking a quick nap during lunch or sipping on a cup of coffee instead of a late-night snack.
  • If you’re on a rotating shift schedule, identify ways that you can improve your sleep habits when you’re on days off. Consider setting an alarm to put you to sleep earlier than usual.
  • Take a warmer shower or bath before bed. The increased warmth will help you relax and fall asleep more quickly.

If you have a health condition that keeps you from sleeping:

  • If you have a medical condition that keeps you from sleeping, or you take medication that makes it harder to fall asleep, discuss these options with your doctor.

Getting sleep with a health condition

Set aside a period for downtime:

  • Make sure that you set aside time during the day to relax and unwind. Take a short nap during the day.  You can rest appropriately and bounce back to a higher performance level.
  • Try to schedule time for exercise during the day. The increased movement during the day can help you stay awake and alert.

If you’re also struggling with substance abuse:

  • If you’re struggling with substance abuse, you should treat that before you can address the root cause of your sleep deprivation.

It’s important to remember that sleep deprivation is not an appropriate course of action if you’re feeling overwhelmed, under stress, or dealing with a medical condition.

medical status and performance

Talk to your doctor or pharmacist to address your sleep needs if you feel sleep deprived.

Conclusion

Sleep is an important part of every employee’s life. Without it, workers are at greater risk for certain medical conditions.  They are prone as well to mental and physical health problems.  In addition, sleep-deprived workers could experience trips and falls or accidents in the workplace.

The effects of sleep deprivation can be long-term, and they can be severe.

Taken to extremes, chronic sleep loss can lead to medical conditions and even death.

In order to avoid the negative effects of sleep deprivation, it’s important to get enough sleep each night. Along with sleep, managing your stress levels is also vital. It is also important to find activities that you enjoy in order to keep your mind off of work.

Flexicrew Onsite Recruitment Manager Benefits

What is an Onsite Recruitment Manager and how can your Business Benefit?  

Onsite Recruitment Manager

The Flexicrew onsite recruitment manager program looks different for every client company. It might consist of simply checking in employees and getting them assigned to lines at the start of each shift. But it could be as extensive as a full time on-site representative.  He or she would be responsible for all staffing, timekeeping and disciplinary actions. The extent of the program is determined by your company’s individual situation.  Furthermore, it is customized to your requirements starting with a thorough workforce plan and analysis.  Why should you have your permanent professional staff spend time and money managing temporary employees? Flexicrew Staffing can do it for you more efficiently at with less expense.

Thorough, Comprehensive Hiring Program

Has the pandemic, remote work and ‘The Great Resignation” affected your workforce negatively?  Has your productivity been thrown into a hit-or-miss proposition?  Or even chaos?  Does your organization need a more thorough, comprehensive hiring program?  Is it more than you are willing and/or able manage?

Initially, the Flexicrew on-site program begins with a 3-part workforce investigation.  That provides a baseline to understand your company’s needs. In addition, we gather information from your key internal staff members. Then, Flexicrew designs a hiring program matching your requirements and workplace culture. Our key is understanding your issues, how your company operates and then building a solid partnership program.

  Benefits of an Onsite Recruitment Manager

Following are some benefits clients with on site programs have experienced:

  • Increase in productivity.
  • Decrease in staffing costs.
  • Improvement in shift starting times.
  • Flexibility to meet unexpected client demands.
  • Reduced turnover.

”Working with Flexicrew has been great. The service department is like none other that we have worked with. Response time and customer support are outstanding. These guys will keep you up and running.”  – Current onsite client

FAQ

Onsite recruitment manager brings many benefits to an employer

Onsite Recruitment Manager Definition

What exactly is an on-site management program?

Our onsite program helps you manage your supplemental workforce requirements or supports your staff with hiring needs. Unfortunately, burnout and resignations are rampant in HR due to the pandemic.  Our onsite managers could substitute for the dwindling supply of HR recruiters.  He maintains a steady stream of additional quality temporary workers.  The program could simply assist you in coordinating incremental workers at the beginning of a shift. Conversely, it could be more extensive. For example, a full time coordinator(s) handling an entire talent recruitment platform.  It’s really up to you.

Equipment and Location

Who supplies the facility space and equipment?

In some situations our client company supplies work space.  However, in smaller programs Flexicrew could manage the temporary associates in the break room  Or in some other location the client designates. The onsite recruitment manager program may necessitate full-time onsite representative(s) at the facility. In that case, Flexicrew would provide computers and other supplies. But either way, we will collaborate with you on the optimum arrangement.

Rationale for Outsourcing talent Recruitment and Retention

Why use an onsite management program rather than just hiring employees myself?

  • Your supervisors have more time to concentrate on their core business activities
  • Reduced turnover due to our screening process
  • increase in production rates
  • Flexibility since we can ramp up or down very quickly
  • Save money by not having to keep staff on in downtimes
Onsite Manager Program Greater Efficiency
  • On average, overtime spend is up to 20% less
  • Temporary worker retention is about 30% higher
  • Time to fill temporary positions is up to 50% quicker
  • Onsite staffing manager’s presence drives associates’ engagement and performance
Higher Safety Standards
  • OSHA-compliant hazard assessments and weekly safety prevention inspections
  • OSHA-compliant new hire orientation and safety incentive programs for temporary staff
  • Employer-Agency coordinated OSHA 300/301 Log Data
Onsite Manager Risk Management and Compliance Enforcement
  • Compliance with State and Federal employment law
  • EEO compliance
  • Wage and hour compliance
  • Compliance  with Worker’s compensation and employment eligibility
Payment Terms for Onsite Recruitment Manager

Do we pay for the onsite recruitment manager?

In general, clients are billed for the associates Flexicrew places, either on an hourly rate or a direct-hire fee.  That is dependent on our agreement. The onsite recruitment manager is part of the program and as a standard is not directly charged to you.

Flexicrew Hiring Program

What are your hiring challenges?

Flexicrew onsite recruitment manager model is different from traditional staffing.  It allows the onsite recruiter to focus solely on one client. The recruiter immerses him or herself within the employer’s team and culture.  He or she becomes an expert on the client brand, mission and processes. Are you searching for an onsite recruitment manager. Desire a staffing partner who can tailor a solution to the nuances of your business? Then  we should talk. We look forward to helping you grow your business!