How to Become a Better Listener to Advance at Work

Rather than become a better listener, do you tend to zone out while co-workers or even your supervisor are speaking? That makes you human. It’s something that we all do. It makes sense.  The New York Times reported that the average person’s attention span is eight seconds. Now multiple electronic distractions vie for your time and drag your attention away from the worker in front of you. It makes being a good listener pretty challenging, but it isn’t impossible.

become a better listener and advance your career

These days, employees often enter meetings or 1:1 conversations with an agenda.  And everyone’s face reflects this. So, rather than having a dialogue, it descends into two or more workers talking at each other without stopping to hear what the other person is trying to say. It will only get worse, as life grows more hectic.

You have to stop approaching discussions on the job with your agenda in mind. The goal should not be to guide, manipulate, or maneuver the exchange to your benefit. It’s about learning!  You will be a more productive team member.

Here’s 5 steps to become a better listener:

The Balance

The hint that a conversation is more about listening than speaking is the fact that you possess just one mouth, but two ears. When you talk too much, steer the topics too often, it can result in people seeing you as controlling (https://www.tandfonline.com/doi/pdf/10.1080/03637758909390246?needAccess=true&instName=King%27s+College+London). Everyone should be able to contribute to the conversation equally. So, listen to what others have to say and consider their perspective!

Keep An Open Mind

When you try to make new information and knowledge fit with your existing beliefs of representations you become a poor listener. This can result in you jumping to conclusions and being close-minded. A study from the University of Illinois, Urbana-Champaign, demonstrated how often this occurs (https://www.sciencedirect.com/science/article/abs/pii/0010028581900086). Students were directed to an office they believed was serving as a sort of waiting room for the experiment they were due to take part in. However, this was part of the experiment. Once they left the office, they were directed to recall any items they’d seen while waiting in the office. They recalled many items associated with offices but were prone to falsely recall items not present simply because they were typical office items.

Focus On the Message

It is really easy to get caught up with the person delivering the message rather than focusing on the message itself. Once you view someone as a friend or foe, you tend to accept their message based on that designation. That doesn’t mean your rival doesn’t have a valid point to make or important information to share. Likewise, it doesn’t mean your friends are always right!

Eye Contact

Eye contact is an important aspect of clear communication, but how does that help you become a better listener? It’s a signal to the other person that they have your attention. You are dialed into the conversation and fully present. If your eyes are on theirs, then your eyes are not wandering and distracted by everything around you. You’ll also take more information in that way.

Ask Questions

When you ask questions relevant to the topic at hand it shows that you are listening to what the person said. It also highlights that you are considering what they have to say. The added benefit of asking questions is that it prevents miscommunication. Asking questions is a great way to check-in and ensure you are understanding the points others are making.

It’s always a good idea to pause before you respond. Take time to consider their comment before you choose to ask a question or form a response.

Summary

There are a wide variety of productivity techniques that improve your listening skills. You can learn far more from listening than you can from speaking over others or wrestling control of the conversation.  And you will gain the support of your supervisor and associates.

 

 

 

 

4 Powerful Benefits of Mini-Habits Bring Potent Change

Mini-habits too Small to Fail

If you haven’t heard of mini-habits, you’re in for a pleasant surprise. Imagine making only small adjustments, and still managing to create impactful and meaningful change.

The mini-habit is just what it sounds like – it’s taking the idea that doing a whole lot of small things will eventually add up to something superb. Think, for example, of what would happen if you only read a couple of news articles every day? Before you know it, you’d have accomplished the goal of becoming more informed, and would be better able to handle discussions with co-workers about the state of your industry given the current environment.

Small habits - Big results

Change and Success

Mini-habits don’t stop there though. Not only can your mini-habit change how you get your work done, but they impact your mind and body as well.

Read on to discover 4 powerful benefits of Mini-habits.

Mini-Habits Lead to Big Results

1.You create an atmosphere of success

By setting small goals, you’re much more likely to meet them. So instead of telling yourself that you’re going to return all your phone calls promptly, you instead focus on returning the next phone call on time. That takes off the huge expectations that always felt so overwhelming in the past and left you with a feeling of failure when you couldn’t quite make it. What’s even better is that meeting these small goals means you get to where you start expecting success, which leads to the mindset that will generate that success you’re expecting.

2. You change how you view your capabilities

By accomplishing mini-goals, you start to realize that you do have the ability and power to accomplish work results. Your confidence grows, and you gain a better, more positive sense of your abilities.

3. You rediscover motivation

Motivation is sometimes hard to come by and gets used up quickly. That’s why mini-habits are important. Rather they don’t rely on motivation to accomplish projects, they grow from your willpower instead. Then as you reach those goals, you start to feel the energy of that success, which in turn creates motivation to keep going.

4. You create a series of changes that you will carry with you through your career and life

Mini-habits done daily will build up those larger habits that you’ve been trying to build all along. Like making it to work on time every day and creating almost as a by-product that habit of daily productivity that had seemed so difficult not all that long ago.

Final Thought

Mini-Habits not only change how you do work assignments but change how you think and act. By making a practice of following mini-habits, you will affect some pretty major change.

 

 

4 Simple Tips to Enhance Workplace Communication

Regular interaction between employees can greatly improve the work culture and productivity in an organization. Communicating effectively at the workplace will greatly improve relationships between employees and help in completing important projects faster. Better communication greatly improves the performance of the employees at work, while making the team members trust each other.  And that trust interestingly lends itself to improved self-esteem.

workplace-communication 4

Research information indicates that organizations where employees communicate well with each other are likely to have a turnover rate for employees which is approximately half the average for the industry sector.

Periodically every person is likely to find that he is not able to communicate effectively with others due to various reasons. These can lead to misunderstanding with others and irritation.

Some methods for improving communication between team members are discussed below. These are some of the simplest techniques which the organization can incorporate in the daily routine of the employees and improve the relationships between team members and other employees, making them more responsive.

Improve Trust Levels

If the employee trusts the manager or other senior employees, he is more likely to contact the manager and inform him about any kind of problem which he faces at the initial stage if he can’t solve it himself. Hence to improve the trust levels, managers should develop a rapport with their employees first. For example, when a new employee joins the organization and is undergoing the orientation process, the supervisor could take the new employee for lunch with other team members. During the lunch, the employees should discuss their life, habits, approach to life instead of business. Though this may not take much effort, it is a very effective icebreaker, improving communication between team members significantly and quickly.

Offer Compliments in a Better Way

Though the manager can use the standard term “great job” to compliment the employee who has done the work assigned well, it is usually not very helpful. However, in some cases, the employee may get confused, since he will wonder which specific aspect of the job was done well, so that he could replicate it later. Instead, the manager should focus on the specific aspects of the task or work done by the employee, so that he knows his strength and specifically what got him the praise.

Give Feedback Which is Constructive

Most employees have received negative feedback from their supervisor delivered in a harsh tone, which destroys trust and communication permanently. So, while giving feedback it is important to review the specific action, and not pass comments on the character of the employee. The worker should be given the opportunity to share their views and help in a positive way.

Processes Should be Streamlined

If the organization is working on a very large project, with many stakeholders, there is likely to be communication letdown between the employees at some stage. This malfunction should be used to improve the process and prevent similar problems in future, removing any hurdles which the employees face. When the employees are informed about the process changes, the manager can also get feedback from the staff on the effectiveness of the processes, to make necessary charges in future if required.

On a Final Note

Effective communication within the workspace plays a crucial role in improvement of a business and success of any organization. When communicating, nonverbal communication must also be considered. How a supervisor or subordinate delivers a message has a lot of effect on the meaning of of that communication and the resulting action.

Improve Communication with a Staffing Agency’s Support

Flexicrew can help improve your work environment communication, reduce your anxiety and stress by assisting you with workforce planning and recruiting the quality talent that you need in this uncertain time.  Contact one of our workforce professionals Today!

10 Essential Traits to Create Resilience

Resilience speaks to one’s ability to bounce back from difficulties and catastrophes experienced in life. Resilience is essential to navigating life because adversity and challenges are inevitable. While there are a variety of things related to resilience, the following is a list of resilience power traits. Each of these traits is linked to the development of resilience, which ultimately equates to the ability to handle adversity with grace.Resilience-in-the-workplace-1

1. Acceptance

Adversity is inevitable, so learning to accept and embrace it is essential to developing resilience and navigating challenges well. Those who are resilient accept difficulties as normal and spend their time and energy learning to adapt to the adversity rather than fighting it or running from it. The choice to lean into the discomfort and embrace it ultimately helps employees better deal with and bounce back from the hardships they face (Waters, 2013).

2. Adaptability

The ability to be able to adjust and shift as the pandemic creates new circumstances and increases challenges is a key facet of resilience. Those employees who are resilient can develop numerous strategies from dealing with stressful situations. This flexibility in the way they think about challenges allows them to respond flexibly with regards to their emotion. Thus, they are better able to shift from one coping strategy to another depending upon what is best given the specific set of circumstances (Barker, 2016).

3. Awareness

Awareness is also heavily tied to the development of resilience. Awareness helps individual personnel understand what they need, how they feel, when they need to reach out for help, and when they need to make adjustments and improvements. Being aware of what personal adjustments need to be made to one’s staff members or their situation helps your staff gain the knowledge and information needed to best approach and navigate the challenge at hand (Waters, 2013).

4. Boundaries

Boundaries in the context of adversity relate to one’s ability to create distinction between who they are at their core and the cause of their current negative circumstances. This means being able to understand that the adversity currently being faced is temporary.

This also means refraining from allowing the negative situation or circumstance to become one’s permanent identity. Being able to set these boundaries aids in quick recovery from trials because individuals understand that their situation will eventually change for the better, and there is the understanding that their identity is not rooted in the trauma. Thus, there is an ability to approach the challenge with a more positive attitude, and less likelihood of allowing the challenge to define one’s self (Waters, 2013).

5. Confidence

A key to learning to cope with the stresses of life is a belief in your ability to do so. Research shows that there is a link between one’s self-esteem and one’s ability to handle stress and recover from negative events. Employees who lack self-esteem have a tendency to approach negative events with a negative outlook, and in general, have more negative outcomes. On the other hand, those who possess high levels of confidence in themselves and their abilities, approach negative circumstances with the belief that they possess what is necessary to overcome the circumstance. Thus, their outcomes tend to be more favorable (Cherry, 2020).

6. Goals

Goal setting and resilience are linked for workers in the sense that setting goals help breakdown challenges and hardships into more manageable parts that can be tackled and conquered. Goals allow challenges to be addressed in a realistic manner while also helping people to manage their emotional response to a given situation. When a person can tackle a situation one step at a time, there is less anxiety, less stress, and more probability of a favorable outcome. This ultimately means a better ability to bounce back from adversity (Cherry, 2020).

7. Optimism

Optimism is the ability to look at situations and circumstances and find the positives, even in the midst of what seems like endless negatives. The ability to approach hardships with this type of positive attitude is key to being able to quickly recover from the difficulties your workers face.  You should support positivity in your workforce by creating and sustaining intentional employee reward and recognition programs.

True optimism isn’t about ignoring the negatives, but rather paying attention to those negatives that are relevant to the problems they face and then actively choosing not to remain focused on those negative solely or long term. A truly optimistic workforce that is able to foster resilience learn how to balance a positive outlook with a realistic view of the world and that helps them bounce back from challenges faced (Barker, 2016).

8. Problem-Solving

There is research that suggests workers who know how to analyze and develop solutions for problems are better able to cope with challenges as compared to those who do not know how to do those things. Being faced with a challenge creates an opportunity for workers in your employ to perform and on-the-job learning that will help them develop potential solutions for the issue at hand.

It is that regular and consistent work of engaging in exercises that build focus and encourages non-traditional thinking that better helps employees to able be able to solve problems in future scenarios (Cherry, 2020).

9. Purpose

Helping your work teams find or create a sense of purpose for themselves in the midst of adversity or crisis can significantly help when it comes to coping and recovery. Developing a ‘why’ becomes the motivation needed to do the work that will help them get through the crisis. It is the purpose that makes the work of fighting through the trouble worthwhile and sustains their ability to continue moving forward to overcome adversity (Cherry, 2020).

10. Support

Having a support system in place when faced with difficulties is essential to building resilience. The emotional support offered by having additional associates help carry the load of mental/emotional burdens can make the adversity more manageable and easier to navigate.

Additionally, other workers or mentors can remind workers of their abilities and strengths which may help tap into the skills and inner strength they need to persevere. The support of others can also offer practical physical support and provision of resources and information that will aid you in overcoming the challenges they face (Barker, 2016).

Resilience is linked to so many other useful traits and qualities. In fostering resilience, one is able to foster the 10 traits mentioned in this article, and that in turn subsequently strengthens resilience.

Thus, an emphasis on continued growth within your company in any of these areas is sure to result in improved resilience bringing in a better ability to navigate through day-to-day work challenges.

References:

Barker, E. (2016, April 26). 10 ways to boost your emotional resilience, backed by research. Time. https://time.com/4306492/boost-emotional-resilience/

Cherry, K. (2020, January). Use these 10 tips to improve your resilience. Verywell Mind. https://www.verywellmind.com/ways-to-become-more-resilient-2795063

Waters, B. (2013, May 21). 10 traits of emotionally resilient people. Psychology Today. https://www.psychologytoday.com/us/blog/design-your-path/201305/10-traits-emotionally-resilient-people

Tips for Keeping Employees Engaged During a Market Downturn

Keeping employees engaged remains a major concern for the organizations and specifically the Human resources (HR) department. Keeping high employee engagement levels remains a challenge for most employers. Surveys have observed that less than half of businesses believe that their employees are engaged in their work, and will make an additional effort to do the work. This indicates that most organizations require a lot of help in this matter. Most businesses think that less than two thirds of their employees are engaged in the work.

employee engagement

The immediate supervisors of the employee and leaders are the major factors affecting employee engagement. Some of the tips for managers which will help in keeping employees even during a downturn are listed below:

1. Employees are Assets
  • Employees should be considered as assets for the organization, not expenses and treated well. The leadership of the organization should be aware that if the employees are fully engaged in the work they do, they will add more value to the work they do. It is advisable to define the roles for each employee, define goals which are linked to the goals of their department, division or the entire company.
2. Employee Appreciation Culture
  • The organization should foster a culture of appreciating employees. The employees should be aware that they make a difference and help the business attain its targets and often exceed them. The employees should be informed about how their behavior is linked to the company goals and values using a strategically designed program for recognizing employee efforts. This program will show how the work done daily by the employee contributes to the achievement of company goals.
3. Employee Recognition
  • Improving performance by recognizing additional effort. If the employee is frequently and consistently recognized for his additional effort in the right way, it will result in a greater boost to the performance of the employee. It is observed that the return on investment (ROI) for a well designed recognition program is usually far more than the annual salary increased. The program rewards should be at least 1% of the payroll of the business. The organizations should reduce their annual increments to the lowest possible and encourage better performance from employees by implementing a suitable recognition program.
4. Open and Honest Communication
  • It is important to have an open and creative discussion with workers either face-to-face or in a group. For this, the supervisor should stop considering his own agenda and expertise and consider his subordinate(s) needs. This can help in increasing the engagement of teams since assumptions are questioned, different opinions are considered and problems are converted into opportunities
Employee Discussion Process

Some important considerations which should be discussed and documented after such discussions focus on the following:

– What are the problems which we are facing in this area?

– What are the reasons why we face these problems?

– What can the employee, team or our organization do to get a better result?

– What is the team or organization doing at present which is causing problems?

– If the problem is resolved, how would conditions improve?

After this, the information provided should be converted into plans which can be implemented.

Increasing the recognition of the employees, being involved with the employees, their problems and offering better opportunities for career growth can help improve employee engagement. Organizations with high engagement levels are more likely to be monitoring the engagement of the employees closely, recognizing better employee performance offering career growth. The workforce will also have leaders and supervisors who improve employee engagement.

Recruiting Engaged Employees

Need assistance recruiting engaged workers, call on Flexicrew or just pick our professionals‘ brain for creative ideas.

5 Paths to Raising Employee Productivity

Employee productivity is essential for a company to exist and move forward. If the employees do not accomplish their work tasks, then it harms the business. Sometimes there may be issues but it is important to have the employees understand the work rules, and stick to them. Nevertheless, there are some things that can be done to improve productivity in the workplace regardless of who the employee may be.

Here is a list of 5 ways to improve workplace productivity.

1. Set a Goal of Where the Company Needs To Be

A lot of times, if a person knows that his or her boss has expectations of how things should be in the workplace, they may feel a need to step up to the plate and give all of the effort that he or she can. No one wants to feel like they are a less valuable employee than the next person, so if the company is straightforward of how things should be, then a person will be more likely to put a bit more effort into what he or she does. Goals are something to strive for, and if a workplace has them in place, then the productivity will reach higher levels.

2. Good Communication

It is essential for a workplace to have good communication between employees and higher-ups. Communication is important regardless, but especially in the workplace. The communication should always be straightforward, and easy to understand. If communication is unclear, not only is it unprofessional, but it can also result in serious issues or even safety concerns. Communication should be fast as well. People should be told in advance about important things that he or she should know of. Communication should be consistent. It is not professional to keep employees unaware of some things, but communicate about others.

It is important to note that if communication is not a priority, then the work team risks not being very successful.

3. Support the Employee

A lot of times, if an employee just does not seem like himself, or is unusually unproductive, there is a reason behind it. If this is the case, it is wise to support the employee, and let him or her know that they have someone to talk to if they need it. Everyone wants to feel like they are needed, and if an employer shows that they value the employee by supporting them through a difficult time, then it will be greatly appreciated. Employees are a critical part of having a successful business, and if they are not in the right frame of mind, productivity will be down.

4. Recognize When an Employee Does Something Praiseworthy

As stated earlier, everyone wants to feel as though they are needed. If a supervisor tells the employee that he or she has done a good job and that their work is appreciated, it will go a long way. If a person notices that they are being praised for good work, it will motivate them to keep doing the best that they can, and will likely get them to try to become a better employee in the process. Everyone likes praise, and if it will help a person try to better themselves as a worker in the process then it is a win-win.

5. Establish SMART Goals

Either for ongoing project milestones or for directing individual employee work performance fix goals that are SMART (specific, measurable, achievable, realistic, timely). SMART goals are vital to achieving enhanced performance and more profitable outcomes.

Why Is All Of This Necessary?

If a company ever expects to have a highly productive workforce, then the steps above should be followed. If there are no goals, then there is no reason to strive to become better. If there is poor communication, then the workers will possibly leave and go somewhere where communication is more of a priority. If the employees are not supported by the employers, then they will not want to work for them anymore and go where they are respected. The same is true with employee appreciation. If a company does not get the basics right, then they are doomed from the start.

Conclusion

All in all, there are certain things that need to be done in order for workplace productivity to be high, and if these needs are not met, then there are big problems and things will need to change. If these needs are met however, then the company is on the right track and is headed towards success, as long as things stay consistent.

Flexicrew Staffing has the expert knowledge and resources to help you find the right candidates. Let us assist you in finding the right person for your small or midsize business.

Ask the Flexpert…What’s the Importance of Training and Development?

The importance of training programs to employees and the employers is exhibited in eight different ways:

Improved employee performance

The employee who has undergone thorough training has necessary skills, knowledge, and abilities to perform his/ her task better.  A skilled and confident employee will embrace his/her employer based on overall production.

Employee satisfaction

The company shows appreciation to its staff and thus employees feel valued and motivated.

Addressing weaknesses

Workers have varied abilities, skills, and knowledge. This is why teamwork is emphasized most in team building exercises. This training also creates a valuable connection between employees.

Consistency

Equips the employees with enough competencies and experience. The consistency results in enhanced performance.

Increased productivity and quality

If the workforce is motivated there is an observable growth rate in productivity and encourages the company to implement more training courses.

Increased innovation

The workforce needs training in order to fit in with the rapidly trending automation advances in every market.

Reduced employee turnover

Employees who are trained on how to operate and maintain modern industrial equipment and systems are likely to feel valued if investments are made in their career and less likely to leave employers who value them.

Enhances company reputation and profile

Helps to develop an employer’s brand and makes a company a prime consideration for graduates and mid-career changes.

So training and development offer both employers and employees with advantages that make the time and cost a valuable investment.

Call on Flexicrew to get some useful ideas how training and development are worthwhile for you to implement.

Congratulations Michael Clark – Flexicrew Tennessee Employee of the Year 2019

Dedication, Commitment and Flexibility Lead to Advancement

CHATTANOOGA, TN, Sept. 18, 2019 – Flexicrew Staffing, a leader in the industrial staffing industry, selected from its over 2,000 temporary staff to choose Employee of the Year for Tennessee.

Michael Clark – Shipping Receiving Clerk

Clark is a dedicated employee who has a great attitude and has shown lots of flexibility when it comes to his work schedule.  When we first started working with him he interviewed with a client who loved Clark, but ended up filling the position in-house.  He had a positive attitude as we restarted the interview process.  He is now nearing the completion of his temporary assignment and will be hired permanently soon.

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety Follows safety requirements and leads others by example in safety in the workplace.

About Flexicrew

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Chattanooga, Tennessee, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

 

Flexicrew Selects Corry Adams 2019 Employee of the Year Tucker/Norcross, Georgia

Flexicrew Staffing Employee of the Year Winner – Self-Starter, Go-Getter, All Around Top-Notch Performer

CHATTANOOGA, Tennessee, September 18, 2019 – Flexicrew Staffing, a leader in the industrial staffing industry, selected from its over 2,000 temporary staff to choose Employee of the Year for Tucker/Norcross, GA.

Mr. Adams attitude and performance has earned him praise and delighted Flexicrew.

Job Assignment – Production Assembler and Packer

Adams has a great personality and interviewed well.  We placed him in a production environment in June and he has done very well.  His client reached out to Flexicrew to discuss Corry.  Having employees like him is what helps make Flexicrew successful.

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety Follows safety requirements and leads others by example in safety in the workplace.

About Flexicrew

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Chattanooga, Tennessee, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com

 

 

Feliciano Palacios – 2019 Flexicrew Employee of the Year Gainesville, Georgia

CHATTANOOGA, Tennessee, September 18, 2019 – Flexicrew Staffing, a leader in the industrial staffing industry, selected from its over 2,000 temporary staff to choose Employee of the Year for Gainesville.

Flexicrew is particularly proud of how Mr. Palacios is dedicated and wants to get his assignment done just right.  That reflects in his performance for his client and Flexicrew.

Feliciano Palacios – Fabrication Welder                                                                                             

Mr. Palacios reports to work every day and is willing to go the extra mile.  He is a good worker with great attendance.  He helps our client train other employees when needed.

About the Award

The purpose of this annual award is to recognize an outstanding employee in each Flexicrew Staffing branch with the following attributes:

Responsibility Temporary staffer is punctual, works hard, and exhibits dedication to tasks and on- time completion.

Cooperative Displays courtesy with an agreeable attitude toward coworkers and supervisors. Good communication skills and willing to help others.

Creativity Temporary employee goes above-and-beyond to get the job done, holds self to a high standard, and tries to learn different aspects of the client operation to improve the work.

Safety Follows safety requirements and leads others by example in safety in the workplace.

About Flexicrew

Flexicrew was recognized by Staffing Industry Analysts in 2015 as the 4th fastest-growing staffing company in the U.S. over a 5-year period.  Founded in 2008 and headquartered in Chattanooga, Tennessee, Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified industrial – skilled and unskilled, technical, and professional talent to clients within most major industries. Flexicrew has more than 2,000 contractors currently placed in companies throughout the U.S. To learn more, visit www.flexicrew.com