7 Ways Companies Prioritize Upskilling or Fail

Introduction

Companies prioritize upskilling+

It’s necessary that companies prioritize upskilling to remain competitive in today’s tight and swiftly evolving job market. Upskilling is the process of acquiring new skills or improving existing ones to adapt to changing job demands. It is crucial for businesses to invest in upskilling their workforce as it helps improve productivity, increase employee satisfaction and retention, and create a culture of continuous learning.

7 Tips Help Companies Prioritize Upskilling

In this article, we will discuss seven tips to help companies prioritize upskilling during the present workplace turmoil. They are:

  1. Assess their Skills Gap
  2. Develop a Learning Culture
  3. Offer Training & Development Opportunities
  4. Provide Support & Incentives
  5. Provide Support & Incentives
  6. Integrate Upskilling into Career Development Plans
  7. Measure and Evaluate

We’ll examine the correct way companies prioritize upskilling by looking at each factor individually.

1. Assess the Skills Gap

The first step to take when companies prioritize upskilling is to assess the skills gap within the organization. A skills gap analysis helps identify the skills and knowledge that employees lack, which are necessary for the company’s growth and success. This analysis can be done through employee surveys, performance evaluations, and job descriptions. Once the skills gap is identified, companies can prioritize which skills to upskill first, depending on their urgency and impact on the business.

2. Develop a Learning Culture

Companies prioritize upskilling by setting a learning environment

Organizations need to develop a culture of continuous learning to prioritize upskilling effectively. This means creating an environment where employees are encouraged to learn and grow, and where learning is integrated into daily work routines. Managers should lead by example by prioritizing their own upskilling and providing support and resources for their teams to do the same. A learning culture fosters innovation, adaptability, and employee engagement.

3. Set Clear Goals

Companies prioritize upskilling

Clear goals help employees understand what they are expected to achieve and how their upskilling efforts contribute to both a worker’s career and the company’s success. Goals should be specific, measurable, achievable, relevant, and time-bound (SMART). They should also align with the company’s strategic objectives. By setting clear goals, companies prioritize upskilling, can track progress, evaluate the impact of upskilling efforts, and make necessary adjustments.

4. Offer Training & Development Opportunities

Companies prioritize upskilling in training and development

Companies must provide training and development opportunities to help employees acquire new skills and knowledge. This can be done through on-the-job training, formal training programs, mentorship, coaching, and e-learning. The type of training offered should align with the identified skills gap and be delivered in a format that suits employees’ learning styles. Companies can also encourage employees to pursue further education or certifications to enhance their skills.

5. Provide Support & Incentives

Employers should provide support and incentives to encourage employees to prioritize upskilling. This can be in the form of time off for training, financial assistance for further education, or recognition for achieving upskilling goals. Managers can also provide feedback and guidance to help employees stay on track and identify areas for improvement. Offering support and incentives shows that the company values employees’ professional

6. Integrate Upskilling into Career Development Plans

Firms should integrate upskilling into career development plans to help employees advance their careers within the company. Career development plans should be tailored to each employee’s skills, goals, and aspirations. Employees should have opportunities to acquire new skills, take on challenging projects, and receive feedback and mentoring from managers. By integrating upskilling into career development plans, companies can retain top talent, increase employee engagement, and build a skilled and motivated workforce.

7. Measure and Evaluate Upskilling Initiatives

Upskilling has become an essential part of talent management for companies as they seek to keep pace with technological advancements and stay competitive in their respective industries. Some firms invest heavily in upskilling programs to train their employees, improve their skills and abilities, and ensure that they are equipped to handle the changing demands of the business world. However, simply providing training is not enough – companies must also measure and evaluate their upskilling efforts to ensure they are achieving the desired outcomes.

Measuring and evaluating upskilling efforts helps companies to assess the effectiveness of their training programs. By tracking and analyzing metrics such as employee performance, engagement, and retention rates, companies can identify areas for improvement and make data-driven decisions to optimize their upskilling efforts. This process can also help companies to identify high-performing employees who are excelling in their training programs and develop career progression plans for them.

Justifying Investment in Upskilling

Measuring and evaluating upskilling endeavors also helps companies to justify their investment in training programs. By presenting concrete data that demonstrates the impact of upskilling on business outcomes, companies can show the return on investment (ROI) of their training programs and secure buy-in to continue investing in employee development.

Moreover, measuring and evaluating upskilling undertakings can provide companies with a competitive advantage in the job market. Prospective employees are increasingly seeking out companies that prioritize employee development, and showcasing a robust upskilling program with data to back it up can help companies attract and retain top talent.

So, measuring and evaluating upskilling attempts is essential for companies to ensure they are achieving the desired outcomes, justify their investment in training programs, and maintain a competitive advantage in the job market.

Companies must measure and evaluate the effectiveness of upskilling projects to ensure they are achieving their desired outcomes. Metrics can include employee satisfaction, retention, productivity, and the impact of upskilling efforts on the company’s performance. Companies can also conduct regular skills gap analyses to assess their upskilling efforts.  This detects  whether they are addressing the most critical skills gaps. By measuring and evaluating, companies can make data-driven decisions and adjust their upskilling strategies accordingly.detects

Summary

Companies prioritize up-skilling career advancement

In conclusion, upskilling is crucial, and companies prioritize upskilling to remain competitive in today’s workplace uncertainty. To effectively prioritize upskilling, companies must assess the skills gap, develop a learning culture, set clear goals, offer training and development opportunities, provide support and employee incentives to participate, integrate upskilling into employee career development plans and measure and evaluate upskilling initiatives.

Flexicrew Support

Let Flexicrew be a staffing partner for your business planning and workforce strategies for the coming year

Flexicrew has advised many HR recruiters and functional hiring managers on correct interviewing techniques, successful recruiting methods and upskilling opportunities. That reduced the chance of their making the most common recruiting mistakes.

Would you like support in recruiting your next new hire who is eager to take advantage of upskilling opportunities? Please contact one of our professional recruiters with many years’ experience in staffing.

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.
Flexicrew Support
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.

Retain Top Employees – 9 Useful Tips

Introduction

Retaining top employees is challenging employers

Keeping your productive workers is a challenge during this overall work environment . Here are 9 ways to make it easier to retain top employees.

How to Retain Top Employees – 9 Tips
1. Ensure Employees Feel Appreciated
Engaged workers are productive. 9 tips to retain your top employees.

One way to keep your top employees satisfied and motivated is to make sure they feel appreciated. Praise them for their hard work and successes.  Tell them you value their contributions. Make it a regular practice to communicate with your employees about the company’s goals and objectives.  Let them  know where they fit into the bigger picture. Additionally, offer flexible work hours, flexible vacation policies, and other benefits that will make them feel appreciated and valued.

2. Promote from Within

people in a meeting with laptops in front of them

When it comes to retaining employees, many organizations focus on hiring new talent. However, this is not always the best solution. In fact, research has shown that promoting from within is one of the most effective ways to retain top talent.

One reason promoting from within is so successful is because it creates a sense of continuity and familiarity for employees. They know the culture and how things work at their workplace.  This makes them more likely to stay with the organization. Additionally, promoting from within also sends a message that the organization values and respects its employees. This can help maintain morale and encourage employees to give their best effort.

Overall, promoting from within is an effective way to retain top talent. It creates continuity and familiarity in your workforce.

3. Provide Excellent Customer Service

Providing excellent customer service is essential to retaining top employees. When customers are satisfied with the service they receive, it sends a message to employees that their work is valued and important. Additionally, providing great customer service can help attract new customers and keep current ones happy.

4. Welcoming Workplace Culture

Top employees engaged with welcoming workplace culture

It’s no secret that retaining top talent is a challenge for businesses of all sizes. One way to help you retain top employees is to create a welcoming and positive workplace culture. Here are four ways to do just that:

  1. Encourage employee feedback and participation in decision making. This encourages communication and collaboration, two key ingredients in creating a positive workplace culture.
  2. Make sure your policies and procedures are clear and consistent. This will help employees know what they’re expected of, both in terms of job duties and company values, and make it easier for them to follow instructions.
  3. Reward employee performance consistently, no matter the situation or circumstance. This will encourage employees to put their best foot forward.
5. Competitive Pay and Benefits

One way to retain your top employees is to offer them competitive pay and benefits. This will help keep them satisfied and motivated.  It may also lead to them staying with your company for a longer period of time. Additionally, offering excellent benefits can make your company stand out from the competition.  That can help you both attract quality new candidates and retain top  employees currently on board.

6. Encourage Creativity and Innovation

Group of employees practicing creativity and innovation

Encouraging creativity and innovation in your workplace can be a great way to keep your top employees happy and engaged. By encouraging your employees to think outside the box, you can help them develop new ideas and find new ways to improve your company’s performance. Additionally, promoting creativity and innovation can also lead to increased employee productivity.

7. Proper Work-Life Balance

Proper work-life balance helps retain top employees

It is important to make sure the work-life balance is right for your top employees. This means balancing work with personal time, family, and other responsibilities. Of course, it can be difficult to find the right balance.  But it is important to do so in order to keep your top employees happy and motivated.

8. Provide Challenging Opportunities for Growth and Development

Provide employees challenging opportunities for growth and development

Employees want to feel like their work is meaningful and contributes to the organization’s goals. Providing opportunities for growth and development not only keeps employees engaged.  But you also ensure that they contribute their best efforts. Challenging employees on their skills and abilities can help them develop in new ways. You also help your organization achieve its goals.

9. Confidence in Employees

It is important to show confidence in your employees’ abilities and let them do their best work. This will help to keep them motivated and ensure that they are putting their all into their work. Additionally, it will help to build trust between you and your employees.  That is essential for a successful workplace where you retain top employees.

Conclusion

Offer competitive pay rates, excellent benefits, a welcoming workplace, and challenging projects and opportunities. You can ensure that your employees stay loyal and don’t head for the exits.

By following these tips, you can improve your employee retention rate and retain top employees in your business.

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

Does Your Future Employer Share Your Values

Importance of Shared Values in the Workplace

Must a potential employer share your values?

The answer is “Yes.”

Many employees are becoming more selective about job offers, thanks to labor shortages and the increase in hybrid work. If you’re part of the Great Resignation or just considering your options, this may be an ideal time to find an employer share your values.  Even if you’re currently working, it’s important that your employer share your values.

Employer share your values

A cultural fit with your prospective employer has been a standard part of career advice for years.  That’s because satisfaction at work usually means thinking about more than your salary. After all, you’re more likely to feel fulfilled if you support your company’s mission and practices.

In fact. more than 9 out of 10 adults are willing to earn less money in order to do meaningful work, according to a report by Harvard Business Review.

Figure out your priorities and use them to plot your career path including the next position you accept.

How to Identify Your Personal Values:
  1. Be authentic. Work values vary greatly from one individual to another. You might yearn for a chance to travel the world while someone else wants more time at home to devote to their family or hobbies. Listen to your heart instead of trying to conform to external expectations.
  2. Make a list. If you search online for core values, you’ll find lots of tools to help you get started. Pick out the words and phrases that resonate with you.
  3. Create categories. On the other hand, you may feel overwhelmed by too many choices. Sort your priorities into similar groups to help organize the process.
  4. Review your experiences. Take some time to reflect on the kinds of situations that energize or drain you. Previous jobs or volunteer work might give you ideas for what you want out of life.
  5. Imagine your dream job. In the real world, any position has some trade-offs. However, visualizing can help you clarify your goals.
  6. Take some tests. Personality tests can be another resource. Take them online or work with an employment coach who may give you more insights into interpreting the results.
  7. Ask for feedback. Input from family, friends, and coworkers can be valuable. Listen with an open mind to discover issues that you may be overlooking or areas where your choices seem out of alignment with your stated values.
How to Find if an Employer Share Your Values in Your Job Search:

There are really three steps in the process of discovering whether your personal values are consistent with the values of potential employers.  These will be summarized at the end of the article.

1. Do your research

Take a deep look at any prospective employer. Read press releases and blog posts.  Scour news stories to learn about their leadership and community activities. Check websites like Glassdoor to browse through reviews of the new employer from current and former employees.

2. Talk with others

Network to find if potential employer shares your values

Once you’ve gathered some background information, you can reach out to your network contacts and try to find referrals to anyone familiar with the companies that interest you. That way you can ask pertinent questions and confirm your impressions.  That will help avoid wasted time and search effort.

3. Follow social media

Facebook and other platforms let you see what companies say about themselves and the kind of image they want to maintain. You can also gain insights into how they interact with customers and other stakeholders.

4. Broaden your sights

Large firms use PR firms to build a socially responsible image. However, smaller employers can have a positive impact, too. You might find promising opportunities anywhere.

5. Discuss the mission

Use job interviews and other conversations to learn more about a company’s mission statement. Find out how it was developed and how it guides their decision making. For example, how is it communicated to different employees, candidates, suppliers, etc.  And how does it tie into employees’ performance evaluations?

Finding an employer shares your values can take some time and thought. However, the results are worth it. Feeling like you belong can make your work life less stressful and more rewarding.

Less workplace stress if employer shares your values

Flexicrew Support

Check out our previous blog post to learn how we support job searchers. Learn how the Flexicrew team can help you find the ideal employer that matches your values and reaches your goals. Flexicrew supports job seekers looking to match their values

Remember to feel certain that an employer shares your values from the get-go takes 3 steps: First,  understand your own values; second, inquire about the employer’s values in the interview; and third, make a judgement whether  your values match those of the prospective employer.

Return Employees to Work with Remote Work and Virtual Hiring

The Great Resignation

Many employers struggle to return employees to work. The scarcity of workers was dubbed, “The Great Resignation.” The number of workers quitting their jobs has increased rapidly in the last year. Since the economy has rebounded, the number of jobs available has increased, so the competition for these workers has also expanded.

The Great Resignation requires a robust hiring strategy to return employees to work

Virtual Hiring

Platforms for hiring workers virtually have shown a significant difference in the companies which changed and included these virtual fairs for hiring new workers. Virtual hiring is far more effective, efficient and expanding rapidly. It’s no wonder so many workers favor this option, since it provides them more flexibility.

By using virtual hiring, companies can impress potential candidates. Job searchers will easily recognize that these employers are more innovative than other employers competing for talent and keeping up with the newest technology.  This employer positioning will return employees to work.  This applies to previous employees coming back or new workers onboarding with new employers.

virtual job fair to get employees back to work

Online Job Fairs

Virtual fairs are more comprehensive compared to Zoom video interviews. At online job fairs, hiring companies provide information about their company hiring, and the job vacancies available.  Also candidates can meet the local recruiters. By offering remote jobs and using virtual hiring also indicates that the company has a long term vision. It shows they are sincere they are serious about returning is not just reacting to the social distancing restrictions due to the COVID-19 pandemic.

Remote Workers

The pandemic proved that productivity of remote workers is similar to office workers or even better. So many workers are not in a hurry to return to workplace given the convenience of working from home. The many benefits of working remotely include a major reduction in time spent commuting, meal, travel expenses, and reduced childcare. And this will affect the decision which work direction the candidate will take. Workers consider the different options available, and often they want flexibility more than other benefits which companies earlier used to attract competent workers. Balancing work and life has become even more important to workers, so hiring and working virtually have helped greatly.  This shows that certain employers are serious about their business and their people and recognize they must be open to new ways of balancing work-life.

Work Incentivesreturn employees to work with new incentives

Employers who are competing for qualified workers are offering bonuses, have increased wages, and offered pumped-up benefits. While these measures help to some extent.

Companies which offer remote work and allow recruiters to meet workers online, are getting better results. Companies should review their hiring strategy since the workforce is evolving. Organizations who find it difficult to find suitable workers should review the salary and bonuses offered, flexibility in remote hiring and remote work options to check if they are competitive. Companies who do not have a provision for remote hiring and do not have a remote workforce will struggle to fill out the workforce and some employers may struggle for survival.

Employer – Employee Balance Shifting

While just a scant few years ago the employers possessed the power and had more options while choosing the workers. On the other hand, in the last two years, the remote  workers are becoming more choosy.  And these conditions are not likely to change in future. Before the pandemic started, some of these changes were being predicted.  However, the pandemic has greatly accelerated the pace at which organizations are adopting these hiring strategy changes. In many cases, the adoption of virtual hiring has been accelerated by 3 to 5 years.

Employer - employee balance

Future Hiring Strategy

If your company has adopted these virtual hiring methods already, it will be far easier to attract and hire well qualified workers in future.  This will help companies fill positions rapidly and grow the business faster.
Companies who think that virtual hiring is only a fad which will soon end, should realize that they are mistaken. But, some rigid organizations will continue using only traditional recruitment methods.  Unfortunately, they will often lose the best qualified talent for their available  jobs. It is time to use virtual hiring and hiring platforms can help organizations of all sizes do so.

Flexicrew Staffing Strategies

Flexicrew is at the forefront of changes in the staffing and recruiting fields.  We can work with companies and their candidates to find a balance of changes and benefits to build a motivated, engaged workforce.  Call Today for a complimentary consultation.

 

4 Reasons for The Great Resignation-Don’t Ignore

.The Great Resignation by millions of workers monthly stems to a significant degree from dissatisfaction with their current job.

The Great Resignation shaping future of work

Statistical data regarding employment in the United States like the Job Opening and Labor Turnover Statistics (JOLTS) indicate that the number of people resigning in the last six months has increased significantly. In some months, the percentage of people resigning has been the highest in the last twenty years. Both employers as well as employees would like to understand the Great Resignation.  What are the reasons why so many people are choosing to resign? How it will affect their business or career. This will help them in taking the right decision and planning for the future.

The Great Resignation and causes

1.Postponed Resignations

When the COVID-19 pandemic started in March 2020, many employees lost their jobs. There was a lot of uncertainty about the future. Workers were unsure whether it was worth the risk of joining a new unfamiliar company. Normally, many employees change their job if they are not happy or are getting a better opportunity. During the COVID-19 pandemic for more than one year, many people continued with their job. This was the case even if they did not like it or disliked their boss.  Changing jobs was risky. Thus, postponing their resignation made sense. Now that the economic conditions have improved.  Workersare more confident and willing to take the risk, so they are finding new jobs.

The Great Resignation continues

2. Changed Perspective

During the COVID-19 pandemic during the lockdowns, people were largely confined to their homes and had free time to think over their priorities for their life. A large number of employees lost one or more relatives, friends, and colleagues to the pandemic. They realized that their life is short, and they would like to spend their time in a better way.  Instead of working in an office or workplace they did not like, spending a few hours daily commuting to their workplace, they had an epiphany. Many realized that the present job was not suitable and resigned after getting a better opportunity.  And some workers resigned without alternative employment to be able to spend full-time in job search mode looking for a job they could love.

3. Job Availability

Some businesses and sectors were more affected by the pandemic especially travel, hotels, restaurants, sporting events, live concerts, and entertainment.  This resulted in large-scale job loss. After vaccinations were available, the COVID-19 cases have reduced, so there are a large number of jobs available. Due to the shortage of talent, it is easier to find a suitable job with a better salary compared to a year ago. Since people are finding better jobs with good salaries easily.   They are resigning from their existing job for greener pastures, especially if they do not like their present employment.

4. Remote Working

Many business continued to function during the pandemic, with their employees working remotely from their home. These employees were saving time and money they spent commuting and other expenses by working remotely and could spend more time with their families.

One worker told me that during months of the pandemic he spent more on gas for his lawnmower than for his automobile.  He loved that!

With the number of COVID-19 cases reducing, businesses started asking their employees to return to their normal workplace routine, typically they are being asked to work in their office or on their job site from 8 or 9 am to 5 pm. Some employees, especially those who are commuting longer distances may not like this option. And they are resigning since they would like to continue working remotely. Often these employees have more savings, and so they can afford to take the risk of trying different jobs.

The Great Resignation caused by work conditions and money

Sum-Up

The upheaval imposed upon the workforce by the COVID-19 pandemic afforded all of us a once-in-a-lifetime occasion to review and judge every attribute of our lives through a completely new point of view and different yardsticks.

This gave job seekers the potential to select the pandemic era lessons they wished to endorse and which adjustments to abandon and give up in their future work lives.

Employee shortage is killing employers

Partner with the Right Staffing Agency

The first-class way to find a new position during the upheaval of The Great Resignation is to sign up with a specialist staffing agency.

Here at Flexicrew Staffing, we’ve got your back to promote you and highlight your skills and abilities to our clients who are looking for the right talent.

We get to know you – your skills, likes, dislikes, requirements, and so forth.  We want to be sure we match you to excellent opportunities the moment they are accessible. And we counsel you and support you the whole time, until you sign up with your new employer, and afterward, as well.

Upload your resume with Flexicrew. Let’s get you connected with the best industrial employers right away.

 

Lost Your Enthusiasm for Your Job – 4 Ways to Get it Back

Getting Back on Track When You’ve Lost Your Enthusiasm for Your Job

Have you lost your enthusiasm for your job? Did your drive for first-rate performance desert you? If it has, don’t despair. It has happened a lot in these times.  Others are going through the same feelings!

Lots of workers lose their enthusiasm for their job at some juncture particularly when the environment is disheartening or your workplace is demoralizing. It can be a case of a difficult supervisor or co-workers, or because you are stuck in a low-paying position, or just the wrong job fit.  For millions of workers these days it’s due to the whole Coronavirus environment.  Regardless of the cause, if you lost your enthusiasm for your job it can be a downer. However, there are ways you can get back on track and regain enjoyment for your work.

Lost your enthusiasm for your job

Let’s look at four of the things you can do right now to regain your enthusiasm for your job.

1.Know How to Break Free from What Is Restricting You at Work

It’s a good idea to figure out exactly what it is that is holding you back. Is it self-doubt? Or maybe you had unrealistic expectations that led to you giving up on your career aspirations? When you figure out exactly what it is that has caused you to lose your enthusiasm for your job, you can then work on getting it back.

2. Install a Beneficial Habit

An action that will really help you to regain your enthusiasm at work is getting into a healthy and positive routine. The things you do each day, determine how you feel. So, if you are currently feeling down and like you are just coasting blindly through your job, switching up your routine can help.

Even before work, start with your morning routine. Does it make you feel energized, positive, and inspired? If not, change it up so it better serves you. Avoid checking your phone and the news as soon as you wake up. Take steps the night before to organize your work assignments for the next day.  That will make your mornings easier. When you start your workday right, it can leave you feeling a lot more positive throughout the entire workday.

3. Assemble Positive Co-workers in your Team

As you’ve probably guessed by now, staying positive is key to regaining your work enthusiasm. The co-workers you surround yourself with make a huge difference to how you feel. If you currently spend time with negative workers, you will naturally have a more negative outlook on your job too.

When you start to spend more time with positive employees in the work environment, you too become more positive. You will see opportunities and start to enjoy each day. Your inner circle should consist of associates who are enthusiastic about work.  They are positive toward the company.  They are good team players. These team members will build you up and support you. When you have encouragement and support like that, it helps you to feel like you can take on anything and accomplish your assignments.

4. Recognize When You Should Reach Out for Support

Occasionally, you can’t feel much enthusiasm for your job is since you may actually be depressed.  If you undergo minor depression, these suggestions may help you free yourself from your current low state. But, if you suffer from medium to serious depression, you may need professional assistance to break the pattern and reduce the symptoms. Obtain this professional assistance could prove invaluable for getting back your passion and joy for your job.

Every worker has occasions when they lose interest in the job. However, it’s important to recognize that you are not trapped perpetually in that attitude. There are actions you can take immediately to gain back your enthusiasm and have a satisfying job.  You certainly can become more engaged and feel more fulfilled  by your worklife.

In Summary

Research reveals that every worker goes through changes in their feeling toward their job over time. You can either accept all the good that changes in your position offers, or you can feel stuck and lost your enthusiasm for your job.

If you flounder in the latter, you’ll continue to feel discontent, never fulfilled – always wondering why you lost your enthusiasm for your job.

So, step back, pause and commit to making necessary changes. Who knows? You might even come to enjoy your job in its ups and downs.

Flexicrew Assistance

Flexicrew identifies job opportunities for workers and talks them through the best job that matches their goals and their backgrounds.  Contact us Today to gain our support.

When You Lose Your Enthusiasm for Your Job How to Regain it

Need to regain your enthusiasm for your job? Have you lost all excitement for your work? Did your “get up and go” get up and leave? If so, you certainly aren’t alone!

Many people lose their enthusiasm for their job somewhere along the way. Whether it is due to the depressing business environment, a change in your work assignment, or because you are simply stuck in a rut; losing your enthusiasm can stink. However, there are ways you can get back on track and regain your enjoyment with your job.

Regain your enthusiasm for your job

Let’s look at some of the things you can do right now to regain your enthusiasm for your job…

What Is Holding You Back

It’s a good idea to figure out exactly what it is that is holding you back. Is it self-doubt? Maybe the pandemic has you anxious.  Or maybe you had unrealistic expectations that led to you giving up on your career aspirations? When you figure out exactly what it is that has caused you to lose your enthusiasm for your job, you can then work on getting it back.

Get Into A Healthy Routine

One thing that is going to really help you to regain your enthusiasm for your job, is getting into a healthy and positive routine. The things we do each day, determine how we feel. So, if you are currently feeling lost and like you are just sailing blindly through your job, switching up your routine can help.

Start with your morning routine. Does it leave you feeling energized, positive, and inspired? If not, change it up so it better serves you. Avoid checking your phone and the news first thing in the morning. Prepare a to-do list or organize work documents or tools the night before that will make your morning work activities easier. When you start the day right, it can leave you feeling a lot more positive throughout.

Surround Yourself With Positivity

As you’ve probably guessed by now, staying positive is key to regaining your enthusiasm. The co-workers you surround yourself with make a huge difference to how you feel. If you currently spend time with negative co-workers, you will naturally have a more negative outlook on your job too.

When you start to surround yourself with positive associates, you too become more positive. You will see opportunities and start to enjoy each workday. Your inner circle should consist of people who build you up and support you and have an enthusiasm for their job and your employer. When you have encouragement and support, it helps you to feel like you can take on any project.

Know When To Seek Help

Sometimes, the reason we can’t muster up much enthusiasm for our job is because we may be suffering from depression. If you suffer with mild depression, the above tips may help you to overcome your current low state. However, if you have moderate to severe depression, you may need professional help to battle the condition. Getting this help from Human Resources or from an outside professional can prove invaluable for getting back your passion and joy for your job.

Everyone goes through times where they lose interest in their job. However, the key thing to remember is that you are not stuck. There are things you can do right now to regain your enthusiasm for your job, become more engaged in your work, and feel more satisfaction and fulfilment.