Ask the Flexpert…Name some Techniques that Lower Employee Workplace Stress

7 Simple Tips to Lower Employee Stress

In these uncertain times, even effective organizations undergo stress and worry. Human Resource personnel play a critical role in monitoring employee stress levels and modeling effective behCharaciture of Flexpertaviors for the workforce. to maintain a culture that triggers less unease and tension for employees, improves resilience, boosts performance, and builds feelings of value for all members of work teams.

Signs of Employee Stress

Quarrelling workers, hassling managers, poor communicating peers who don’t reply, supervisors who are emailing while you’re talking to them… all these personnel are too harried to observe the basic tenets of respect and concern for their co-workers or subordinates.

You should be aware of these 7 techniques because they merit your attention for improving the tone in your workplace:

  1. Institute “zero-tolerance” guidelines against toxic or offensive talk.
  2. Foster behavior by managers who hear negativity to prompt employees that their good performance or interactions compensates for any small mistakes. Advise employees that it is acceptable and even desirable to attempt some outcome even if tit results in some honest errors.
  3. Inform your workers what they are doing well. A few times per week a distribute a positive quotation that motivates them or at least gets them thinking about positive actions. Blend in snippets of positive company or industry news or positive results by an employee. The idea is if people see something positive the first thing each day that sets a positive tone for the entire day.
  4. Encourage leaders to praise employees in front of their peers.
  5. Support bosses in recognizing each employees’ strengths, and then have them delegate projects that mirror each employee’s strengths. Build work groups whose members’ skills complement one another.
  6. Arrange for lunchtime speakers to educate employees about stress-management. Upload stress-reducing exercises to your internal website.
  7. Regularly recap for employees the value of their output to customers or other co-workers or to support the company’s goals.
Reduce Stress with a Staffing Agency’s Support

Flexicrew can help improve your work environment, 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!

Ask the Flexpert…What are Some Simple Tricks to Stick to your New Year’s Resolutions

In January (and every January), about 40% of all Americans vowed to change one thing or another about themselves.

New Year ’s resolutions usually fall under the following categories:

New Years Resolutions

  • Finance
  • Career
  • Personal development
  • Stress management
  • Health and diet
  • Fitness
  • Weight loss
  • Focusing on personal relationships

Fast forward 6 months later, 60% will have completely forgotten all about their resolutions.

But carrying out your resolutions, whether for work or in your personal lifestyle, can be done. Read on to find out how.

1. Define your Motivation

There are 2 types of motivation:

  • Intrinsic – this means your motivation comes from inside. For example, you prefer making a presentation, going to a business seminar, or doing research by yourself because you like how you feel afterwards.
  • Extrinsic – you’re pushed forward by actions outside your personal scope. In other words, you prefer working on a team project, and work harder when there’s a reward system in place.

Once you figure out your motivation type is, then all you have to do is put yourself in situations that make you more excited to accomplish even more.

2. Actions speak louder than results

Deciding on a goal for the new year is always easier said than done. However, it’s the steps you take to reach that goal that’s the tricky part. If you want to stick to your resolutions, it’s wise to break each step down into smaller goals, if possible, to make them more manageable.

Moreover, each time you achieve one, reward yourself and feel proud of what you’ve accomplished. Positive reinforcement is crucial to help guide you as you push toward your goal and commit to your responsibilities.

One way to keep everything in check is to make sure your actions are SMART:

  • Specific. Having a specific end result prevents you from making excuses.
  • Measurable. Evaluating your progress will give your motivation a boost.
  • Achievable. You can set daily goals as a building block to bigger goals.
  • Relevant. Otherwise, if it’s not relevant, why bother?
  • Time-bound. Goals need to have a defined end date.
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3. Be Honest with yourself

The more realistic your resolutions, the more likely you’ll see them through. If your goal for this year is to exercise more, then start small. Instead of planning a 5-day workout week, go for 20 minutes a day then increase gradually.

You’ll find that, as with all goals, as soon as you start seeing what you’ve accomplished, you’ll be pumped to do even more. However, it’s crucial that you stay away from the “all-or-nothing” approach. Doing something, even if it’s a small piece of what you’d originally planned, is much better and more productive than doing nothing at all.

Moreover, it’s equally important to not have too many resolutions up in the air at once. Make a list, prioritize them, and go from there. Once you feel the first one’s in the bag, go for the second, and so on. Focusing on one goal at a time will channel your energy and efforts there, helping you reach your target faster.

4. Think things through

Having a positive mindset is key when progressing towards your goals, but let’s be honest; every plan is bound for failure if you’re careful. Be smart and anticipate these obstacles so that when they do appear, you’ll be prepared.

For example, if you get bored when you exercise, choose upbeat workout music that’ll get you revved up. Or you can workout at home, as you catch up on your favorite TV shows. If your motivation method is extrinsic, ask a co-worker to be your accountability partner. The idea is to nip it in the bud before it becomes stronger than your willpower so that you can surmount any obstacle that comes between you and your goal.

5. Be accountable for your actions

Accountability means you’re taking responsibility for the choices you’re making. This may seem easy to do at work when you have a deadline and a boss reinforcing it. It may not seem as easy when you’re home alone and skip cooking a healthy meal, and order take-out instead.

You can enlist the help of a peer or join a support group where you’d know that you made a certain commitment to someone, if it’s simply sending a photo of your home-cooked meal on social media or, you can hang a calendar on your wall with progress notes so you can keep tabs on how far you’ve gotten and what still lies ahead.

Keeping your resolution can seem scary at first. However, with these 5 steps, you can do anything you put your mind to. Moreover, once you accomplish your first resolution, you’ll find that it’s not only beneficial, it’s fun as well!

Need Assistance Hiring Resilient Workers

If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew today.

 

Ask the Flexpert…What’s 1 Quick Way to Boost Employee Productivity?

Boost employee productivity with SMART goals.

To boost individual job performance or to achieve ongoing project milestones, create targets which are SMART (specific, measurable, achievable, realistic, timely).  SMART goals are vital  to boost employee productivity and achieve  quality, timely and successful outcomes.

SMART goals are intended to structure and guide an assignment or an entire project.  You can pinpoint just what you want to achieve with this technique. This method is really helpful in guiding workers when they set personal targets that support the overall business mission.

Here’s an overview of the 5 elements of the SMART tool.  They will help improve your chances of accomplishing a goal and boost employee productivity.

Boost Employee Productivity with SMART Goals

1. Specific (S)

When setting a goal, be specific about what you want to accomplish. This is the summary statement for your goal. It is not an in-depth index of how you’re going to meet a goal, but it should answer these questions:

  • Who – who needs to be involved to achieve the goal
  • What – your end game – what you are trying to accomplish
  • Where – identify if there’s a relevant location
  • When – at least set a time frame for interim results and final completion
  • Why – the reason for the goal
  • Which – any related obstacles or requirements

2. Measurable (M)

Define metrics you will use to determine progress and eventual success

3. Achievable (A)

Concentrate on the goal and why you want to reach it.  Realize its importance to you or your business.  Recognize the resources needed to achieve the goal and how to get them.

4. Relevant (R)

Focus on assignments or outcomes aligned with broader business objectives.

5. Timely (T)

Providing time constraints should create a sense of urgency.  Set dates when goals must get done.  Be realistic, with a little stretch.

A target date or timeframe for deliverables is necessary.  Lacking a deadline goal leads to uncertainty and hesitation.  And it causes workers to put off completing important tasks.

Need help setting the SMART goals for your workforce?

Flexicrew can help provide the clarity and focus required to boost employee productivity and get the most out of your workforce efforts.

 

 

Ask the Flexpert…Why is Employee Recognition and Appreciation Important?

Employee recognition and appreciation pays solid dividends to businesses that excel in this.

Results of Employee Recognition and Appreciation

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Firms that have a genuine process of recognizing employees have:

  • improved morale
  • stronger employee engagement
  • reduced worker turnover and
  • superior customer service

Results produced by employee recognition and appreciation programs have been as much as 50% greater productivity and up to a 20% increase in business outcomes.

So…

Purpose of Employee Recognition

Employee appreciation helps to salute hard work and the accomplishments of your individuals and groups. The reason you create an ongoing system of employee recognition is to:

  • build an employee-company emotional connection
  • make employees feel valued and respected
  • support your employees’ efforts and
  • reflect your company’s culture and values

With these in mind, give a tip-of-the-hat “thank you” to your top workers this Thanksgiving. Begin to plan for starting a systematic employee recognition and appreciation strategy for next year.

Your Next Step:

So, do some research, and when you are ready, contact Flexicrew Staffing. Of course, we are committed to helping businesses successfully improve operations, manage ROI and achieve greater workforce flexibility. So locate your local Flexicrew office and let’s get to work!

Then, if you still have questions, give us a call at 1-866-720-3539 (FLEX) for the answers to your staffing needs!

Ask the Flexpert…What Happens if I Delay Seasonal Hiring?

Seasonal hiring temporary staff comes with its own unique challenges.

Employers that pay attention to these recruiting tips avoid seasonal hiring headaches and will optimize their busy business season.

Seasonal Hiring Plan

You will hear this time and again from experienced hiring managers who have a history of holiday recruiting.  It just makes sense to plan seasonal staffing requirements early and conduct the recruitment process well in advance.  In other words, plan ahead and hire early.

Seasonal hiring later prevents a business from selecting the best available talent.  It especially rules out getting high-skill candidates that have potential for permanent positions.

Some firms in a hiring pinch avoid good HR processes like background checks or drug screens. Big Mistake!  They don’t (or think they don’t) have enough time to conduct this screening which should be a key employment element.

Seasonal Hiring – OJT

Many companies place seasonal hires on the job immediately. They expect  the hires will learn on the job. Oops!  Mistake!  Seasonal hires have neither the time (since they were hired to handle the extra rush) nor the inclination (since they are just short-timers) to learn on the job. Yet, they really need suitable onboarding and training about the company’s products, and operational procedures. So, train your temporary staff in operational aspects and integrate them within the company culture. Without that they are bound to make mistakes, slow down other associates with questions, possibly annoy customers or cost the company time or money.

Overwhelmed with Seasonal Hiring?

Some hiring managers wait too long to scout for temporary help.  They imagine part-time seasonal staff will be available when they start to hire.  Don’t Do That!

Employers who wait too long to begin seasonal hiring or don’t have a plan for how many are needed and for how long generally get overwhelmed around the holidays. They end up with little choice but to meet their staffing requirements with little concern for quality.  Just getting bodies to fill their positions. This often results in a negative business impact.

Thus, a busy season and tight labor market will leave firms with too many open jobs and not enough workers.  Don’t let this be you.


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

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

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

Try these quick ideas to satisfy holiday-staffing needs:

Engage Employees in Planning

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

Collect Holiday Time-off Requests 

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

Use Current Staff Flexibly

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

Set Customer Expectations

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

Temporary Staffing Solutions

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

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

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

Strategize for next year

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

Final Thought On Holiday-Staffing Needs

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

Your Next Step

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

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

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

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

A good performance review has 3 major pieces:

1. Drive Results

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

2. Clear Expectations

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

3. Relationship Building with a Performance Review

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

 

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

 

Final Thought

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

 

Your Next Step

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

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

Ask the Flexpert…Job Descriptions – Do they Matter?

Why formal job descriptions?

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

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

 

Good job descriptions perform several important functions

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

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

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

Key components

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

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

Summing up

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

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

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

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