3 Ways to Show Employee Appreciation

Did You Know: The number one reason employees choose to stay with their current employer is that they feel valued and appreciated. How do you make sure that happens at your company, especially with your most valuable employees?

You should never assume that your employees know they are appreciated. According to Work.com, 69% of employees worked harder when they felt they were appreciated and 54% of employees would quit working at a company where they didn’t feel appreciated. It’s important to remember that showing your appreciation doesn’t have to be complicated, or even expensive. You just need to make sure you do it.

69% of employees worked harder when they felt they were appreciated.

3 easy ways to show your employees some appreciation and love:

1. Give your employees physical gifts such as gift cards.

2. Provide lunch for the office, just because.

3. Take the team out for some fun team bonding.

You should also regularly tell your employees how much you appreciate them - in meetings when you run into them in the hallway, every Friday, whatever works best for you. Just make sure they know you care.

When was the last time you showed your appreciation?

5 Tips to Inspire Your Employees

Inspiring your employees does not always take a lot of time or effort on your part. Sometimes just a quick one-on-one check in to see how an employee is doing and what you can do to help is just the inspiration they need.

A few ways you can inspire your employees:

1. Take a look at your business goals. Be transparent about these goals with your employees. Have you completed goals for the first quarter? What do second quarter goals look like? Seeing goals completed is great inspiration to work hard to complete even more.

2. Provide some incentives and fun breaks around the office. These are great ways to show your appreciation and give your employees a quick break. This could be as simple as providing breakfast or lunch one day.

3. Take your employees’ ideas and advice when it comes to the business. Employees really start to feel valued when they see leadership taking their advice. Just make sure to give credit where credit is due.

4. Provide recognition and rewards. Thank your employees for all they’ve done to kick start 2016. Recognize those that have completed their own goals or records.

5. Build a culture of positivity. A positive workplace is inspiring. What motivates you? Bring it to the office and share that positive environment with your employees.

It’s important to remember that leaders set the example for the organization. Sometimes inspiration can come from watching others. Are you inspiring others?

We’d love to hear what else you have done to inspire your employees!

What Makes a Great Leader?

Anyone can lead a group of people based on their title, but to see success, it takes more than the name or title of the position. Whether leadership skills come naturally to you or not, there are a few qualities that every great leader possesses. These skills constantly crave improvement, development and work not just for the leader’s benefit, but for those they lead.

What makes a great leader?

1. Communication: Be in constant communication with your team. Interpersonal communication is key. Schedule one-on-ones, meetings, send emails, etc. Be transparent about the organization and your goals. Show your appreciation to your team and the work that they do.

2. Positive Attitude: No matter the situation, always stay positive. Not every day is going to be a walk in the park, but the way you communicate issues and getting around hurdles by offering solutions will inspire others, keeping morale and productivity up.

3. Great Intuition: Trust your instincts when it comes to your work. Be confident in your decisions and those around you.

4. Know your team: Do you really know every member of your team? What are their strengths and weaknesses? What Keep the members of your team close and focused on one goal.

5. Delegate: A great leader knows when to get the job done and when to delegate to others. Micromanagement can lead to a decline in team morale, as this can be a sign that you don’t truly trust your team. A true leader will train and equip their team to handle anything that comes their way. Be there as a resource to offer support, not to suppress.

6. Inspire others: Be passionate about your job and company, and inspire your employees. Set goals along with a vision to reach these goals that are compelling and motivating to your employees.

Whether you’re already in a leadership position, or you aspire to be there one day soon, it’s important to work on the skills above. They are all something we can constantly work to be better at.

5 Questions to Ask Before Starting the Hiring Process

Are you contemplating hiring a new employee for your business? The decision to hire someone new, especially for a brand new position, is not an easy one. This big decision requires a lot of thought and there are many things to consider first.  

A few things you should ask yourself first:

1. Are you relying heavily on external vendors and contractors?

2. Is current revenue at or above target and expected to grow?

3. Are your current employees working more overtime?

4. What is your growth like?

5. Are you set up to handle more employees?

Answering the above questions will help you determine where you’re at as a company and if it’s time to hire a new position to help out.

Once you decide it is indeed time to hire, [read our recent post on figuring out if the new employee should be part-time or full-time]. Part-time employees can help out more than you would think, and doesn’t mean they have less experience.

Need some help with the hiring process or even figuring if it’s right for your business? Give us a call! We’d love to help.

Know Your Work Style

There are many different personalities and work styles that make up an office. Everyone is different, and knowing your work style when you head to an interview will be important.

A few different work style categories you may fall under:

1. Doers - You are always focused on executing the next task. It’s all about to-do lists and keeping your head down to finish your work. You’re focused and detailed but can sometimes forget to look around and communicate with others.

2. Leaders - You inspire others and love to create a vision. You take the lead with projects and ensure everything gets done. However, sometimes you can be detached from others.

3. Relationship Builders - You thrive in group settings and focus on creating harmonious relationships throughout the office.You are sensitive and empathetic, but don’t always follow through with detailed work.

4. Learners - You love to research and are always strategic about your day. It’s all about learning more, but sometimes that means a task won’t get done.

It’s important to note that not everyone falls into just one category, and that’s ok. There is usually one work style that sticks out for everyone, and every job requires a different personality.

We always ask for our candidates to take a personality test before they enter the interview part of the process. This gives us a good idea of who they are and who would fit best with the open position. We also take a look at the personalities throughout the office, because it’s usually good to have a mix, depending on the different job titles and positions.
 

What’s your work style?

Leading Millennials

Did you know that about 40% of the workforce will be millennials by 2020? This recent stat from Forbes should make you stop and think.

There are so many stereotypes about the millennial generation. Some of these include innovation, constant change, feedback, guidance and flexibility. While some of them may be true, there are others that don’t necessarily consider the generation as a whole and are simply stereotypes. However, one thing is true – Millennials are going to be the majority of the workforce and are bringing innovation and a fresh perspective.

How can we learn to adapt and better lead them?

1. It’s important to understand how to improve your communication. How often are you providing feedback to your employees? Millennials crave that constant feedback. You should also ensure that all of your employees understand “the big picture.” They should know what goals the company is working towards as well as what goals they should each be working towards individually. Millennials or not, it would benefit you and the organization if everyone knew what you were working towards.

2. Take a look at your culture. What are your values and are they evident in your organization’s culture? Think about your workplace. Is your organization’s culture evident there? Millennials are looking for an organization full of culture, and many times are leaving companies for something with a better cultural experience.

3. Invest in your employees, especially those Millennials. They are going to take over the workplace soon, and you need to invest in their development as a person and as your employee. Millennials truly care about their development as an employee and are always striving to learn more. Invest in that.

Whether or not your current workplace is full of Millennials, take a step today to be a better leader for this generation.

When Is The Right Time to Hire?

Fact: 95% of CEOs get too busy and realize they can’t do it all, so they hire new staff fast, usually for what’s on fire.

We have a staff to help us get things accomplished for our business, not to cause more work for us. They help manage our business and plan a long-term strategy. Business growth is a great thing, but can come with the responsibility of hiring more staff. Hiring more staff usually comes with a lot of time on the CEOs part: creating a job description, going through resumes, conducting interviews, training the new employee, and the list goes on.

How do you know it’s time to hire and how can you be more strategic in your hiring?

Before stressing out, think about these things first:

1. Determine what you do best/worst.

2. Create a future org chart.

3. Decide what you can outsource.

4. Prioritize what you can’t.

5. Hire well.

Following the list above will help you learn how to staff strategically. Use an expert when hiring to save yourself the time and ensure you get someone that’s the right fit.

Let us know how we can help you with your next strategic hire!

Why Someone Might Not Work Out

Finding the right employee for your company can be tough. Keeping them can be even tougher. 

According to a study by Leadership IQ, 46% of new hires fail within the first 18 months. Knowing what leads to these results can help you better understand how to retain your top employees.

Many new hires don’t work out simply because of the interview process. It is important for both the employer and the candidate to be real throughout the process. While candidates should work on being honest and realistic about their skill sets, interviewers should also be honest and realistic about the job requirements and the company as a whole. Many new hires leave after they discover that they’re not doing what was promised in an interview, or that the company does not live up to the expectations set during this process. Be as real as possible and keep any promises made during the interview.

Another reason employees may not last is not due to lack of technical skills, but soft skills. In fact, 15% of new hires fail because their attitudes and personalities don’t match with the company. However, coach-ability is the number one reason why new hires fail. Many employees simply lack the ability to accept feedback from colleagues and employers. This is something employers can look for during the interview process in order to ensure that the candidate is the right fit.

15% of new hires fail because their attitudes and personalities don't match with the company.

Many employees approach a new job with the mindset that if it doesn’t work out, they can simply find something better. The way to combat this is by determining whether or not they are the right fit during the interview process, then selling them on that. Show them the value of the company right away and make them view working for your company as their dream job. Follow through with what was said during the interview and make sure both you and your new employee are on the same page.

5 Ways to Professionally Develop Your Employees

Great employees want to grow and develop into even better employees. However, so many companies miss the mark here. In fact, according to Gallup, only 30% of employees in the U.S. feel engaged with their companies. Providing professional development for employees leads to retaining the best team and creating even better leaders.

A great employer can always find a way to train and develop their employees, even at a low cost. This is especially important for the Millennial generation, as it’s something they really value.

Dedicate your time to your employees, and they’ll dedicate their time to the company.

Here are a few ways you can develop your employees:

1. Regular one-on-one coaching meetings with each employee.

2. Have a guest speaker at the office to teach employees something new.

3. Consider having ‘Lunch and Learns’ often. Treat your employees to lunch as they learn a new skill.

4. Find a great webinar or blog post that you feel would help develop employees and encourage them to spend some time out of their day to watch and participate in the webinar or read the blog.

5. Encourage learning and growth by suggesting and allowing employees to participate in yearly conferences pertaining to their area.

There are so many other options that would be at a low cost for employers. Take the challenge and spend some time planning ways to develop your employees. While you’re at it, take time to develop yourself. It’s important for all of us to continue to train and grow into better employers, employees and even people in general.

Writing the Perfect Job Description

Once you’ve decided it’s time to hire a new position, you need to sit down and write out a solid job description. This job description serves a few purposes, but most importantly, it attracts job seekers and shares information about the job with them.

There’s a lot that can go into a job description, and it can be overwhelming when you’re starting from scratch. You want to be sure to include everything as well as attract great job candidates.

The goal is to use your job description to attract the right candidates - the ones that you’re looking for.

Your job description should include:

1. Job Title and Quick Summary or Overall Statement

2. Key Responsibilities and Tasks

3. Skills Required

4. Description of How this Role Relates to Others

5. Company Overview

6. Type of Employment and Hours

7. Any Travel that will be Required

8. Contact Information

After you have this information included in the job description, you want to make your job description attractive. Including the right information helps you attract the right candidates, but spicing it up a bit can help you attract the perfect candidate you’re looking for. This is what’s going to separate your position from others like it for candidates.

A few things to think about when writing your job description:

1. Keep it short and specific. Use bullets when possible. You don’t need to include every last detail, but do be sure to include everything a job seeker would need to know before applying.

2. Preferred vs Required Skills. There’s a difference and it should be displayed throughout the job description. What do you need the candidates to have no matter what, and what would you be flexible on?

3. Make it look nice. This might seem obvious, but many people only think about the necessities when it comes to writing a job description. Be sure to include your logo and graphics to brighten up the page. Give it a neat and clear format and always include proper spelling. You’re trying to win candidates over as much as they’re trying to win you over.

4. Tone. The tone throughout your job description should be true to your company and company culture. Read through it and make sure it doesn’t sound like a boring job post, and ensure it reflects the type of person you are looking for.

5. Be human and write with personality. The last thing a candidate wants is to read another boring job description. Make sure yours stands out. They’re also looking to work for a human and someone with personality, not a robot. Make sure this is reflected in the job description.

Still not sure where to start? We can help!

Full-Time or Part-Time: How Do You Know?

January is a new year and time for company growth. Many companies are ready to add new positions that they’ve never had before. This can result in many questions. One that many organizations don’t tend to think about: Should this position be full-time or part-time?

It’s important to think through this because you could save your company money should you choose the part-time route. Many times, part-time better suits what you are looking for, but you’re so used to hiring a full-time position that you aren’t aware of the possibility of part-time. Part-time positions mean you don’t have to start with 40 hours per week and benefits to get the job done. This is obviously going to save you time and money.

However, you may be better suited to hire full-time. The important thing is to fully understand your needs. What tasks do you need help with? It might be best to write out a job description to understand the needs of this position. Take a look at the timing of these tasks, and be realistic with yourself. If it requires a full-time position, go that route.

The good news? A part-time position does not have to be an intern-type person or entry-level position just because they are part-time. You can easily hire a part-time employee that has years of experience. The term part-time simply means they don’t work a full 40 hours per week. An extra 20 hours of help may be just the thing you need during this busy season.

Whether you choose the part-time or full-time route, let us know how we can help!

The Fruit Basket Turnover

The economy has gotten better and many businesses are beginning to grow. The result? Employees are leaving current jobs to find new ones.

Why does this happen? With a better economy, organizations are more successful and seeing more business. Often when a company goes through growth or a busy season, they use their best workers and give them more work or more accounts during this time. They already trust these employees and know they do great work. However, this overworks them tremendously, and they may eventually end up quitting. Jobs have to be more considerate of their staff’s time. Are you overworking your best employees?

Even if you don’t think you are, we suggest checking out these ideas:

1. Hire part-time to help out during a busy season or period of growth. Rather than just putting all the burden on your best employees, hiring part-time during a busy season can be a great solution. This can be a part-time admin assistant to help out a few hours a week or even a part-time marketing person that is available a little more. Whatever it looks like for you, make sure you’re hiring appropriately.

2. Check in with your employees. Make sure your employees don’t feel overused and underappreciated. Ask them how they’re doing and what they think of their current workload. You don’t want to be blindsided when an employee leaves, and one way to eliminate this is to know where your employee’s heads are at.

3. Show your appreciation often, even if it’s not a busy season. A great boss always shows their employees appreciation for their work.

Be considerate of your employees, but also ensure you’re not blindsided when they happen to quit. Take a step back and make sure you’re not overworking any of your employees, but particularly your best. Take some time to check in with them this week.

Need further suggestions? We’re here to help!

Resume Tips for Stay-at-Home Moms

You’ve been at home with your kids for a few years, but it may be time to return to the workforce. You’re ready to start applying to jobs, and pull out the old resume. If you haven’t worked for a few years, you notice your resume has a large gap. How do you handle that?

There are so many ways a stay-at-home mom can fill in her resume with her time away from the workforce. A stay-at-home mom is always busy, and we know you’re not just sitting around the house all day. It can sometimes be tough when thinking about things to add to your resume to show future employers what you’ve been doing while away from the workforce.

Here are a few ideas of things you can add to your resume:

1. Find some ways to fill the gaps in your resume with new skills you’ve learned or experiences you’ve had. Have you taken any online classes or attended any conferences/seminars?

2. Volunteering is a great thing to add to the resume. This shows you’re proactive. Include details where possible - did you organize a party at your child’s school? Raise a lot of money? It’s especially important to include any leadership roles you help while volunteering.

3. Add any freelance projects you took on during this time. This is a great time to pick up any freelance projects if it makes sense for your line of work. Whether it was a quick project for your previous job, or you had a friend that needed some help, include this on your resume.

4. Professional and leadership development. If you are a member of any professional organizations or you’ve recently attending a conference pertaining to leadership development, including this on your resume gives it a big boost. It shows you’re not only working on your skills, but becoming a better leader as well.

How you phrase your experience on your resume during this transitional time will be key throughout your new job search.

You don’t want to lie, but you do want to use professional words when explaining your duties during your time away from the workforce. For example, rather than just saying you created some jewelry and sold to friends, you can say you were a business owner. Give yourself the credit and don’t sell yourself short!

Be upfront in your interviews that you wanted to stay home with kids and don’t sell yourself short. Be confident and show what you’ve done and learned in this time. You’ve got this!

Keeping Up With Your Skills

Many new moms contemplate the idea of becoming a stay-at-home mom rather than stay in the workplace. Many moms like the idea of staying home, but returning to work once their kids are a little older. Joining the workforce after some time away can be a tough thing to do. You want to make sure you’re keeping up with your skills so you don’t lose them by the time you return or begin looking for a job.

A few ways to stay involved in the workplace:

1. Keep up with your skills. Continue to work on your skills while you’re at home as much as possible. Take some online courses, listen to podcasts, continue using your craft so you stay familiar with it. 

2. Stay in touch with work colleagues. You'll want this for networking, future openings, referrals, etc.

3. Volunteer. Volunteer as much as you can, and be strategic about it. This is a great thing to put on your resume, so it doesn’t appear as though you’ve done nothing while away from the workforce.

4. Consider seeking part-time work. Even if you’re working from home part-time, your resume won’t have any gaps and you’ll easily be able to keep up with your skills.

5. Have a plan. It’s hard to predict just how long you’ll be out of the workforce, but you need a plan for the time in between. Know when you’re going to want to return to work, and make sure you’re prepared when that time comes.

Take some online courses, listen to podcasts, continue using your craft.

It IS possible for a mom to stay at home and continue to network and keep up with her skills. Just use the tips above, and enjoy this time. Let us know if you need help finding some part-time work while at home. This is one of our specialties!

To Stay Or Not To Stay at Home? That is the Question!

The decision to stay at home with your child(ren) is a tough one. So many questions may go through your mind as you are trying to decide. Will I miss working? Will I miss my child? How and in what way will I be able to contribute to my family? It really is a bittersweet time.

No one can make this decision for you because each person and situation are unique. You have to decide what’s most important to you and your family. 

Returning to work is a transitional period, and it’s up to you to determine if you want to return to the workforce. Regardless of your decision, you’re able to keep up with your skills set as well as provide for your family. You are already providing emotionally, making dinner, cleaning, finding time to catch up with your friends you haven’t seen in awhile or go on a date with your husband, picking the kids up from school, etc. You may wonder if work is even an option after considering all of these responsibilities. Or maybe you really want to work but are wondering if you will even have the time. You want to stay engaged with your career while also providing for your family.

One thing that most people don’t consider is that part-time employment is an option. This is a great opportunity for people who still want to return to the workforce, but also know that they will want or need equal amounts of time at home.

If you do (or already did) decide to stay at home, stay tuned for our blog posts later this month. We’re sharing some tips on keeping up with your skills while at home and what to add to your resume when it’s time to return to work.