The Staffing Firm: What Can It Do for You?

Connecting with a staffing firm to solve your current opening problems may be somewhat of an undertaking if you’ve never done it before. Many companies don’t believe they need to hire a staffing firm, and many others don’t realize the benefits a staffing firm can bring. Not all staffing firms are the same, further leading to the confusion of many companies who are reluctant to work with one.

Some staffing firms, including FORTIS Resource Partners, are dedicated to finding the perfect candidate with speed, accuracy and precision. Using a consultative approach allows the firm to more carefully diagnose what problems your company is facing and which candidate is going to fill the position and have the most generous impact on the company as a whole.

Thoroughly interviewing candidates while building a relationship with both parties allow a staffing firm to have a solid grasp on filling the void. The thoroughness they display while building relationships with candidates allows them to have a better understanding of who will quickly integrate into the company.

Not only is this beneficial to you because you successfully get a new employee, but the dedication to knowing all candidates more thoroughly ensures that you will get someone who is going to make a positive impact on the rest of your team.

Another benefit from working with a staffing firm is that you can build a relationship with your account executive, allowing you to more quickly fill positions in the future. Temp, temp-to-hire and direct-hire placement are all available. When you know a position will be opening up, such as if an employee is going to go on maternity leave in two months, or a busy time of year is coming for your company, you can reach out to your staffing firm representative and be able to have that position filled before it’s too late.

If you’re still not sure that a staffing firm can help, give one a call to figure out how the business runs and what other clients have to say. Chances are you’re not going to be disappointed if you work with a top firm with a strong dedication to nothing short of excellence.

Keeping it Professional: How to Deal with Employees Who Don’t Care for Each Other

The pretty picture of a synergistic staff that always gets along, hangs out together after work and creates major profits for the company with smiles on every face isn’t always the truth. Not all people get along like that and, unfortunately, friction can really bring down the morale and productivity of your office.

Sometimes people just don’t get along. Most of the time, it’s due to clashes in personalities. Unfortunately, this can wreak havoc on the other members of your team if it’s not nipped in the bud. It’s not always that easy for managers, though. Working through a situation such as this requires an objective look at what’s going on and a plan to make it work in everyone’s favor.

So what do you do when you have two or more employees who legitimately don’t get along? Here’s where to start.

  1. Resist the urge to listen to the gossip you’re probably going to hear before you are actually made aware of the situation. Chances are the rivalry is going to start and be well underway before one of the involved employees (or another member of your staff) let’s you know that things aren’t quite working. You need to be objective, which means going to the source(s).
  2. Listen to both sides. Call each employee into your office separately to explain both sides of the story; then have them both together so that you can be a mediator while they get their frustrations out.
  3. Find the root of the issue. Is it work-related or is it more personal? If it’s work-related, you can definitely help. If one employee feels the other is stealing their thunder, so to speak, you can help to dissolve the issue by reassigning tasks. Once you get down to what the real issue is, it’s easier to find a solution that will bolster productivity instead of drain it.
  4. Bring out the handbook. While you should know the handbook inside and out, let’s face it, it’s written down for a reason. Check out the “conflict resolution” section if it has one. This will allow you to come up with a solution that follows company policy.
  5. Document the incident. Nobody likes being written up, and this doesn’t have to be a disciplinary action; however, you NEED to document cases of conflict, including actions taken to discourage the behavior.
  6. Contact HR. HR managers and staff are there for this type of instance (among many, many others). If you can’t figure out a solution, HR is there to help you find the right answer to this serious problem.
  7. Make the decision whether or not these two employees should work together. Unfortunately, this could mean one has to go if you have a small company. In most cases though, reorganizing your teams or schedules can allow each employee to work without having to come in direct contact with each other.
  8. Be the leader/lead by example. Treat both employees (and your entire staff) with honesty and respect. This helps build morale among all team members, including the two that aren’t getting along. Open the door for open communication and see problems solved faster.

Nobody said management was easy and, in the case of feuding team members, it can be one of the most difficult jobs out there. How you handle these kinds of scenarios will either boost or destroy company morale.

Rewarding Your Team without Breaking Budget

We all want to reward our team and staff for doing a good job, meeting their goals, and going above and beyond for the company. However, cash bonuses may not always be an option. Here are some other ways you can reward your team without breaking the budget.

1. Give additional time off. Instead of making everyone stick around the office for their normal hours, give flex time. Award a certain number of hours that individuals can use throughout the month to use however they desire. Employees can take a full day off, a half day, or leave an hour early for the next two weeks. Their choice. Lifestyle is important to many of today’s workers, so giving them more flexibility in their schedule goes a long way.

2. Stock the break room. Keep lots of healthy and easy foods for people to grab on the go. Whether they are running late and don’t have time for breakfast at home, or a meeting went into their lunch hour, a stocked fridge keeps people happy!

3. Let them go mobile. Working from home is an increasing trend and many people greatly appreciate the flexibility of staying at home and working in the comfort of their own environment. Give employees a day a week to stay home and work virtually.

4. Bring in a massage therapist that employees can take advantage of on certain days of the month.

5. Create a game room or other escape zone for employees to connect, collaborate and break free from the daily grind.

There are many ways you can reward employees without breaking the budget, the key is to let people know that you appreciate them and the work they are doing.

5 Ways to Become a Better Leader

A leader can come in all different shapes, sizes, approaches and titles.

Leaders who can manage leading while still motivating and inspiring loyalty, are the leaders that people will follow from job to job. A recent study showed that 75% of people voluntarily leaving jobs don’t quit their jobs; they quit their bosses. (Roger Herman)

To me, that says leadership has a major impact on the engagement of employees and team members and their workplace satisfaction. With that knowledge, how can you then become a better leader?

Here are 5 ways to become a better leader.

1. Recognize your talent. All people need and want to be recognized for the contributions they make in the workplace. If you aren’t convinced that people need recognition, 69% of employees say they would work harder if they were better recognized. It doesn’t take a lot of effort to recognize people, but the mere act of recognition can and will carry a lot of weight with the people around you.

2. Get personal. Don’t be afraid to make a personal connection with individuals on your team. The more “human” leaders are to their team, the more likely their employees are to be engaged in the work they are doing.

3. Be a good listener. Your team is likely telling you exactly what they need, even if they aren’t speaking it out loud. Listen to what people are saying, and more importantly listen to what they are not saying. Being a good listener means you can read between the lines and pick up on the cues that your team is unsatisfied and in need of some additional support.

4.   Be visible and available, but don’t micro-manage. Being visible and available will let your team know you are there for them if they need you, but this doesn’t give you permission to micro-manage. People are distinctly de-motivated by micro-management. Allow people the room to learn, make mistakes, and ask questions without needing to know what they are doing moment-by-moment.

5.  Involve your people in decision making. Instead of demanding change throughout your team, instead involve them in the change making process. Individuals who are included in the cycle of change are much more likely to embrace the change than individuals who are told how to change without discussion.

These are just a few ways you can improve your leadership style.  To read more employee engagement statistics, take a look at this report.

What’s your favorite leadership style trait? We’d love to know.

How to Add Value to Your Employer

An employer-employee relationship thrives when it is the equivalent of a win-win dynamic.  Meaning both parties are benefiting, happy, and feel they are getting a good “deal.”

In larger companies, it’s not uncommon to find employees that take their employer for granted. You might also find leaders who dismiss the significance of their team members.  However, if you choose to utilize the small business mentality, where every person counts, makes a difference and a contribution to the bottom line, everyone wins.

When both employee and employer are seeking to add value to the company, you’ll find more satisfied employees, better customer service, more strategic and independent thinking, and in the end, more profit to everyone involved.

Think about how you can add value to your employer, whether you are an entry-level, mid-level employee, manager, or executive. All positions create value, and the more value we add to the company, the greater chance we have of increasing our worth. Bottom line, that means more promotions, more money earned, and increased job security.

Remember, companies need to profit to survive. They need people on their team who aren’t adopting a “What can I take from my company?” mentality.  Instead find new ways to give and add value for the overall benefit to everyone.

When people work together and utilize the win-win dynamic everyone thrives. Ask yourself what more can I do for my company? When you ask this question it takes the focus off of you and your own personal gains, and instead looks to how you can contribute to the company as a whole.

To add value, think critically and independently, share your ideas, look for ways to cut costs, increase sales, and improve overall customer/client satisfaction.