5 Ways to Give Helpful Feedback to Employees

Employee feedback is at the core of personal and professional success. According to Gallup’s recent State of the American Workplace Report, “Employees are more likely to learn and grow when they receive immediate feedback that is specific, targeted at their development, and able to be put into practice right away.”

Here are five tips for providing employee feedback that will help ensure fruitful results:

1.     Make sure feedback is ongoing.

Don’t save feedback for formal quarterly or annual reviews. More and more companies are moving away from these regularly-scheduled sessions, with good reason: Employees prefer, need, and benefit more from ongoing feedback in real-time.

·        If improvement needs to be made in an employee’s performance, the sooner they find out about it the sooner they can correct the problem. If they have reached or exceeded a goal, the sooner they receive positive feedback, the more rewarding it is to them.

2.     Be specific.

Employee feedback should be crystal clear, specific and to the point. If it’s too general, it’s like a pat on the back that may make a person feel good momentarily but doesn’t do an effective job of either reinforcing or changing behavior.

·        Here’s an example: Rather than simply stating that “you need to work harder on your monthly reports,” say something like this: “In addition to outlining your current projects on your monthly reports, I’d like you to include data on costs to date, staff hours used, and where you stand in terms of meeting deadline.”

3.     Focus on performance, not personality.

Constructive feedback is descriptive and should always be directed to the action, not the person. Focus on performance and behavior, not personality traits.

·        Appeal to a person’s head, rather than their heart. Consider this example, as noted in The Secret to Giving Constructive Criticism: Rather than saying, “your arrogance is causing a problem,” say “when you interrupt me in front of a client, it causes a problem.”

4.     Be sure it’s a two-way conversation.

Whenever you talk with an employee to give feedback, make it a true dialogue. Listen even more than you talk.

·        You will likely instigate the conversation but, whenever possible, ask permission before giving feedback. This approach can be very powerful. Your lead-in could be “I’d like to give you some feedback about this morning’s presentation. Is that okay with you?” This gives your employee some control over the situation, which is desirable and often leads to a better outcome.

5.     End on a positive note.

Even if the purpose of feedback is to improve performance or rectify something that has veered off course, don’t beat around the bush. Bring it up at the beginning of your conversation. Then, be as positive and encouraging as you can. End by letting your employee know that you value and support them, you appreciate their efforts, and you look forward to what is to come.

PrideStaff Modesto can assist as you not only attract top talent, but also develop your employees so they can help grow your business – and grow with your business. We have a proven track record spanning more than 30 years and customer service rankings in the top 2 percent in the entire staffing industry. Contact us today to learn more.

How to Develop a Corporate Culture that No One Will Want to Leave

The culture of your workplace is one of your most valuable recruitment and retention tools. It is so valuable, in fact, that many top performers will pass on a bigger paycheck from an employer with a lackluster or negative culture in favor of a place with a more supportive and welcoming culture but less compensation. Fortunately, culture isn’t something that just happens – you have the power to shape it accordingly. Develop a corporate culture that no one will want to leave with these tips.

• • Communicate the Purpose

Organizations with positive cultures have their unique factors but tend to share a common foundation: their employees feel like their work has meaning. It can be disheartening for employees to feel like their work doesn’t really matter. Cultivate a positive corporate culture by communicating the organizational mission and the underlying purpose of your employees’ contributions. Simply acknowledging the importance of each specific employee’s role in the bigger picture can help them realize their work has strong value.

• • Support Challenges and Risk-Taking

A corporate culture doesn’t have to outright negative for employees to still want to leave it – they may opt to leave simply out of boredom. Avoid losing top performers out of complacency by supporting them challenging themselves with higher level tasks. This may stretch their skills and there could be times in which the outcome isn’t as well-executed as the tasks they’ve perfectly honed, so it’s essential to communicate that taking risks is not only acceptable, but to be encouraged.

• • Encourage Socializing

Activities that boost productivity may not always appear that way on the surface – in fact, if your corporate culture takes a hard stance on “frivolous” conversations between colleagues during work hours, shutting down personal interactions could actually backfire. Small talk and other socializing, if kept to a level that doesn’t prevent work from being completed in a timely manner, can be beneficial. These personal interactions are what helps your employees develop relationships that make them work more effectively as a team and increases their overall job satisfaction. You can encourage socializing by opening meetings with time for some small talk or planning team lunches or other activities.

• • Protect Against Burnout

A lack of work-life balance results in employees becoming overworked, not being able to recharge, and then just becoming burnt out over time. Unfortunately, many corporate cultures don’t make employees feel comfortable taking time off for paid vacation, whether it’s being seen as not being a hard worker or committed to the organization, being contacted about work while they’re away, or not having coverage so when they come back, they’re so overworked they regret leaving. If you want to develop a corporate culture that employees will not want to leave, protect against burnout by encouraging time off, and supporting their workload coverage so they can take a break without worry.

Hire the Right People with PrideStaff Akron!

Attract top talent to join your team by partnering with PrideStaff Akron. Whether you need candidates for direct recruiting, temp-to-hire, or temporary staffing, our experienced team of specialists will match you with the quality candidates that best fit your needs. Contact us today to learn more about our staffing solutions.

Is Your Recruiting Process Optimized for Mobile?

It wasn’t long ago that smartphones represented a new technology. Now, they are central to our lives. Just look at the process of recruiting: phones have become integral to the process. It leads to a situation where you to optimize for mobile or miss out on some of the best talent out there. 

Once upon a time, if you wanted to attract new talent, you printed ads in newspapers. It was a process that held relatively steady for generations. Despite improvements in other technologies – development from the horse and buggy to the moon lander, for instance – recruitment remained focused around those printed ads. 

Fast forward a few decades and most of the recruiting process has moved online. Meanwhile, the pace of change has accelerated. What seemed like the gold standard of recruitment practice just a few years ago is now in danger of becoming old–fashioned.  

Just look at the data on smartphone use, which shows that candidates are increasingly turning to mobile technology to accelerate their job searches. According to Indeed, 78% of people say they would apply for a job through their mobile phone. 

As you might expect, the stats break down along generational lines. In the age bracket between 44 and 54, just over half of people use their mobile phones in their job search. However, for the 16-to-34 crowd, the figure jumps to 77%. 

If you’re not optimized for mobile, you are likely missing out on the youngest and most tech-savvy candidates. That in itself means your organization is losing out. With that in mind, here are a few things you can update to make your recruitment procedures to become more mobile-friendly: 

Mobile Applications  

The most basic step in the recruitment process is the application. Most of these already happen online, but often mobile submissions are rendered difficult by both design and structural constraints.  

Make sure that your applications don’t run into these problems. Ensure that process of submitting via a smartphone is easy and glitch-free. 

Social Media 

To patch into the smartphone revolution, you should rely more heavily on social media as a way to connect with potential hires. Instead of focusing exclusively on job sites and other traditional methods, you should build out a meaningful presence on all the mobile-friendly platforms. From there, you can direct candidates you find you on social media to your simplified mobile application functionality. 

Text Communication  

Traditionally, most communication related to job searches takes place via email, with phone or video chat taking a role later in the process. However, most people, relying on their mobile phone for communication, find texting much more convenient.  

For that reason, you should allow for multiple communication options. Let your candidates choose between text or email, letting your process fit their lifestyles. 

Chatbots  

Communication is key to bringing in top talent. However, you have a balance to maintain. How do you review hundreds of applications while still maintaining constant communication? Chatbots help bridge the gap.  

While an overuse could become annoying and counterproductive, using the technology can take care of the basic communication with job applicants. It can save you time, while still providing the information your candidates need to feel secure and up-to-date. 

Optimizing your mobile strategy helps draw the type of worker who can thrive in the fast-changing modern economy. You can achieve the same goal through a top-flight recruiter, like PrideStaff. They can bring you competent, tech-savvy talent to drive your company into the next stage of growth. 

Contact PrideStaff today to learn more. 

3 Ways to Make Sure Your New Hire Has a Successful First Day

Even on their last day of work, employees remember their first day. In the case of your new hires, you want that last day to be a long way down the line – so be sure you make a positive, lasting impression during the first one.

Day one on the job gives a person a snapshot of what working for your company will be like. That lasting image could mean the difference between them going home and saying, “I love my new job!” and “I wonder how long I have to stick this out before I can find something else …”

Involve your team in the onboarding process.

This is important not only because your team members will be working with your new hire, but also because it spreads out onboarding activities among several people, still allowing everyone enough time to get their regular jobs done.

·        Inform the team ahead of time so they can prepare. For instance, if a new hire would benefit from shadowing a coworker, let the current employee know so they can develop talking points and easily explainable examples of their work.

Make introductions.

Spend some time on thoughtful introductions, so your new employee can begin to acclimate. Don’t just parade them around, making 17 introductions in 20 minutes, and then park them at their desk. Make each meeting personal.

·        Give a little background. Instead of just a quick, “Hey Susan, this is Jim, our newest employee,” say something like, “Hi Susan, this is Jim, our new data entry clerk. He’s a natural with program procedures and has an extensive customer service background. Touch base with him during the day and let him know what you need for the XYZ sales project.”

Have everything ready.

Be sure your new hire’s workstation is fully equipped and operational before they arrive on day one. This means all hardware and software is ready to go – as well as phones, swipe cards to access parking lots or buildings, and all related details. Nothing says, “Who are you?” or “We’re not really ready for you” like being physically locked out or having nowhere to sit.

·        Minimize paperwork on the first day. Separate it into three categories: things that can be done beforehand, things that must be done on the first day, and things that can be left for later in the week.

Check-in.

Check-in frequently with your new hire. Don’t just ask “How was your first day?” Make sure they’ve met everyone, know where key things and places are, and feel confident about what they’ll be doing on Day Two.

·        Make a note to continue frequent check-ins during an employee’s early days and throughout the first month. From there, schedule some reviews for the remainder of the year, but don’t limit feedback to formal meetings. Make sure it’s regular, ongoing and in real-time. This is an important reminder not only when communicating with new hires, but with all your team members.

The talent management experts at PrideStaff Modesto can partner with you to ensure that you hire, train, develop and retain the best candidates on the market – including an awesome onboarding experience as part of your success strategy. Contact us today to learn more.

Stressed! Helping Employees Better Deal With It On the Job

Stress is a part of life on the job. And you need employees who can handle it. If, however, you’re noticing some of your team members are buckling under pressure, what can you do to help them deal? Here are a few quick tips from the Tempe recruiters at PrideStaff to put to use:

Ask for solutions.

When employees are stressed and complaining about completing important tasks, don’t blow them off. Listen to them and then ask them to come up with solutions. Even if you can’t make an improvement right away, just knowing that you’re willing to hear them out and take into account what they’re saying will go a long way in defusing the situation and helping them cope and stay motivated.

Set clear goals.

One leading cause of workplace stress involves unclear expectations. As a manager, it’s up to you to ensure you’re explicit about what you need from your people. If you’re not, then it’s going to lead to angst and frustration. It’s also going to lead to valuable time lost for the whole team when one member is on the wrong track.

Be more flexible.

In today’s world, everyone wants flexibility in the workplace. And it’s no wonder. No one is ever really unplugged from their work, leading to more stress and less balance. But if you trust your people to get the work done, then give them more leeway in when and how they work. It can be as small as allowing staff to come in and leave a half hour early.

Encourage movement.

Being tied to a desk all day isn’t healthy for anyone. So encourage your team to get up and get moving, whether it’s going for a walk during lunch, hitting the gym before or after work, or bringing in a yoga instructor to offer free classes. They’ll not only feel better, but be more productive overall too.

Focus on resiliency when hiring.

In other words, look for those who handle stress well. The last thing you want to do is hire someone with strong skills, only to see them fall apart once things heat up.

One way to ensure your new hire won’t balk is to ask behavior-based questions during the interview process. For instance, inquire about a time they had to face a stress-filled situation at work and how they handled it. Also, ask them to talk about their ideal work environment. If yours is fast-paced and they describe something more low-key, they might not be the right fit.

Need help hiring employees who perform well under pressure?

Call the team at PrideStaff. As top Tempe recruiters, we know where to look to find top talent with the skills, drive and resiliency you need for a wide variety of positions. Contact us today to learn more or get started.

5 Ways to Boost Your Accounting Career ASAP

Success in accounting doesn’t always equal success as an accountant. To move up in the corporate world, you have to combine your accounting chops with other skills. 

It may not seem fair at first glance. However, the dynamic exists in any profession. To get promotions and to advance to higher-level assignments, you have to develop ancillary skills. These will help you accelerate your career. 

Here are five steps you can take to boost your accounting career today: 

Step Up Your Networking  

Traditionally, people imagine accounting as a lonely pursuit. They see you sitting alone in your cubicle, hunched over a spreadsheet. They view it as solo work.  

However, like any profession, advancement depends largely on networking. As such, you should take steps to build out your contact list. If you’ve been lax in making connections lately, rededicate yourself to the process.  

Meanwhile, you shouldn’t ignore the network you already have in place. You should routinely reach out to people for regular check-ins, even if you aren’t currently looking for a position. 

Keep Learning  

Being an accountant naturally involves a dedication to career-long learning. Tax laws and best practices change over time. You need to keep up in order to stay relevant.  

These core topics don’t represent the only ongoing education you should do. To maximize your career, you need to implement a broad learning process, incorporating a number of subjects that seem far away from the main purpose of accounting.  

These can include things like industry-specific knowledge related to your clients’ business or broader topics such as international law. Committing to a wide knowledge base will help you advance your career. 

Become Tech Savvy 

Technology provides the main example of a subject that requires your ongoing education efforts. Accounting may seem like an old-fashioned profession. But it has been marked with a long history of technological advancement, from the abacus to the adding machine to the calculator to the computer, and on into the era of the Internet and the smartphone.  

And the pace of change continues to accelerate. You don’t want to be left behind. As such, make an effort to stay current with the latest software updates. These tools will help you do your job more efficiently and might become integral to your next position.  

Develop Your Sales Skills 

Every profession comes with its share of hustle. Accountancy may seem like it should be all steak and no sizzle…but that’s just not the case. Especially as you advance in the hierarchy, you need to be able to find and woo new clients, as well as make your current client base feel comfortable with your advice.  

All this requires you to develop strong communication skills. You need to be able to discuss complicated topics in a straight-forward and easily understood way. You also need to be able to sell yourself, becoming a strong advocate for the skills you bring to the table. 

Get Management Experience 

Better jobs and higher pay usually come with increased management responsibility. There’s only so much advancement you can make as a member of a team. Eventually, you have to become the team leader, if you truly want your career to reach the next level. 

As such, do what you can to earn management experience. Volunteer for responsibility and seek out projects to make your own. This will help you advance in your current position and it will provide excellent resume fodder for when you’re ready to move to a new opportunity. 

Advancing in the accounting profession takes a strong mix of talents. It also helps to partner with a top staffing agency, like PrideStaff. They can steer you to the best positions to ignite the next stage of your career. 

Contact PrideStaff today to learn more. 

Getting Ghosted by Candidates? Here’s What to Do

Getting “ghosted” is a term that refers to when a person in a relationship or friendship suddenly ceases all contact with no explanation. It isn’t just significant others and friends who are getting ghosted – it has made its way into the hiring process, with many seemingly interested candidates up and disappearing once hiring managers try to advance the hiring process or extend an offer. If you’re getting ghosted by candidates, here’s what to do to improve your recruitment and hiring process.

• • Prioritize the Candidate Experience

In the current marketplace, candidates have the upper hand and likely have other job offers they could pursue. Since they know they have options available to them, if they feel inconvenienced or otherwise frustrated with how they are treated by your company during the hiring process, they may opt to ghost you. Prioritize your candidate experience to avoid losing top prospects – think of them like customers and consider how you can best treat them. For example, be responsive when they reach out, don’t ask for more than is necessary to apply, and simply treat them how you would want to be treated.

• • Showcase Selling Points

Getting ghosted by candidates may be as simple as them thinking they found something better in another employer. Ensure you are not assuming that candidates know why your organization is such a great place to work, and instead make it a point to showcase these selling points. Whatever sets your company apart from others should be communicated every step of the way, from the job description to one-on-one interactions, so candidates know what a valuable opportunity they would be walking away from.

• • Make Your Hiring Process More Efficient

Time is truly of the essence when it comes to landing top talent. Take an objective look at your hiring process – if it takes too long, such as multiple rounds of in-person interviews, followed by extensive periods of time to make decisions, you could be getting ghosted by candidates simply because they were offered a job by another employer because you took too long to get back to them with a decision. Streamline your hiring process by clearly defining what qualifications to evaluate for, crafting thoughtful interview questions, and arranging for decision-makers to have tighter deadlines.

• • Establish Personal Communication

Maintain contact with your candidates throughout the hiring process to avoid losing their interest. Establish personal communication, and tailor your interactions to them specifically, rather than sending out generic, blanket email updates. Keep them up-to-date on how the hiring process is going and let them know immediately if things are taking longer than expected.

• • Change Your Recruitment Strategy

If getting ghosted by candidates becomes a common occurrence, it may be time to look at your recruitment strategy to figure out if you are attracting the wrong candidates. Consider trying out different advertising methods, such as niche industry job boards instead of general ones, networking to find passive candidates, or working with a staffing agency to find new candidates.

Hire the Right People the First Time! Contact PrideStaff Today!

Attract top talent to join your team by turning to PrideStaff Akron. We will work closely with you to determine your unique needs and evaluate candidates closely to ensure a great match. Contact us for more information on how PrideStaff Akron can help you with your employment needs.

How to Follow Up After Your Job Interview Without Being Irritating

After you’ve interviewed for a job opportunity you really want to land, the anticipation is on to hear back about the final decision. Following up after the interview can reiterate your enthusiasm, but if not done properly, can backfire and make you seem desperate and could even annoy the hiring manager – not exactly the impression you want to leave when you’re trying to get hired. Learn more about how to follow up after your job interview without being irritating.

Send a Thank You

After the interview, you can follow up immediately by sending a thank you message via email. Express your appreciation to the hiring manager for taking the time to meet with you and for considering you for the position. This simple act will show the hiring manager that you are professional, and remain interested in the position. You can also take this opportunity to ask what their expected timeframe is for making their decision, if you didn’t already do so after the interview.

Wait Until After Established Timeframe

The number one way to irritate a hiring manager is to follow up before the established timeframe. If they said they will reach out within a week, for example, do not follow up before then. Not only is this personally annoying to the hiring manager, but it also makes you seem like you either don’t listen to details or you think it’s okay to outright ignore those boundaries. If the established time frame comes and goes without you hearing back, then it’s perfectly acceptable to send a polite message asking if there have been any updates.

Connect on LinkedIn

An effective way to show your enthusiasm without being pushy is to connect with the hiring manager on LinkedIn. After the interview, look them up on LinkedIn and send a request to connect. Don’t use the default, generic message that comes with the request. Instead, personalize it to say it was great to meet them, and you look forward to staying in touch.

Find Your Next Job with Help from PrideStaff Akron!

Find new opportunities by working with PrideStaff Akron. Our team of recruiters can match you with the jobs that are the best match from employers across industries. Search our database of current available jobs to get started.

Subtle Adjustments to Your Attitude That Can Have a Massive Impact

Attitude is everything. Whether you’re working for a temp agency in Las Vegas or have a full-time job, the manner in which you carry yourself speaks volumes.  

Many people go through life not realizing or caring that they have a bad attitude. Accepting that you’re not sending the best vibes out to the world is the first step — and that’s huge.  

Now that you’re ready to make a change for the better, it’s time to get to work. Follow these tips to become the best version of yourself.  

4 Attitude Adjustments That Can Make a Big Difference

Believe in Yourself 

When you constantly beat yourself up, it’s hard to have a positive attitude. Change your way of thinking by being kind to yourself. Instead of assuming you can’t do something, believe in yourself enough to give it a try. It feels much better to try and fail, than to never try at all — and you might surprise yourself.  

Display Gratitude 

If you’re unhappy with a certain aspect of your job — or pretty much everything about it — you probably dread going to work. Instead of focusing on the negative aspects of it, concentrate on the good it brings to your life. Without a job, you probably wouldn’t be able to afford the living expenses you’re accustomed to, so be grateful for the life it allows you to enjoy. 

Show Empathy 

Chances are, you don’t always get along with all of your colleagues. This is normal, but instead of becoming defiant during disagreements, try to put yourself in their shoes. This will help you understand where they’re coming from, which might change your stance.  

Embrace Failure 

Things don’t always go as planned, and that’s okay. Instead of viewing failure in a negative manner, consider it an opportunity to learn and grow. Having the ability to find the good in a bad situation is a talent that will take you far in life. 

Land Your Dream Job 

Finding the right opportunity for your skills and interests isn’t easy, but you don’t have to go it alone. PrideStaff Las Vegas has the connections needed to ensure you’re in the know about all the best openings in town. Contact us today to find out what we can do for you! 

How and When to Ask for Feedback at a New Job

The first few weeks and months on a new job are critical, as you set the stage for your long-term success. Getting timely feedback from your manager and other team members shows that you’re invested, committed, and ready to excel. It also gives you the opportunity to ask key questions and clarify any issues that may be vague at this point.

When to Ask

Exactly when to ask for feedback is a judgment call based on the volume and level of involvement of your work. But as a general rule of thumb, a good time to take this step is somewhere between one and three weeks after starting your job.

• Don’t be needy. Asking about your performance too soon or too often is a real turnoff. You want to come off as a professional, not a neurotic. Keep it relaxed and matter-of-fact. On a positive note, asking at the right time and in the right way shows maturity, confidence and dedication.

How to Ask

Reach out via email or in person and request a meeting with your boss. They’ll appreciate the heads-up so they can prepare. You might word your ask something like this: “I’d like about 15 minutes of your time to talk about how you think I’m doing so far. Are you satisfied with my performance? Is there anything I should be doing differently?”

• Articulate what’s required. Find out the objectives for an assignment at the outset, so you both can measure how well you’re meeting them.
• Be prepared to coach your manager on any resources you need. For instance, this may include additional training or a tracking or project management system to share what you’re working on.

Who to Ask

In addition to your manager, your new coworkers can be a great source of feedback. Your email to them can be less formal than the one you send your boss.

• Say something like, “I’m really liking it here so far, and I’d really appreciate some feedback from you to make sure I’m on the right track. Can I buy you a cup of coffee so we can chat for a few minutes?” You can do them a favor in return.

Reality Check

Be realistic when you solicit feedback: It may not always be 100 percent positive – and that’s fine. In fact, it’s almost the whole point of asking: You need honest input in order to make any necessary improvements.

• Keep your ego in check. Stay open and non-judgmental. Listen actively and don’t get defensive.
• Send a follow-up email to thank your manager or colleague for their time and candor. Briefly outline your takeaways and any next steps you plan to take. Then, implement those improvements ASAP. Then, follow up again to make sure they’re correct and noticed.

To explore positions that might interest you as you consider your next career move – and for the advice, resources and expertise to make it a success – contact PrideStaff Modesto today. No need to go it alone: we’ll get you started down the right path, right away.