New Year’s Resolutions to Break Bad Management Habits

As 2018 begins, it’s a good idea to look at how you want to set up the year, including breaking some old and bad habits that may have somehow crept their way into your management style. To act as the most effective manager, you want to avoid some of these common pitfalls.

Micromanaging

Have you ever had a superior who constantly questioned your work or attempted to show you how to do it? Didn’t that make you feel as though they didn’t trust you to do the job for which they hired you? If you find yourself doing those same things, put yourself in check right now. Micromanaging leads to employee frustration and turnover, so step back and show your employees you trust them to do their jobs well.

Embarrassing employees/non-constructive feedback

Nothing demeans an employee faster than taking them to task in front of others. And frankly, it doesn’t show control on your part, either. Nor does giving feedback that’s neither specific nor constructive but simply feels like an attack or a scolding. Consider your own attitude before calling someone else out on theirs.

Grabbing credit or passing the buck

Nobody appreciates a manager who either takes credit for work others have done or blames the team when a problem arises. Both toxic behaviors indicate a manager who feels a need to hide behind their team, taking credit for excellent work and absolving themselves of blame for the bad. A quality manager does just the opposite, and it builds trust among employees, as well as showing strength of character.

What you can do to create good habits

Simply ask for feedback from those who work with you, either directly or indirectly. You can’t correct what you don’t see, after all. Query your employees on what works with regard to your managing style, either one-on-one or in an anonymous survey. Ask a professional coach or a trusted colleague to observe you and give you advice on what you’re doing well and what you need to improve. All of this will help you cultivate awareness of your own managerial style and allow you to create new, helpful habits to replace the less-than-helpful ones.

Start the year off right by examining yourself as a manager. For advice on how best to do this for yourself and for your employees, look to the professionals at PrideStaff.

How to Win the Holiday Job Search!

Looking for work between now and the end of the year may seem daunting, especially when you have to contend with the business of the holiday season (relatives, travel, gifts, food, more food…). So how do you both fend off questions from well-meaning but stressful inquiries, and how do you manage to find a quiet moment to actually search for a job?

Have a patented answer ready for questions.

You may not feel like going to a family holiday party, but it depends on how you look at it. Yes, you’ll have to develop an answer to the dreaded, “So how’s the job search coming along?” (A patented, “It’s going well, thanks! I’ve got a good plan in place and I’m sure I’ll find something soon.” will work. Then change the subject and ask about them.)

Look for opportunities.

Use those holiday parties as opportunities to network. Work it into conversations, asking what’s going on at work and slipping in that you’re interested to learn more about what they do. Avoid asking outright about a job; set up a date for coffee later or just have the conversation right there. Make sure they know your information so if anything should come up, they’ll remember your name and the fact that you’re available.

Keep it positive.

Think nobody hires during this time of year? Think again. Even if it’s temp work for now, remember this is the busy season for many a company as they wind up their year. Who’s to say that that temporary position won’t turn into something more down the line? And even if it doesn’t pan out into something longer term, you have one more position to add to your resume, as well as a few more connections to network with. And if you set yourself up with a staffing agency like PrideStaff, you’ll put yourself in a better position to start the new year off on a positive note.

Don’t let the holidays get you down – look at every outing as an opportunity to get yourself back into the job market. And take the opportunity as well to work with PrideStaff.

5 Reasons Why They’re Not Looking at Your Resume

Your resume is a critical element in your successful job-search strategy.

Of course, your resume alone won’t get you hired – but, it is the key to whether or not a prospective employer calls you in for an interview.

So … what is it about your resume that isn’t doing the trick? The leading reasons candidate resumes are rejected include:

They still have an Objective Statement. By today’s standards, Objective Statements on resumes are old school. While such a statement does express your goal of landing a desired position, it fails to articulate the specific value you offer an employer; in other words, the reason they should select you over all the other candidates. Instead of an Objective Statement, use a job target or title and a strong personal branding statement.
They lack personal branding. A prospective employer needs to see what unique attributes you would bring to the table, if hired. For instance, are you deadline driven? What is it about you that is especially important to the company? Branding is all about how you market yourself. When all is said and done, an employer has a need to fill. How do you meet that requirement?
Accomplishments are not highlighted. The top third of your resume is where a hiring manager will focus during their initial screen – which, by the way, only lasts for a few seconds. This is your prime opportunity to market your best achievements, as they relate to the position.
They don’t include numbers. Give an employer numbers, facts and figures, so you will be remembered for your past successes. For instance, don’t just state you reduced costs. Include a percentage or a dollar amount. This hard data helps you to further define your brand and position yourself as a leading candidate.
They don’t include enough keywords. An increasing number of companies are using scanning technology to eliminate candidates who don’t fit their hiring criteria. As you finalize your resume, be sure to closely review the job posting and look for keywords. Then, apply them strategically.

Crafting your resume and launching your job search can be daunting. The right career partner can help ensure that you don’t just search, but succeed. The PrideStaff Modesto team would love to help you broaden your opportunities and shine from start to finish, as you land your next great job. Contact us today to learn more.

The Top Three Resources for Managers in Las Vegas

The new year is upon us, and it’s never too early to start planning for the next 12 months. Now that the holiday rush is over, take the time to reflect on 2017 and what you plan to do differently next year.

As a top Las Vegas temp agency, PrideStaff Las Vegas knows how hard it is to serve in a managerial role. This multifaceted job doesn’t come with an instruction manual, so you just have to use your best judgement. Each month, we offer HR advice to assist managers like you, so take a few minutes to read our three most popular posts from 2017.

The Most Common Reason Why Employees Quit — So You Can Correct Them

Turnover happens at every company, but if yours has especially high numbers, this is harming your business. Happy and fulfilled long-term employees are the key to success, so it’s impossible for your company to reach its potential if your staff is a revolving door of talent. This article highlights four common reasons people seek employment elsewhere, serving as a way to help you recognize behaviors bringing your team down.

How to Turn Seasonal Employees Into Top Performers This Summer

If the summer is a busy time for your company, you probably hire seasonal staffers to assist with the overflow. You need them to work their hardest, but it can be challenging to motivate people whose jobs have an expiration date. The good news is, this definitely isn’t a lost cause. Use these four ideas to inspire your seasonal employees to put in 100% effort every day.

Creating Kick-Ass Customer Service Just Got a Whole Lot Easier

The way your company treats clients can make or break your business, so you need your entire customer service team onboard to make them feel valued with every interaction. These days, many companies automate much of their customer service, which is fine, but it’s also important to have real-life humans ready and willing to assist when people need help. All personality types aren’t meant for a customer service role, so find out how to choose candidates who thrive in a client-facing role.

Start the New Year With Fresh Talent

Finding top talent isn’t easy, but PrideStaff Las Vegas is here to help. Team up with us to staff your company with the best and brightest professionals in Clark County. Contact us today to discuss a partnership and make your company stronger than ever in 2018!

How to Motivate Burned Out Employees

When your employees are happy and feeling balanced, they’re much more productive. However, when they become burned out, it can negatively impact your entire workplace, not to mention your bottom line.

How can you spot the signs – and what should you do if you suspect burnout? Here’s a look:

The Signs of Employee Burnout

There are a few different red flags to be on the lookout for that indicate burnout. These include:

A decrease in performance level
A decrease in productivity
More days of work missed
A negative change in overall attitude
Running late to work and meetings
Taking long lunches and breaks
Other employees reporting negative interactions
Problems with mistakes and accuracy

So when you notice these signs, what can you do? Here are some quick tips to help you effectively deal with the problem:

Set up a private meeting.

Schedule a meeting with your employee. Never call them out in front of other people. Beforehand, make sure you prepare and have a list of the problematic behaviors you’re seeing. When you bring them up, don’t accuse; instead, discuss why you’re concerned. Don’t ever berate or lose your cool.

Discuss their pain points.

Once you’ve talked through the issues you’re seeing, ask your employee for their side of the story. Specifically, talk about any issues or challenges they’re facing and how you could better help and support them going forward.

Identify what motivated them in the past.

At this point, it’s important to discuss what motivated them in the past and whether those factors are still present. If they’re not, talk about why.

Talk about how to motivate them going forward.

If you want a high-performance employee, they need the right motivation. So talk about new and different ways of motivating them going forward. For instance, discuss areas at work that are meaningful to your employee and where they feel they achieve the most.

Some other opportunities to motivate your employee include:

Rewarding and recognizing them for a job well done.
Offering opportunities for career growth and advancement.
Providing plenty of guidance and feedback so your employee knows when they’re on track and when to correct course.
Providing them with different responsibilities or cross-training them in another area.

At the end of the day, your employees are vital to business success. And just one burned out worker can have a big impact on your bottom line. But follow the tips above to help them overcome the issue and get back into the game.

If you need more help finding and hiring motivated and high-performance employees for your team, call in the experts at PrideStaff. As leading Gilbert and Tempe staffing services, we can provide you with quick and easy access to talented candidates for temporary and full-time roles in a variety of fields. To learn more, contact PrideStaff today.

10 Ways to Make Performance Reviews More Meaningful

Too many of us dread performance reviews – both giving and receiving. But, if done right, they’ll do so much more than simply take up time asking questions and giving answers that simply check off a box and truly help make each employee better.

Prepare. Before jumping in, think about what you want to get out of it – and what you want the employees to get out of it. Figure out your end goal and plan backwards to how you’ll make that happen effectively.
Location and logistics. If you want to create a conversation rather than an interrogation, consider the set-up: Have it in a private location if possible so the employee feels comfortable discussing confidential matters. If possible, use a smaller, round table or at least sit adjacent to them to facilitate a back-and-forth feeling.
Get feedback from multiple people. Before sitting down with the employee, talk to those who have worked closely with them to get a fuller picture of how they work. This will help strengthen the performance review.
Demystify the experience. As you sit down together, make the agenda clear from the get-go. Tell them the main components you want to focus on (no more than three or four) and make sure they know, again, that it’s a discussion where they’ll have the chance to look at achievement of past goals and set-up of future goals.
Encourage openness and honesty. To keep that back-and-forth going, make sure the employee knows it’s all right for them to truly say what they think, especially in terms of what they think went well or needs improvement. Make it an opportunity for them to give constructive criticism as well as receiving it and that they won’t suffer repercussions for speaking their minds.
Let the employee lead. You want to speak for less than half of the time; ask open-ended questions that let them take the lead.
Accentuate the positive… Make sure to tell the person what they’ve done well and improved upon since the last review.
…But don’t ignore the negative. If an employee has gotten off track or started patterns of behavior that negatively affect their work and/or those around them, make sure to bring it up and work with them on a plan to improve. As a side note, should severe problems arise, don’t wait until the performance review: Deal with them immediately and look over what changes have occurred during the review.
End the review with mutual understanding. Before you leave, make sure that each of you knows the expectations moving forward, as well as a clear picture of overall performance, strengths and weaknesses, and goals and objectives. Each person should walk out feeling clear about how best to move forward.
Review the process afterward. Take some time, by yourself and with members of HR, to go over what you feel went well and what you might change for next time. You may even want to solicit anonymous employee feedback so the experience can become even more valuable for next time.

Performance reviews can act as a valuable part of an employee’s tenure and a terrific way to have a successful team. For help on finding that next valued employee, visit the experts at PrideStaff!

When Your Boss Takes Credit for Your Work

You work hard and are proud of your accomplishments. But what should you do when your boss takes credit for one of them? As one of Phoenix’s top employment agencies, PrideStaff understands it can certainly be a frustrating and disheartening experience. Here are some tips to help you deal with the situation:

Stay calm and don’t lose it.

It’s easy to get emotional when someone takes credit for your work. However, try to stay calm and don’t start bashing your boss to any co-worker who will listen. You never know what kind of relationship they have with your boss and it could get back to them.

Vent to your family and friends.

Instead of venting to your co-workers, turn to a trusted family member or friend to talk about the situation. They might even be able to offer you some fresh perspective and advice on the matter.

Schedule a private conversation with your boss.

Don’t call your boss out on the floor, in front of the whole team. Instead, schedule a private meeting to discuss the situation. This will also give you time to cool down.

Before your meeting, make sure you think through what you’re going to stay. Your work is likely a very personal thing and when someone steals credit, it can be devastating. But instead of getting emotional, aim to stay calm and be clear when talking to your boss. Stick to the facts and the outcome you’d like to achieve.

Keep track of your work going forward.

In the future, start keeping track of all your work and ideas in writing. This way, if you ever need to provide evidence about the claims you’re making, you’ll have evidence to back yourself up.

Start up your job search.

If stealing credit is a pattern of behavior with your boss, the chances of them changing are slim to none. So either apply for an internal position with a new manager, or start putting your resume together and looking for employment elsewhere. There are plenty of supervisors out there who value their employees and give credit where it’s due.

If you need help finding a new boss – and a new job, call the experts at PrideStaff.

As one of Phoenix’s top employment agencies, we can give you the inside scoop on getting hired at some of the city’s best companies, as well as connect you with jobs often not advertised. To learn more, contact PrideStaff today.

The Top Three Resources For Job Seekers from 2017

It seems a little crazy that 2017 is already coming to a close, but it’s almost time to welcome the new year. If your goals for 2018 involve landing a great new job, consider reaching out toone of the local temp agencies. Las Vegas has so many fantastic career opportunities to offer, and a recruiter can help polish you into the most competitive candidate for the job.

PrideStaff Las Vegas is committed to helping talented professionals like you achieve career satisfaction. On a monthly basis, we share multiple tips to assist with your ascent up the ladder. Here’s a look at our three most popular job seeker blog posts from 2017.

Looking for a New Job? Make Sure You’re a Good Fit With the Company Culture

Finding a new job that fits both your skills and personality isn’t easy, but waiting to find one that does is well worth the time and effort. If you don’t mesh with the culture of your new employer, you won’t be happy and you probably won’t last long in the position. This article covers seven questions to ask to learn as much as possible about a company’s culture during the interview phase, so you can make an informed decision as to whether or not it’s the right place for you.

Key Actions to Take When Your Job Search Isn’t Producing Results

It’s beyond discouraging to put your all into a job search only to get nowhere fast. When you’re unemployed or very eager to leave your current job, each day of hearing crickets can leave you feeling stressed and hopeless. While you can’t expect the perfect job to land in your lap overnight, there are several steps you can take to make yourself stand out from the crowd. Learn three ways to fine-tune your strategy and jumpstart your job search.

How Can You Make Your Time at Work Productive When You’re Not Particularly Busy?

Some days at work are really hectic, while others are really not. If you haven’t even made it to lunch without becoming bored, you could be in for a long day — but it doesn’t have to go that way. Your day can be as productive as you choose to make it. This article shares four constructive actions to take, so you can leave the office feeling accomplished at the end of the day.

Get Your Dream Job in 2018

If getting a new job is one of your resolutions for the new year, team up with PrideStaff Las Vegas. We offer access to some of the best career opportunities in Clark County, many of which aren’t advertised publicly. Contact us today to create a plan to bring your career ambitions to life in 2018.

How to Resolve Conflict in the Workplace

Workplace conflict is inevitable.

In some cases, conflict is actually normal and healthy. Experts have found that the most effective teams are those in which members feel safe enough to “agree to disagree” with one another.

But, as noted by organizational psychologist Michael Woodward, “Unhealthy conflict is when it becomes personal and emotional. Then, your judgment gets clouded.”

As a leader, that’s when you need to step in and mediate. Your responsibility is to foster a work environment that consistently enables people to succeed and thrive, not feel threatened by conflict.

Conflict Affects Everyone Involved

Ignoring workplace conflict is costly. Unresolved, it festers under the surface and eventually reemerges, stronger and more potentially damaging than ever. It affects everyone in a department, team or working group – not just the employees who are directly involved. Stress is rampant; people feel like they’re walking on eggshells. They may take sides, resulting in widespread divisiveness.

How to Douse the Fire

Here are some guidelines to mediating and helping employees to resolve conflicts:

Meet with the antagonists together. Set ground rules that require both parties to treat each other with mutual respect, as well as to listen and try to understand each other’s views.
Let people know you will not take a side. Encourage them to tackle conflict resolution proactively, as adults. But be clear in stating if they are unable to do this, you will be forced to take disciplinary action.
Practice active listening. This goes for you, as well as for the involved employees. Ask each participant to describe the conflict, including desired changes. Direct them to use “I” statements, versus “you” statements. Have them focus on specific behaviors and problems, rather than people. Coach them to wait for their turn to talk, and ask them to restate what others have said. This ensures mutual understanding.
Brainstorm solutions. Discuss all the options in a positive manner. Rule out any that participants agree are not workable. Summarize all possible options for a solution, and then make sure both parties agree on next steps.
Close the meeting on a positive note. Have employees shake hands, apologize and thank each other for working to resolve the conflict.

Conflict resolution can be one of the touchiest communication situations to master as a workplace leader. For additional resources, guidance and training, turn to the workforce development experts at PrideStaff Modesto. Read our related posts or contact us today to learn more.

Getting Ready for 2018. Three Ways to Make This Your Best Year for Your Career

The new year is upon us, so it’s time to start figuring out what you’re going to do in the next 12 months to make it the best one yet for your career. Success takes careful planning and hard work, but achieving your goals makes it all worthwhile.

As one of the leading temp agencies in Las Vegas, PrideStaff Las Vegas knows you can’t get to the top unless you’re willing to put in the time and effort. Use these three tips to take your career to new heights in 2018.

Boost Your Resume

The most in-demand jobs receive a lot of interest, so if you want to get noticed, you need to stand out from the crowd. Take an honest look at your resume to see where you’re lacking, because it’s usually the first impression you’ll make on potential employers.

If you find you need to strengthen a few skills or gain a little more experience in certain areas, now is the time to do it. Go back to school, take on a volunteer role or launch a side project that will strengthen your resume and allow you to become a competitive candidate.

Make New Connections

Who you know can get you far in business, so make a point to start networking more in the new year. Join a professional association with a chapter in Las Vegas or use sites like Meetup to find networking groups that hold regular events. You never know who you’ll meet at an event, and it could be someone who can help you find your dream job. Set a minimum number of events you’ll attend per week or month to hold yourself accountable for getting out there.

Partner With a Recruiter

Steering a job search is hard work, so team up with a recruiter. They’ll help you figure out where you’re headed, polish you into a competitive candidate, introduce you to their contacts, assist with interview prep and so much more. The best part is, any recruiter worth your time won’t charge you a dime, as companies are the ones who foot the bill for their services. If you can get career-propelling assistance for free, it doesn’t make sense to pass it up.

Make Your Career Goals Happen in 2018

Ready to make some major changes to your professional life in the new year? PrideStaff Las Vegas wants to help you succeed. Contact us today to find out how we can guide your ascent to the top!