What to Do When an Employee Makes a Serious Mistake on the Job

As one of the leading recruiting firms in Phoenix, PrideStaff knows every employee is going to make mistakes. It’s a reality you have to accept. However, not all mistakes are equal. Some are no big deal or can be chalked up to learning experiences, while others have serious ramifications.

If you have an employee who had a big screw up – one you need to ensure never happens again – what can you do? Here are four tips to follow:

Tip #1: Get the facts on the situation.
Don’t blow up at your employee. That will simply put them on the defensive. Instead, try to find out exactly what went wrong and why just by asking, “what happened?” Was there an issue with communication, or lack of training on a certain matter?

Ask questions without judgment so you can get to the source of the problem. You might find out the real problem is rooted in something totally outside the employee’s control. Also, keep in mind, you shouldn’t be focusing too much on placing blame; focus instead on solving the problem and making sure it doesn’t happen again.

Tip #2: Discuss what you expected.
Don’t just point out what the employee did wrong; explain to them what you think they should have done and why. If they don’t have a clear roadmap to follow going forward, it’s going to be hard for them to do a better job next time.

Tip #3: Put the proper checks in place.
Whether fault lies with the employee or somewhere else, you need to ensure the mistake doesn’t happen again. How you do that depends on your unique situation, but it might be a matter of making sure a supervisor signs off on all work in the future. Or requiring extra training for certain processes or procedures.

Tip #4: Communicate about consequences.
Make sure your employee is taking the situation seriously. If they’re not, and this mistake is just another in a long line of missteps, then you need to have a talk about the bigger picture – and the pattern of mistakes – as well as the consequences.

Your employees are human. That means they’re going to make mistakes. However, by following the tips above, you can ensure you treat them with respect, while still holding them accountable.

Do you need help replacing mistake makers with top performers?

Call PrideStaff.  As one of the leading recruiting firms in Phoenix, we can give you access to highly qualified, dependable professionals for a variety of positions. Get the people you need, where and when you need them! Contact PrideStaff today to learn more about how we can help you.

3 Reasons to Encourage Your Employees to Use Their Vacation Time

Some employees enjoy taking vacations so much, they’re willing to buy an extra week or two, but everyone doesn’t function that way. In fact, a 2015 study commissioned by the U.S. Travel Association determined the average worker leaves nearly five vacation days — an entire week — per year untouched, resulting in nearly $52.4 billion in lost benefits per year.

On the surface, it may seem great to have staff members so committed to their jobs, they voluntarily forfeit vacation days, but dig a little deeper and you’ll realize this actually isn’t a good thing. Unlike machines, your employees can’t work non-stop and continue to produce high-quality output. If you want them to do their very best work, you must gently-yet-firmly encourage each and every person on your team to use all of their paid time off.

3 Advantages of Taking a Vacation

It doesn’t matter if they escape to a tropical island or enjoy a staycation at home, your employees need a vacation to realize these three benefits.

Recharge and Refocus

Even the most resilient people have limits and can only work so hard before experiencing burnout. Productivity levels suffer when employees are so mentally and physically exhausted they can’t think straight. Taking a vacation allows them to relax their minds and recharge their batteries, so they come back refreshed and ready to tackle their workload with a new perspective.

Stay Healthy

Working all the time can cause serious health problems. A study of 13,000 middle-aged men, conducted by researchers at the State University of New York, found those who didn’t take a vacation for five consecutive years were 30% more likely to have a heart attack than their peers who vacationed for at least one week annually.

Enhance Creativity

Simply put, fatigue stifles creativity. It’s difficult — if not impossible — for an employee to come up with new ideas when overworked and stuck in a rut. People feel alive when they experience new things, which reignites their imagination and sense of originality. When life becomes too mundane, it’s hard to see the big picture, but one’s vision becomes much clearer when they switch up their routine.

Need Help Finding the Right New Hire?

PrideStaff Las Vegas is here to assist. We offer temporary, temp-to-hire and direct hiring recruiting for a wide-range of industries. Contact us today to learn more!

Four Things You Must Share on Your New Hire’s First Day

Whether it’s your first day of kindergarten or your first day at a new job, there’s that same feeling of excitement and a little fear of the unfamiliar. Remember that feeling as you walk new hires through their first day and do what you can to alleviate the fear. In particular, these four tips go over some of the essentials you should cover with all new hires at the very beginning of the onboarding process to make for a smooth transition and a warm welcome.

1. Go over the endgame.

If you want an employee to get off to a quick start, they need to know what they’re working toward. Review the company’s goals, both short and long term, and what they will do to help meet them, focusing on how their skills and talents (after all, you did hire them over everyone else). Discuss the company’s history and where it’s come from, as well as where it’s going and what excites you about the process; this will help get new employees invested, as well. 

2. Get them on the team.

Part of the first day includes feeling like an outsider – do what you can to alleviate this feeling for your new hire on Day 1. Let them know you have on-the-job training available so they feel like you’re invested in their advancement. Give them some company swag and have a mentor or fellow employee tell them about the unwritten rules that don’t make it into the handbook (wearing local team gear on opening day of baseball season, never leave dirty dishes in the sink, offer to bake something for Birthday Month, etc.). Do what you can to make them feel included.

3. Make it comfortable.

Start by giving the new employee a clear workspace without a lot of clutter, then move on to a tour of the office so they get a sense of the layout. As you go along, introduce them to fellow employees, noting that sometimes they make helpful markers to remember where things are. In general, don’t throw everything at the employee at once; as with any project, breaking it down into chunks will allow a new employee to get trained more thoroughly and a manager to give more immediate feedback. 

4. Invite questions.

Of course any new employee, no matter how confident or qualified, will have questions. Make sure he knows that you encourage them, and let them know a few key point people who can help with specific areas. The new employee who can easily get a handle on the most important information will have a consistent knowledge base, which makes for a stronger company culture.

As you bring on new employees, do what you can to get them acclimated and working as a valued team member. To find your next great employee, visit PrideStaff.

Did Your Top Performers Plateau?

What do you do when your previously high-performing employees hit a plateau?

This is not an uncommon occurrence – and it could be due to any number of contributing factors. But it is a problem. As a business leader, you work constantly to exceed previous results, and you need everyone pulling in the same direction for that to succeed.

Why Employees Plateau

There are a number of reasons why employees level off in terms of their performance. If you recognize them, you can nip the problem in the bud, before a situation regresses to the point of lost morale or lower productivity.

Plateauing may result from:

• Management shortfalls: Your managers may lack the necessary communication skills to provide their employees with proper feedback or direction. If they invoke fear in their team members, they may find that the work gets done, but only at a bare minimal level as they drain positivity and satisfaction from their people. Hint: They may not even realize they’re doing it!
• Lack of motivation: Employees who perform the same duties day in and day out or are constantly assigned to projects that require little thought or creativity, may plateau as a result. Be alert for any stagnation that may creep into your workforce.
• Absence of rewards: Without recognition for a well done, employees can quickly become frustrated. This causes them to exert less and less effort as time goes by. You can incite people to work harder – and happier – through rewards and perks such as higher pay, added benefits, promotions or paid time off.
• External factors: Reasons completely unrelated to work; for example, family or health issues, also can lead to plateaus. Be sure to offer support and assistance as needed to help a person get back on track.

How to Help

Here are some tips to help your employees move past their plateaus and resume contributing to and finding enjoyment in their work. Chances are, they’ll appreciate the change as much as you do.

• Understand why people plateau. Help employees realize that it’s a normal occurrence. Honest feedback from you sends a clear signal that their activities are important and that you are prepared to provide support.
• Devise a new project for an employee. This shows your trust and provides the spark they need to get up to speed again. Since plateaued employees often are bored, make sure then are given useful responsibilities. Avoid assigning busy work that is clearly beneath them, just to keep them occupied.
• Change your organizational structure. Modify it to make it more horizontal, and establish additional responsible positions. In doing so, consider lateral promotions. If workers have little chance of advancement in one area, they may be more valuable in another.
• Seek the input of plateaued employees. Discuss how their job might be made more stimulating.
• Provide counseling. This will help individuals overcome any personal or professional crises that contribute to their situation.

The workforce development team at PrideStaff Modesto can help as you implement a process to reverse employee plateaus – and spot these and other performance issues at the earliest possible stage. Read our related posts or contact us today to learn more.

[Video] PrideStaff Las Vegas – 2016 Veteran Owned Business of the Year

“PrideStaff is successful because it is a company extremely focused on values. What we believe is that we should consistently provide services that our customers are asking for. So if a customer says that they’d like to do something, what some companies do is they’ll say we cant’ do that. Our philosophy is well let’s find a way to do it. It’s really coming up with that type of value add that clients and employees have come to expect.” – Bob Daniel

The Myth of the Perfect Job Candidate

In this season of elections, many people are searching for the perfect candidate – that one individual who aligns perfectly with their values, ideals, and vision for the future. However, that person doesn’t exist.

The same holds true for job candidates. You can post and repost job ads, network every chance you get, and scrutinize LinkedIn profiles for weeks. But in the end, if you’re searching for perfection, you’re going to come up empty-handed.

What’s worse is that your quest for perfection could be slowing down your hiring process. As a result, really great candidates – ones who are highly skilled, hard working, and full of potential – might get discouraged and move onto other companies that are extending offers faster. Once it comes down to crunch time when you must make a hiring decision, your top picks could be long gone.

So how can you hire job candidates who are terrific, tremendous and top-notch – they just might not be perfect? Here are 3 quick tips to help you:

Tip #1: Evaluate the job.

Before you can find the right person for the job, it’s important to fully understand and define the role. In other words: What hard skills are an absolute must-have for the position and which are nice to have? What personality traits are important for success? What are your goals and expectations for the new hire in the first 90 days and six months on the job? How will their success be measured?

Tip #2: Always interview at least three people for the position.

Even if you like the first person you interview immediately, it’s important to have a basis for comparison. Keep in mind: the more people you interview, the greater selection of choices you will have when it comes time to make a hiring decision. So don’t sell yourself short by only interviewing one or two people.

Tip #3: Get second opinions.

Even if you’re sure about a candidate, ask for other people on your team to interview him or her. These should be people who are qualified to evaluate a candidate’s skill level or who would be working alongside the candidate. They may ask questions you didn’t think of and uncover valuable information, as a result.

At the end of the day, hiring a new employee is a major investment. There’s a lot at stake, so you want to take the time to make sure you hire well. That said, don’t let a perfectionist mentality hinder you and leave you unable to hire because you can’t find the perfect candidate. Remember, there’s no such thing.

Would you like more help hiring top people for your team?

Call PrideStaff.  As one of the leading staffing agencies in Phoenix, we can give you access to highly qualified professionals for temporary, temp-to-hire and direct hire positions. Get the people you need, where and when you need them! Contact PrideStaff today to learn more about how we can help you.

Don’t Gamble on Your Team…Hire Better Employees by Partnering with PrideStaff Las Vegas

Finding the right person for the job is rarely easy — especially when your staffing responsibilities are competing with many other priorities. If you’re having trouble finding the best and brightest employees in the Clark County area, consider joining forces with PrideStaff Las Vegas. As one of the region’s premiere staffing agencies, we offer a number of value-added services designed to make your company stronger than ever.

4 Reasons to Partner with PrideStaff Las Vegas

Not quite convinced you need a staffing partner? Learn four benefits you’ll enjoy by partnering with us.

Fill Open Positions Fast.

If business suddenly surges or an employee abruptly quits, you need someone to fill the gap immediately. Trying to find a great fit on your own will likely take weeks — at best — but we can fill the position for you immediately. Our firm maintains a carefully cultivated talent pool filled with local professionals eager to get started at your company right away.

Gain Access to Passive Job Seekers.

When you post open positions on job boards, they’re only seen by those actively seeking new opportunities. Many of these people are amazing, but we also offer access to passive job seekers. Our network includes gainfully employed, highly-skilled professionals who are willing to make a career move if they’re presented with the right opportunity, but aren’t actively searching on their own.

Get Talent When You Need It.

There’s no need to hire a full-time employee if they’re only needed on staff sometimes. We offer a variety of employment solutions — temporary, temp-to-hire and direct hire — to help you cut costs by only keeping people on your payroll when necessary.

Eliminate the Uncertainty of Hiring Decisions.

No matter how carefully you vet a candidate, there’s never a guarantee they’ll live up to your expectations. When you partner with us, we take full responsibility for every candidate we recommended, so if you’re not fully satisfied, we’ll find a replacement at no charge. Enjoy this unique opportunity for no-risk hiring!

Stop Gambling On Your Company’s Future

As the boss, you make a lot of important decisions on behalf of your company each day, but none are as crucial as choosing the right people to join your team. Partner with PrideStaff Las Vegas to take the guesswork out of hiring.

The Right Way to Answer “What’s Your Current Salary?” in an Interview

As you prepare for interviews, you want to have answers ready for any questions they ask. But sometimes the questions get a little sticky and, as some feel, a little invasive. One primary example involves an interviewer asking about your current salary, which often does come up. But there’s a way to both answer the question and maintain your privacy simultaneously.

You are under no obligations.

No matter what an application or interviewer might say, you have no requirement to tell what you currently make, nor is any interviewer entitled to that information. Think of it this way: If they don’t have to tell you the salary of the person currently holding/who just vacated the position, you don’t have to tell what you make, either.

Salary as a negotiating point.

Recruiters often use salary knowledge as an advantage to tell how much they’ll offer. Specifically, if they know how much you make, they’ll use that as a starting point (or something just a bit higher) for your salary even if your experience indicates that you should earn more. Gone are the days when employers held all of the cards; you can negotiate as well.

 Suggested responses.

1. Recruiters may indicate that they can’t properly represent you to the company if they don’t know your salary; tell them you understand if they can’t represent you and offer up only your target salary. Don’t allow anyone to “hold you hostage” to giving up salary information if you don’t want to.
2. If a recruiter makes the point that other candidates have told their salaries, calmly say that you appreciate their position, and if they have an overabundance of qualified candidates, you’ll move on. If they’re recruiting you, you have a position of power. Keep your responses respectful but firm.
3. If, in response to your target salary, the recruiter asks how he knows if you deserve that much without knowing your previous salary, tell him you’ll happily answer any questions about your qualifications and background to prove that you’re worth your desired amount.
4. Say a recruiter tells you his client demands to know previous salaries. You can point out again that you understand, but that of course the recruiter knows which are the most qualified candidates and worthy of certain salaries. He can also point out to his client that this question is no longer standard, and it alienates qualified candidates when they feel pushed or not trusted.

Stick to your guns when the salary question comes up, and keep a calm tone when offering your target salary instead. And the more you practice your answers, the better off you’ll sound if the question arises. To get pointers on this or any interview questions, visit PrideStaff.

The #1 Mistake New Managers Make

You’re the boss now. You should be giving help, not asking for it, right?

Wrong. Managers – especially new ones – need all the help they can get. But for some, asking for assistance feels like admitting a weakness. Keep in mind: As a manager, you’re not supposed to have all the answers, even if you have superb leadership skills. So if you’re unsure about how to handle a situation, or what step to take next, ask for help.

Here’s why:

• Asking for help demonstrates confidence. It shows you are secure enough in your skills and abilities that you’re not threatened by asking for guidance.
• It can save you time or from making a big mistake. When you ask for assistance before making a move, it can also open your eyes to a new perspective you hadn’t thought of before.
• You’re setting a good example. By asking for help, you’re showing employees it’s ok to do so. When they ask for assistance, it can improve their individual performance, as well as the team’s.

Sometimes, you should try to resolve a problem on your own. But if you’re wasting hours and getting nowhere, then it’s time to ask for help. Here are a few different ways to do it:

• “I’m dealing with a situation and wanted to see if I could run it by you.”
• “I’m in charge of ABC project and am stuck on B part of it. Can you take a look at what I’ve come up with so far?”
• “I really want to do task X better. Do you have five minutes so I can pick your brain?”
• “What would you do if you were in my place?”

If you’re new to management, it can be easy to feel like you’re in over your head. In fact, many companies promote employees into management positions without offering training necessary to perform well in their new roles. So you’re certainly not alone.

But as the manager, it’s up to you to make the best decisions. If there’s an area you’re struggling with or need some guidance, don’t be afraid to reach out and ask for help. The answers you get may take you in an unexpected direction or help you see a difficult situation in a different light. Either way, asking for help will help you make the right choices for your team.

Does one of the areas you need help with involve recruiting and hiring top performers for your team?

Call PrideStaff. As one of the leading staffing agencies in Tempe, we can give you access to highly qualified professionals for temporary, temp-to-hire and direct hire positions. Get the people you need, where and when you need them! Contact PrideStaff today to learn more about how we can help you.

Are Your Tattoos Costing You a Potential Job?

For many, tattoos are a fun form of self-expression. In fact, a total of 21% of adults — one in five — has at least one tattoo, according to a 2012 Harris Interactive poll. As rewarding as it can be to use your body as a canvas, if you have a tattoo, you’ve probably realized this doesn’t make the best impression on many employers.

Now that you’re looking for a new job, it may be wise to re-think how you display your body art to potential employers. Learn a few ideas to take into consideration as you begin this exciting new chapter.

3 Tips to Stop Letting Your Tattoos Ruin Your Career

Keep Them Covered

If your tattoos are relatively easy to hide, strategically choose your clothing to cover them up. For example, if you have a tattoo on your forearm, wear long-sleeved shirts or if you’ve inked your leg, avoid wearing shorts, dresses, and skirts that would put it on display. If you’re careful about your choice of clothing, none of your colleagues will ever know your little secret — and you can still enjoy showing it off during your off-hours.

Consider Surgical Removal

Sometimes getting a tattoo seems like a great idea, but when the moment passes, you realize it was a mistake. If this is how you’re feeling, consider having your ink surgically removed — especially if it’s not easy to cover up. The removal process is a significant time and financial investment, but the ability to stop worrying about covering up a tattoo you don’t want will be well worth it.

Wear Them With Pride

Nothing is more important than your happiness, so if you’re really proud of your tattoos and don’t want to or can’t easily hide them, stop worrying about them. The kind of company that would judge you for having tattoos wouldn’t be the right cultural fit for you anyway, so tailor your job search towards open-minded organizations that focus on what you have to offer the team — not your appearance.

Don’t Settle for Anything Less Than Your Dream Job

You’re a talented professional that any employer would be lucky to have on their team, so don’t stop searching until you’ve found the right fit. PrideStaff Las Vegas offers temporary, temp-to-hire and direct hire opportunities with some of the best employers in the area. Contact us today to discuss your future!