What Management Tips Can We Learn from Cirque Du Soleil

3 Cirque du Soleil has been a highlight of the Las Vegas Strip for more than 20 years. In total, more than 160 million people have seen the company’s shows since it was founded in 1984 — and nearly 15 million in 2015 alone.

Most people think of Cirque as an incredibly talented group of performers, but it’s actually a thriving company. More than 4,000 employees are employed by the organization worldwide, in over 100 different occupations. Clearly, the management team is doing something very right, so take a closer look to see if any of their practices can be applied at your company.

3 Cirque du Soleil Management Tips That Can Benefit Your Team

Be Open to Change

If you’ve ever seen the same Cirque show more than once, you know the performers are constantly adding in new tricks and moves to keep the audience engaged. Your employees probably aren’t doing flips and hanging from the ceiling, but being open to new ways of doing things can also benefit your company. Whether you’re making updates to a product or improving an internal process, a willingness to take a fresh approach can make a huge difference.

Encourage Employee Growth

Cirque performers spend hours each day rehearsing and performing, which can really take a toll on their bodies. To avoid injury and stay in peak physical condition, they must maintain a rigorous off-stage exercise schedule. The company provides performers with a number of training benefits, including individual and group strength and conditioning programs, rehabilitative and injury prevention therapy, wellness education and exercise therapies.

Model this by providing your team with regular opportunities to sharpen their existing skills and learn new ones. Encouraging employees to achieve personal growth directly benefits your company, because they’ll apply their newfound abilities to their work.

Don’t Be Afraid to Take Risks

Cirque wouldn’t be so successful if the company wasn’t afraid to take risks. Most shows have been wildly successful, but some like “Iris” and “Viva Elvis,” weren’t as well-received. Management learned from these mistakes and moved on. Each new show is a risk, but one that’s well worth taking.

Entering uncertain territory can be frightening, but if you want your company to be a lasting success, you have to be willing to take risks. Accept the fact that things won’t always go as planned and learn to break out of your comfort zone.

Optimize Your Hiring Process

Finding top talent isn’t easy, but the future of your company depends on it. Partner with PrideStaff Las Vegas to gain access to a vast network of skilled candidates who are ready to fill your temporary, temp-to-hire and direct hire positions.

PrideStaff Las Vegas to Provide Employee Support to MGM Resorts International

MGM Resorts International will outsource staffing for the company’s three Las Vegas arenas/events centers as part of the overall review of the casino operator’s business areas.

The company is bringing in four vendors to manage various jobs with the Mandalay Bay Events Center, the MGM Grand Garden and the new T-Mobile Arena.

MGM spokesman Clark Dumont said in an email having a third-party vendor provides steadier work scheduling for employees.

“Vendor scheduling systems allow more flexibility to address the peaks and valleys of staffing demand in the event business,” Dumont said. “In addition, the partner vendors will work events at multiple arena venues, so more opportunities for workers to not only be confined to working at one arena, but to also cross-train to work on events at other MGM Resorts’ arenas and potentially other venues citywide.”

Dumont said 300 jobs — all nonunion positions — are involved in the changes. He said having all three arenas standardized under the same vendors promotes and achieves flexibility, better coordination and efficiency in staffing.

The four vendors are We Serve, which will oversee all ushers and ticket takers; Rhino, which will oversee the MGM Grand Garden’s stagehands and riggers; 3G, which will oversee the stagehands and riggers for the Mandalay Bay Events Center and T-Mobile Arena; and PrideStaff, which will handle all conversion technicians.

Employees have the opportunity to apply with the new vendors, as well as applying for other positions within MGM Resorts.

MGM, which operates nine resorts on the Strip, is completing a “profit growth initiative” that is expected increase annual cash flow some $300 million by 2017.

Last month, MGM said it was implementing a $90 million strategy to improve its valet and self-parking areas, which include construction of $54 million, 3,000 space parking garage behind Excalibur and charging for parking at its Strip casinos starting in April.

The company announced earlier this month it turning over operations of its parking facilities to SP+, a Chicago-based parking facility operator. Some 300 valet parking attendants will be transitioned to the new company but will retain their seniority levels and benefits.

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Originally published on February 10, 2016 by Howard Stutz for Las Vegas Review Journal

Bored at Your Job? It’s Time to Start Looking

For some people, it’s obvious when the time has come to leave a job. For others, it may not be so crystal clear. Boredom at work often falls into the latter category.

You spend too much time at your job to be bored. Constant boredom is a good indication that your future would be brighter somewhere else. All good things must come to an end – and that includes jobs. When you reach these points in your career, then it is better that they happen on your terms. You can move on to something new, as the next natural progression.

What Job Boredom Looks Like

If you’re not learning and growing at work, then you may be better off somewhere else. You are at your best – your most engaged and productive and your happiest – when you are challenged and around new ideas and opportunities.

If your current position is no longer a good fit, certain signs will apply. These include:

  • Loss of passion: You no longer wake up in the morning with a feeling of excitement about going to work. Realistically, not every day will be exciting, but if you no longer love your job, you will never tap your true potential. Every day will seem more of a grind.
  • Stress that negatively impacts your health: Boredom can lead to stress, which can take a toll on you, both physically and mentally. If this happens, then it’s time to get out.
  • Slumping performance: If your boredom is resulting in lower productivity, even though you are more than capable of performing your job tasks, then you probably want to start looking for something new.

Or, you may simply have outgrown your job. There is no further opportunity for advancement. You seem to perform the same tasks day in and day out with no chance for further growth, even though you crave more.

What to Do About It

Once you realize it may be time to leave your job, begin by setting goals and defining what you are looking for in terms of responsibility, culture, compensation and benefits.

  • Consider your options. Can you quit and concentrate solely on looking for a new position, or do you need to search while still at your current job? Define what your “better” or “ideal” job would look like. For instance, ask yourself whether you want to stay in your current field or explore a change.
  • Create a time line. Set deadlines for finding another position and making your exit.
  • Have a game plan. Come up with two lists. The first should be focused on how you will go about leaving your job; for example, giving notice, who you need to tell and when, and whether or not you want to be accessible after you’re gone for lingering questions. The second should zero in on what you need to do to find your next job, including the possibility of working with a specialized, professional recruiter.

As you develop and achieve your ongoing career goals, get to know PrideStaff Modesto – and learn how our recruiters can help you find the right job for you. Don’t be bored … be fulfilled, happy, and the best employee and person you can be. Contact us today to learn more.

 

Should You Offer Paid Internships?

Qualified interns are a tremendous asset to your company. They bring fresh ideas, they spread the word about your business to their friends and contacts, and often, they turn into solid full-time hires down the road.

But, the question remains: Should you pay your interns?

You don’t want to be perceived as “cheap,” but for many interns, the experience they gain and the professional contacts they make is more than enough. They don’t expect a paycheck in addition to these benefits.

Whether or not to offer your interns paid compensation is not an easy decision. There are moral, legal and ethical considerations involved. Ultimately, you must do whatever is best for your business.

The Law

The legal climate around the use of interns has changed in recent years. Lawsuits have drawn attention to the Fair Labor Standards Act (FLSA), which dictates if and when interns need to be financially compensated for their work.

  • FLSA criteria determines whether someone is a trainee or an employee. The difference between the two is that employees must be paid at least minimum wage – even if you also offer college credit. It all boils down to providing skills and opportunities for your interns, if you can’t or don’t want to pay them.
  • If your intern is contributing to your revenue, then they need to be paid. Anything beyond a generous, educational mentor/mentee relationship requires financial compensation. The only exception is volunteers at nonprofit organizations.

A Paid Intern Is a Happy Intern

Research has shown that paid interns are more likely to convert to full-time hires and to stay with an organization than their uncompensated counterparts.

  • Happy interns are productive. They tend to be more excited to come to work, contribute, and put forth their best efforts. And by paying, you will likely get interns who are more flexible with their time, as they may not have to rush to paying jobs in order to make ends meet.
  • Boost your reputation as an employer. Satisfied interns will spread the word, quickly becoming promising brand ambassadors. They will sell your company and culture to their friends, who may one day be prospective hires.

What If You Can’t Afford It?

You may see the upside to paying interns, but your bottom line remains firm: You simply cannot afford to pay them. Now what?

  • Clearly communicate how they will benefit from their intern experience. Interns have the opportunity to get ahead of the learning curve, even before they enter the workforce. They can make contacts who will stick with them throughout their careers.
  • Make it happen. Interns who are not in it for the money are more likely to be sincerely dedicated and eager to keep learning. Educate them continuously on the skills they will master and the professional network they will establish. Be sure to follow through. Your relationship with your interns needs to be mutually beneficial.

As you make critical staffing decisions – including whether or not to add former interns to your team – consider partnering with the expert recruitment and retention team at PrideStaff Modesto. We’ll develop a staffing strategy that works for you today, tomorrow, and for the future success of your business.

Are Your Morning Habits Ruining Your Chances at Being Productive?

5 If you have a hard time getting started each day, poor morning habits might be to blame. The things you do right after waking up set the tone for the rest of the day, so you must make wise choices. You may not realize it, but some of the morning rituals you’ve grown accustomed to may actually be a huge deterrent to your success, so learn what you need to do to turn things around.

4 Habits to Boost Your Morning Productivity

Trade your current morning rituals in for these healthy habits and watch your total output rise.

Drink Your Morning Coffee Later.

You probably think your early morning cup of coffee is the only thing that keeps you from falling back to sleep, but the opposite is actually true. Researchers have found that the body releases cortisol — the hormone that controls your circadian clock and makes you feel awake — from 8 a.m. to 9 a.m. Caffeine in your system disrupts cortisol production, so it’s best to wait to drink your first cup until at least 9:30 a.m.

Create a Plan for the Day.

It’s hard to accomplish anything when you live life flying by the seat of your pants. When you don’t have a plan in place for the day, you’re not holding yourself accountable for getting any work done, which is probably why your productivity levels are low. Change this by spending a few minutes each morning writing a to-do list for the day. It’s much easier to focus when you know exactly what you should be working on.

Get Up Earlier.

If you habitually hit the snooze button five times before getting out of bed and are consequently late for work, it’s time to make a change. It’s impossible to arrive at the office relaxed, energized and ready to focus when you’ve already had a stressful morning — and you’ve only been awake for 20 minutes. Make the snooze button a thing of the past by putting your alarm clock across the room, so you’re finally forced to get up on time.

Start Eating Breakfast.

Breakfast is the most important meal of the day for many reasons. Taking the time to eat a morning meal can improve your concentration and performance levels, because it’s impossible to focus when you’re hungry. Start incorporating a healthy breakfast — such as oatmeal, egg whites or Greek yogurt — into your morning and watch your energy levels soar.

Finding a great new job can be an enormous challenge. Contact PrideStaff Las Vegas to make your job search a success. Gain access to a broad range of full-time and temporary positions with some of the area’s leading employers.

Let Your Cookie-Cutter Company Culture Crumble

You may well know and believe that company culture can have a strong impact on workers, including their satisfaction with the job, which can have a significant ripple effect (turnover, recommending the company to others, etc.). When you look at really successful companies such as Google and Zappos and their “unconventional” culture, you may feel tempted to recreate it — after all, it works so well for them, why not you? But you have to create your own; simply repeating what others have done without understanding the rationale behind it doesn’t usually work. So how do you utilize successful company culture ideas but still retain your company’s identity?

Stand by what you say you’ll do.

If you say you want an office culture with an open-door policy, you have to live up to that. You cannot create a positive company culture without integrity. Employees who consider their companies ethical and trustworthy always perform better. So if you fill a breakroom with foosball tables and comfortable chairs to imply a place of relaxation but never give employees a chance to use it, or make them feel they’d get in trouble if they did, you’re not creating a culture true to you. Figure out what you want as your company culture and take steps to make that actually happen.

Seek out opinions.

The employer who attempts to create a culture without getting input from his employees may find he’s done something that nobody wants. It’s like the relative who buys you the gift he thinks you want without asking you about your interests. Considering a Gallup poll discovered that 70 percent of employees feel disengaged at work, getting employee input on what they’d like to see as part of the company culture goes a long way toward getting them invested and connected to the company. And that helps create a successful culture.

The size of your company matters.

What works for building company culture in a small company may not work in a larger one, unless you consider scalability. All-staff meetings work well with a company of fifteen; in a larger company, this is where the managers come in: They can have small meetings with their team to discuss issues and ideas. Figure out your standards early and keep them consistent as new people come on board; as always, consistency is key to building culture and trust.

When figuring out your company culture, see what will work best for you. Avoid the gimmicks and stay true to your ideals. For help creating a strong culture, get help from PrideStaff.

5 Signs It’s Time to Make a Career Move

This Valentine’s Day, have you lost that loving feeling for your job? If you have, here are five signs to tell whether the situation is fleeting, or here to stay:

#1: You’re not challenged.

If you’ve been performing the same tasks and duties day in and out for years then it’s no wonder that you’re bored.

What to do: Before you jump ship, ask your boss about taking on more challenging assignments. If you don’t have the right skills or experience, ask what you need to do in order to move up in the company. The right opportunity may be under your nose – at your current employer. But it’s up to you to go after it.

#2: The company has been bought out, or they’re restructuring and laying people off.

After multiple rounds of layoffs, you’re still standing. That’s the good news. The bad news is that you never know if, or when, your job will end up on the chopping block.

What to do: Even if you don’t get laid off, chances are you’ll wind up doing the job of two or three people. If you’re in this situation, it’s a good idea to dust off your resume, polish it up, and start putting out feelers about new job opportunities.

#3: Your stress level is through the roof.

Everyone goes through stressful times at work. However, if you’re in crisis mode every single day – and shouldering an enormous amount of pressure – then you will eventually burn out.

What to do: Talk to your boss about your workload. Give him or her specific examples of areas where you’re stretched too thin. Ask for your boss to work with you to prioritize your responsibilities and to delegate less urgent tasks to someone else.

#4: You’re passed over for a promotion…for the third time.

You may get passed over because you don’t have the right credentials to do the job. Or it could be a sign of something more going on at the company. Either way, it’s up to you to find out.

What to do: Schedule time to meet privately with your boss and ask about what you can do to get promoted. The two of you should work together to create a plan of action to help you achieve your career goals at the company. However, if after your meeting, the writing is on the wall that you likely won’t be seeing advancement opportunities anytime soon, then it’s time to look elsewhere to get ahead in your career.

#5: You’re feeling shut out.

If it seems like you’re not being included in meetings, your co-workers or boss are trying to shut you out, or decisions you’ve made are being overturned, then it’s a sign that your work isn’t valued.

What to do: It’s up to you to assess the situation and determine whether or not you want to ask what’s going on, or simply start looking for a new job.

Everyone goes through periods in their careers when they aren’t in love with their jobs. However, if you’re position is truly leading to deep-seated unhappiness, then it’s time to make a move.

If you’d like help with the process, call PrideStaff. As one of the top recruiting agencies in Tempe, we can partner with you to get to know your career goals and needs. We’ll then get to work finding opportunities that are a great fit for you. Contact PrideStaff today to learn more about how we can help you.

 

Should You Consider a Candidate With an Online Degree?

Close to two million students are taking at least one online course offered by a college or university. Between 2002 and 2012, there was an increase of nearly 30 percent in academic institutions that offered online degree programs. Today, the percentage is about 65 percent of all schools. So clearly, online studies are a force to be reckoned with.
Since the likelihood of people getting online degrees has grown so dramatically in recent years, there is a much greater chance that you will have such graduates applying for jobs at your company. Should you give credence to applicants based on whether their academic credentials are traditional or online?

Accreditation is Key

Accredited online degrees should be seen as equally valuable to traditional degrees because these programs must prove the same level of academic standards as their brick-and-mortar peers. Accreditation is a voluntary form of self-regulation and peer review that ensures top quality and educational excellence. As long as you select candidates who have graduated from an accredited online school, hiring these graduates poses no more risk than hiring traditional alums.

Times Have Changed

In the past, there was more skepticism about hiring employees who had earned online degrees. But that “diploma mill” reputation has been all but erased, as long as programs are accredited. More and more prestigious schools, including Stanford, MIT and Duke, now offer online education.
Recent research by the Society for Human Resource Management (SHRM) and others supports this fact. In one survey, 75 percent of employers had embraced the concept of hiring online graduates.
SHRM research likewise showed a growing acceptance of accredited online courses and degrees. In their survey of leading employers:
• 79 percent said they had hired candidates with online degrees.
• 87 percent agreed that online credentials are viewed more favorably than in the past.
• 73 percent agreed or strongly agreed that individual courses taken online were equally credible to traditional coursework.

The Benefits of Online Graduates

Being receptive to online degrees can benefit your business in a number of ways:
• You have a wider, deeper candidate pool. This makes it easier for you to find suitable prospects.
• Online degree holders tend to be more self-disciplined. Remember, they have completed their degree with a minimal level of supervision. Many have done so while still working. This points to high levels of determination and motivation. Their strengths also include the ability to work independently and take initiative, both on day-to-day and long-term bases.
• Job seekers with online degrees need to be computer savvy. They generally can ease into the technical aspects of their jobs more quickly and seamlessly as a result of their educational experience.
• To succeed in an online program, students need a high level of maturity and self-management. This is necessary to manage course requirements. Online work is not “easier.”
Do you need additional assistance, insight and resources as you formulate your hiring plans and make recruiting and HR decisions? Consider partnering with the PrideStaff Modesto team. Read our related posts or contact the lead Modesto staffing agency to learn more.

Fresh Ways to Attract Leading Talent

In some ways, hiring may feel like the NFL draft. Each year, there’s a relatively finite group of athletes to choose from, and certain teams have certain needs; a few need a quarterback, some need quality defensemen, others need offensive tackles. So those teams scout out the top candidates for each position and do what they can to make their team the one their number-one pick wants…and hope that somebody else doesn’t scoop him up first. When it comes to hiring, the situation may feel similar in that there’s a small group of the most talented candidates in each industry, and it’s really the candidate’s choice as to where they choose to go. So how do you make your company the one they want to work for?

Talk yourself up.

Think of the fact that most of us won’t buy something that has earned less than a four-star review or its equivalent. To put it simply, you bring in the talent through your reputation. You’ve always known this, so do what you can to let others know. Ask satisfied clients to give you reviews on LinkedIn or that you can put on your website/in a brochure. Make sure you’re listed favorably on websites such as Glassdoor (top talent shops around, too — it’s not just for the average job seeker). Get recommendations from industry experts that you can share with interested candidates. Make them want to come to you because they know who you are and what you offer.

Consider compensation.

The top candidates know they have some leverage when it comes to discussing salary and other perks; you have to know it and take it into consideration as well when trying to bring them on. Make sure you know what sort of top salaries your competition offers and do what you can to match them. Even if you offer a bit less money but more in benefits, that can give you an edge. If you constantly track compensation trends in your industry and stay current and competitive, the star talent will take notice.

Make perks worthwhile.

To that end, make sure your side benefits don’t seem like a gimmick to bring in the best candidates — they’ll see that coming. Consider offering flexible scheduling, a work choice that resonates particularly with the up-and-coming (and large) group of millennial candidates. You also want to see about putting together a worthwhile health insurance package, easing the stress of many a candidate, and continuing education, which shows you want to give employees the opportunity for lifelong learning.

Offer other services.

Most of today’s younger top talent look at their next employer as a stop on their career path. How long they stay may depend on you. If you offer such services as career coaching, qualification tests, and training courses, you’re demonstrating that you want employees to improve as they work with you; you want to help them improve as they move along that career path. And even if they don’t take advantage of it themselves, often your best candidates will mention it to other potential employees.

Bring the best talent to you by giving them multiple reasons to seek you out, getting that edge on the competition. To get the best players on your team, visit PrideStaff.

PrideStaff Expands With New Staffing and Employment Agency in Bend, OR

PrideStaff, a national staffing organization, is pleased to announce the opening of a new staffing and employment agency in Bend, OR.  The new office will offer a full range of staffing and employment services in a variety of professional and light industrial disciplines serving Bend and Central Oregon.

“Our regional business community is very exciting,” said Matt Ertle, owner of the Bend PrideStaff office.  “My background in Senior Administrative and Operational Management positions, coupled with a family that has been active in the Central Oregon community for over 20 years, has prepared me to help local employers and job seekers.”

“I chose to open a PrideStaff office because PrideStaff’s core values align with my own” continued Ertle.  “At PrideStaff, we focus on highly personalized services by being flexible, dependable and persistent.  We treat people with the respect that they deserve.  I’m grateful that my father, a small business owner in Central Oregon, and mother, a now retired director for a local non-profit organization, both demonstrated these values for me growing up.  I’m happy to be in Bend, with my own family now, and opening a PrideStaff office.”

“We look forward to working with the local communities and have assembled a team with specific backgrounds to effectively service the region,” concluded Ertle.

PrideStaff Bend is located at 2214 NE Division Street, Suite 202.  Visit www.pridestaff.com/bend or call 541-363-8210.

About PrideStaff
PrideStaff was founded in the 1970s as 100 percent company-owned units and began staffing franchising in 1995. They operate over 70 offices in North America to serve over 4,500 clients. PrideStaff is the only commercial staffing firm in the U.S. and Canada with over $100 million in yearly revenue to earn Inavero’s Best of Staffing Diamond Award for both client and talent satisfaction back-to-back. Inavero’s Diamond Award is presented to staffing firms who demonstrate exceptional levels of service for five consecutive years. With over 40 years in the staffing business, headquartered in Fresno, CA, PrideStaff offers the resources and expertise of a national firm with the spirit, dedication and personal service of smaller, entrepreneurial firms. For more information on our services or for franchise information, visit www.pridestaff.com.
PrideStaff’s Mission: Consistently provide client experiences focused on what they value most.