How to Get Your Team Off to a Great Start in 2016

As 2015 comes to a close, it’s always a good idea to evaluate the good, bad, and ugly that occurred throughout the year. After all, if you don’t know what went right – and what areas need improvement – you can’t build on successes and avoid obstacles going forward. With that in mind, here are some tips to help you evaluate 2015, so you can have a great year in 2016 and beyond:

Evaluate your people.

The end of the year is a good time to meet individually with each of your employees and review their performance for the year. Make sure you create an agenda for the meeting and are prepared to discuss both strengths and weaknesses. Also, don’t forget to recognize employees for their achievements. When people feel valued for their contributions, they’ll work hard, stay motivated and inspire those around them.

That said, in general, you shouldn’t be waiting until the year’s end to offer feedback. Going forward in 2016, you should be regularly communicating with your staff about their performance. It doesn’t have to be in a formal setting; you can simply stop by their office for a quick touch-base.

Evaluate your own performance.

Don’t just focus on your employees when it comes to performance. Look at your own accomplishments and failures over the past year and identify the areas that could use some work. Once you do, define a plan to help you boost your performance and leadership abilities.

Learn from mistakes.

Besides your own performance, review projects, tasks and missed opportunities from throughout the year and identify areas that went well – and those that could use improvement. You don’t want to make the same mistakes twice, so it’s important to determine missteps and know how you’re going to avoid them in the future. Don’t forget to review strategies, policies, and procedures that should be re-vamped due to changing work situations.

Also, get your team involved in the process. Ask them how the year went and issues or concerns they have as a result. When your team is involved, they’ll feel more vested in the company and more loyal to it.

Make smart hiring decisions.

One bad hiring decision can cost your company. So when you’re hiring in 2016, make sure you take the time to hire right. Too many times, employers lose an employee and rush to fill an empty seat. But this can be a recipe for disaster. Instead, aim to take your time to source, screen and ultimately recruit the best people for your company.

Do you need help with the hiring process for your company?

Call the experts at PrideStaff. As one of the top 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.

What Are Some Must-Ask Interview Questions for Employers?

As one of the top employment agencies in Tempe, PrideStaff knows when it comes to preparing for a job interview, most candidates focus on the questions they’ll be asked. But how much time are you spending preparing your own questions?

Keep in mind: A job interview is a conversation. The purpose of it is for BOTH parties to determine whether there’s a fit. That means it’s up to you to ask intelligent questions so you can find out whether the role and the culture blend with your background and career goals.

But time is limited during an interview. So what are some questions you absolutely must ask? Here’s a look at a few:

Who held this position before? Why did they leave?

The information you get from this answer will help you learn more about the position itself, the type of person it takes to be successful in it, and the company culture. If, for instance, the person was promoted into a new job in the business, then you know there’s room for advancement. If, however, the hiring manager seems uncomfortable with this question, then you’ll know the person may not have left on the best terms.

What kinds of challenges will a new hire face in this role?

Of course you want to learn about all the benefits and perks associated with a job. But it’s just as important to learn about the obstacles and challenges you’ll be facing. First, it will help you determine whether you have the right experience and skills to overcome them. And second, if you do get the job, you won’t be blindsided by these issues in your new role. Getting all the information – the good, the bad, and the ugly – is a wise move when you’re trying to assess whether an opportunity is right for you.

What are the short-term goals and expectations for someone in this position? How will success be measured?

One of the biggest reasons new hires fail on the job is that they are unclear about goals and expectations. But when you know them upfront – before even taking on the job – you can make a better decision about whether the position is right for you and whether you have the experience necessary to achieve the desired results. In addition, asking these questions also demonstrates to the hiring manager that you’re eager to be successful in the position.

What’s the culture like?

If you’re not a good fit for a company’s culture, you’re not going to thrive in your job. That’s why it’s so important to ask questions about culture and what it’s really like to work at a potential employer. If, for instance, the culture is laid back and you like a more structured environment, then the job likely isn’t an ideal fit for you. It’s important to know this before you accept an offer.

What are the next steps – and when will a decision be made?

This last question is important to ask. It not only demonstrates your interest in the opportunity, but it also lets you know when to expect a decision. That way, you’re not left sitting around, waiting for a phone call that won’t come for a couple weeks.

Would you like expert help making your next career move? Call PrideStaff.

As one of the top employment 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.

Get a Bad Review? Here’s How to Turn It Into a Growth Opportunity

Within a job, nobody wants a poor review, especially when they’re trying to do the best job possible. But you can actually use a negative review as an opportunity for growth if you give it the right spin, thus improving your performance and demonstrating it to your employer.

Take criticism constructively.

Your reaction to a bad review will entirely influence how you move forward in your position — or whether you do at all. Too many employees see any sort of criticism of their work as a personal affront, something to get angry about, make excuses, and defend against. All this tells an employer is that they have little room for growth and don’t have the maturity to take criticism and learn from it. An employee who truly wants to improve will listen carefully to his supervisor’s comments and ask how he can improve, getting specifics on what he could have done differently.

Work on self-examination.

Going a step beyond asking how she can improve, an employee with room for growth will take the time to sit down and go over the review, carefully considering the merits of the supervisor’s criticisms and how they apply. She’ll look at where she really does need to hone her skills and come up with a short- and long-term plan to improve each. It may be something she wants to go over with her supervisor, but if she comes up with the plan herself, it demonstrates her willingness to take ownership of her performance.

Move forward.

Once you have your plan in place, do what you can to actually make the improvements. Keep track of the negative review; don’t bury it and pretend it didn’t happen. Instead, use it as a stepping stone and have a better review next time. You may realize, after your introspection, that you’re simply not in the right position and that “moving forward” may actually entail moving on to another job that’s more fitting with your skills, whether it’s a lateral move to a different department within the company or a new place altogether.

A bad review shouldn’t derail your efforts; it should redouble them to do a better job the next time around. For help with skills and improvement, visit the staffing professionals at PrideStaff.

The 3 Most Viewed Job Seeker Articles of 2015

Getting a great new job isn’t easy, which is why PrideStaff Las Vegas dedicates a portion of our blog to career assistance. We know it can be discouraging to keep sending resumes and going on interviews, only to end up with a rejection letter. It’s our goal to provide you with information that helps you polish your professional presence and present your very best self to employers.

As our final blog post of 2015, we take a look back at our most viewed job seeker articles of the year, to further emphasize what it takes to get ahead in today’s highly competitive landscape. If you haven’t already, read these articles to prepare for a 2016 job search that produces major results.

Vegas Employment Outlook | Is a New Job on the Horizon?

The Vegas economy has seen steady improvements during the past year, meaning the number of available jobs is continuing to increase. The breakdown of the current job market is markedly similar to the December 2007 pre-recession period — and in some cases, even better. In August, we took an in-depth look at the current state of the job market in our local area and highlighted the outlook by industry. Learn more about the Vegas employment outlook to prepare for your job search in the new year.

Finding the Perfect Job that Fits Your Skillset

Your job is more than just a way to earn a paycheck — it’s a huge part of your life. As a talented professional, you deserve to have a job that makes you feel happy and fulfilled. In September, we thought long and hard about what it takes to find your dream job, then we detailed the steps on our blog. Find out how to break the cycle of going from one dead-end job to the next.

Don’t Get Nervous | A Gap on Your Resume Isn’t a Deal Breaker!

When you’ve been out of the workforce for awhile, relaunching your career can feel pretty intimidating. However, it’s important to realize this isn’t uncommon at all, as many people take time off for any number of reasons. To find a great new job, you’ll need to take a different approach than the one you used in the past, but if you’re confident in yourself, hiring managers will see your potential. Get helpful tips to address your resume gap.

The New Year is Your Time to Shine

Is one of your New Year’s resolutions to finally get a great job? Contact PrideStaff Las Vegas. We offer temporary, temp-to-hire and direct hire opportunities with some of the best companies in Las Vegas.

How to Keep Your Employees Engaged During the Holidays

As the holidays get closer, most employees begin to have their thoughts focus more and more on the upcoming time off and the inevitable whirlwind that goes along with it, rather than their jobs. It’s a busy time of year on all fronts, both personal and professional, so how can you manage to keep employees focused on their work and winding up the year rather than the merriment to come?

Recognize the hectic time of year.

Rather than admonishing your staff to stay on target, acknowledge that this is a crazy, busy time of year for many, and you realize the holidays can put extra stress on everyone, and their interests will naturally be divided. However, have them recognize that it’s a busy time at work as well, and things will go much more smoothly if they focus on work while they’re there.

Allow for some downtime.

One great way to relieve work stress is to create a somewhat festive atmosphere and make time for a little holiday cheer. You may want to put a fun event together, such as a cookie-baking contest, a happy hour at a local restaurant, or an office-wide (and office-sponsored) lunch for the employees. In the rush of November and December, sometimes it’s best to allow employees a little breather to simply unwind and enjoy each other’s company, a planned distraction that then gets them ready to dive into the next project.

Communicate end-of-year goals.

Communication with employees should occur year-round, but as you near the end of the year, this is a time to make it clear what you want the company to accomplish before the year ends and invite employees to act as engaged participants. This doesn’t mean you tell them they have to reach certain year-end goals or risk the holiday bonus; frame it as something they have control over and can work toward together. And if you can find a way to make the challenge entertaining as well, say a contest with a little prize at the end, that sort of healthy competition can help everyone stay focused without feeling put-upon or over-stressed.

Celebrate their efforts.

Going along with the idea of the contest, sometimes it helps employees focus when they feel you see their hard work. A simple thank-you for putting a project together, a toast at that happy hour thanking them for their efforts to make the year a success, or small gifts as a token of your appreciation for what employees do can remind them that you value what they do (and why they’re there in the first place).

Don’t let the holidays pull employees mentally away from their work; find ways both festive and focused to keep them going strong until January comes along. If you’re looking to fill some employment gaps this season, reach out to us to find you he most qualified candidates for your business.

Tips for Effective Year-End Reviews

A quality, helpful year-end review should go far beyond filling out requisite forms and quickly meeting with each employee if you want to make it effective. Take these tips so you can use this year’s reviews to inform and improve overall performance for the year to come.

Prepare.

This may sound obvious, but many employers don’t take the time to put a comprehensive end-of-year review together; instead, it’s done last-minute and doesn’t give employers or employees a clear performance assessment and plan for improvement. Without overdoing it, give employees thoughtfully prepared self-evaluations and enough time before the in-person review to do them. When you meet, have questions ready and establish consistent standards among all managers so employees all get the same performance appraisals. And give yourself and employees enough time to have a productive meeting.

Base them on the entire year.

In other words, you need to have made smaller, regular evaluations of employees throughout the year so this year-end review actually has some weight and merit. If you put together multiple small, informal evaluations throughout the year (or perhaps quarterly formal evaluations), you’ll have something to base the final yearly evaluation on. By doing so, you can discover patterns or trends, whether positive or negative, that affect worker performance and adjust accordingly. Perhaps the employee who constantly has trouble organizing assignments needs help or check-ins to stay on track and improve (this also serves as a gentle warning that the employee needs to make changes in order to stay on). Or perhaps the worker who consistently does the most in projects will be promoted to project manager.

Consider the process.

The “sandwich” technique really does work well: Start with a positive or two, pointing out the employee’s strengths or where she’s made strides in her performance. Then move to the negatives: the weaknesses or areas requiring improvement. Use specifics as often as possible; this helps to avoid overgeneralization and confusion. Then end on a positive note, including setting goals together for the upcoming year. Allowing for feedback will help create a conversation rather than putting the employee on the defensive. It also helps the employee take ownership in her own improvement.

Follow up.

Of all parts of the end-of-year evaluation, employers most often overlook this – and it’s the most important part of the review. After setting goals for the year together, follow up in a month or so to see if the employee has followed the plan and is on track to achieve his goals. Then check in every so often to make sure he remains on track – it could even flow into the brief reviews you’ll do throughout the year. Everyone gets busy and sidetracked; following up isn’t nagging; it’s helping to keep employees on target for improvement throughout the year.

Just follow these few tips and you’ll make your year-end evaluations work best for all involved. For more management tips or help finding great new employees, contact PrideStaff Akron.

Here’s to 2016 and Relaunching Your Career

Can you believe that 2016 is just a few weeks away? After the holiday season draws to a close, we’ll be started off to a brand new year. January is meant for New Year’s resolutions and fresh starts, so there’s no better time to relaunch your career. Whether you’re finally ready to transition into a new field that you’re truly passionate about or want to return to the workforce after an extended hiatus, you owe it to yourself to make it happen.

4 Ways to Relaunch Your Career in 2016

Expand Your Network

When you’re trying to get a new job, it’s often who you know that means the most. Make it your goal to attend one or two networking events per week, to expand your contact list. If a relevant professional association has a local chapter in your area, be sure to join, as this is an easy way to meet like-minded peers who may be able to help your career.

Revamp Your Resume

A traditional chronological resume format is ideal for professionals who have been gainfully employed in their field for many years, but not so great for you as a career changer or someone who has been out of the workforce for awhile. Instead, use a skills-based format, so potential employers can focus on your fit for the job, instead of your lack of recent, relevant experience.

Sharpen Your Skillset

Relevant work experience isn’t the only way to strengthen your resume. Increase your marketability by heading back to school or volunteering your time at a nonprofit organization in a role similar to one you’d like to have on a full-time basis. Employers will be impressed with your obvious ambition and passion for the work.

Build a Strong Online Presence

Enhance your credibility by creating a robust online presence that showcases your expertise. Generate a following by starting a blog and regularly writing on topics relevant to your desired industry. Use your social media accounts to support this persona by sharing at least daily updates on things that matter to professionals in your field. You can be certain that potential employers will conduct an online search for you and this is sure to impress them.

Take Control of Your Career in 2016

Tired of working dead-end jobs just to collect a paycheck? Contact PrideStaff Las Vegas. We connect top talent like you with temporary, temp-to-hire and direct hire opportunities with some of the leading companies in Las Vegas.

Start Focusing on 2016: Setting New HR Goals & Records

Failing to plan = planning to fail.

Of all your myriad HR functions, annual and long-term planning – including the establishment of updated goals and objectives – is the most important. Recent studies show that HR has taken a bigger role in strategic business planning. The Society for Human Resource Management (SHRM) recently noted that two-thirds of organizations now have formal written HR management strategies.

Are you ready with yours for 2016?

Why Set Goals?

Well-defined goals provide employees, managers and organizations as a whole with a road map to focus their daily and long-range efforts most effectively.

Goal setting enables employees to chart a path toward their next career move. From an HR leadership perspective, you need to be sure that these plans align with the mission and vision of your company.
Employees and supervisors should set goals together. From the employee’s standpoint, when there is a clear understanding of what needs to be done, it’s much easier to contribute and succeed. The likelihood of performance issues later on is minimized.

SMART Goals

You have probably heard of SMART – Specific, Measurable, Achievable, Relevant and Time-based – goals. These are statements of the business-critical results you are working to accomplish. They are designed in a way that fosters a clear and mutual understanding of what constitutes expected levels of performance and successful professional development.

SMART applies to both performance and development goals. Performance goals are related to the level, responsibilities and deliverables of a position. Development goals are learning oriented and support higher-level performance in an employee’s current job and future advancement.

Action Plans

Action plans, or specific steps to accomplish goals, help determine whether end results and time frames are achievable. They provide a guide for monitoring progress, as well as a focus for employee supervisor dialogue and coaching.

Establish a measurement system. This is an information source to monitor progress toward goal achievement. Team members and supervisors need to collaborate to identify the most relevant and feasible data sources and collection methods.
Measurement methods are both quantitative and qualitative. Why goals are important, and what the best measurement options are, make up key aspects of performance planning.

Do you feel a bit overwhelmed as the year nears its end and HR planning still needs to be completed? This is a great time to turn to your staffing firm for assistance as you set your own SMART goals for the new year. To learn more, read our related posts or contact the PrideStaff Modesto team today.