Need to Get Rid of Office Gossip? Here’s How

You thought you managed a professional work environment. But some days, it seems more like a high school. If this sounds familiar, then you may have a problem with office gossip. While it can appear harmless, office gossip is actually toxic and can undermine even the strongest team. So how can you get rid of it and reclaim your workplace?

Here are 3 tips:

Tip #1: Deal with it.

As a top recruitment firm in Phoenix, PrideStaff knows it’s tempting to dismiss office gossip as juvenile; however, considering the impact it can have, don’t just ignore it. When an employee comes to you about rumors being spread or issues with gossip, you have to deal with it.

Determine where the gossip is coming from and why. Then connect with those involved to explain the impact it’s having on the office as a whole. This may sound like grade school, but you have to get to the bottom of the situation and deal with it so it doesn’t destroy your efforts to build a strong team.

Also, if one specific employee feels like they’re the target of gossip, then you need to move quickly and take drastic measures. Otherwise, your organization could be held liable. For instance, if an employee claims they’re being harassed and sent nasty emails from co-workers, then you have the right, as an employer, to monitor work emails.

Tip #2: Create a healthy workplace culture.

Having a healthy workplace culture – that places a high value on respect and consideration – is vital in order to build a positive work environment. That’s why when you first hire a new employee, it’s important to communicate to them about your culture, including what you’ll tolerate and what you won’t. Discuss the consequences of engaging in office gossip and be sure to cover the issue in your employee handbook.

Tip #3: Model good behavior.

As the manager, it’s up to you to set a good example. So if you’re the one doing the gossiping – or participating in it in some way – then now is the time to stop. You need to set the tone in your office, and that includes living out positive values for your team to emulate.

Workplace gossip can cost your organization big time. Even though it sounds silly and juvenile, it’s important to take the steps above in order to end to it.

Do you need help hiring hard-working, ethical people for your team?

If you do, call the experts at PrideStaff. As a top recruitment firm in Phoenix, our specialists know how to help you source and hire people who will contribute to a healthy workplace culture – and a healthy bottom line.

Contact PrideStaff today to learn more about how we can help you.

Are your Interns Ready to Become Employees?

You always want the best people for your team, and you may have just what you need waiting in the wings if you have successful interns. So how do you know which interns to hire and which ones to simply thank for their time? Use the following criteria to help you decide.

• They’ve significantly contributed to their team.

If you’ve set up the program correctly and allowed for your interns to have true, on-the-job experiences (with proper mentoring and training), the ones who stand out will be the ones who have truly made a difference on projects and used their skills to improve what they’re working on. The job would not have been done as well without their contributions.

• They’ve done more than they were asked to do.

This doesn’t equate with using an intern to do all the grunt work that needs to get done (although they may well do some); it means that, when asked to do something reasonable, they do it without hesitation. And, if finished with a current task, they ask what else they can do to help. This demonstrates a willingness and recognition that everyone contributes in order to meet deadlines and get things done, as well as a desire to learn more about the company and their place in it.

• They ask for feedback … and put it into play.

A weak intern asks for feedback because he’s worried he’s not doing well; he asks from a point of fear. A strong intern asks for feedback because he wants to know if and how he can improve upon what he’s already doing, and then makes the improvements. The intern who has the confidence to know they’re doing good work, but still wants to strive for the next level, is someone you want on your team.

• You already think of them as a team member.

If the internship is drawing to a close and you find yourself wondering how you’re going to get everything done once your intern is gone, that should tell you something about how much they’ve done for the company and integrated themselves into the fabric of the workplace. This is the person who fits well culturally with the rest of the employees, contributes in and outside of the workplace, and makes themselves an indispensable worker.

When you discover you have this sort of intern in your midst, do what you can to promote that person to a full-time employee; they’ve shown you the best possible working interview they ever could have. For help with finding quality interns, visit PrideStaff.

4 Ways to Start Networking Smarter in Las Vegas

Las Vegas is a vibrant community filled with motivated professionals. There are countless opportunities to meet people and make valuable new connections that can take your career to places you’ve only dreamed about. If your existing network needs isn’t cutting it, you need to work on expanding it with all the right people. It’s not necessarily the number of contacts you have that matters most, it’s the quality of the individuals.

Perfect Your Elevator Pitch

At networking events, you know people are going to ask what you do, so learn how to explain exactly what that is in 60 seconds or less. If it takes an entire lengthy monologue to describe your job, expect your audience to become glassy-eyed and beyond eager to step away from the conversation.

Attend Industry-Relevant Events

All networking events are not created equally. For best results, focus on those that are specifically relevant to your industry. When your peers are present, you’re much more likely to meet someone who will be beneficial to your career. To increase your chances of success, surround yourself with people you aspire to be like.

Focus on the Other Person

Networking events are about forming connections with other people, so make sure you’re having a two-sided conversation. When you’re passionate about your work, it’s easy to ramble on, but resist the temptation. Remember to ask the other person questions, so you can learn more about them and build a meaningful connection. No one is going to want to stay in touch if you just talk about yourself the entire time.

Follow-up with New Contacts

Trading business cards is great, but that alone won’t get you very far. The day after the event, send a quick email or LinkedIn connection request to everyone you met. Briefly mention a topic you discussed to remind them of exactly who you are. If appropriate, ask them to meet up for coffee or lunch to continue the conversation.

Grow Your Career with a Strong Network

Feeling like it’s time to take the next step in your career? PrideStaff Las Vegas can help. We offer temporary, temp-to-hire and direct hire opportunities with some of the leading companies in Las Vegas.

73 Percent of Professionals Don’t Love their Current Jobs: Are You One of Them?

It’s tough to go to work every day when the thrill of the job is gone. Or maybe it was never there to begin with. According to one recent industry survey, this is the case for close to three quarters of professionals. Among more than 1,000 respondents, 38 percent said their work was “okay, I guess …” and another 35 percent said they flat-out hated their jobs. Do these sentiments ring true with you?

Maybe You Can Find Meaning in Your Work

Sometimes, if you can’t have the job you love, you have to love the job you’re in. In other words, you don’t have to love – or even like – every aspect of your work in order to find some enjoyment in the day-to-day successes. This can be at least a temporary fix, until you decide what your next career move should be.

• Distinguish between your job – and the way you do it. Every position has aspects that are unpleasant. You must be able to get through them and maintain a positive attitude. You don’t always have to be passionate about the job itself, just about how you do it. Whatever task is on your daily to-do list, give it your best. At least one very wise person has summarized this by saying, “If you’re going through hell, keep walking till you get back out.” At the end of the day, try to ensure that you can pat yourself on the back and feel as though you gave it your best.
• Don’t be afraid of being stuck in an unpleasant job forever. Those who emphasize the positive and rewarding aspects of their work don’t stay in toxic jobs very long. They either get promoted or use their good performance records to move into more fulfilling positions – either within their current organizations or somewhere else.

And If Not …

If you’ve reached the point where you’ve rationally concluded that your job is unbearable for the long term, this is actually not a bad place to be. At least you know. Now, you can plan your next steps. Follow these tips, and be excited about what lies ahead:

• Hang in there. Don’t quit too soon. It’s easier – and you’ll be in a better bargaining position – to find a job when you already have one. Initially, take some time to update your resume and online presence, line up trusted references and build your professional network.
• Be discreet. You can vent to trusted friends and family members, but don’t broadcast the fact that you hate your job, especially on social media sites. Your employer, among countless others, will see what you post. Tweets, for example, show up in Google searches. You don’t want to risk losing your current job before you find a better one.
• Use job search engines. See what’s available for candidates with your background and interests. Then, test the waters. Start applying for jobs and talking privately with your contacts about your situation and goals. Be patient. It may take a while, so be prepared for the long haul.

A specialized recruiter from PrideStaff Modesto can partner with you to plan your career path strategically and successfully transition into a position you truly love. Read our related posts or contact us today to learn more.

Good Leaders Aren’t Afraid to Show Passion

A good leader must always project a rock-solid demeanor of calm, leaving sentiment at home – lest employees think them weak, of course.

Then again, maybe not. If you want employees to get passionately invested in their work and the company, you have to show a little passion yourself. A message that comes off as too rehearsed and polished can imply insincerity. You may end up actually alienating employees if they think you’re sending a message you don’t believe in yourself.

In fact, employees view the emotional manager or superior as an outlier, a rare breed … so when you become one, it can come off as such a shock that whatever you’re saying comes across as even more sincere than intended; you have no hidden agenda. Employees want a manager they can relate to on some level, and they want to believe that what they’re working on has some kind of value that they can help with and care about. When you, as a leader, demonstrate passion, it spurs them into positive action and connects them with you and the company.

Of course, you have to take care with how and when you show emotion. If you’re known for outbursts that cause more upset than union, that can completely derail your effectiveness as a leader. And letting your emotions overshadow your practicality and judgment can also negatively affect outcomes. You have to figure out the balance between when to rein emotions in and when showing them will positively affect those around you. Taking time to figure out when you let your emotions come through and the impact they have on your work and employees will allow you to figure out how to use them most productively.

 For help with any leadership tasks, visit PrideStaff  – we can help you become the sort of person employees will want to follow.

How to Build a Loyal Team

It seems like employee loyalty is dead. Not long ago, workers stayed with a company for 20 or 30 years. Today, five years is a lot. And, as you know, high turnover can be expensive. But, as a leading Phoenix staffing services firm, PrideStaff knows that employee loyalty is not gone or departed. In fact, there are steps you can take to build a stronger, more productive – and more loyal – workforce. Here’s how:

Step #1: Take the pulse of your team.

Many times, employers don’t know someone is unhappy on the job until they submit their resignation. To head this off before it happens, it’s important to regularly check in with your employees and ask about how they feel about their jobs. Ask questions like:

• Do you have any work-related issues and concerns?
• Do you feel like you’re making an important contribution to the team?
• What do you like most about your job? Least?
• What are your career aspirations and which of your talents gives you the greatest job satisfaction?

When you know the answers to these questions, you will have a better sense of how to keep employees engaged and motivated.

Step #2: Create good jobs.

Your employees want to perform meaningful work and make contributions to the team. They want to use their talents to deliver results – and earn fair pay and generous compensation in return. While every job is repetitive to a certain degree, it’s important to ensure your employees are also challenged and have opportunities to learn new skills.

In addition, to boost loyalty, employees must feel like you trust them and they have the freedom to make decisions on the job. Not only will they be happier and more balanced, but they’ll also be more inspired to go above and beyond to deliver positive results.

Step #3: Recognize your people.

You may think your team knows you appreciate them. But if you don’t tell them this on a regular basis, then they don’t know it. Recognizing individuals for their hard work and contributions is a critical component to boosting employee loyalty. When you just offer generic team praise, it doesn’t do much. However, when you get specific and personal – e.g. “Mike, the report you stayed late to deliver was spot on. Thanks so much.” – you’re going to go a long way in boosting morale and loyalty.

Step #4: Hire right.

When there’s a good fit between employee and employer, an individual is far more likely to remain at the organization longer. However, many times companies hire in a hurry – resulting in a hiring mistake. But when you spend the time necessary to ensure you hire someone who can do the job AND who will mesh well with the culture, your company will benefit in the long run.

Do you need more help hiring loyal employees?

Call PrideStaff. As a leading Phoenix staffing services firm, we can partner with you to get to know your staffing needs and company culture. We’ll then get to work finding exceptional talent with the right skills, personality, and drive to deliver. Contact PrideStaff today to learn more about how we can help you.

Solving & Overcoming Income Inequality

As reported by the White House, full-time working women receive 77 percent of their male counterparts’ salaries. April 20 was “equal pay payday,” representing how far a woman needed to work into 2015 to earn as much as a man did in 2014. And as cited by 77 percent of females and 63 percent of males who responded to a recent Pew Research Center survey, this income inequality needs to change.

How can you be smart in addressing this highly sensitive issue at your company? Let the change start with you by taking a few simple, sensible steps.

Suggestions for Resolving the Issue

Whether due to discrimination or choice, the wage gap issue is real. Here are some suggestions:

• No-negotiation salaries: Make your salary offers one and done, take it or leave it. Employees may be allowed to switch some elements for equity, but the overall total remains intact. This works because generally, women are less likely than men to be comfortable negotiating. You can erase this gender imbalance by eliminating this dilemma. Because future salaries are usually based on a percentage of current earnings, even a small difference at the point of hire grows significantly down the line.
• Better maternity leave benefits: The U.S. lags behind other countries in granting maternity leave time. As a result, many women opt to exit the workforce entirely instead of coming back too soon. Progressive employers are taking innovative steps, such as allowing new moms to work 30 hours a week but still receive full-time pay for several months after they return from maternity leave. This helps because if you have to quit a job and come back later, you may do so at a lower rate than those who have worked straight through.
• Publication of salaries: Traditionally, salary details have been kept under corporate lock and key. If this information was shared with everyone in a department, people could know if they were being fairly compensated. Putting all this information on the table paves the way for fairness and equality.
• True workplace flexibility: Women’s careers are sometimes stalled because they need better work/family balance. Consequently, men are given higher-paying positions that require more hands-on time. With better systems and more cross training, all employees can have true flexibility. Offer job sharing, telecommuting and summer hours, as well as flex time and more effective use of technology. As noted by Harvard economist Claudia Goldin, many wage gaps occur in professions where flexibility is not easily granted. For example, all patient information in pharmacies is stored on computers, and any pharmacist can assist customers. As a result, the wage gap is smaller.
• Effective use of data: Take advantage of real-time data analytics to assess the performance of employees relative to their peers and to base compensation. This eliminates any human guesswork that may be involved. As a result, pay accurately reflects performance, as well as time in a position, and not gender.

Overwhelmed?

Are you keeping up with all the key tasks on your HR to-do list – including wage equity? It can become overwhelming as you try to focus on what you do best: running your business. The recruitment and workforce development team at PrideStaff Modesto can help. Read our related posts or contact us today to learn more.

Putting the Puzzle Together | Finding the Perfect Staffing Firm to Fit Your Company Needs

If you’re having trouble finding top talent to fill open positions at your company, partnering with a staffing firm can be a great move. Staffing agencies have carefully cultivated networks filled with hard-to-find talent looking for new opportunities. Choosing the right staffing firm to work with can set the foundation for current and future success, but you need to be careful who you partner with, as all agencies are not created equally.

3 Tips to Screen Potential Staffing Firms

Need a little help choosing the right staffing agency? Use these three guidelines to find the right partner:

1. Ask About Recruiting Practices: Find out how the staffing firm finds candidates and what processes are in place to retain its current workforce. Ask about compensation and benefits packages to make sure they’re aligned with the caliber of employees you’re hoping to add to your team. Dig deep to verify that the firm has a database filled with the type of active candidates you’re looking to find.
2. Inquire on Screening and Testing: One of the best things about partnering with the right staffing firm is knowing you’ll be presented with highly qualified candidates that meet or exceed your expectations. Check to see if the company has stringent screening practices in place and if it offers the type of training you expect incoming employees to have. This may include everything from knowledge of certain software skills to conducting comprehensive background checks.
3. Trust Your Gut Feeling: You’re going to be working very closely with your staffing firm, so it’s important to choose a company you can count on. If the agency seems perfect on paper, but you have a nagging suspicion that something is a bit off, it’s important to trust your instincts. The staffing partner you select will have a huge influence on your business, so you want to make sure you’re choosing a firm that has your best interests at heart.

Find the Best Staffing Partner for Your Company

Need a little help hiring the right people to join your team? Contact PrideStaff Las Vegas. We’re pleased to provide temporary staffing, temp-to-hire and direct recruiting services for a wide-range of industries.

Vendor Spotlight: PrideStaff Las Vegas

This article and interview were originally published by MGM Resorts International.

MGM Supplier Diversity is pleased to spotlight Pridestaff Las Vegas in this month’s edition of SD Connect. 

Pridestaff Las Vegas is a minority and veteran owned full service staffing firm that has been providing hard working, high value employees to Las Vegas businesses for nine years. Bob Daniel, owner of Pridestaff Las Vegas sat down with MGM Resorts Supplier Diversity to talk about his life, his business, and his experiences as a successful MGM Resorts supplier. 

Bob’s insights into doing business at the Fortune 500 level are invaluble, and we are sure you will find them applicable to your business. 

Interview with Bob Daniel, owner of Pridestaff Las Vegas

What year was the company founded?

PrideStaff National was founded over 37 years ago by George A. Rogers, and has grown to over 60 franchises and over 10,000 field associates nationwide.

I founded PrideStaff Las Vegas in October of 2006 after a 32 year career with IBM.

What are the core offerings for your company?

Our primary offering is temporary and temp to hire staffing solutions. The breakdown for our staffing services is about 65% administrativeand35% light industrial. We specialize in those two areas to maximize quality and efficiency.

How did you get started with MGM Resorts?

We knocked on MGM’s door for five years.Our first presentation to MGM Resorts International was December 18th 2007 (my birthday by the way). It was a great meeting, but there were no opportunities at that time. Staffing is ultra-competitive, and I knew that it would take time to break through.

Within a year after my first meeting with MGM Resorts,the recession hit. That made it even more difficult to break through and get an opportunity with the company.

A lot of people would have quit after trying for several years;but persistence and patience have always been important to me, so I didn’t give up.

In 2012,I was granted the opportunity to provide staffing for a single limousine driver. Now just imagine, after five years of knocking on the door, I get an opportunity—but it’s for only one position.

I didn’t let that bother me at all. I filled that position with a quality field representative, and the“no job is too small” approach led to many more opportunities.

One year after filling that first position, PrideStaff Las Vegas signed its first major contract with MGM Resorts.

You stated the Staffing industry is extremely competitive. What are the ways you differentiate your staffing firm from other firms out there?

It begins with customer service. We have an independent third party agency that surveys all of our clientsto findways in which we can improvecustomer satisfaction. PrideStaff Las Vegas has consistently scored three times higher than the national average for customer satisfaction, and we strive to maintain that high level of service.

“No” isn’t in our vocabulary. We make every effort to exceed our client’s expectations, and never make them feel like they are being “too demanding.”

We recently received a note from a client that concluded his letter with the following…“I guess service is not dead in Las Vegas.”That makes us feel great about what we do, and helps us stay focused on service.

We also take a true partnership approach with our clients. I know “partnership” is a buzz word in the business community right now, but we really take it seriously. We must add value to our client’s business so they can grow and develop.

We don’t treat any contract as a “one-off.” Everything we do for our clients is strategic. We are constantly anticipating our client’s needs for future projects. And that allows us to quickly meet their needs when they arise.

Lastly, we make a huge investment of time, energy, and money when it comes to recruitment. Many of our competitors spend 15 minutes interviewing a prospective employee. We often spend an hour or more. Is this more expensive for us? Sure. But it greatly increases the quality of our personnel, and ensures that our clients are getting the very best talent Las Vegas has to offer.

You mentioned the recession, tell us how your companynot only survived itbut grew during that period?

When the recession hit, we immediately realized we’d have tochange with the market. There was no way we could continue with a “business as usual” approach. So we expanded our service offerings, stayed focused on customer service, and believe it or not—we were actually more selective in choosing our clientele.

We made a strategic decision to be selective with our client roster as to not over extend ourselves, be subjected to extended payment delays, or negatively impact our current clients in any way.

Like many others, we didn’t know how long the recession would last. As part of the planning process to survive and thrive during the downturn, we knew had to be careful with who we worked with.

What projects are you preparing for in the next 12 months?

Our goal is to expand our footprint within Clark County by opening up additional locations. My approach to this business has been “slow continuous growth.” I don’t like biting off more than I can chew. With the steady growth over the last two years, it’s definitely time to explore expansion.

I also I’m a believer in giving back to the community and actively helping veterans re-enter the workforce. Over the years,I’ve been involved with many philanthropic events and I want to expand our company’s volunteer footprint in the community over the next year.

How Retention & Recognition Go Hand-in-Hand at Work

83%. That’s how many workers surveyed in a poll by Right Management said they would “actively seek a new position” in 2014. That’s a frightening statistic considering the amount of resources it takes to replace employees. But there is good news. The more connected employees feel to their employers, the more likely they are to stay on the job. So how can you boost employee loyalty – and retention in the process? It’s all about recognition. Here are a few tips to help you get started:

Praise goes a long way.

As one of the top staffing services firms in Phoenix, PrideStaff knows that praise is one of the easiest and most cost-effective ways to reward employees. But don’t just offer empty words. Get specific with your praise – tell your employee why what they did was so important and the impact it had. Not only will they feel good about a job well done, but other employees will also strive to achieve the same level of recognition in their own work.

Communication is key.

Make sure your employees understand what they need to do in order to be recognized. If you have a formal recognition program in place, create clear criteria so people know what they have to do to earn rewards. Also, communicate who should be giving out the recognition – whether it’s from management or through a peer-to-peer program.

Enable peers to recognize each other.

While recognition from a superior is important, so is peer-to-peer recognition. After all, colleagues are working alongside each other day in and out; they witness the challenges faced, the work it takes to overcome them, and the successes big and small. Peer-to-peer recognition also ensures that the quiet performers – those that may not be as visible to the leaders within your organization – receive their share of recognition.

Take it online.

There are a variety of different of recognition apps that enable your company to take your recognition program online. When you do, you’re making it even easier for employees and managers to recognize each other. Many of them offer ways in which employees can accumulate points for recognition, which can then be used to procure certain perks, like extra vacation days or a gift certificate to a local restaurant. You can also share success stories in your company newsletter, on the company blog or on your “News” web page.

Retaining top employees is a constant battle companies must engage in. But when workers feel appreciated and properly recognized for their efforts, they’ll worker harder – and longer – for your company.

Do you need more help boosting retention at work?

Call PrideStaff. As one of the top staffing services firms in Phoenix, our specialists can help you hire top talent for your team and implement strategies to retain them. To learn more, contact us today.