How to Handle Employee Tardiness

Chronically late.

Strolling in at the crack of noon.

Full of excuses.

Quite frankly, the whole situation is a serious pain in the neck.

While you may not be experiencing one now, you certainly will at some point in your management career. Some might be easier to cure, others not so much (or not at all).

As experts in employee time and attendance, we know that buying a time clock alone isn’t going to fix it.

So, if buying a quick fix is out, what strategy can you use to manage tardiness in the workplace?

1. Nip it in the bud.
   Sounds simple right? Interrupt the pattern before it really gets going. The trouble with this is identifying the behavior before it has gone on so long that you’ll need to do more than a pattern interrupt to stop it. The best idea is to speak to every employee that shows up to work late, unless of course they come up to you first.
2. Establish an attendance policy and disciplinary protocol.
   Also, make sure that you have an attendance policy in place so that they will know how you will escalate the issue should it become a habit. To quote Pat Parelli, you should “ask, tell, then promise.” In terms of management, that means acknowledge the situation and ask them not to do it again; the “tell” is the write up; the “promise” is dismissing the employee. The amount of time that you spend in the “ask” and “tell” phase is up to you and your company, but make certain to consistently apply the policy to all of your employees.
3. Understand why your employees are late.
   Maybe they have children that they need to get to school. Maybe their car broke down. Maybe they think of their work schedule as flexible. Whatever the reason, it is difficult to manage a problem effectively without knowing the root of it. If an employee has a legitimate reason for being late consistently, determine if there is room to adjust their schedule to accommodate them.
4. Document. Document. Document.
   Please forgive the repetition here, but it underlines how important documentation is in managing employee attendance, particularly in the case of problem attendance. Documentation is what helps your company remain compliant. This is also where having a time clock or attendance management system comes into play as documentation is covered by either option.

In terms of managing the tardy employee, there is no quick or sure-fire way to correct the issue. But, with patience, understanding and a strong set of attendance policies, an answer will eventually present itself.

Written by: Terra Pugh is a writer for Time Masters, a leading provider of employee time and attendance systems for more than 15 years. For more information on managing tardiness or for time and attendance systems, please feel free to visit the Time Masters website at www.time-masters.com.

Welcome to the “Work More” Economy

All work and little play makes for resentful employees.

It also creates anxious, more mistake-prone workers. And these problems are on the rise as the economy continues to stagnate and more employees are taking the hit of reduced workforces, salaries and expenditures.

Since the recession began in 2007, companies have grown but have avoided hiring more. This puts pressure on the remaining employees, to the point where more are seeking counseling and even taking anti-anxiety medication and antidepressants.

Companies are seeing higher absenteeism and rising turnover rates, which reached more than 30 percent in 2010.

Unrelenting Pressure Creates Problems

Many employees are suffering on the flip side of the jobless recovery. Call it the “work-more economy.” Many workers are taking on extra responsibilities and in some cases doing two jobs for the price of one. This situation threatens not just workers’ well-being, but companies’ long-term success.

In the long run, such work climates threaten long-term productivity, employee engagement, corporate reputation and talent retention.

This increased intensity in the workforce stems from companies trying to navigate a highly changeable business environment. Employers need to do something to fill the void created by laid-off workers, hiring freezes and new business growth.

From a strictly financial perspective, asking more of the existing workforce makes sense. Companies need to preserve cash to prepare for future economic shocks. Plus, hiring more employees too soon increases the chance of future layoffs. And higher expectations on the job can be a good thing for both workers and companies.

But there’s a tipping point. And the research indicates that many firms are going too far to the wrong side.

In a survey of 600 U.S. workers that Workforce Management conducted with Workplace Options, a provider of EAP services, 55 percent of respondents said that their job responsibilities had increased as a result of the troubled economy. More than a quarter of workers (27 percent) said that their duties had doubled. Among those with extra work on their plates, 51 percent said the added duties have had a negative effect on their well-being.

A Major Disconnect

There’s some evidence that companies are starting to pay attention to the dangers of overworking employees. But many organizations fail to recognize the risks. “Work-related stress” was the reason top-performing employees in the U.S. most frequently cited for why they would leave their organization, according to a recent report by consulting firm Towers Watson & Co. and professional association WorldatWork. However, when employers were asked for the same report about reasons high performers would jump ship, stress didn’t even rank among their top five most frequent responses.

That disconnect helps explain why more organizations are struggling to hold on to key talent. The percentage of U.S. companies that are having difficulty retaining critical-skill employees has risen from 16 percent in 2009 to 31 percent in 2010 to 36 percent in 2011, according to Towers Watson’s report.

Moving Past The Work-More Economy

Some of the solutions to the stressed-out workforce are straightforward, though they come with costs.

The most obvious answer is hiring more people. A successful case study from personal care products maker Seventh Generation Inc. supports this choice. Over the past few years, Seventh Generation’s employees had been feeling pressure, partially due to strong business growth. In 2009, the company’s former CEO acknowledged that “our work/home balance is clearly out of whack.”

But since then, Seventh Generation has increased its workforce by about 25 percent, and “The level of anxiety is clearly less because we have more help to bear the burdens,” says John LeBourveau, Seventh Generation’s vice president of HR.

Seventh Generation’s ranking on a list of the best employers in Vermont rose from fifth in 2010 to second in 2011–probably not a coincidence.

More companies may follow Seventh Generation’s example in the months ahead. U.S. employers expect hiring to increase slightly in the first quarter of 2012, according to a study released in mid-December by employment services company ManpowerGroup.

Another response to an overburdened workforce is to turn to contingent staffing. Temporary help services employment in the United States has risen from 1.8 million workers in November 2009 to 2.2 million a year later to 2.3 million in November 2011. Research firm Staffing Industry Analysts estimates U.S. staffing industry revenue growth of 10 percent in 2012 to $113 billion.

The addition of temporary personnel can relieve this pressure, help your core employees avoid burnout, avoid productivity losses, and limit turnover expenses.

It can also fit into a strained budget, as all costs associated with processing and administering payroll and benefits are handled by the staffing agency. This helps you control costs, improve production, and manage risk. And when the temporary employees are pre-screened, you eliminate training costs and improve quality and productivity immediately.

Looking for Staffing Support?
As one of the top staffing agencies in Phoenix, PrideStaff provides:

– Recruiters in Phoenix
– Temp Staffing in Phoenix
– Recruiters in Tempe
– Temp Staffing in Tempe
– And more!

Great Job Opportunities in Tempe Through PrideStaff

Job searching is drastically different today than it was 20, 30 years ago. We no longer live in a time when you fill out an application, get a phone call the next day for an interview and start your new job on Monday. Now, you need a resume that stands out from hundreds of other applicants applying for the same position, you have to go through at least three interviews—and that doesn’t guarantee you the job, and you don’t hear back from employers for weeks on whether or not the position is filled. You rely on sources like the Internet as you search job sites and individual websites for openings. Today, job seekers are turning more and more to staffing agencies in their quest for employment.

PrideStaff is a national staffing agency with dozens of offices including one in Tempe, Arizona that matches qualified candidates with the right jobs. PrideStaff always has new jobs available, and right now, two great opportunities in Tempe are available for a PHP Developer and a Staffing Consultant.

Here’s more information about these two positions.

• PHP Developer: PHP is a scripting language used for web programming and development. PrideStaff’s client is looking for a candidate with MVC and Zend Framework experience who is comfortable in a LAMP environment. The person joining the team as a PHP Developer will not only be talented and self-motivated but also have knowledge and experience with other design programs such as Adobe CS5, Photoshop and DreamWeaver. HTML and CSS hand coding must be top notch along with strong image editing skills. The position is temp to hire, which means after an agreeable number of weeks as a temporary employee established by PrideStaff and the client, the client is free to take on the employee as a direct hire.

• Staffing Consultant: PrideStaff is currently accepting resumes for a staffing consultant to join its Tempe team! PrideStaff in Tempe is looking for a college-degree professional (preferred) who can resolve customer service issues quickly and efficiently, demonstrate excellent customer service and communication skills, handle multiple tasks and have advanced knowledge of Microsoft Word and Excel. The winning candidate must have experience in recruiting, negotiating, communicating and problem solving. The staffing consultant is the first person eligible applicants meet with and is with them throughout the entire hiring and placing process. As a staffing consultant, you recruit, interview, test and inform top-level administrative and light industrial professionals about current positions you feel would be a good fit for them. PrideStaff’s staffing consultants also using their selling skills to grow its client base and conducts one-on-one meetings with managers and senior level executives to build and maintain relationships.
  

Let the top employment company in Tempe & Phoenix help you!
At PrideStaff, we are one of the top employment agencies in Phoenix and Tempe.  Whether looking for a temporary job in Phoenix or a full-time job in Tempe, we can help!  Search our available Phoenix and Tempe jobs now.

Behavioral Interviewing Tips: How to Hire Good Employees

Has this ever happened to you? You’re being interviewed for a position and it’s going pretty well until you get asked, “Give me an example when you had to persuade a co-worker to see things your way.” Or, what about this, “Tell me about a time you set a goal and what was the outcome?” Talk about putting a candidate on the spot!

More employers are conducting behavioral interviews to screen applicants. Part of the interview may consist of these types of questions or the entire interview may revolve around questions that start out with, “Give me and example…” “Tell me a specific time…” or “Describe a situation…” Behavioral interviews reveal more about candidates than just what employers see on paper. Yes, these interviews can be nerve-wracking and difficult at times, but you can give good responses if you keep a few things in mind.

Tips for the Candidate:

Be Prepared. Planning out what you say will result in better answers. You’re not going to know exactly what’s going to be asked but a lot of behavioral questions tend to focus on problem solving, handling stressful situations and dealing with disagreements among co-workers. Have some examples ready before the interview.

• Little White Lie. A fib, a white lie, whatever you call it, don’t do it! Lying leads to mistakes and let’s face it, lying is hard to do in an interview and most employers will know when you’re not being honest with them.
• Shorten It Up. Omit things that present you in a negative way. If you have to reveal a situation where you made a mistake, explain how you turned it around or what you learned from it. We all make mistakes and employers know that. It’s what we’ve done since the mistake that employers want to know.
• Think it Over. Don’t blurt out the first thought that pops in your head. It’s okay to pause and think about what you will say so you don’t find yourself rambling on and on to answer the question.

Tips for the Employer:

• Do/Don’t. Employers should also follow guidelines when conducting behavioral interviews. This style of interviewing should be used to gain information, not intimidate the candidate or present a power trip.
• Plan. Just as applicants should plan out their answers, employers should also plan out the questions they’re going to ask. The right questions could lead to some surprising answers that could result in a “Congratulations, you got the job,” or “Sorry, we found another candidate who is a better fit.”
• Communication. Remember that an interview is a conversation. It’s important to create a rapport between you and the applicant. Know when to dig a little deeper and know when to be silent.
• Wrap it Up. After the interview, take the time to review your notes and evaluate the interview while it’s still fresh in your head.

So how do you know the candidate you chose is the right fit for your organization? Interviewing applicants is just part of the process obtaining good talent.  Here are some other tips to keep in mind.

• Training. To make better hiring decisions, managers need to be properly trained on what to watch for during an interview like interpersonal skills, communication, etiquette and legal do’s and don’ts.
• Instincts. Sometimes you just have to go with your “gut feeling.” No amount of training can teach you that. The more you rely on it, the easier it becomes.
•  Verbal and Nonverbal. Pay attention to the little things that say a lot like the initial handshake, which could set the tone for the next 45 minutes. Make not of the applicant’s overall appearance. Was the candidate dressed appropriately? Showing up in jeans or having a sloppy appearance doesn’t convey to the interviewer your seriousness for the position.
• Don’t Let a Good One Go. Don’t miss out on a talented employee just because they may be lacking a few technical skills.  That’s where the “gut feeling” comes in again.

Looking to hire or searching for a great job?

At PrideStaff, we are one of the top staffing agencies in Tempe.  We help match outstanding candidates with great full-time and temp jobs in Tempe, Phoenix and beyond.

Fortune’s List of Best Companies to Work for in Phoenix

How would you like to be part of an organization that has been named one of best companies to work for? Fortune has released its list for the 100 best companies to work for in 2012. Some companies have moved up in the rankings since last year, others have slipped and this year, an Arizona-based company made the list. Companies that made the cut tend to exhibit job growth, have low employee turnover and offer perks and benefits that makes them standout from their competitors. If you live in the Phoenix/Tempe area, here are eight companies you may want to consider sending your resume too.

• Edward Jones: Coming in fifth with 1,231 employees in Phoenix, Edward Jones only saw a 1 percent job growth. However, with 11,000 offices nationwide, the investment firm is proud to report that not a single layoff resulted from the recession. As an analyst, you could earn a nice salary of nearly $79,000.
• USAA: The financial services firm for military members ranked 20th with 3,195 employees in Phoenix and a 7 percent spike in jobs. Employees enjoy amenities such as a medical clinic, an indoor walking path, and tennis, basketball and volleyball courts. A software developer for USAA can expect to pull in around $96,300.
• Scottrade: With only 32 employees in Phoenix, Scottrade managed to pull in an impressive ranking at 31 and reported a job growth of 9 percent. The discount brokerage firm has never had a layoff, and employees are eligible for a 5 percent interest on their checking accounts. If you are a branch manager, you’ll bring home around $80,000 annually.
• Perkins Cole: The law firm came in at 58 on Fortune’s list, employs 147 workers in Phoenix and reported a 7 percent job growth. The Seattle-based company’s cliental includes big names like Amazon and Craigslist and are known for throwing parties! Your legal expertise could earn you $190,000.
• American Express: The financial institution landed in the 60th spot with 7,526 employees just in Phoenix and saw a 4 percent in job growth. American Express employees must like their jobs because turnover is only at 7 percent for full-timers and 16 percent of its U.S. workforce has been with the company for 20 years. Mangers at American Express bring home a salary of $114,000.
• Quik Trip: If you want to work for a convenience store, make it Quik Trip. The chain ranked 66th with 1,319 Phoenix employees and reported a 3 percent job hike. Store managers make nearly $70,000.
• Mayo Clinic: The nonprofit medical practice made the list at 71 with 5,238 employees in Phoenix on the payroll. The clinic only saw a 3 percent in job increase but a quarter of the workforce can proudly say they’ve been there for more than 15 years.
• Go Daddy: The Web-based domain registrar headquartered in Scottsdale, Arizona ranked 93rd on the list with 942 employees and a staggering 25 percent job growth. A software developer for Go Daddy can earn $105,000 and a sales and support representative can pull in $70,900 annually. To make it an even better place to work, Go Daddy offers great benefits such as 100 percent health care coverage, compressed work weeks and telecommuting. Not to mention, they never have layoffs.

Interested in working for a top company in Phoenix?
At PrideStaff, we are one of the top employment agencies in Phoenix and Tempe.  Whether looking for a temporary job in Phoenix or a full-time job in Tempe, we can help!  Search our available Phoenix and Tempe jobs now.

PrideStaff – Seeking Experienced Mortgage Underwriters

PrideStaff – Tempe, AZ

We are currently seeking Experienced Underwriters in the Phoenix area. We have positions that range from entry level Underwriters with 1-2 years of experience to Sr. Underwriters with 5-10 years of experience. Qualified candidates should have been in a Mortgage Underwriting position within the past 8 months. Our clients are moving quickly, so if you or someone you know would like to learn more specific details about our Mortgage Underwriting positions, please contact our PrideStaff Team ASAP. We can be reached by phone at 480-467-3120 or via e-mail at tempe@pridestaff.com. We would love to find you your next Career!

Career Seeker Workshop – Benefiting MDA (Muscular Dystrophy Association)

[SlideDeck id=’49’ width=’100%’ height=’370px’] Help us support Muscular Dystrophy Association

How: PrideStaff will be hosting a Career Seeker Workshop

When: Saturday March 10th from 9:00am to Noon

Where: PrideStaff –  Tempe Office –  1625 W University Drive Suite 113, Tempe, AZ 85281

What will the Career Seeker Workshop include?

•             Resume Review and Writing Tips

•             How to Organize your Job Search

•             Interview and Follow Up Tips

•             Dress for Success

We will be collecting a $5 donation for attendees; all proceeds will go to MDA.

If you are interested in attending our Career Seeker Workshop, please reply to: tempe@pridestaff.com or contact our office at 480-467-3120 to reserve your spot!

Help us Support a Great Local Charity – MDA!  The funds we raise will help local kids have an opportunity to attend Summer Camp!

10 Teambuilding Exercises

Given the varied personalities, communication skills and personal agendas everyone brings with them, getting your team to work cooperatively can be a challenge.

Experiential team building was hot awhile back. The team would travel off-site for a “fun” day of rope games and unusual problem solving, typically at an outdoor education center. But there was little follow-up and any lessons learned never made it back into the workplace. Today, the emphasis has shifted to in-house team building exercises that can be accomplished at the beginning of a meeting.

Follow these key steps to plan a productive team-building exercise:

1. Keep it simple. It should be quick and easy to set up in a typical meeting room.
2. It doesn’t need to be expensive. Use basic office supplies or items from your kitchen pantry.
3. Team members should be able to wear normal office clothing or be told ahead of time to dress appropriately.
4. Divide the team into small units of 2 to 6 people. This breaks down barriers and creates partnerships within the small groups.
5. Instructions must be easy to understand, especially by non-native English speakers.
6. Limited instructions may be part of the exercises. Forcing people to figure out what or how to do something helps team members identify skills and abilities among the group and define their roles on the team: leader, facilitator, problem solver, communicator, etc.
7. It should present a problem that has multiple solutions to allow for creativity, but can only be solved through collaboration and cooperative action.
8. You can increase the difficulty level of any exercise by adding a complication such as “no talking,” or speed things up by asking, “How can you do it faster?”

Here are ten easy team-building exercises to try:

1. Scrambled Jigsaw. Before employees arrive, place a jigsaw puzzle on each table (use large-piece children’s puzzles of 100 pieces or so). Remove 5 pieces from each and move them to another table. As people arrive, assign them to tables. Instruct each table to fully complete their puzzle in the shortest amount of time possible. As teams realize pieces are missing, they will be forced to negotiate with other teams to complete their puzzle. This exercise promotes flexibility, communication, negotiation and cooperation.
2. Creative Assembly. Purchase 3D punch-out wooden dinosaur puzzle kits. Divide the team into groups of 2 to 4. Without comment or instruction, give each group the unpunched puzzle pieces, one complete puzzle per group. Don’t let the group see the boxes, pictures or instructions or in any way identify what you have given them. Instruct each group to assemble its project, telling them they can only use what’s in front of them. You’ll get some interesting and creative constructions, a lot of laughter and some good-natured frustration, particularly with the winged dinosaur kits. In this exercise, creative thinking, brainstorming, problem solving, cooperation and consensus will get a workout.
3. Sleight of Hand. Divide team into groups of 4 to 6. Hand each group four tennis balls. Tell them each person must handle all four balls in the shortest time possible. Do this several times, each time asking, “How can you do it faster?” This exercise will progress from the obvious passing of the balls down a line, to around a circle, to some interesting ball drops and hand swiping. Your team will practice cooperation, quick thinking and creative problem solving.
4. Going Up. Divide team into groups of 2 to 6. Give each person one 8 1/2″ x 11″ sheet of paper and one 5″ strip of masking tape. Instruct each team to build the tallest possible freestanding structure. This exercise promotes cooperation, creative thinking, problem solving, consensus, leadership and division of labor.
5. Gnome Dome. Divide the team into groups of two. Give each group 20 gumdrops and 12 toothpicks. Instruct each group to build a dome. This exercise promotes problem-solving, creative thinking and cooperation.
6. Poisonous Web. Attach two pieces of rope across a door frame, one 3 feet off the ground, the other 4 1/2 feet off the ground. You are creating an 18-inch “window” that you describe to the team as a “poisonous spider web.” The team must work together to get all members through the opening without touching the ropes. This exercise builds cooperation, leadership, creativity and problem solving. It also forces team members to trust and depend on each other.
7. Hang Ups. Hand each person a wire coat hanger. Instruct them to make something useful from their coat hanger. Set a time limit of 5 to 15 minutes. Ask each person/group to describe his “tool” and its use. This exercise will indicate which of your team members are natural leaders, born socialites or those who are shyer and need to be drawn out when working with a group.
8. In the Picture. Another puzzle game: Divide the team into groups and give each one a jigsaw puzzle from which you’ve removed one piece. After each team completes the puzzle but for one piece, ask each team what this represents in terms of the team. You’ll probably get answers about the importance of individuals to the successful accomplishment of a team goal, but you may also get responses about proper planning, supply and quality control.
9. All Aboard. Another physical game: Depending on the size of your team, mark off a 1-foot to 3-foot square on the floor with masking or duct tape. Draw numbers, one for each team member. As each person’s number is called, they must stand in the square. As the number of people in the square increases, members will have to work together and get creative to fit everyone in. This exercise practices cooperation, problem solving and leadership.
10. Bridge the Gap. Divide the group into teams of 2 to 4. Give each group a small ball of modeling clay and 12 toothpicks. Instruct them to build the longest cantilever bridge they can. Award points for speed of construction, length of bridge, ability to stand without tipping over and ability to hold weight. Team members will practice creativity, problem solving and consensus.

At the end of each exercise, a facilitator should lead the team in reflecting on what happened, the choices made, and how they interacted with each other. Team members should discuss what they would do differently next time. Reflection is critical to identifying and reinforcing learning.

Looking for more great ideas?  Contact the leading employment agency in Tempe, AZ.

7 Tips For Developing Your Workforce

It’s no secret that your staff’s performance can make or break the success of your business.

But how do you get your people to be top performers?

While there are lots of ways you can reward and motivate people, the best way to drive long-term performance is to take a holistic approach to managing your workforce. The following tips will help you build a dynamic, hard-working team that consistently delivers exceptional results.

1. PLAN YOUR WORKFORCE.
   Great teams aren’t created by chance. You have to plan ahead. Look at your business. What kind of people will you need one month from today? How about three months, six, or even twelve months down the road? How many people will you need—and in what positions? What kinds of performance levels, attitudes and aptitudes will you require? Think of it as filling a bus that will be driven to ensure you reach your objectives. Create a list of the specific criteria for your high performance workforce, along with a plan of how you are going to go about filling the seats on your bus.
2. STUDY THE BUS.
   Look at your team as a group of people on a bus. Do you have the right people on the bus? Are there any weeds? As any gardener knows, weeds can threaten the health of a garden. They consume vital nutrients and steal the life from other plants. An employee with a bad attitude is no different. Their negative energy drains people, and in the long run, hurts your business. Make sure you get those “weeds” off the bus. Get rid of naysayers and people with “can’t do” attitudes—and you will see an immediate improvement in morale, performance, and profit.
3. ARE THE PLAYERS IN THE RIGHT SEATS ON THE BUS?
   To get top performance, focus on each staff member’s positive qualities and make sure that they are in the “seats” or positions that utilize and maximize their strengths. The more you focus on your staff members’ positive qualities, the greater their morale and performance will be.
4. TEACH YOUR STAFF TO SEE PROBLEMS AS EXCITING OPPORTUNITIES FOR IMPROVEMENT.
   Every organization has problems. The key is to notice the problems, without dwelling on the negative. When someone spots a problem, bring your team together to brainstorm solutions. Point out how you can make changes to make your business stronger and more successful. And most importantly, don’t shoot the messenger. Recognize and show appreciation for people who bring problems to your attention.
5. PRACTICE AND EXPECT OPEN AND HONEST COMMUNICATION.
   As a leader, you set the example for how your entire team communicates. Communicate openly, honestly, clearly, and with the commitment to address the greater good of your business and those on your team will communicate the same way.
6. PROMOTE TEAMWORK.
   A quarterback needs his receivers. A pitcher needs his fielders. Even a golfer needs her caddy. Studies have shown that groups of people working together produce significantly greater results than people working independently. As a leader, you need to not just build a great team, but also get your team actively into the game. Share your vision. Involve others in solving problems. And delegate responsibilities that allow everyone to contribute to the success of the organization.
7. INSTITUTE AND UPHOLD EMPLOYEE RESPONSIBILITIES, GUIDELINES, AND COMPANY POLICIES.
   One of the biggest reasons employees fail to meet expectations is because they were never clearly told what was expected of them in the first place. At a minimum, every employee should review the employee handbook and appropriate paperwork that clearly delineates their daily responsibilities and company policies. Even better is to make sure every employee is provided with a clear, written list of expectations that is specific to each project they are assigned. Then, their performance should be objectively measured against those expectations.

Can temporary employees drive profits?

The old notion that temporary employees are just for last minute fill-ins is out. Using temporaries strategically to drive profits is in.

When used strategically, temporary employees can reduce payroll and benefits costs, cut overtime expenses, eliminate overcapacity, free key staff, increase productivity, and allow businesses to capitalize on new opportunities–all with less business risk than hiring! Here are six ways PrideStaff Field Associates can help you increase your bottom line.

Keep critical jobs fully staffed.
Vacations, maternity leave, jury duty, medical and military leaves can create havoc on your productivity. Keep your operations running efficiently by using Field Associates to fill in for short-term and long-term absences.

Manage your busy season.
Every business has fluctuations in their workload. To keep up with demand–without overspending on labor or burning out your staff–supplement your workforce with well trained Field Associates. Just like a manufacturer uses just-in-time inventory, you can use just-in-time staffing to expand your capacity as needed.

Get on demand access to specialized skills and knowledge.
Our Field Associates are not just for clerical and industrial jobs. We can also provide you with professional and technical Field Associates who can offer the expertise you need to successfully kick off and implement critical projects. Using a professional Field Associate is like hiring a consultant for a fraction of the cost.

Capitalize on new opportunities.
Have you ever had to forgo an opportunity due to a lack of resources? Qualified Field Associates can give you’re the manpower and intellectual capital you need to tackle new opportunities without adding overhead. You can also use our Field Associates to free your staff to work on the new projects.

Eliminate bottlenecks.
When capacity constraints occur, shift your core staff to focus on your most critical work functions and use Field Associates to back fill the easier administrative and support tasks.

Cost-effectively manage high turnover positions.
Some job functions have inherently high turnover rates. Using Field Associates in place of full-time employees can alleviate the stress and expense of constantly finding replacements.

There is virtually no limit to the ways in which Field Associates can be used to enhance your profits. For more ideas, we invite you to schedule some time to sit down with us to discuss your goals, challenges and opportunities. We will help you to brainstorm the most cost-effective means of managing your staffing requirements. You may be pleasantly surprised by the recommendations we can offer!