First Week? Here’s What You Should Do When Starting

The first week at a new job is an exciting new start, but can also be very nerve-wracking. There is so much to learn, new people to meet, and an unfamiliar environment to navigate – all while trying to prove the company made the right choice in hiring you and that you will be a top performer. Set yourself up for a successful start – learn more about what you should do during your first week at a new job:

Make a Good First Impression

The impression you leave during your first week at a new job will remain long after, so it is crucial to ensure you make a good one. Dress professionally and according to the dress code, be punctual, and aim to be as pleasant and helpful as possible.

Get to Know People

Introduce yourself to your new colleagues during your first week. This will not only help you understand the roles people have within the organization and how they align with your work duties, but also acclimate you into feeling like part of the team and make the workplace less intimidating.

Take Lots of Notes

So much information is thrown your way during the first week at a new job that it will be challenging to absorb it all at the time. Take lots of notes that you can refer to so you can get yourself up to speed quickly, be self-sufficient, and gain confidence in your new role.

Ask Questions

When you are new, your boss and colleagues expect you to have lots of questions. Although it can feel uncomfortable, asking questions demonstrates that you care about learning the information you need to do a good job and be a valuable contributor. However, be proactive about trying to track down information yourself before asking others.

Clarify Expectations

A common cause of anxiety when you start at a new workplace is wondering if your new boss thinks you’re doing a good job. Clarify expectations with your manager about expectations for your performance. Ask about how success will be measured as you settle into the role and the expected timeline of easing out of onboarding and taking on more tasks.

Observe the Culture

Every workplace has its own culture, from how people communicate and the level of formality to how often they take breaks or how they dress. It is best practice when starting a new job to be observant of the culture and get a sense of how to behave in a way that aligns with it. Some aspects will be more subtle than others, so being intentional about observing the culture will prevent you from making missteps that you find embarrassing or shake your confidence.

Explore New Opportunities

Get help with your job search by teaming up with PrideStaff Akron. Our team of recruiting experts can help you find new opportunities that are the best fit for your qualifications and professional goals. Search our available jobs to learn more.

Do You Take Employee Engagement Seriously?

The way your employees feel is the way your customers will feel.”

“When leaders throughout an organization take an active, genuine interest in the people they manage, when they invest real time to understand employees at a fundamental level, they create a climate for greater morale, loyalty, and yes, growth.”

The first quote above is from Sybil F. Stershic, president of quality service marketing at LinkedIn. The second is from author and business management guru Patrick Lencioni. Together, they nicely sum up the gist and general how-to of employee engagement.

Engage People – And They’ll Stick Around.

Stershic is spot on: Retention of good talent costs way less than turnover, just as holding on to loyal existing customers is much less expensive than acquiring new ones. Your employees are, in fact, your most important customers because it’s so true: keep them happy, and it will naturally spread to your external clientele.

There’s a direct tie-in: According to a recent Gallup study, only 27 percent of fully-engaged employees would consider leaving their current jobs if offered a raise of 20 percent or less to do so, versus 54 percent of disengaged workers who would happily jump ship if offered a comparable incentive.

Encourage Mentoring and Coaching

Employee engagement can’t be just a flavor of the month. It has to be embedded into your company culture and day-to-day MO. A solid step in the right direction is ongoing mentoring and coaching on the part of senior leadership and management.

Hold supervisors accountable – and empower them to support this company-wide commitment. Be sure they have the time, support and resources they need to hold regular coaching and mentoring conversations and help their direct reports and team members to grow and develop.

These words are from John Wooden, who won 10 NCAA national championships within a 12-year period as coach of the UCLA Bruins’ basketball team:

“A good coach can change a game. A great coach can change a life.”

Quell People’s Frustrations About Work

In another study, 83 percent of employees said that if their workplace frustrations were relieved, they’d be significantly happier in their roles. And 60 percent said they were currently so frustrated that they wanted to look for new jobs. Talk about disengagement!

Examples of work-related frustrations included time wasted on reports that no one apparently read, meetings that could have been emails or not happened at all, supervisors not prioritizing assignments, lack of feedback, and micromanagement.
Do your managers regularly sit down with their employees and uncover their frustrations, then take the right action steps to alleviate them?

Track Your Progress

Be sure to measure employee engagement at your company and continue to monitor your progress. Develop a workable process using surveys, focus groups and other tools. Measure not just once, but annually or more frequently, so you can make adjustments in a timely manner.

As you grow your industry-leading workforce, PrideStaff Modesto can help, offering unparalleled expertise in hiring, retention, engagement, and employee and leadership development. Reach out to us today to learn more.

5 Tips for Improving Worker Safety

Worker safety is a top priority. If your business or facility isn’t safe, it can lead to trips, slips, falls, and accidents that are expensive. Not only will this cost you financially, but also hit worker morale, productivity, and even retention. In fact, according to OSHA, American employers pay nearly $1 billion each week for direct workers’ compensation costs.

The good news is that there are some simple ways for you to enhance your worker safety initiatives without breaking your budget. Here are a few tips to consider:

#1: Adopt safety as a core value.

When worker safety is discussed openly and often – rather than in a once-a-year training session – it becomes a part of your overall company culture. That’s a good thing. You want your employees to focus on safety, on the job, all the time.

So, whether it’s through monthly safety brown bag lunches, weekly email reminders, or posters and visuals throughout your operation, make safety a regular part of the conversation at work. At the same time, new hires should be brought into the fold with safety an integral part of the onboarding and training process.

#2: Lead by example.

You can’t expect your employees to follow safety best practices if company management doesn’t, or turns a blind eye to unsafe practices. Instead, it’s vital that those in higher-level positions lead by example. They should be following the same rules as the rest of the team, while also encouraging employees to work safely at all times. In addition, it’s important to discuss the bigger picture – why employee safety is critical and how safety practices can impact the team and the company at large.

#3: Give your people a voice in the process.

Those on the front lines each day are going to have an opinion on safety practices. Let them voice it. Encourage them to share their feedback and insight, make it simple for them to alert management about any new or potential hazards, and encourage them to discuss concerns or challenges they’re facing when it comes to safety on the job. The more of a voice they have, the more vested they will be in your safety processes.

#4: Offer rewards for positive results.

When you go for a long period of time without any accidents or any safety issues, reward your team. This further emphasizes how important safety is and also shows your appreciation for following safe practices. Additionally, it further motivates employees to continue to follow safety best practices. Whether it’s by offering everyone an extra day off or bringing in lunch one day, rewarding your people is an easy way to say “thanks,” boost morale and continue to maintain a safe environment.

#5: Hire safety-conscious employees.

From the start, you should be hiring those people who have a positive track record when it comes to safety. Questions about safety should also be a part of the interview and hiring process. You can, therefore, rest assured that those you hire believe safety is as important as you do.

Need help hiring the right-fit, safety-focused people for your team?

At PrideStaff, we’re a leading Phoenix staffing agency and the local choice among companies, large and small, to meet temporary, temp-to-hire, and direct hire staffing needs. Let us talk to you about your company and culture, then customize a staffing plan that’s right for you. Contact us today to get started.

Are You Burnt Out or Just Tired?

There’s tired. And then there’s burnt out.

Everyone gets tired sometimes. Or stressed or frustrated or even exhausted. But generally, getting some rest or taking a break from your daily grind will relieve tiredness. Burnout, on the other hand, happens when those feelings simply won’t go away after an extended period of time, and feel insurmountable.

What Burnout Feels Like

You may not know you have burnout, even though you’re well aware that you feel stressed or tired. It occurs after an extended period of such symptoms, at which point all your coping resources – stress hormones, physical and mental vitality, positive emotions and resilience – have been used up.

Burnout is directed by stress. It causes your brain to fixate on catastrophic thoughts, which turn to constant pessimism and vulnerability, just like when you’re physically ill. In fact, it may even contribute to harmful physical symptoms, such as high cholesterol, type 2 diabetes, heart disease, muscle pain, headaches, gastrointestinal issues or respiratory problems.
If you’re burned out, you may experience insomnia or depressive symptoms. Burnout sufferers also may turn to the use of psychotropic or antidepressant medications or in worst cases, be hospitalized for mental or psychological ill-health issues. And at work? It may manifest as job dissatisfaction, absenteeism or presenteeism, or even disability.

Causes of Burnout

You may become burned out if:

Your salary is too low, your work hours are too long, and/or there’s not enough opportunity for advancement in your job.
Your workload is overwhelming.
You have poor work relationships. A leading example is a boss who’s overly demanding or critical.
Your values don’t align with those of your company. The cultural, mission, vision and value fit just isn’t there. It may be right for others, but not for you.
You lack work/life balance. Maybe you don’t have – or take – enough time off. If you’re working during hours when you should be relaxing and enjoying life, burnout could creep in.
You’re not recognized for your work. This leaves you feeling unnoticed and underappreciated – feelings which no one ever has said they could easily live with.

Nip It in the Bud

Avoid these ghastly scenarios by making whatever changes are necessary to bring your work and your lifestyle back into sync, so you can smile, sleep, and enjoy it all once again.

Talk to your boss. Brainstorm options for making things better.
Take some time off. Temporarily remove yourself from the situation. The length of time you take depends on your individual situation. It may be a couple of days, a week, or a more extended leave to focus on your mental health.
Think about making a change. If you feel like your current company unfortunately fosters a culture of burnout, or your values simply don’t align, it may be time to make a change as you take your career to the next level.

Life is too short to let burnout rear its ugly head. To become your best self in your current job, or find a new role that allows you to shine and truly enjoy life, consider working with a career coach from PrideStaff Modesto. Contact us today to learn how we’ve done just that for thousands of people just like you. Keep your chin up and remember: the best is yet to come!

Looking for a Job? Here’s are a Few Ways to Clean Up Your Personal Brand

Branding long ago expanded beyond the realm of products. Starting with actors and athletes, the concept of a personal brand has crept into all walks of life, popularized by social media and the gig economy. Are you doing enough to clean up your personal brand as you look for that dream job?

The process might be more crucial than you think. One recent survey found that nine out of 10 employers check a candidate’s social media feed. Meanwhile, 75% of companies formally require their HR departments to research job applicants online.

Given the broad use of this kind of fact-finding, it’s important that you shape what employers see when they look you up. That’s the heart of personal branding. With that in mind, here are a few tips to clean up your personal brand while looking for a job:

Define Your Ideal Brand

Before you take steps to clean up your personal brand, decide what it should be. Think about the image you want to deliver to employers. From there, you can determine the specific way you want to communicate your brand.

Here are a few steps to take as part of this process:

Determine Your Longer-Term Goals
Think about What Makes You Unique
Summarize Your Story
Explain How You Provide Value

Scrub Social Media

Most kids don’t think about their brands. As you proceeded through school and entered the early years of your career, you probably didn’t take your public persona too seriously. However, now that you’ve become more focused on your career, you have to adjust your presentation to best fit your professional goals.

In other words, it’s now time to look at your social media. Once you know the image you want to project, you have to conform your outside-facing presentation with that brand. It’s time to look through the previous content you’ve sent into the world and make sure it fits with your current goals.

Here are a few categories of content you should look to delete:

Anything related to drugs and alcohol
Edgy jokes
Sexual or sexualized content
Disparaging former employers or coworkers
Controversial Opinions

Craft Your Narrative

In some ways, creating a brand involves telling a story. Think about your career history up until this point. What aspects define your professional progression? How have you gotten to this place in your development?

Being able to explain these details will help you connect with the kinds of opportunities you desire most. Having a well-crafted career narrative will help you at several steps along the way.

This way, it gets easier to create key documents, like resumes and cover letters. Meanwhile, you’ll also improve your interview skills, letting you stay on message as you answer questions.

Create Targeted Content

Now that you’ve removed potentially harmful posts from your social media feed, it’s time to create content that pushes your career forward. Establish an online presence that highlights your personal brand and showcases your value to employers. Here are a few steps you can consider:

Use social media to spotlight accomplishments
Continue to network with like-minded professionals
Become a thought leader by engaging in industry discussions
Create a blog

Regularly Ping Your Network

Branding is about communication. In many ways, this means broadcasting your particular message. However, narrowcasting also plays a role.

As part of this, bring your brand into your traditional networking efforts. Connect with your professional contacts. Seek out opportunities, build relationships, and absorb feedback. This will help you improve over time and drive you towards potential jobs.

Contact PrideStaff Bend Today

A personal brand can help you reach your professional goals. A top recruiter, like PrideStaff, can fuel this process as well. You’ll get the support and guidance you need to optimize your career.

Contact PrideStaff Bend today to upgrade your professional development.

Ways to Know You Have Found Driven Prospective Employees

When assessing candidates during the hiring process, one of the most effective predictors of success to identify is self-motivation. When employees have an internal drive to work hard because it is personally fulfilling to them, they are more likely to be productive, engaged team players. How do you spot this trait during the interview process? Here are ways to know you have found driven prospective employees:

Preparation

How much time and effort a candidate puts into preparing for the interview can tell you a lot about how much drive they have. Observe how much research they appear to have done on your company through the specificity of their responses. If it is evident they have reviewed your website, social media, recent press releases, etc., then it is likely they will have that same level of attention and effort to their work if hired.

Enthusiasm

Being driven generally comes from having a spark of passion that makes it feel personally rewarding to work hard. Listen carefully to how much enthusiasm a candidate has when they talk about their careers. Those who are excited by the industry and their job roles are more proactive and willing to go above and beyond.

Self-Awareness

When you ask about weaknesses, or times in which candidates have made mistakes in the past, carefully gauge their transparency in how they respond. Those with self-awareness will be able to honestly discuss instances in which they were not at their best, and how they resolved the issue and grew from it. Candidates who are self-aware are able to objectively assess their behaviors and tendencies and look for opportunities to improve themselves, which leads to being better performers.

Communication

Communication skills are absolutely crucial for employees to be successful contributors, especially in a team setting. However, effective communication requires intention and effort. Candidates who put the time and work into honing their skills in being clear communicators, both verbally and in writing, are more likely to be driven employees.

Results

Among the best indicators of future success is past success. Candidates who have a proven track record of results and have demonstrated their drive through metrics, achievements, accolades, and professional growth, will generally also be top performers if hired onto your team because they cultivate a strong work ethic and a commitment to excellence.

Attract Top Talent

Start finding driven employees to join your team by partnering with experienced staffing firm PrideStaff Akron. We will work with you to understand your unique business needs and connect you with the candidates that are the right fit for your organization. Contact us to learn more about our services.

Tips to Improve HR Efficiency

Your human resources department is at the heart of your business – yet it’s not looked upon as a profit center. But without hiring, maintaining, and meeting the needs of top talent, how can your company succeed in any of its goals?

With the right technology and mindset – and perhaps a few basic changes – your HR team can become more efficient, have more time to work on higher-level strategy, and truly put their value to your company to work.

Here are some tips to enhance HR efficiency that have proven their effectiveness, especially during the Covid era:

Social Recruiting

You’re lagging behind the competition if you haven’t incorporated social recruiting into your hiring strategy. Utilizing not only LinkedIn, Facebook, Instagram and Twitter, but also various niche platforms where you can engage both active and passive talent, is a must.

The organic reach of social media can make your job ads available to a wider audience and get your company name out there to help build your positive employer brand. And even when there is a cost involved, the value often makes for a worthwhile ROI. For instance, a simple Facebook ad can net significantly more visibility than more traditional tactics like classified ads or job boards.

Remote Recruiting

Remote recruiting was born of necessity and quickly came of age during the Covid-19 pandemic. It’s time-saving, creates more flexibility, and saves you money on travel and accommodations for out-of-town candidates. You can easily utilize tools like virtual workplace tours and online presentations during your hiring process, reserving in-person interviews for the final rounds, if a person will be working on site or you want to invite them to visit company headquarters.

Automation, Digitalization and Software Advances

Advancements in HRIS (human resource information systems) and ATS (applicant tracking systems) are among the leading areas where automation and digitalization can relieve HR employees of the more mundane, yet necessary tasks that tend to devour so much of their time. You can build efficiency by:

Digitalizing onboarding and other paperwork: Especially in today’s remote/hybrid work environments, digitizing paperwork helps streamline talent management processes. For starters, when onboarding new hires, essential documents can be completed and signed online even before a person’s first day on the job.
Developing an employee self-service portal: This saves countless hours of work on the part of your HR team, as employees can access their own information and perform related tasks via the portal, without having to contact their HR rep directly.
Integrating your payroll and HR systems: Whenever you hire someone or change their employment status or compensation, it requires changes in both payroll and HR, so be sure the two are connected. Find a cloud-based option that will save you time and minimize potentially costly data errors.

With more than 30 years’ experience, PrideStaff Modesto is a respected feature in our community, yet we’re constantly striving to innovate for our clients in California’s Central Valley, and beyond. We can help you achieve increased efficiency, quicker placements and better employees in areas including administration, customer service, IT, accounting and finance, legal support, healthcare, manufacturing and production. Contact us today to learn more.

How to Get the Most from a New Hire

With today’s worker shortage, hiring is especially challenging. Once you hire someone new, you, therefore, want to get them off on the right track so they’re happy, engaged, and productive as soon as possible. To do that, it’s important to have an onboarding and training program that helps them feel like part of the team from the start. It should include:

A big welcome.

Make sure you are on-site and available to greet your new hire and welcome them to the team. Walk them around the office, introduce them to their co-workers and company key players, and give them a tour of the building so they know where to find the break room, restrooms, and other important areas.

An office that’s ready for them.

If you’re left scrambling when they arrive, it looks unprofessional. Avoid this by ensuring their office or workspace is set up ahead of time. Ensure their phone and computer are also up and running and that you have the proper credentials and instructions, so they can log in, set up their email and voicemail, and take care of other administrative tasks. It’s also nice to give them a welcome basket with a gift certificate to a local restaurant, company apparel, a mug, pens, a notepad, and other similar items.

Training broken up into bite-sized segments.

Don’t aim to train a new hire on their tasks and duties, or the company policies, on the first day. It’s too much to get done. Instead, break training up over the first few days or weeks when they’re on the job. Aim to explain the company policies and values, talk about their role and where they fit in, and then train them on key tasks and responsibilities they’ll be handling over a period of time. You can also pair them up with a mentor or buddy they can turn to for help and advice.

An informative first day.

The first day shouldn’t be filled with paperwork and training manuals. Instead, create a schedule to follow so it’s easy-going, informative, and even fun. After you welcome your employee and talk to them about their new start, give them some time to get set up in their new office. Then take them out to lunch with their fellow team members, so they can get to know them on a more personal level. After lunch, meet with them to highlight your expectations and ask whether they have any questions or thoughts. Finally, make sure they have an employee handbook, directory, and other items they can peruse on their own.

Open communication.

Beyond the first day, it’s important to keep the lines of communication open with your new hire. Make sure they know they can come to you with issues, questions, challenges, or if they need support. This will help avoid problems before they escalate and enable you to forge a positive relationship going forward.

The beginning of a new job is a stressful experience for everyone. However, when you make those first few days a more positive experience, your new employees will get excited about the job and the company.

Need help hiring for your team?

If you do, turn to PrideStaff. As one of Tempe’s leading staffing agencies, we have a robust network of pre-qualified candidates ready to get to work in a range of roles. Contact us today to get started.

What to Do When You Have an Unhappy Employee

Once upon a time, your entire staff was happy and engaged. However, things have changed. You’re pretty sure one of your team members is unhappy and unsure what to do about it.

Maybe this person isn’t as productive as they used to be, has a newly minted lousy attitude, or has recently been clashing with other employees. If so, these are telltale signs of discontent, so it’s time to take action. Here’s some advice to help you turn things around.

Five Tips to Deal With an Unhappy Employee

Promptly Address the Situation

It’s important to talk to the employee as soon as you realize there’s a problem because letting things fester will only make things worse. Take the person aside for a one-on-one chat in your office. Employees know you’re busy, so seeing that you care enough to prioritize their happiness will mean a lot.

Be Kind

Your employee is dealing with something, so don’t make it worse by being short with them. They deserve a boss who treats them with compassion, and they’re much more likely to open up if you make them feel comfortable. Sure, their attitude might be causing you a headache, but you have to put that aside right now and focus on helping the person in front of you.

Ask the Right Questions

There’s no shortage of reasons why an employee might be unhappy — i.e., feeling like they have a lack of support, not enough recognition, low pay — so you can’t assume you know what’s going on. Instead, it’s crucial to ask pointed questions to get to the root of the problem.

Questions might include, “How can I make things easier for you?” “Do you enjoy the work you’re doing?” or “Is there tension on the team I’m unaware of?”

Schedule Regular Follow-Ups

Hopefully, you’ll be able to figure out what’s going on in your first meeting and create a plan to change things for the better. However, that doesn’t mean your work is complete. Show the employee you care by putting regular follow-ups on the calendar, so you can connect and see how things are going. This will give them a set time to talk to you about any issues they’re having, which will make them feel valued.

Hire Right Every Time

If you’re having trouble finding the best person for the job, PrideStaff Las Vegas can help. Contact us today to discuss a partnership!

Losing the Passion for Working Remote? Consider These Ways to Relight the Fire!

Remote work has become extremely common in many industries. However, while this structure provides significant advantages for both employees and employers, it has drawbacks as well. When you work from home, it’s often difficult to stay engaged and excited about your daily tasks How do you keep your passion for remote work for the long term?

It’s a crucial question, especially as remote work cements its place within many organizations. Even as companies call their employees back to the office in the post-COVID world, the option will likely remain as part of a hybrid structure. One study found that more than six out of 10 workers (62%) said they operate remotely at least some of the time.

However, in a remote situation, much of the impetus for motivation falls to you. The physical separation means you’re outside the constant gaze of your supervisors, giving you both more freedom and more responsibility.

Meanwhile, what once seemed like a treat could be starting to feel like a grind. In these circumstances, are you losing the passion for operating remotely?

Use these tips to relight your fire for at-home work:

Set Aside a Dedicated Workspace

Sometimes your physical environment can sap your motivation. Working from home offers the ability to lounge on the couch or sit in a garden. That can act as a benefit on some days — on others, it invites your mind to wander.

Dress for Success

Work-at-home comes with its own dress code: super casual. Like sweatshirt-and-pajama-bottoms casual. This certainly maximizes comfort — but it can sap some of your motivation and professionalism. Getting dressed in more work-appropriate attire can help shake off those cobwebs and restore more of an office atmosphere.

Get Out of the House

Even in the most well-designed home office, you might not be able to keep your focus. If your company has an office in your area, consider spending some time there. Or find another quiet place to operate for periods during the week. This will break up the monotony and restore the specialness of working from home.

Reach out to Your Coworkers

Much of the challenge from remote work comes from the sense of isolation. One study found that more than fifth of remote workers (21%) struggle with loneliness. Far away from the bustle of an office environment, you can feel disconnected from your coworkers and from the larger company.

Regain some of your passion for work by closing this distance. Talk to your coworkers. Look for places to collaborate. Also, schedule times to meet with them in person, forming the kinds of connections that will keep you engaged in the process.

Connect with Your Company’s Mission

Find motivation in the bigger picture. Think about the value your company brings to customers and the overall contribution the organization makes to society. Focus on this larger mission and you’ll have renewed reason to put in your best effort.

Find the Perfect Remote Job With PrideStaff

If you feel unmotivated in your current remote situation, it might not be the work-at-home aspect that has you down. The position itself might not be the perfect fit. By finding the ideal job for your needs, you make it easier to stay engaged for the long haul.

Finding the right match for your passions can be difficult. It helps to have expert guidance. A top recruiter, like PrideStaff Bend, will steer you to the best fit for your skills and background. Contact us today to learn more.