5 Tips for Having a Successful First Day of Work

Your job search is over – and it ended well. You’ve landed the job. Congratulations! Now, it’s time to live up to expectations and hit the ground running.

It’s normal to have some anxiety as you anticipate Day One in your new role. But you can keep it at a healthy level and make your first day truly successful, with just a little planning. These five tips will help:

1.     Show your commitment.

First and foremost, be sure you’re accessible to your new boss on Day One. This may sound obvious, but it can be easy to be pulled in what feels like a million different directions as you try to acclimate. Take time to check in with your manager throughout the day.

·        Express your gratitude. Thank your manager again for the opportunity to join their team – and thank others you meet, as well. Don’t get carried away, but demonstrate your commitment to contribute, add value, and be a team player.

2.     Get to know people and help them get to know you.

Be prepared with a 30-second explanation of who you are and where you were before – aka your “elevator speech” – as your new colleagues will likely ask. Also be ready to describe what you’ll be doing in your new job; there may be people who don’t have a full understanding or simply want to strike up a conversation.

·        Don’t turn down an offer to go to lunch. Show that you’re ready to mingle with your new team. Save the packed lunch for another day.

3.     Ask questions.

Jot down both practical and general questions about how you can be most successful in your new role. By now, you should have enough background to go into a little more depth on the company and your specific responsibilities.

·        Again, keep things in moderation. Don’t hammer people with too many questions. But asking people is a great way to not only learn, but also to demonstrate your curiosity and initiative.

4.     Listen and observe.

The best thing you can do on Day One in a new job is to listen. Then, listen some more. It’s not the time to express any strong opinions. Be friendly and cooperative, meet people, and listen.

·        This is a prime opportunity to hear about the goals your boss and others have, as well as familiarize yourself with your new team and top projects. It’s your chance to understand the big picture and recognize priorities. Take lots of notes

5.     Be yourself.

Make sure you’re well-rested, prepared and on time. Think of ways to be relaxed as you project yourself as who you are.

·        Don’t try too hard. The urge to impress can take you off track. Remember, you’re already hired, so you don’t have to wow people every moment. By relaxing and being yourself, you’ll impress naturally. So, smile and go for it!

As you make your next career move and complete the transition into a new job, consider working with the expert team at PrideStaff Fresno. We specialize in matching skilled professionals with rewarding opportunities in administration, customer service, IT, finance, legal support, healthcare, and production and distribution. Contact us today to learn more.

4 Tips for Improving Employee Retention

Today’s job market is great – if you’re a candidate. With unemployment at a near-record low, professionals in virtually every field can pick and choose their next opportunities.

This makes things interesting … okay, challenging, to say the least … for today’s employers. Not only do you have your work cut out for you when it comes to talent acquisition, but you also have to pay special attention to retaining your highest performing and most valued employees.

How to Do It Right

The financial cost, as well as the less tangible effects on your business, of having to replace and rehire a good person can really take a toll. So, be sure you do the right thing when it comes to all the steps in your talent retention strategy. 

·        Create the right culture. Your company culture should align with the type of person you want to employ. This means that values, goals and vision are in sync. This is where you begin to forge strong, longstanding bonds with new hires.

·        Hire the right people. As you screen candidates, be alert for any signs of a chronic job hopper. While there’s nothing wrong with changing jobs for the purpose of career advancement, look for applicants who are interested in growing within your organization, rather than elsewhere.

·        Offer the right training. Invest in training that will best help each employee earn, maintain and enhance their skills, strengths, and credentials. When a team member sees that you take their professional development seriously, they’re much more likely to be loyal to you and your company.

·        Provide the right benefits Offer benefits and perks that candidates wouldn’t be able to get anywhere else. Telecommuting, flexible scheduling and performance bonuses are a great start, but they’re becoming increasingly common. What about free meals once a week? Or attractive discounts on your unique products or services? Or, VIP tickets to special events? The key is to know what a particular candidate wants and then respond accordingly.

PrideStaff Fresno matches leading employers with top professionals in administration, customer service, IT, finance, legal support, healthcare, and production and distribution – to develop relationships that will benefit both parties for the long term. Can we help your business retain the best talent on the market? Contact us today so we can tell you more.

How to Make Sure New Employees Get Along With Their Team

Starting a new job is a little bit like the first day of school all over again. Despite the newness and excitement of it all – or perhaps because of it – a person naturally feels stressed and anxious.

Finding ways to ease this transition should be a top priority for you as an employer. Taking time to nurture new hires during their onboarding period offers them, and your business, the best possibility for success.

Roll Out the Welcome Mat

Making your new hire feel welcome and bringing them up to speed quickly is all about preparation, support and communication – starting on the day they accept your offer.

• Reach out before Day One. When new hires first sign-on, there’s usually a whirlwind of congratulations, communications and correspondence. Then things slow down. That’s okay, but be sure you don’t go radio silent until a person’s first day at work. Maintain contact via appropriately timed calls, texts or emails. Reiterate your welcome, give them pointers, and reassure them you’re available if they have questions.
• Have their workstation stocked and ready to go. Make sure your new employee has everything they need to get started on their first day. This includes a fully equipped workstation with all the necessary supplies, hardware and software, login information, phone and other directories, business cards … and how about a welcome card from their team and a company T shirt, mug or cap? It all sends the message: “We value you and we’re glad you’re here.”
• Make introductions. Introduce your new hire not only to their immediate team members, but also to people in other areas with whom they’ll be interacting. Consider holding a 15 to 20-minute informal gathering for this purpose. It’s a stress-free way to familiarize everyone with the new staff addition, and vice versa.
• Provide a mentor. A mentor offers one-on-one support for everything from learning company policies and practices to the best local spots for coffee, lunch or drinks after work. Successful mentor/mentee relationships can last for many years and reap multiple benefits for both parties.
• Show you care about their work/life balance. Set the right tone and make this clear right from the start. Follow the Golden Rule by treating every new hire the way you’d want to be treated in their position – and remind others to do the same. Find out about their family, their hobbies and interests. Show them they’ll be supported in keeping all aspects of their personal and professional life in sync.
• Set up an early win. Give your new hire an assignment you know they can complete successfully during their first day or week. This early win results in an important feeling of purpose and confidence. As a result, they’ll settle into their role faster and more efficiently.

At PrideStaff Fresno, we pride ourselves on providing client and candidate experiences that focus on what you value most – including the best possible onboarding for new staff members. For additional tips and resources, contact us today.

Tips for Listing Temporary Jobs on Your Resume

When Is the Right Time to Ask for Help at Work?

You’ve reached the point of no return: You simply can’t get your work done without asking for help. It happens to everyone at some time. But, when and how should you ask without seeming incompetent or like you’re dumping a task on someone else?

Too often, people feel that asking for help will be perceived negatively, so they avoid it at any cost. Unfortunately, “cost” is the operative word here: The outcome of not requesting assistance may be far worse than the initial discomfort of doing so.

When and How to Ask

Do any of these situations feel like your unfortunate reality? If so, take heart. There is a solution.

• You have no idea what you’re doing. There’s nothing to be gained by trying to blindly navigate an assignment you simply don’t understand. If you do, chances are it won’t end well – and you’ll have wasted your own and everyone else’s time. Plus, you’ll appear stubborn and incompetent. So, approach a supervisor or co-worker in order to get a better understanding of the task at hand.
• You have too much on your plate. You’re snowed under with things to do – and you’ve hit your limit. You may feel like you’re shirking responsibility by asking for help, but it’s the smart thing to do.
• You’ve made a mistake. To err is human. When it happens, the most important thing to focus on is how you react to your error. Don’t try to sweep it under the rug. If you need help to fix it, approach the right people ASAP. Prolonging your request will only make things worse.
• You need additional expertise or insight. If you’re working on a project that could benefit from specific input from a colleague, don’t hesitate to ask for their advice. This not only leads to better results, it also fosters collaboration and teamwork.

How to Increase Your Chances of Getting Help

To increase your chances of getting assistance when you need it:

• Lend a hand yourself. Being open to helping others is a key to career success, as it shows you care about your team, not just yourself. It’s also important for maintaining your reputation for competence. If you regularly offer to help others, then your occasional request for assistance won’t undermine their confidence in you.
• Stay engaged with your helpers. When someone has agreed to help you, watch what they’re doing, ask questions and take notes. Stay engaged. If you pay close attention, you won’t have to ask for help with the same issue again.
• Be precise in your ask. Asking specific questions about your problem shows your co-worker that you’re totally engaged and actively trying to resolve the issue along with them. If you ask questions that are too vague, it may appear you’re trying to dump the entire project in their lap.

At PrideStaff Fresno, we’re all about building your career – whether that means growing, learning and becoming stronger in your current role or finding your next great opportunity. Read our related posts or contact us today to learn more.

Don’t Wear Out Your Steel-Toed Boots

Wearing steel-toed boots and other personal protective equipment (PPE) on the job may seem uncomfortable and cumbersome at times. But, when you weigh this minor inconvenience against the pain and suffering of a serious injury, it takes on a whole new meaning.

The U.S. Bureau of Labor Statistics reports at least 60,000 foot injuries are responsible for keeping people out of work each year. Eighty percent of these accidents are caused by objects weighing 50 pounds or less. And many of them could have been prevented altogether, had workers been wearing the right steel-toed footwear.

Selecting the Right Footwear

It’s important to always abide by your company’s policy for safety footwear and other PPE. It’s not only your employer who’s cracking down on safety; in most cases, it’s a legal requirement set by the Occupational Safety and Health Administration (OSHA). To stay in compliance, your boss can send you home for not acting in a safe manner while at work, and this includes following all applicable PPE regulations.

When choosing steel-toed shoes or boots, follow these tips:

• Make sure they are made from strong, sturdy leather and have a large steel area that completely protects your toes.
• Look for footwear with a good arch. This will support your feet in times of stress or fatigue.
• Follow all instructions for measurement and fit to ensure you get the right size. And don’t forget to allow for the right socks, as well. Some socks are ergonomically made to provide the right comfort while wearing steel-toed boots. Never buy safety footwear without trying it on first.
• Make it a point to maintain your new footwear. This may include regular use of creams to keep the leather soft and supple.

You don’t have to sacrifice fashion for safety. Many footwear brands provide a wide selection of OSHA-approved footwear options that are actually easy on the eye. And, in the long run, they actually alleviate discomfort caused by prolonged standing or walking on hard surfaces.

Head to Toe Protection

PPE isn’t limited to your feet. Depending on your job, you may require other safety gear. Here are some examples, to protect your:

• Hard hats, helmets, bump caps, or guards.
• The right gloves for the job.
• Eyes and face. Safety glasses, eye shields, face shields, visors, or goggles.
• Plugs, communication sets, noise meters, or acoustic foam.
• Breathing apparatus. Escape or working sets.
• Chemical, high visibility, or weather wear.
• Respirators, detectors or monitors.
• Full management equipment. Safety harnesses, fall arresters, or elbow, wrist, or back supporters.

There’s nothing more important than staying safe – at work and at home. For additional resources to keep you informed and build your career, contact the safety and HR experts at PrideStaff today.

Talking to Your Boss About Safety Concerns

It can feel daunting to approach your boss with a workplace safety concern. But not doing so could be much worse, if the problem you’ve discovered leads to an injury – or worse.

Maybe you noticed machine guards missing, poor housekeeping or a trip or fire hazard. Or, maybe you feel your training for doing a particular task safely was inadequate. Whatever the issue, remember: You have a right to work in a safe place. And your employer is obligated to provide such an environment. But you also have to do your part and speak up, before it’s too late.

Tips for Talking Safety

Your immediate supervisor should be the first person you approach with safety concerns. If their response is unsatisfactory, you need to seek help elsewhere, from a safety rep, a shop steward or your safety manager. Follow the proper procedure and chain of command at your company.

• If someone is in immediate danger, don’t hesitate. Make an attempt to get anyone exposed to a hazard out of the situation. Pull the alarm, stop the machine … whatever it takes. Deal with everything else later, if waiting for supervisory guidance might exacerbate any potential danger.
• Don’t worry about speaking up. It’s illegal for your employer to fire you, transfer you to a less desirable position, reduce your pay or change your working conditions to make you feel uncomfortable or unhappy for raising a safety issue.
• Do your research. Make sure you’re not just complaining. Let your manager know that you’ve thought about the problem and how to correct it. For example, if you feel your co-workers are tied off to unsuitable anchor points, try and suggest better ones or propose an alternate solution, such as railings. Or, if it appears your teammates don’t understand what’s required of them from a safety perspective, suggest a better training program.
• Make sure your research is accurate and current. Sometimes, old information is superseded by new regulations or letters of interpretation. A good place to start is often gov.
• Worst-case scenario: If you find a safety hazard your employer refuses to address in a satisfactory manner, you have the right to contact OSHA directly and file a complaint. In fact, every company is required to display an OSHA poster that specifically describes how to do this. Again, you have the right and the responsibility to voice your concern without fear of retaliation.

Learning to effectively voice your concerns – especially when it comes to safety – is a key part of your growth and development as you progress along your career path. As you look to grow in your job – or if it’s time to start thinking about the next step along that journey – contact PrideStaff Fresno today. Your success is our mission.

9 Ways to Keep Your Employees Safe in the Workplace

June is Workplace Safety Month. Although safety is a number-one priority 365 days a year, it’s a good time for a reminder about the best ways to keep your employees healthy and injury free.

According to the Occupational Safety and Health Administration (OSHA), employers pay nearly $1 million each week in workers’ compensation costs. Above and beyond the potentially staggering costs of workplace accidents, safety is a key component to developing a positive company culture. Keeping your employees safe leads to advantages in productivity and loyalty – and people have a right to feel they can arrive home from work as safe and injury-free as when they arrived.

Here are nine tips to help ensure employee safety.

1. Start With New Hire Orientation

Set the tone to prepare new employees for on-the-job safety. Provide education on safety standards and rules. Consider taking it a step further by offering a work conditioning program.

2. Offer Best Practices in Safety Training

The more people understand about their equipment and how to use it, and how to care for their physical well-being while at work, the better. Include regular training general safety, as well as such topics as fire drills, chemical spills, theft, self-defense and others relevant to your business.

3. Keep Your Employees Informed About Safety

For employees to truly understand why safety is so important, give them a good idea of the big picture and what it means to them. This includes all-hands safety meetings, where you engage people and encourage them to ask questions and contribute ideas and suggestions.

4. Identify Safety Leaders

Spread ownership and awareness of safety by designating departmental safety representatives. They will be your “boots on the ground” for safety improvement throughout your organization.

5. Have a Well-Functioning Safety Committee

Comprised of safety leaders and representatives from both management and rank-and-file, your safety committee should meet regularly and often to discuss concerns, evaluate incidents, and drive toward a zero-accident culture.

6. Maintain a Safe Environment

Begin by completing a comprehensive safety risk assessment. Walk around the entire business, making notes of anything that could be dangerous in any way. Then, maintain flawless housekeeping and other necessary measures through regularly scheduled checks.

7. Pay Attention to Workstations

Workstations that are ergonomically and safety ensured will not only help employees to feel better, but also show you care, which boosts morale and productivity. Do whatever it takes. It could be fatigue mats on the floor, height-appropriate workstations, or the option of standing desks or alternative chairs – for instance, stability balls or “wobble chairs.”

8. Promote an Active Lifestyle

Regular exercise strengthens muscles, bones, joints and minds. It helps the body become more resilient and less prone to injury. Encourage and engage employees in improving their health via an active lifestyle. Options include providing an on-site fitness center or gym discounts, or launching group walking programs.

9. Reduce Job-Related Stress

Employees may experience stress – which contributes to numerous health problems – from either work or personal factors. Start or enhance your Employee Assistance Program or take other steps to provide access to qualified stress management resources.

The HR specialists at PrideStaff Fresno can help as you finalize, communicate and enforce safety throughout your company. Contact us today to learn more.

Is Your Boss Really Invested In You?

Does your boss make you feel valued? As a result, are you excited about your future with your company?

Or, do you work hard, try to always stay a step ahead and go above and beyond to meet expectations – and yet it doesn’t seem like your manager even notices? If so, are they just busy … or are you underappreciated and undervalued?

Negative Signs

Here are some signs your boss is not invested in you:

• You feel invisible. Not only does your boss not ask for your thoughts, but when you offer them, they dismiss them. No matter what you do, you feel like you’re out of the loop. It’s especially worrisome when decisions are made about tasks or projects that are part of your workload and you’re not involved in the conversation.
• You don’t get feedback. Your manager should have an ongoing interest in helping you build on your strengths and overcome weaknesses. The two of you should be in regular touch regarding your performance. If you hear only about the negatives or, worse yet, you hear nothing at all, it indicates that either your boss takes you for granted, is unaware of your contributions or simply doesn’t care about you.
• You keep getting passed over for promotions, without explanation. If you know you deliver top-notch work and are qualified, yet you still can’t get a leg up on being promoted, it’s a red flag your boss is not invested in your career.

What You Can Do

Here are some ways to enhance your visibility in your manager’s eyes, in positive ways:

• Do your job well. Before you ask for a new opportunity, make sure you’ve shown the value you already bring to your team. Consistently excel at your core duties, even while working on additional projects. Show you’re willing – and even excited – to put in extra work to invest in your own growth.
• Play the long game. If you want your boss to be invested in your long-term growth, you need to make it a regular conversation, not just a one-time request. Establish a precedent of talking about your career vision and areas of improvement you see for yourself during a check-in, once a month or so. By keeping the conversation going, the two of you can work together and find ways for you to grow – even if it starts with just small steps.

If your superiors at work truly don’t care about your career, then it’s time to update your resume and begin thinking about a change for the better. The best time to find a new job is when you’re already working. If this is the case, begin by contacting an experienced recruiter who can partner with you throughout your search process. To help you get started, contact PrideStaff today.

What to Say After Your Interview

After all the hard work and preparation leading up to a job interview, and making it through the actual experience, sending a thank-you note afterward can be easily overlooked. But, if you want to be a serious contender for a position, do not let this step slide.

It’s About Relationship Building

In one recent study, 75 percent of interviewers said receiving a thank-you note from candidates had affected their decision-making process. If the offer is in the bag, you still enhance your professional standing with a future employer by taking this step. And even if you’re not hired, it’s a great way to foster a relationship for the future.

What to Include in Your Thank-You Note

Sending a thank-you note doesn’t automatically increase your chances of landing a job, but dismissing this important post-interview etiquette might hurt your chances of getting an offer. Besides:

• Maybe you simply had a bad interview. It happens, usually due to nerves. But if this is the case – you feel your interview simply didn’t reflect you, your strengths or the unique contribution you could make if hired – a sincere note could keep you in the running.

Here are some ideas of what to include in your note:

• Customization: Write separate notes to each of your interviewers. Address them by name and title, and refer to specific items you discussed with each person. Tip: As soon as you get home from your interview, jot down notes regarding each person you met with and what points were covered.
• A sincere, specific expression of appreciation: You should have expressed your thanks in person at the end of your meeting, but reiterate it in your thank-you note, without gushing. Be concise, but sincere and thoughtful.
• A reminder of your something unique: Remind your interviewers of something specific that you spoke about during your interview, which they might not have discussed with other candidates. If possible, relate it to the skills and qualifications you offer that further set you apart.
• Something important that you forgot to mention: Maybe time ran out or you simply overlooked a skill or experience you really wanted to point out to your interviewer. After using the first paragraph of your note to express your thanks, you can write a brief second paragraph to touch upon it.

The professional career coaches at PrideStaff Fresno can help you craft a unique and impactful interview thank-you note – as well as fine-tune all the steps involved in your winning job search strategy. Let us partner with you to build your opportunities and make your dream job a reality. Contact us today to learn more.