Why You Should Allow Your Co-Workers to Give You a Peer Review

A recent study showed that less than half (45 percent) of workers felt their annual reviews were a fair representation of their work performance. Only 37 percent said their managers provided accurate feedback.

When you’re seeking the full picture of your performance, don’t just look up the organizational chart – but also look right, left, and occasionally, down. Co-workers can be great resources, but you will most likely need to solicit their opinions on your own. In the same study, 53 percent of respondents said their manager was the only one who evaluated their performance, and just 21 percent said their reviews included input from peers.

How to Ask for Peer Feedback

Peer feedback can be invaluable as you learn and grow in your job. Be proactive as you seek input. The more often you ask, the less stressful it becomes. And the process will make you happier and more productive.

Know what you’re looking for. Do you want more appreciation? Evaluation of your performance on a particular project or task? Or general coaching so you can improve? Understanding exactly what you expect from a peer assessment will help you craft your approach to asking for feedback.
Ask sooner rather than later. You don’t have to schedule time in advance. Simply reach out to your colleagues and have a quick, informal information exchange.
Have specific questions ready. Don’t start off by asking something as general as, “Do you have any feedback for me?” Instead, ask, “What’s one area in which I could improve?” or “What one thing could I have done better on that presentation?” Also, avoid questions that will result in a “yes” or “no” answer. Those that begin with “what” or “how” will elicit fuller responses. Press for specific details and examples.
Take detailed notes on everything your peers say about you. Present this information, along with any relevant emails and other documentation, at your formal review with your manager. They may not have heard all those good things about you from others.

As you build your career – whether it’s improving so you can advance within your current company or seeking a new opportunity elsewhere – consider partnering with a recruitment expert from PrideStaff. Contact us today to learn more.

Questions to Ask in an Interview of Candidates Who Change Jobs Frequently

Not all job hoppers are alike. When you first glance at the resume of a candidate who has changed jobs frequently in recent years, it may send up an automatic red flag that makes you want to toss it immediately into the “reject” pile.

Not so fast. Be careful not to miss out on a great business opportunity, until you dig a little further.

Researchers at the University of Minnesota and Bowling Green University recently collaborated and concluded there are two distinct categories of job hoppers:

Escape driven: These candidates tend to be impulsive and lack persistence. They often are fixated on negative emotions and experiences. So, the red flag label definitely applies here.
Advancement driven: These individuals actively seek out a variety of responsibilities and work experiences. They could be just the new hires you’re looking for.

The best way to tell the difference between the two is to ask the right interview questions.

Take a Closer Look

Resumes don’t tell the whole story. Dig below the surface and ask:

“Why did you leave XYZ position?” Start with the oldest job on a candidate’s resume and move up to the most recent one. Conclude by asking:
“What are you looking for in your next role?” Listen for patterns. For instance, is a candidate consistently negative about their previous jobs and employers? Do they change jobs frequently simply to make more money? Once you understand their reasons, ask yourself, “What does this behavior pattern mean for me and my team?”
A pattern of negativity is a bad sign. This is true whether or not a person is a chronic job hopper.
In the case of a candidate seeking more money or responsibility, your decision depends on the specific job you’re filling. If you are able to keep rewarding or promoting the person, you may have found the right hire. Otherwise, probably not.

If you’re really excited about a prospective hire, let them know. Ask something like:

“You are one of the top candidates for this position. But looking at your work history, I am concerned by the number of jobs you’ve had in the last few years. We’re looking for someone who can make a commitment to our company. Do you think you can do that?” Include a reasonable time frame. If the person seems hesitant, give them a day or so to think it over before making a decision.

You might also ask a candidate:

“Give me an example of how you persevered in a difficult situation and accomplished your goal in spite of it.” An advancement-driven individual will come up with several instances, while an escape-driven candidate may be hard pressed to think of even one.

Hiring is hard – and hiring mistakes are painful and costly. As you fine-tune your industry-leading recruitment strategy, consider partnering with the experts at PrideStaff. Read our related posts or contact us today so we can tell you more.

What to Do When Your Manager’s Hostile Attitude is Affecting Your Workplace

The right attitude toward work and the workplace is essential – whether you’re the employee or the boss. So if your manager displays hostility on more than just an occasional basis, you need to take the right steps to change the situation for the better.

Research reported by the Journal of Applied Psychology has shown that trying to avoid your hostile manager, or plotting ways to retaliate, are not effective tactics. By the same token, it doesn’t help to try going above and beyond to help an abusive supervisor, or by being extra nice or empathetic.

So, what options do you have?

What Works

Like most problems, the first step to a solution to a hostile manager is finding the root cause. From there, you can work towards resolution.

Start by not taking it personally – unless it is. Self-examine the situation. Look honestly, with objective outside help as needed, and determine what factors may be contributing to your manager’s hostility. Ask yourself, “How much, if any, is me?” Unless you do this, you might take follow-up actions you later regret.
Emotional disengagement helps. Chances are, your boss’s hostility has nothing at all to do with you. Detaching can be hard, but it’s effective. You might want to try some mindfulness meditation: Focus your attention solely on observing the negative emotions your manager’s behavior arouses in you. Just “watching” these emotions, as though you were observing a character in a movie, can be very helpful. You will begin to experience a sense of managing the actual dilemma and its impact.
Create a buffer zone. Visualize a “space” between your own emotions and how you choose to deal with them. If you don’t, you risk saying or doing something unhelpful or damaging. Stay aware of which of your buttons your boss pushes. This buffer zone further strengthens your self-awareness about the whole issue.
Proactively communicate. Ask directly about how you can help. This generally works better than avoiding or circumventing necessary objectives. Express calmly, clearly, and professionally how your manager’s words or actions are affecting you. Make a behaviorally specific request regarding how you need to be treated in order to be more effective.
Focus on your overall career goals. You may want to update your resume and begin looking for a new position. If this is the case, work with a qualified recruiter to find a better position. Don’t contribute to history repeating itself.

As you deal with management or related workplace issues – or if now is the time for you to make a career change – consider partnering with PrideStaff to keep your career strategy on track. Contact us today so we can discuss the possibilities!

Are You Allowing Your Employees to Take Enough Time Off?

Keeping your employees happy, focused, and productive is vital to the success of your business. And today, people view benefits – including paid vacation – as being just as important as salary when it comes to where they work.

It’s time that every employer got smart about the critical need to offer work/life balance to all team members, regardless of their job, age, length of service or career stage.

The Benefits of Vacation Time

The numbers tell the story when it comes to the benefits of offering attractive vacation options:

Less burnout: In a recent survey, 37 percent of working fathers said they would consider a new job if it offered them better work/life balance.
Better employee health: In a study of 13,000 middle-aged men at risk for heart disease, those who skipped vacations for five consecutive years were found to be 30 percent more likely to suffer heart attacks than those who took off at least one week per year.
Higher energy levels: Time off helps employees renew their energy and creativity and get a fresh perspective on their work. This is highly positive not only for them, but also for their colleagues and any clients or customers with whom they interact.
An improved bottom line: Ultimately, if employees are more energized and engaged, overall company productivity improves.

How to Administer Vacation Time Fairly

The way you manage vacation requests can impact the types of job candidates you attract, as time off is seen as directly connected to quality of life. Your success depends on a mix of structured policies, flexibility, and avoidance of favoritism.

Communicate your policy right from the start. If employees don’t know the details of your vacation policy, two things may happen. Either employees will ask constantly for time off because they see no boundaries, or they will be too hesitant to ask at all. The first scenario could lead to resentment among co-workers, while the second could result in frustration and burnout.
Be flexible. Unless you are bound by a union contract, write some flexibility into your time off policies. This should include managerial discretion, so you can allow for unplanned situations.
Set deadlines for requests to be made. Let everyone know – at the same time – of deadlines for requesting time off. This is important because you will need a process for deciding whose requests are granted and whose are not.
Offer incentives for working during peak times. Consider rewarding employees who are willing to work holidays, weekends, or other popular times for most vacation requests.
Track previous requests. Keep track of information including when employees made vacation requests, why requests were made and the actual time off. This will help you spot any problem patterns. It also will put you in a better position if you have to deny a request. And, you can pinpoint employees who rarely ask for time off. They may deserve it, but lack the confidence to ask.

Partner with the recruitment pros at PrideStaff as you design and implement a winning hiring and talent management strategy, including your employee benefits packages. Read our related posts or contact us today to learn more.

How to Stand Out When Going After Your Next Promotion

Employees are often passed up for advancement simply because their managers failed to see their potential. Sure, you have to perform – and perform well – if you want to be considered for that next step up the company career ladder. But you also need to look, act and live the part. You’re not going to earn a promotion just be doing your job then sitting back and waiting for it to happen.

Be Visible – and Speak Up

Take initiatives beyond your job description and create or contribute to cross-disciplinary teams that add value to your organization.

Showing interest in new products, features or improvements will get you noticed by your employer, for all the right reasons.
Play an active role in meetings and planning sessions. Contribute ideas. By confidently offering alternative solutions and new concepts, you will demonstrate your initiative and ability to think outside the box.
Document your success in your current role. If necessary, request a meeting with your boss to discuss your performance and areas for improvement.
Showcase your interpersonal skills. Carry this a step further by putting in some informal face time at company outings or Friday Happy Hours. Be likeable and genuine; in other words, be yourself, but make it the best version of yourself.

Stay Current in Your Field

Have an unquenchable thirst for knowledge and news about your industry. Be a continuous learner so you can stay up to date on technology and related knowledge.

If you find information you think would be of interest to others, send them a link. Sharing what you learn showcases your teamwork skills, and if your manager is impressed with your updates, you’re more likely to come to mind when a new opportunity opens up.
Develop your skill set by attending seminars, workshops and courses relevant to your role. If you do this after hours, make sure your manager is aware of your extra time commitment.
Keep searching for ways to upsell, cross sell or otherwise boost business. It’s easier for your employer to promote you if they can justify the move with added revenue.

Dress for Success

The old adage “dress for the job you want, not the one you have” is true, within reason. Of course, for some jobs, it doesn’t make sense to wear the same type of outfit your boss does. However, you still contribute to your overall brand image via your wardrobe choices.

If it makes sense, kick things up a notch. In any event, good grooming, tailoring and overall professionalism in your appearance will translate well for your future growth opportunities.

Whether your next career move is internal or at a new company that offers the advancement potential you’re seeking, consider working with the PrideStaff Fresno team to turn your aspirations into reality. Read our related posts or contact us today to learn more.

How Unique Interview Questions Could Help You To Know the Candidate Better

Hiring the right employee, the first time around, is one of the most important things you do as a manager and a leader. Costly hiring mistakes can be devastating to your bottom line, morale, and overall business success.

As you interview candidates, you have two goals. The first is to assess their skills and ability to do the job. The second is to gauge their personality, attitude, and values for cultural fit. And most experts agree that when it comes to importance, culture takes the lead.

A New Take on Behavioral Interviewing

You’re probably familiar with behavioral interviewing – as you should be. Asking candidates how they have handled relevant situations in the past is critically important as you hone in on the required competencies and your definition of an ideal hire. But adding some unique questions to the mix yields more thoughtful information – so use a combination of both for optimal hiring success.

Try these insightful, “off-the-cuff” questions to get a glimpse of the unrehearsed candidate in unguarded moments. There are no right or wrong answers. More importantly, questions like these provide candidates with the opportunity to demonstrate quick thinking, creativity, poise, and personality.

“What do you not want to be doing in five years?” Flip the traditional question around. A candidate’s response will provide insight into the type of work or environment that would be demotivating to them.
“Why should we not hire you?” Another flipped question. Use it to determine if an individual has a realistic view of their own abilities, limitations, and areas for potential growth and development.
“Let’s play a word association game.” Choose several key words that relate to different aspects of your company culture and the job itself. Ask a candidate to share their first response to a word, and then have them expand on their answer. This rapid-fire process helps you to assess a person’s instinctive reaction regarding a word/situation.
“What’s the biggest misconception people have about you?” This question probes a candidate’s level of self-awareness and willingness to be honest and vulnerable. Are they capable of understanding and managing the way they are perceived by others?

Partner with the PrideStaff team as you perfect your interviewing, candidate selection, and overall hiring processes. Read our related posts or contact us today to learn more.

Requesting a Letter of Recommendation From the Manager of a Job You Left Abruptly

When you resign from a job, you should make every effort to notify your supervisor as soon as possible – and the general rule of thumb is to provide at least two weeks’ notice. But some circumstances dictate you leave sooner, or even immediately.

If that happened to you and now you’re seeking a new position elsewhere, it may feel awkward to ask your former employer for a letter of recommendation. But remember, that letter could carry a lot of weight in your search.

How to Handle a Sticky Situation

If you had a good relationship with your former boss, asking for a recommendation letter shouldn’t be a problem. But if things were rocky or you left abruptly for whatever reason, they might not feel as comfortable vouching for you. Don’t be discouraged. You can still make it happen.

Timing is everything. When you announced your resignation, you probably delivered bad news. Your employer may be frantically worrying about how to replace you and hire someone else. Choose the right time to ask for a letter of reference. Give your manager time to digest the news of your departure – maybe a couple of days – before asking.
Approach the right person. If things didn’t end well between you and your immediate supervisor, ask someone else within the company for a recommendation letter; for instance, another manager with whom you worked on a project or assignment. Choosing the right person is critical because you want the letter to highlight your best qualities and greatest strengths. If you feel that no one else will offer a fair reference, ask the HR manager. They have records of your evaluations, reviews and other pertinent documents, so they may be able to write a stellar letter on your behalf.
Make it personal. Ask for a recommendation letter in person or by phone. You may be tempted to text or email, but that should be your last resort. Not only is it impersonal, but messages may be lost or deleted, or that email may end up in a spam folder.
Let them know you value their opinion. Even if you didn’t leave your last job on good terms, let your former employer know you are approaching them because you sincerely value their opinion. Use this opportunity to explain how much you learned and benefited by working for them. Your goal is to get a glowing letter that will increase your chances of finding a new job, so you may need to stroke some egos a bit.

As you navigate your job search, consider working with the PrideStaff Fresno team to make it as strategic, stress free and successful as possible. Contact us today to learn more.

Can an Employee Ask Too Many Questions?

Asking questions is a normal part of everyone’s workday. In fact, you want employees who are naturally interested, inquisitive, and curious. But, dealing with constant barrages of questions can make it difficult to get your own job done.

A key part of your job as a manager is providing clear, direct feedback. But you wouldn’t be doing that job well unless at the same time, you were helping your employees think on their own, troubleshoot challenging situations, and grow into self-sufficient leaders.

How can you strike the right balance?

Find the Root Cause

If you have an employee who asks too many questions, determine why they can’t find answers on their own. Then you can develop a plan to help them get the information they need.

Set up a meeting to discuss the issue. Mention to an individual that you’ve noticed they have a lot of questions and you would like to help them. Don’t be critical. You don’t want to discourage them from asking important questions in the future, just the unnecessary ones.
Find out why they have so many questions. Don’t be surprised if they are uncomfortable volunteering this information at first; they may feel it would make them look inadequate. It may take some time. Possible causes could include insufficient training, unclear work instructions, or simple insecurity.

Focus on Solutions

Your action plan will depend on the root cause. You may need to:

Provide additional training. If an employee doesn’t understand a procedure, tool, or other aspect of their job, your next step may be to reevaluate and improve their ongoing training.
Improve work instructions. Tweak the amount and quality of the instructions given at the onset of a task or project.
Allow more autonomy. In some cases, employees ask too many questions because they lack the authority to make their own decisions. Emphasize trust. Your employee may be worried that if they do the wrong thing, they will be penalized.
Schedule question times. Set aside a few minutes a day, or a couple of time slots a week, to meet with an employee and address their questions. Keep these meetings short, and focus on the most critical issues. Have an employee keep an ongoing list of questions – and ask them to contact you about them outside meeting times only if the situation is urgent. (Note: Be sure that you clearly define “urgent.”)

Other helpful steps include:

Asking them what they think. Before you automatically dole out an answer, try asking: “What do you think?” Even if an employee has nothing in mind, this will at least get the conversation moving.
Reinforcing improvement with recognition and praise. If an employee displays the kind of behavior you want in addressing their own questions, be sure to recognize them for it. Keep your praise specific and genuine. With enough positive reinforcement, your employee will feel more confident in the things they do every day without feeling the need to consult you first.

PrideStaff offers hiring, training, and workforce development solutions tailored to meet your ongoing needs. Contact us today so we can help you address your current talent management priorities.

Be Careful What You’re Posting on Social Media

Social media can help – or hurt – your career. Sites like Facebook, X, and Google+ allow employers to get a glimpse of who you are outside the confines of your resume, cover letter, and interview.

Just remember, while social media is a prime communication vehicle, it’s all public. So, use your best judgment regarding what is posted about you, especially as you navigate the job market.

A Basic Leadership Competency

In one recent Society for Human Resource Management (SHRM) study, 34 percent of employers said a prospective hire’s social media content caused them not to hire that person. About half said their decision was due to provocative or inappropriate photos or information that candidates had posted. Other reasons, all gleaned from social media searches, included:

Evidence of drinking and/or drug use.
The fact that online postings displayed poor communication skills.
Badmouthing of a previous employer.
Discriminating content based on race, gender, or religion.
Evidence of lying about professional qualifications.

The SHRM report based on the study recommends that job seekers:

Have a complete LinkedIn profile.
Keep all their public content professional.
Join social media groups relevant to their profession.
Focus their postings on accomplishments and skills that are helpful to employers.
Have connections and followers who are relevant to their careers.

A strong, carefully strategized social media presence is a basic leadership competency. More than 90 percent of employers use social media for hiring, so it’s critical you brush up your online presence and maximize your network.

Carefully manage your social media profile. This includes photos. Notably, be sure your LinkedIn profile picture is a tasteful, professional head shot. But with all content, on all social platforms, remove anything that presents you in a less-than-favorable light.
Update information regularly. Similar to running an anti-virus check on your computer, do a periodic assessment to remove anything from social media that may be harmful to your reputation. If you can’t take it down yourself, contact the person who posted it and have them do so.
Google yourself. See if anything – good or bad – pops up within the first three pages of your search results. This is how you will appear to potential employers.

The PrideStaff team of experts can help you ensure successful results in your job search, from start to finish. Read our related posts or contact us today to learn more.

5 Tips For Retaining Your Top Talent

You invest a lot in your top talent. And in today’s workplace, company loyalty has changed dramatically. Millennial employees have a reputation for moving quickly from job to job, and the days of staying with a company long enough to earn that gold watch for 25 or more years of service are fast becoming ancient history.

Planning for shorter tenures may be the new reality, but holding on to your best performers is still a top priority. What strategies can you use to ensure this happens?

Beef Up Your Process

In a recent study, 70 percent of employees said they were more likely to stay at their new company for three years or more if they experienced a favorable hiring process. This is where you make your first impression with a team member.

Make it easy and efficient for candidates to apply at your company – so you don’t lose them to the competition due to your cumbersome demands and time frame.
Once you’ve brought a new hire on board, ensure they have a positive, engaging experience.

Encourage Flexibility

Allow remote working options, flexible hours and fluid PTO policies. Employees with work/life balance are happier, and as a result, more productive and loyal. Give people the mobility they desire.

Set Clear Goals and Expectations

Start with your job descriptions. Make sure every employee understands what is required of them. Communicate this information directly and regularly.

Make it part of your culture to give ongoing feedback on work performance. Sit down face to face and discuss any related concerns. Be accessible and open to new ideas.
Create channels for honest, specific feedback to and from employees. Focus on direct, real-time communication whenever possible. Provide digital spaces like employee communities, where workers come together and solve problems without management always being in the middle.

Offer Growth Opportunities

Let your top performers know there is room for advancement within your organization.

Provide tuition assistance and other incentives for people to get ahead.
Assign challenging, stimulating yet achievable work.
Tap into employees’ passions. Allow them to focus their time and energy on work they truly enjoy.

Recognize and Reward

Acknowledgment of a job well done goes a long way toward building long-term loyalty.

Recognition needs to be specific. For example, “Excellent work on the April sales report” is much better than simply, “Good job, Mary.” In order to retain talent, you must make people feel appreciated, respected and worthwhile. They need to feel their contributions are important – but also that your praise is sincere. The smartest people know the difference between genuine recognition and platitudes.

In order to find and retain the best talent, you need an innovative staffing partner who knows your unique needs and has the tools and resources to meet them. Working with PrideStaff Fresno, you can be assured this will happen. Contact us today to learn more.