Building a Successful Culture: It’s Not Just for Millennials!

The global workforce has been inundated with millennials; the generation of workers born between 1980 and 2000. But as you build your successful corporate culture, for the first time in history, you need to stretch your planning to incorporate up to four generations of employees. Consider:

Veterans who were born between 1922 and 1945.

As more and more people continue working beyond traditional retirement age, they remain a force be reckoned with.

Baby boomers

born between 1946 and 1964.

Generation X workers

born between 1965 and 1980.

The emerging members of Generation Y, who follow millennials.

Born at (or since) the turn of the 21^st century, they are on the cusp of their careers, so your future planning picture needs to include them, as well.

Generational differences in the workplace can affect everything from recruiting, team building and dealing with change to motivating, managing, and maintaining high productivity. What’s the key to balancing age gaps of up to 50 years between your oldest and youngest team members?

What Generation Gap?

The lines between generations in your workplace may not be as divisive as you fear. The key is ensuring that everyone understands their respective role in making your company – and their careers – a success.

As noted by author Erica Dhawan, you need to build a “corporate community” that inspires and engages. That means “not just courting millennials, but also integrating their skills to rejuvenate the entire workforce.”

In other words, adjust your culture to meet the wants and needs of your age-diverse team. Recent IBM research is encouraging. It shows that millennials actually have many of the same desires as previous generations, including job security and stability. They are not, in fact, more likely than others to jump ship when they first hear of a new opportunity. And they place a high value on collaboration.

Build Intergenerational Relationships

An excellent way to foster cross-generational relationships is to promote mentorships, which incorporate sharing, collaboration and open communication among generations. Mentoring allows veteran employees to help younger workers understand their roles and their places within your culture. It also helps older workers to learn new things, especially around emerging technology.

• Break down walls.

  Help everyone to better understand each other. From there, you can build a culture that supports and appeals to a wide range of current and prospective employees.

• Companies that proactively address multigenerational issues reap myriad benefits.

  Competitiveness improves as education about generational issues reduces age discrimination and alleviates organization “brain drain” that can occur when older employees leave the workplace. Recruitment is more effective, as messages are targeted to each generation.

• Engagement, morale and ultimately retention are enhanced via leaders who know how to motivate employees across all age spans.

Does your HR team need additional resources for culture building and related human capital challenges? Let the PrideStaff Fresno team help develop a customized plan for your company, to meet your short and long-term needs, and maintain your competitive edge. Read our related posts or contact us today to learn more.

Worried Your Employees Aren’t Excited About Their Jobs? Try These 3 Tips!

As the year winds down and the holidays approach, it’s a natural time for employees’ enthusiasm about work to slump a bit. Their minds are on other things, and it’s difficult to stay motivated in the face of all the distractions.

Being happy with your job regardless of the time of year depends on intangibles such as feeling like part of a team and being valued and appreciated. Use these three tips to keep your employees’ minds in the game, and their excitement levels high.

Communicate well and often.

Perhaps the most important ingredient in employee satisfaction – and management effectiveness – is ongoing, transparent, two-way communication. Create a culture of communication in which management and employees share common goals and work together to meet them.

• Feedback is a powerful motivator. Instead of waiting for scheduled reviews, offer feedback on a regular basis, whether it is positive or negative. Immediate positive feedback encourages more of the same behavior, while timely negative feedback gives people an opportunity to self-correct. And remember, it’s a two-way street. You can learn a great deal about how to improve your business from listening to your employees’ input and suggestions.

Recognize and reward.

Say “thank you” for a job well done. This should be done often and in person. Publicly acknowledging employee contributions is even better. Recent research shows that praise from immediate supervisors and attention from company leaders is just as, or more important to employees than financial rewards.

• Implement an incentive program. A major benefit is that the cost can be based on actual performance and paid out after an employee has reached a desired goal. Incentive programs make a positive impact on the company as a whole, with employees working harder to meet targets. Studies have shown that with incentive programs, performance increased at companies by 22 percent in individuals, and by 44 percent in teams.

Make work fun.

The best bosses pay attention to the big picture and create a supportive environment. They show that they care about their people by being involved in processes and by making work fun whenever possible. It pays off, as employees get a lot more done when they enjoy themselves.

• Happiness spurs productivity. By making your work environment a happier place, you take care of and encourage your team. Consider a game area with bean bag chairs and a pool or ping pong table. Or, plan social events outside the office. Getting to know one another as people helps employees to better communicate and trust each other more.

The staffing and workforce development experts at PrideStaff Fresno can help as you develop strategies to build your industry-leading team – and keep every member engaged and motivated. Contact us today to learn more!

Don’t Blink! How to Keep One Eye Open on the Job Market

Your next great job could be out there waiting for you … so you need to keep one eye on the market, no matter how perfect your current career situation may be. Especially if you excel at what you do – or, if you are contemplating a change in career direction – stay awake and aware of your options and the big picture when it comes to your future.

Know Your Market

Stay abreast of job openings for people with your qualifications and interests. Browse new opportunities as they become available on the market.

• Determine which skills and accomplishments employers are seeking. Form a picture in your mind. How does your resume track with employers’ needs?

Keep Track of Your Accomplishments

It can be easy to lose sight of what you have accomplished over the course of your career – or even at the end of another year in a job. Make it a practice of recording important milestones and achievements and updating your resume on a regular basis. Then, you will be prepared to activate and update it as new career opportunities come along.

Never Stop Networking

Keep your professional network active and mobilized. Continuously put yourself out there and stay top of mind with those who can help advance your career.

Build Your Brand

Develop and project your own unique brand, even if you are not actively job hunting.

• Identify the unique traits that you have to offer an employer. Be sure to relate everything to your personal core values and passions. What really matters to you?
• Get the word out. Put your brand out on the market via your network, social media, and other means. Creating and building your brand is a work in progress. Reach out and develop your brand as it shifts and matures over the course of your career. You don’t have to – nor do you necessarily want to – shout loud and clear that you are open to new opportunities. But make sure your name and image are top of mind when the right door opens.

The fourth quarter of 2016 is here already. With an eye toward the future, will the next year be the one during which you take your career to the next level?

The professional recruiters at PrideStaff Fresno can help make it happen. Whether you want to actively search for a new opportunity or simply put out some feelers as to what the future may hold for you, we can help make it happen. Contact us today to learn more.

4 Simple Mistakes That Can Shatter Your Job Search

Even the savviest job hunter can fall prey to common mistakes in the process of finding their next great position. By simply being aware of possible blunders, you can more easily avoid them as you hone in on your next career move.

Here are four simple pitfalls and some tips for steering clear of them:

1. A Resume That is Not Tailored to the Job

Keep your resume and cover letter crisp, concise and focused on why you are the right fit for the job.

• Recruiters take as little as six to 10 seconds on their initial review of a resume. Applicant tracking systems spit out those that do not immediately include keywords. Avoid cluttering your documents with irrelevant information which may make it harder for an employer to spot the most qualifying elements of your background.
• An outdated resume will make you look obsolete – or clueless. Update your resume and cover letter for every position for which you apply.

2. Saying the Wrong Things at an Interview

Your job interview should be all about what you have to offer the employer. Focus on making the right match and helping the company to meet its goals and solve its problems.

• Don’t say too much. Keep the emphasis on your skills and fit for the position. Interviewers are not interested in your personal life, your vacation plans or why you really need the job – though they may ask a question or two about things such as hobbies and interests, as they get to know you. The bottom line: They want to know why you’re the most qualified candidate.
• If you don’t know an answer, stay calm. Buy some time by rephrasing the question. If you are totally stumped, be honest – and include the answer as part of your follow-up communication.

3. Not Having References

Have a list of three or four professional references ready in case a prospective employer requests it. You don’t want to have to scramble at the last minute to find people who will speak to your credentials.

• A positive endorsement can clinch a job offer. Plan ahead and get your references lined up. It’s important not to use someone as a reference without first asking their permission. When you apply for a specific job, review the details with them so they can tailor their comments about you to the role.
• Create a list of references separate from your resume. Keep this list up to date and be sure you have everyone’s full name, title, address and other contact information.

4. Not Following Up with a Prospective Employer

Following up after an interview helps keep you top of mind with an employer – and it gives you another chance to make a good impression. Research has shown that the right follow-up can be the deciding factor in a hiring move.

• Thank each one of your interviewers personally. Send a note within 24 hours of your interview. Highlight again your relevant qualifications for the job, and slip in any additional important details that may not have come up during your meeting.

Do you need additional tips or guidance as you conduct your successful job search? Call on the professional recruiters at PrideStaff Fresno. Read our related posts or contact us today to learn more.

Stop Making Bad Hires! But How?

Hire well and you’ll have a high-performing and happy team. Hire just one wrong person – sometimes called a “misfire hire” – and you’ll spend a lot of time, money and energy doing damage control.

Have the right process, with the right checks and balances in place. Select wisely to achieve business growth while providing a positive experience for everyone involved.

Know What You Want

Detail the specific job requirements and characteristics you are seeking in a new hire.

• Write a job description that depicts your ideal candidate. Interviews are time-consuming – and you can waste a lot of it talking to the wrong people unless you put a thorough and accurate job description on paper. This will help you envision what this person will be doing day to day, as well as what skills and experience are required for success in the role.
• Have a clear hiring policy. Just as you define your ideal candidate, fine tune your hiring policy before beginning your search. An unclear policy can confuse both hiring managers and candidates. At worst, it could lead to legal disagreements over such matters as contract workers and exempt versus nonexempt employees.

Assemble a Strong Team

Include as many key stakeholders as possible on your interview team. Take a 360-degree approach that encompasses not only the new hire’s prospective manager, but also peers, subordinates, senior leaders, and even clients, customers and vendors. In other words, tap into anyone the person would have to work well with in order to be successful. Everyone will add their own perspective, and you need their buy-in.

• Prep the team. Set up an interviewing strategy that uses everyone’s collective time to the fullest. This will create a better experience for both candidates and team members. Reflect on what you already know about a candidate, and then consider how you can use each individual’s strengths to remove any uncertainty and learn even more about the person.
• Gather feedback. Be very thoughtful when considering input from every member of your team. If anyone has any uncertainty, don’t hesitate to go back and conduct additional interviews or check references. It’s all about reducing risk. The entire team should feel confident about your final hiring decision.

Cast a Wide Net

A common hiring mistake is not having a diverse enough slate of candidates. Think of diversity of age, experience, background, race and gender. All of these bring diversity of thought, which keeps your organization progressive and growing.

• With a diversified workforce, you are more likely to attract different types of people who otherwise might not apply at your company. As an added bonus, an organization with a strong diversity program will have a good reputation, because it will be seen as having fair employment practices.
• Don’t limit your search to people who are exactly like you or the rest of your team. Bring in people who will challenge you. An outside perspective is often what is needed to move the needle forward at your company.

The staffing and talent management pros at PrideStaff Fresno can partner with your team as you develop best practices in hiring, interviewing, and building your employment brand image. Contact us today so we can tell you more!

Quitting Your Job Isn’t the End of the World

Quitting your job is not a decision to be taken lightly – and there is no one-size-fits-all model to help you make it. Consider the risks and rewards, as well as your financial situation. When all is said and done, you may find that moving on before another option is presented is the best thing you can do for your career and quality of life.

It’s Okay to Quit If …

Forbes recently reported that the average time currently spent in a job is 4.4 years, and only about half as long for Millennials. By staying a position for just a few years, you don’t have to worry about stagnating or waiting for a promotion that may never come.

Your quality of life is your number-one priority. When the unhappiness of your professional life starts to affect your personal well-being, you’re beyond your limit and need to make a change.

It’s time to quit if:

• Work is making you sick. You are too stressed or exhausted to the point where your job is literally making you ill. Studies at Harvard and Stanford universities have noted that workplace tension can slash up to nearly three years from a person’s life. Symptoms of stress include headaches, muscle tension, muscle or chest pain, fatigue, stomach upset, and sleep problems. Effects on mood can range from anxiety, restlessness, and lack of motivation to irritability, anger, sadness, or depression. Stress-related behavior may manifest as over or under eating, tobacco use, alcohol or drug abuse, or exercising less often.
• The environment is toxic. Your boss may be horrible or your colleagues may be back stabbers. When the people or surroundings are toxic, you are constantly enveloped in negativity. This can make it difficult or even impossible to deliver quality results. It can be very hard to look for another job while you’re so depressed over your current one that you no longer feel like your best self.
• There’s nowhere to advance. There’s an expected rhythm to every career that involves incrementally taking on more challenges and responsibilities. It doesn’t always have to be completely linear, but there should always be potential at your job. Even if you can’t get promoted, you need to be continuously exposed to learning and expanding your skills.
• You’ve mentally checked out. For whatever reason, you have stopped innovating, stretching, or bringing energy to your role. This has a drag on your entire team and organization, and it’s even worse for you. You know there is a bigger plan for your career – and you need time away from the intensity of your current job to breathe, think, strategize, and refuel.

What to Tell Prospective Employers

If prospective employers ask why you left your previous job, be straightforward. Tell them that you wanted to regroup and pour all your energy into finding the right opportunity.

If you need a partner to help you through your career transition, consider working with the experienced team at PrideStaff. We’ve been matching exceptional candidates with leading companies since 1978. Read our related posts or contact us today to learn more.

Create a Positive Company Culture

It’s a candidate’s market. Demand for top-performing talent has never been higher. When hiring for long-term loyalty and success, cultural fit is equally, if not more, important than technical skills. This is especially true among millennial employees, who tend to prioritize meaningful work over pay and won’t hesitate to leave if their employer’s values clash with their own.

Define Your Culture

Companies that are the most successful at talent management have a clearly identified employment brand. You cannot recruit for cultural fit unless you know what your culture is.

• Defining elements of culture include your core values, work environment, and the principles that drive company decision-making. Also in the mix are the attitudes and mindsets that create a sense of belonging for all team members.
• When you hire a person, you don’t just acquire skills. You welcome a new belief system and way of doing things. To be sure the candidate’s way is your way, it’s critical to clearly define every desirable attribute and what they mean to your organization.
• Companies that effectively manage their culture attract people who fit better. This shortens the new hire learning curve and enhances staying power.

Make Your Culture Employee Friendly

When you cultivate a worker-friendly culture, you will notice a near immediate difference in employees’ attitudes and behavior, as they feel more appreciated and better equipped to focus on performance and productivity.

• Foster work/life balance. Flexibility is vitally important as employees balance their professional and personal commitments and interests. Whether this means job sharing, telecommuting, or flex time, it can mean the difference between a loyal, committed team member and a flight risk.
• Support breaks. Encourage employees to take breaks when needed – within reason, of course. Set up dedicated break rooms. Furnish them comfortably, keep them clean and well maintained, and stock them with snacks and beverages.
• Celebrate success. A little goes a long way when it comes to employee recognition and reward. Acknowledge achievements realized and goals met, both individually and by teams. Provide both private and public recognition. Thank and congratulate people one on one, and then recognize them in staff or town meetings and through company media.
• Use social media to foster your culture. Utilize social media, not only to boost your business, but also to build your winning culture. Engage employees, customers and other stakeholders. Keep conversations alive, with topics that are both business related and fun. Encourage team members to use their own accounts to promote company products, services and job openings.
• Encourage socialization. Off-site socialization is a great way to boost coworker relations. Treat your team to lunch or host an evening barbecue. Not everyone has to be best friends, but getting away from the office or plant and seeing each other more personally helps people to work better together and have a better time in the process. Consider establishing an employee committee to collect ideas and organize events.

Do you need additional insight on building your company culture and developing team buy-in to your goals? For assistance with this and other hiring and talent management priorities, contact the PrideStaff Fresno team today. We’ll help position you for immediate and ongoing success.

Why Change Isn’t Always a Good Thing

Some people thrive on change. Others do all they can to resist it. But like it or not, change within an organization is inevitable – and in your HR leadership role, you will be integrally involved in managing it.

Organizational change may have an unsettling impact on employees, whether it involves them directly or indirectly. What is most important is how a company and its leaders anticipate and react to change. Managed well, it can teach a company and its people to adapt and develop resilience.

Take a Healthy Approach to Change

Love it or hate it … change will happen … and it has the potential to cause significant stress. Taking a healthy approach to change is a worthwhile investment. Here are some tips for supporting your team and in doing so, building employee performance and loyalty:

• Be as transparent as possible. Keep communication lines open. Be honest, clear, and accessible during and after periods of change.
• Recognize the good work done under the old system. This step is often missed in change management. In an effort to sell the change, employers tend to dismiss or minimize past successes. Recognizing how team members were able to accomplish so much under the previous system is vitally important. It will make employees more open to engaging in what lies ahead.
• Be specific about why and how changes will be implemented. Share as many details as possible. Describe how the pending change will ultimately contribute to both employees’ and the organization’s success – and explain how improvements will be measured.
• Be realistic. Don’ pretend that change is not a challenge or try to minimize it. By acknowledging concerns up front – before your employees bring them to you – you show that you understand and are working to make the transition as seamless as possible.
• Listen to your employees’ concerns. Provide detailed responses to reassure people that you have heard their concerns, even if you are not able to address them completely at this time.
• Help people manage their fears. For those who dread change, it may manifest as severe worry or fear about their future. Discuss these concerns and offer realistic reassurance. Consider approaches such as temporary reductions in expectations or additional skills training, to help soothe the anxiety.
• Adjust or set new performance goals. Ask employees how they can help meet the goals set forth by an upcoming organizational change. This will help them to feel that they are – at least to a certain extent – in control of their future. Reinforce what they do well and emphasize how these strengths will help in the transition. Let people know that they remain valued by your company.

Need a Change Management Partner?

The recruitment and workforce development team at PrideStaff can partner with you to help effectively manage organizational change – and the HR challenges that accompany it. Contact us today, so we can discuss the details and set you on the strategic path to success.

How to Shine at Your New Job

First impressions matter – especially when you start a new job. It’s important to make an impact and distinguish yourself early on. The connections you forge, the value you demonstrate and the relationships you build will endure.

Hit the Ground Running

You don’t want to be seen as aggressive, but you do want to score some early wins and establish a foundation for success in your new role.

• Do your homework: Learn as much as you can ahead of time about your new company. Google people you will be working with. When you accept your job offer, ask your manager what you can do to prepare and be ready to contribute.
• Reach out: Start by familiarizing with and thanking everyone you meet during your interviews and hiring process. Let them know that you appreciate their support and confidence in you. Schedule brief meetings with key stakeholders during your early weeks on the job.
• Have a 90-day action plan. Document the details of what you want to accomplish. Share your plan with your manager to get their input and confirm that you’re on the right track. Base your plan on SMART – specific, measurable, achievable, relevant and time bound – goals.
• Know your boundaries. Learn where your role coincides with that of your colleagues and what the hierarchies are, so you can add maximum value without stepping on toes.

Make Friends

Business is all about relationships. Be friendly from Day One. Even if you’re more comfortable staying in the background, step out of your comfort zone in those critical first weeks and get to know as many people as possible.

• Make a bestie. Gallup research has shown that close friendships at work increase employee satisfaction by 50 percent. People with a best work friend are up to seven times more likely to engage fully in their jobs.
• Connect on LinkedIn. LinkedIn is not just for connecting outside your company. It also should be one of your intranets. When a coworker accepts your connection request, they are more likely to check out your profile and learn more about you. At the same time, you demonstrate to coworkers that you are social media savvy.

Demonstrate Value

Prove yourself early. Look for opportunities to build others’ confidence in your skills and strengths.

• Get involved. Find projects, causes and initiatives that are helpful beyond your regular duties. Even if you don’t start on them immediately – so as to give yourself time to get acclimated – start investigating options for delivering value.
• Find your voice. Inject your own unique voice into emails, reports and discussions. This is much more effective than simply imitating the communication style of others.

As you transition into your new job, call on the professionals at PrideStaff Fresno to make it a successful career step. We can partner with you at every stage along your professional growth path – from perfecting your job search strategy to becoming an irreplaceable asset at your new company. Contact us today to learn more.

Here’s Why You Are Your Job Search’s Worst Enemy

Even the savviest of job seekers is bound to make the occasional mistake. But by learning how to navigate potential pitfalls, you can optimize your chances of success and achieve better, faster results as you take your career to the next level.

Here are some common mistakes to avoid:

Not Having a Plan

Finding a job is a job in itself. Approach it systematically. Have a well thought-out strategy and a system to which you will hold yourself accountable. For instance, this may mean applying for a certain number of positions each week or reworking your resume to fit an opportunity.

Responding to Too Many Online Postings

Do not ignore online job postings, but spend no more than five percent of your valuable time on public ones. Devote the bulk of your efforts to productive networking. In one recent survey, 60 percent of more than 1,800 recruiters said their best hires were made as a result of personal referrals.

Ineffective Networking

Networking takes time – and strong listening skills. The best networkers have a clear agenda and are not shy about asking for guidance and feedback. Take a structured, professional approach that you can easily track and will keep you accountable.

Casting Too Wide a Net

Don’t spread yourself too think when applying for jobs, or you will appear desperate. Fine-tune your approach. While you do need to remain open to various opportunities, don’t apply to any and every opening. It’s important to focus on finding the right match for you, not “just any job.” By focusing your application process, you show recruiters and hiring managers that you have given thought to your career path.

Doing it Alone

Career coaches and job search professionals can provide objective guidance and help you design a plan for success. Work with a niche recruiter whom you have personally vetted to ensure that they are aligned with your goals, visions, and values.

Do you need a partner in your job search? Consider working with the expert team at PrideStaff Fresno. It’s in our name: We pride ourselves on building successful relationships that help you achieve ongoing results as you realize your career plans. Read our related posts or contact us today to learn more.