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How to Be Anything But Average in Your Career

HMG Success on October 7, 2026

How to Be Anything But Average in Your Career

Let’s face it – nobody really wants to be “average” at anything, much less a career. This is the place where one doesn’t get noticed, doesn’t get promoted, and certainly doesn’t earn the kind of money that’s desired. Why be average when you can be spectacular? Read on for some tips on how to be anything but ho-hum in your career.

Build a strong career brand

Every individual has something special that can help them to stand out from others in a career. Take the time to evaluate your unique background, knowledge, and interests. Then leverage these factors to create a new career brand. You can develop this brand by establishing a personal blog and social networks to share your expertise. In everything that you do at work and in your career, be mindful of the personal and professional brand you are developing.

Get some extra training

Elevate your present skills by tapping into free and low cost learning opportunities that are out there. And there are many. From Udemy classes to community education sessions held at local colleges, there are many ways to learn new skills that can take your career from boring to brilliant. Make sure to let your boss know you are interested in learning more in case the company also has some employee training opportunities available.

Be known as the go-to expert

To stand out as a professional in any industry, work hard to be known as an expert in some area that’s valued by your employer. Learning new things has a lot to do with this, but also a commitment to excellence in your work. For example, you could be known for being a stickler for details and everyone will come to you to review their documents before they are published. Try learning some new tricks to make your work better or more efficient. Share new ideas and ask for time to prove they are better for the company.

Take on something new

You don’t have to stay in an average career for long, if you do at least one thing right – ask for something new in your job. That’s right. Stop waiting around for a promotion and go after it by taking on new responsibilities and trying new projects. Your boss will be impressed by your willingness to advance in your career, you will be seen as a leader by your peers, and your skills will continue to grow. You can leverage this to take on a better job in the future.

Your career is only going to be as thrilling as you choose it to be. Step outside of mediocrity and into a career that offers personal and professional reward.

 

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Do You Know Your REAL Hiring Needs?

HMG Success on October 7, 2026

Do You Know Your REAL Hiring Needs

As a hiring manager, you may always be on the lookout for quality employees to add to your organization. This is especially true if you are in an industry with typically high turnover rates or difficult to fill positions. However, over-hiring can pose problems for the organization too – leading to lack of work for all employees, low productivity, and eventual layoffs due to budget problems. This is why it’s important to take the time to analyze your real hiring needs every so often.

Before you hang the “Help Wanted” sign, take the time to know your real hiring needs, with this quick checklist.

Step 1 – Develop accurate job descriptions, salaries and requirements.

Every job changes over time, which is why you need to keep up with each job’s description of responsibilities, requirements, and salary needs. Keep your job descriptions up to date by working with front line managers and observing employees on the job periodically. This will help you maintain a focus on real needs in the organization.

Step 2 – Evaluate current workforce skills and gaps.

You are hiring for skills and knowledge, not just to add more warm bodies. Identify the key skills and keep them on board, hiring replacements only if someone leaves who has these skills. As new projects arrive that demand more skills, hire for them.

Step 3 – Identify and move the most productive employees upward.

Chances are, you already have some high performing employees on your team who are ripe for some succession planning. Give them a promotion and move them into next-level positons, then focus your new hiring on replacing skills at the entry level.

Step 4 – Determine short-term and long-term hiring needs.

Taking a look at current client projects and incoming projects, it’s time to break up your hiring needs into two categories. These are staffing for short term and for long term goals. Bring in temporary contractors for short-term programs, and temp to perm employees for more long term projects.

Step 5 – Create training programs to develop team skillsets.

Determining your real hiring needs most often comes down to updates in the industry that demand top skills and knowledge of new technology. This is where training comes into place. Training can be focused on immediate project needs or on long-term goals for cross training the entire organization. Hire knowledge experts to transfer their information to your current employees whenever possible.

Step 6 – Partner with a staffing agency to maintain the candidate pipeline.

Your staffing agency can be a great source of support when it comes to hiring only for real needs. It is a more flexible option, with part time and full time employment options, short and long-term contracts, and many of the hiring costs are handled upfront by the agency. This maintains the right skills for your organization with a never-ending supply of pre-screened candidates.

If you follow the above tips, you can ensure that your company will be in better tune with actual hiring needs.

 

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How to Tell When You Love Your Job

HMG Success on October 7, 2026

How-to-Tell-When-You-Love-Your-Job

 

Have you ever really loved your job? Not just enjoying the day to day tasks of your job, but eagerly anticipating each day feeling like you are the luckiest person on earth because you get to do what you love to do. Liking a job and loving a job are two totally different things. They are not even close in comparison.

So, at the job you are working right now, do you love it? Do you even know how to tell if you love your job? If not, we will give you a helping hand figuring it out. We have put together a handful of tips to figure out if you love your job or not.

You Enjoy Being at Work

One of the biggest ways to tell if you love your job is that you actually enjoy being at work. This includes overtime work and even if you have to be in the office on weekends every now and then. If you dread going into the office each morning, then you definitely do not love your job. But, if you cannot wait to arrive and speak with your co-workers and clients, then you might love your job.

Your Manager is Viewed as a Co-Worker

People who love their job tend to view their manager as a person they work with and not a person they work for, no matter the industry in which they work. You don’t have to make this known to people, but it can be something that you feel inside when at work. There is nothing wrong with this and it doesn’t mean you have a lack of respect for the manager. It just means that both of you view each other as equals.

Clocks Don’t Exist

When you love your job, the clock on your desktop or hanging on the wall in the breakroom does not exist to you. Rarely do you check your watch or the time on your phone because you don’t care how quickly the day is going or not.

Retirement Does Not Enter Your Mind

While working, retirement never enters your mind — which is a major sign that you love your job. Even though retirement is inevitable, it is not avoidable, but you tend to keep it far from the front of your mind because you are worried that retirement would be boring for you.

You Worry About Letting Down Co-Workers

People who love their jobs tend to worry about letting down their co-workers. They don’t want to miss a deadline or flake on a project because it means their co-workers will be saddled with extra work. Because of this, these people tend to worry about letting others down and will do everything possible to avoid it.

Do you love your job? If you answered yes to any of these items, then it means you could be in love with your job. If none of these items seemed familiar to you, then it might be time to find a new job or career. You can find many part-time and full-time opportunities at Advance Staffing Solutions in Detroit MI.

 

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Where Are All the Temps Going? How to Make a Hiring Plan After Peak Season

HMG Success on October 7, 2026

Where Are All the Temps Going

 

 

 

As the busy season comes to a close, seasonal and temporary employees may be leaving to head back to college or to take other permanent jobs. This can reduce your staff dramatically, which can take a toll on the business and the employees who are left behind. How can you design a hiring plan after the peak season that supports year-round growth and new opportunities to bring on at least a portion of your temps? Here are some helpful tips to accomplish this.

1. Communicate with your temp agency in advance of your hiring goals

The sooner you can let your temporary agency know you intend to hire some of your seasonal workers on permanently, the better. This helps the temp agency screen all employees to find out if they are looking for something for now or for the long term.

2. Provide rewarding projects that challenge seasonal workers

One of the ways to identify employees who may be suitable for long-term hiring needs is to assign tasks and projects that challenge them. This often brings out the leaders in each group of temps, who may be looking for better work opportunities in the future.

3. Understand the skill and knowledge gaps you have

Your seasonal employees may possess the right skills and knowledge that you need to plan your staffing after the peak season passes by. Conduct a thorough analysis of the present skills of your team to find out where there are gaps. Then offer employment opportunities to your seasonal workers who have the right skills to close these gaps.

4. Offer to rehire seasonal workers for next year

You can plan your hiring by offering to rehire the seasonal workers who perform well and who express an interest in coming back again next year. Consider that some of your seasonal workers will be college students who will be looking for careers once they graduate. The sooner you can get them to commit to coming back, the better for your business.

5. Give seasonal workers an incentive to stay employed

If you want to hire at least a portion of your seasonal workers who have done well, you can also offer a sign-on bonus for those who accept permanent placement with your company. Try offering some employment perks too, like benefits and a new office environment to work in.

Use the above tips to help retain your best seasonal workers and boost your company growth as part of a smart recruitment plan. You can secure top seasonal and temp workers from Advance Staffing Solutions.

 

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The Secret Key to Employee Development

HMG Success on October 7, 2026

The Secret Key to Employee Development

 

 

Employee development is an important part of a business being successful, and it is also a hot topic right now. Companies are constantly looking for new ways to develop their employees into leaders, so they can promote them to management positions. Having employees who can move up the corporate ladder at the same company is a major goal of companies today. There is a secret key to employee development that can help almost any company solve this problem.

Change the Employee Performance Review

A common way to improve employee development at your company is to change the employee performance review. You do not have to change the review entirely, but it should be edited or altered in a way that the review is not just about evaluating the employee.

Even though most of a performance review involves discussing what the employee did wrong, or needs to improve upon, it also includes discussing what the employee did correctly. During the part of the evaluation where you discuss the positive aspects of the employee’s performance, be sure to talk about how they can develop within your company.

What’s In It for the Employee?

If you are considering changing the employee performance review, you must ask this question: What’s in it for the employee? Based on the job the employee has now, the track they can take within your organization, and how much experience they have, you can now determine the best method of development for the employee.

Tell employees during their review that the company is dedicated to their development and will help them develop in their career. Have a plan ready to discuss, because the employee is going to want to know what’s in it for them. The employee will want to learn something right now that they will be able to keep with them and use the rest of their career.

Find Out What the Employee Wants

Another option you have during the performance review is to find out what the employee wants. Maybe they have been thinking about career development and have an idea, but have not spoken up about it yet. If this is the case, the employee will be able to discuss their development idea with management or HR during the performance review. It is quite possible that the idea the employee has is right in line with the plan the company wants to implement.

In order to better develop your employees, think about changing the performance review to include discussions about development with each employee. Outline goals during the discussion and make sure employees know they are valued.

 

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Making Temporary Employees Feel Welcome in Your Workplace

HMG Success on October 7, 2026

Making-Temporary-Employees-Welcome-in-Your-Workplace

 

Why do many temporary employees feel awkward and unwanted on the job? Temporary employees generally don’t receive the same attention that permanent hires get, because they are here one day, gone the next. Managers and employees view them as, well, temporary — so no one takes the time to welcome them to the company. Many temps arrive on their first day and get little more than a second glance from other employees.

The problem with this is that the company is losing out on the productivity and performance that a temporary employee can provide if they are made to feel welcome. Investing in an onboarding process for temps is important to the success of an organization. In fact, a temp could become your next great hire so making a positive impression on them from day-one is good for your business.

Here are some ways to make temp employees feel more welcome and valued in your workplace.

  1. Host a temporary orientation session
    Just because someone may be only working for a short period of time for your organization, it’s not OK to skimp on a formal orientation. On the first day of contract work, greet the temp at the front door, show them around the workplace, introduce them to a few key people, and then guide them to an orientation room. If you can group a few temps together, this is even better. Go over the company background, the temp assignment requirements and any special company rules and guidelines.
  2. Assign a team mentor
    For each temp employee, you should assign a more-seasoned employee who can help support this transition into working for your company. This person will be a mentor and will be training the temp on the basic tasks of the assignment for the first few days. Then the mentor will check the temp’s work, give appropriate feedback, and report the progress to the immediate supervisor. Other employees can help this process too, by providing positive feedback and praise to the temp.
  3. Provide a welcoming work environment
    The work environment has as much to do with the temporary employee’s experience. Create a welcoming area for the temp between or near other friendly employees. Give the temp a clean and clutter-free workstation. Encourage the temp to decorate their work space as they like, to give it a personal touch. Provide a comfortable chair, good lighting, and an ergonomic work surface for completing tasks. Have all technology ready to use, company office supplies handy, and a special handbook waiting on their desk to welcome them to their new job.
  4. Offer the temp a free lunch on the first day
    Temps often feel strange about eating lunch on their first day on the job, so you can lessen their worries by offering a free catered lunch to your new worker. Breaking bread with your temps can also help to make others feel welcomed and comfortable. Make it a point to help the temp feel included in any group lunches or outings from here on out, too.
  5. Check in daily with each temporary employee
    To help the temp employee to feel welcomed and supported, touch base in person or by phone at least once a day near the end of the shift. Over time, decrease this to once a week and as needed. The temporary employee will be glad to report their work, ask questions, and get help if needed. This makes them feel welcomed and part of the company objectives.

Need help onboarding temps at your workplace? Let Advance Staffing Solutions do the hard work for you, and you can reap all the benefits of top-notch temporary employees!

 

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5 Sure-Fire Ways to Boost Workplace Morale

HMG Success on October 7, 2026

5 Sure-Fire Ways to Boost Workplace Morale

 

Low employee morale can be a big problem in many workplaces. This is because employee unhappiness stems from a variety of factors, from poor compensation and stressful work tasks to bad management. It only makes sense that when they are unhappy and disengaged from the work they do, employees tend to be less productive too – which hurts the bottom line.

How can managers help employees put that pep back in their work lives? Read on for five sure-fire ways to boost workplace morale (that really work).

Provide rewarding tasks and a comfortable environment

When the workplace is comfortable, employees are better able to perform their tasks and, thus, the mood improves. Replace stuffy meeting rooms with open collaborative spaces, great furniture, artwork, and good lighting. Assign work projects that honor the skills and abilities of your people.

Make it a pay-for-performance compensation strategy

If you want more motivated and inspired employees, then you need to provide wages and incentives that are based on performance metrics. Instead of setting pay at a certain level and expecting everyone to work hard for the same amount of money, set up bonus plans and other incentives to boost morale. Make sure performance goals are communicated, measureable, fair and attainable.

Celebrate successes at work and as a company

If a company cares about people, then they understand how much recognition can demonstrate this. When achievements and goals are met by individuals and by the entire company, make it known to everyone. Celebrate these moments as a company. Nothing raises morale more than appreciation.

Have great managers

Make sure all managers are well-trained to handle the challenges of their jobs. They must lead by example and bring out the best in their people, not the other way around. Bad managers need to be eliminated or retrained. Good managers need to be promoted.

Remember employees have lives too

Work life balance is a must in all workplaces. Too many companies expect employees to work hard all the time as if they were robots. But employees have a lot going on in their personal lives too. Give them generous paid time off, time to distress, and augment work teams with temps to handle bigger projects and seasonal peaks.

Follow the above five tips for better employee morale and greater productivity in the workplace.

 

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You’re Losing Top Talent Because…

HMG Success on October 7, 2026

Youre-Losing-Top-Talent-Because

 

A certain amount of employee turnover is to be expected, particularly in tough industries that chew up and spit out people on a regular basis. But, when turnover rates remain high or become unusually high; there’s a problem. As a human resource or recruitment professional engaged in the active pursuit of talent, the issue of losing top talent can become a frustrating and costly issue.

Asking yourself why you are losing top talent to the competition? Here’s some of the hidden reasons this may be happening.

Not offering the best possible compensation

The number one reason why employees leave companies, according to workforce surveys, is because they do not believe they are being paid fairly. To prevent the loss of your best talent, make sure that all job types are matched to current salary surveys for the skills, knowledge, and region they exist. Provide above-industry benefits and other perks of employment.

Did not use an onboarding process

Not having a formal onboarding process for new hires is a recipe for disaster. It sets employees up for failure, even months after they are working for your company, because they feel lost and have no clear direction. If you match employees up with more seasoned employees, after a brief onboarding week, your talent is less likely to slip through the cracks. The extra bonus is that they can be more productive sooner.

Forgot to prepare managers to do their jobs well

People often leave companies over conflicts with managers and team leaders. When this is the case, and they do not feel supported by a manager who is interested in their career success, the only alternative is to seek employment elsewhere. To prevent losing talent this way, provide career training for managers on a continual basis, and have an open-door policy for mediating any employee and management problems in a safe environment.

Neglected to provide promotional opportunities

Most working professionals want to move up the corporate ladder. If you want to keep good people, then it seems like a no-brainer to provide opportunities to be promoted into higher positions in the organization. Not doing this well? Then it’s probably in your best interest to start doing some succession planning efforts around the workplace.

The company mission statement is out of sync with the culture

Perhaps your employees are leaving because what they thought was a good match for their work style, based on your corporate culture, is really not the case? Take a good long look at what your mission statement and vision is about, then evaluate whether or not your corporate culture fits into this context. If not, it could be time to survey your employees to come up with better ways of communicating and promoting the work culture that fits the mission of your company.

 

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Using the 30-60-90 Plan at a New Job

HMG Success on October 7, 2026

Using the 30-60-90 Plan at a New Job

When starting a new job, how can you make it a long-term success? Try using the 30/60/90 plan. What is this all about, you may ask? It’s your timeline for overcoming the emotions, worries, and obstacles that can come between you and career growth. When you plan out your new job this way, your first few months on the job will be focused on goals that will help you get there.

Realize your full potential with the smart 30-60-90 day career plan. Here’s how…

The first 30 days – Learning Your New Job

Getting accustomed to a new job takes a good month or so for most people. Use the first 30 days as your time to learn everything you can about the job and what your role helps the company to accomplish. It’s important to put the time in to learn all you can about the company, from its leadership team downward to its customers.

Find out what the mission statement says and how it ties into the vision for the company. Embrace the core values of the company. Start learning about your supervisor and what they expect from you. Get to know what the corporate culture is about and why it matters to your job.

The next 60 days – Putting Yourself in the Equation

At this point, you should be well-acquainted with the company and its goals. You should also have a pretty good idea of how you fit into things, at least on the surface. Now it’s time to go deeper. To become indispensable to the team, you need to work hard to add your strengths and talents to the mix in a visible way. This is putting yourself in the company for the long term.

Some ways to accomplish this are to brainstorm ways to add more value to your job, becoming an effective communicator, taking on new responsibilities, being flexible in accepting new tasks, listen more than talking but also contribute to the team. Stay ahead of things by exceeding your boss’s expectations of you on a continual basis.

The 90 days and onward – Building on Your Success

Once you have passed the 90-day mark, the chances of losing your job get much slimmer. This is because you have invested a lot of time and effort into becoming a valuable team player. By now, you should have a good idea of what your job entails and how you can perform well. Your confidence will begin to soar and you have already grown as a person.

Now is the time to build on your success by thinking bigger. Start exploring future leadership opportunities. You have what it takes because you are able to see your growth over the last few months, and you know where you are headed. Your boss has a good idea of what kind of person you are because you’ve had time to demonstrate this. You are taking on new things and accomplishing your goals. Continue to learn as much as you can about your company and the industry, Take on new learning opportunities by joining industry groups and networking more.

Remember, the sky is the limit where it comes to your career. Be sure to start out strong with the 30-60-90 career plan.

 

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5 Reasons Why Happy Employees are Better Employees

HMG Success on October 7, 2026

5 Reasons Why Happy Employees are Better Employees

 

Is a happier workforce somehow better? Many workplace experts believe so. A recent PayScale report indicates that as many as 70 percent of American employees currently working are unhappy and unfulfilled at work. This leads to several problems, including high employee turnover rates and low productivity levels. This is costing businesses billions of dollars in lost revenues.

In this article, we will talk about the matter of employee happiness and give five reasons why a happy workforce adds up to better employees.

Reason 1. Employees produce 10 percent more work when they are happy

A University of Warwick (UK) study showed that when workers were happy and satisfied with their jobs, productivity increased by as much as 10 to 12 percent over previous levels of job performance. This means that if your workers are happy, they are more engaged and probably working harder to achieve their goals. The company ultimately benefits from this effort.

Reason 2. Happy employees tend to stick around longer than unhappy ones

As stated earlier, the PayScale report indicated that happy employees are getting to be harder to create. When employees are given the right compensation, rewarding tasks, and opportunities to shine, they are more apt to stay in there for the long haul. Loyal employees equate to greater employee retention rates and the chance to get some ROI from recruitment efforts.

Reason 3. Engaged employees create more sales revenues for the company

A Gallup poll published in a popular psychology journal indicated that employees who are happy and engaged in their jobs tend to generate more sales revenues over time for the companies they work for – as much as $300 billion in the year studied. The very perception of working for a great company creates more favorable attitudes towards promoting the company, and this includes backing up company offerings to get more sales.

Reason 4. Happy employees tend to infect the organization with more happy employees

When employees are happy and they show it at work, this tends to reflect on the corporate culture. Humans are more apt to follow their peers. A positive attitude and performance of even a single employee encourages others to feel the same way.

Reason 5. Happy employees help to bring in other happy employees through referrals

If employees are truly happy in their jobs, they are usually willing to refer their colleagues to the company. This means your company can gain access to some of the best passive candidates out there, without as much of the work that goes into sourcing them.

Take steps to find out what makes your employees happy, put effort into creating a better corporate culture, and your organization can benefit from the above perks.

 

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Can You Spot the Signs of a Bad Hire?

HMG Success on October 7, 2026

Can You Spot the Signs of a Bad Hire

 

Being responsible for making hires at your company can be stressful because of the weight of making a new hire. You need to sift through hundreds of resumes, conduct multiple interviews with at least a handful of candidates and then whittle the crop down to a final two candidates. Then, you need to make a final decision and hope the candidate you choose turns out to be a successful hire.

The sad thing here is that the hire could turn out to be a bad hire. How do you spot a bad hire? Here are some signs to note:

I Just Want a Job

One of the biggest signs of a bad hire is a candidate who just wants a job, any type of job. The candidate might convey that he or she does not care what type of job they work simply because they need a job. But, in the long run, this can turn into a major problem. The employee will become disengaged because the pay is too low or because the job tasks are too tedious. When this happens, the employee could begin to affect the office culture in a negative way.

Lack of Flexibility

When you come across a candidate who has very little flexibility, you could be running into a bad hire. Someone with a lack of flexibility will fail to adjust to suggestions made by HR or management and continue to operate using tactics they are comfortable with from earlier points in their career. A person who does not have flexibility will also be closed-minded towards new ideas, which can result in a negative impact on your culture.

Expanding from a Small Role to a Large Role

Another sign of a bad hire is when you hand the reigns of a larger role to a candidate who worked in a smaller role in the past. The candidate might have had success in a smaller role at a previous company, but it does not mean that success will translate to a larger role at your company. These candidates tend to use strategies from their smaller role that wind up not working in their larger role. The employee might become frustrated, angered or develop a poor attitude because things are not working out well.

The Prima Donna

The prima donna is a common type of bad hire in today’s professional world. This person is typically a go-getter, highly motivated and competitive in everything they do at the office. But, this can also turn into a problem if the candidate is hired for a management position. The prima donna candidate will either force subordinates to conform to their way of doing things or have them removed from the picture.
Spotting bad hires before you offer employment helps cut back on the money spent and the time wasted. If you can spot any of these in a candidate, be sure you dig deeper into the candidate before offering employment or removing the candidate from consideration.

 

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Simple Ways to Promote Employee Loyalty and Motivation

HMG Success on October 7, 2026

As an HR manager, it is part of your job to promote loyalty and motivation within the workplace. These are two items that are needed in order to keep employees engaged so they can be productive. If you want to prevent employees from leaving for greener pastures, then make sure that loyalty and motivation are on the top of your to-do list.

Here, we will discuss how you can promote these two aspects so employees don’t start looking for a new job.

Improve Hiring Practices

The easiest answer to promoting loyalty and motivation among employees is to improve hiring practices. This is easier said than done for most companies, because it is nearly impossible to avoid making bad hires. No matter how intricate and in-depth your screening process is, every now and then a bad candidate will slip through the cracks and wind up receiving an offer of employment. Always keep in mind that happy employees will be less likely to search for work elsewhere.

Offer Strong Benefits Package

Not every company will offer employees a strong benefits package. This is a major reason why employees are unhappy with their job and tend to find work elsewhere. Your company needs to offer a strong benefits package in order to keep employees happy and loyal to your company. The package should include health insurance, a 401(k) plan, vision, dental and other perks. Paid time off, sick days and bonuses can also be lumped into this section because they are all benefits to some extent.

Access to Ongoing Training

Companies that offer their employees different types of training will find that their employees are loyal and motivated to succeed. Employees want to learn new skills and further their careers as much as possible. Training can either be offered in the office or at an off-site location. Some companies even help their employees pay for college classes if they choose to go back to school for an advanced degree.

Reward Strong Performances

If your company is in dire need of loyalty and motivation from employees, consider rewarding strong performances. This can be done by installing a rewards program that sends out gifts to employees once per quarter, or you can pick and choose when to reward employees for a job well done. Rewards can include extra paid time off, gift cards to local businesses, tickets to sporting events or concerts and even a plaque or an assigned parking spot.

Competitive Compensation

Even though it is the most important part of keeping employees happy, we still need to mention that your company must provide employees with a competitive salary and benefits. If employees working the same jobs are being paid more at another company, you will likely need to fill those jobs quite often due to high turnover.

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It is not difficult to keep employees loyal and motivated in today’s workplace. So long as you offer workers one or more of the items discussed in this post, you should see an increase in loyalty and a drop in turnover rate.

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