Employee Performance - The Advance Group

Implement Company Policies Now – Before It’s Too Late!

Raza Rauf on November 20, 2014

When an incident occurs at the office, it is too late to discuss implementing a policy to govern such a problem. All company policies need to be implemented right now, before it is too late and something happens that can affect the entire workforce and the success of the company. In this post we will discuss the best ways to implement new company policies and how to activate them immediately without confusing or overwhelming your employees.

Policy Must Solve Problem in Best Way Possible

One of the most important things you need to take into consideration when implementing a company policy is that it must solve the problem in the best way possible. This means that whatever the issue is within your office, it must be solved using this one policy. There should never be more than one policy created to solve the same issue. When this happens, the culture of your organization can take a hit because employees will be confused with the overlap of the company policies.

Policy Should be Reviewed by Multiple Teams

When implementing a new company policy, it should be reviewed by upper management, a select group of employees and the company’s legal team. All three of these groups will have different views about the policy and will be able to determine if it follows employment laws in the country. They should also review the policy and offer any changes, should they be deemed necessary.

Implementation Deadlines Must be Met

As you add new company policies to the employee handbook, it is important that implementation deadlines are always met. If you set a deadline for a new policy, do not push it back to a later date multiple times. This will only frustrate your employees and give them the sense that you are not comfortable with the policy that was created. You want to show confidence in the new policy and that you mean business when putting it into action.

Mandatory Meetings for Staff are a Must

Mandatory meetings must be held for your staff when implementing new company policies. If employees are absent from work when these meetings are held, you must provide make-up dates for meetings. Information about the new policy should be presented at the meetings and employees should be allowed to ask questions and express their concerns at the same time.

HR Must be on Same Page as Management

Another important aspect of implementing a new company policy now, before it is too late, is that the human resources department must be operating on the same page as the management team. No matter which department created the policy, everyone needs to work as a cohesive team in order to ensure success in rolling out the new policy.

Want more information on how to implement new company policies, or how to find candidates who fulfill company requirements? Contact the staffing experts at Advance Staffing Solutions today.

5 Tips for Spotting Your Biggest Time Wasters

Raza Rauf on October 22, 2014

Some employees love to waste time when at work, and the problem has gotten worse with the explosion of social media and gaming on the internet. With so many different sites to browse, people are taking large chunks of time out of their day to post on Facebook, Twitter, Instagram or by simply browsing the web and shopping online. When this happens, your company is losing valuable time and money. So how do you spot employees who waste time?

Follow the five tips outlined here and you should have no problem improving your Employee Time Management efforts.

Holding Too Many Meetings

If a department within your company is constantly having meetings, this could be a major sign that your employees are wasting time. In a survey from salary.com, 19 percent of respondents said that meetings at work are the biggest waste of time. These meetings might be necessary for some departments, but others could be holding them for little to no reason at all. This means that your employees are sitting around shooting the breeze or having discussions that could be easily accomplished through a department-wide email, instead of completing their work.

Inefficient Team Members

The study also found that 17 percent of respondents said that their inefficient team members cause others to waste time at work. When you have several employees who do not complete their work on time or correctly, it can cause other team members to slack off or to struggle with completing their own work. Inefficient team members can have their bad habits rub off on others, which is always bad for your company’s culture.

Assigning Busywork

Supervisors or managers who tend to assign too much busywork can create an environment of procrastinators or employees who waste too much time. This reason received 13 percent of the vote from the survey respondents. Busywork is never fun to complete, especially for employees who have been with a company for quite some time or who have levels of experience that put them past this stage of their career. While it is sometimes a necessity, try to limit the amount of busywork you assign.

Quick Reduction of the Browser

Another tip for spotting the biggest time wasters at work is those who quickly close the browser on their desktop when anyone walks by their office or cubicle. This could be a sign that they are wasting time browsing the internet, sending emails from a personal account or simply playing games on the computer when they should be working. When this becomes a common practice, especially when supervisors walk by, it is a major sign that employees are wasting time at work.

Constant Chatter Amongst Employees

When employees are constantly talking to each other either on the phone, at the water cooler, in the hallways or at each other’s desks, it is another big sign of time wasters at work. Constant chatter can be detrimental to the culture of the company and it will hurt the chances of workers completing their work on time. It is alright for employees to become friends or acquaintances, but when they are always speaking with each other, especially about non-work related topics, then this is a sign of time being wasted at work.

For more on how to stop time wasting in the workplace, or to find employees with strong time management skills, contact the staffing experts at Advance Staffing Solutions today.

Keep Employee Retention Up in the Fall

Raza Rauf on October 15, 2014

Employee retention is one of the main goals of a company each year, especially if the company deals with high turnover rates. There can be varying reasons why companies experience high turnover rates, but many of them are not positive reasons. As human resource departments continue the fight to keep the best employees, we have some tips for you to use this fall in this post:

Provide Employees with Ownership

Employees want to be given ownership of the work they perform. They also do not like to be micromanaged often. Employees want to be able to solve problems how they deem fit and want to be able to express their individuality while at work. Providing employees with ownership can be done by allowing them the chance to pick the paint colors for a new office or by sharing the most intimate details about the company’s finances with them at quarterly meetings.

Provide and Request Regular Feedback

Another excellent way to retain employees is by offering and requesting feedback on a regular basis. This shows employees that their work and their input are valued by the company. Make sure you use the feedback provided by the employees so they know their suggestions are not falling on deaf ears. When you offer feedback to employees, make sure it is not empty feedback. Tailor the feedback to each individual employee so they know that their work is truly being reviewed by the organization.

Form a Committee to Investigate Culture

If you are still having trouble retaining employees, then your company should consider forming a committee that investigates and works to improve the culture of the office. The culture committee should not be very corporate, but instead, it should be one that caters to the employees and tries to find new and innovative ways to make them happy while on the job. The committee should make recommendations about employee retention ideas, possible family activities and other events.

Hold ‘Stay’ Interviews

Almost every company in operation today conducts exit interviews with each and every employee who leaves the organization. Instead of waiting for employees to leave to find out why they are doing so, begin having interviews with the employees who have the most tenure at the company. During these interviews, find out why they have stayed so long. This will help you make improvements in the future in an effort to keep other employees at the office.

Let Employees Express Themselves

As you continue to work on retaining employees, it is imperative to let your employees express themselves at the office. Let them be open and honest about the job, the projects on which they are working, what they feel needs to be changed at the company and much more. You might not like what you hear from the employees, but it could help to change the way things are done.

Retaining the best employees at a company in Detroit is never an easy job, but companies need to find new ways to do so in today’s competitive market. If your company utilizes even just one of the tips from this post, it should have success with keeping employees around for the long haul. Talk with the experts at Advance Staffing Solutions about Detroit Staffing Retention methods that can help keep your workforce strong and productive.

Why Offering Flexible Hours Promotes Productivity, Happiness, and Loyalty among Workers

Raza Rauf on September 19, 2014

Companies are beginning to offer their employees flexible work hours these days in an effort to promote loyalty, happiness and productivity in their workforce. Employees want to have a strong balance between their work life and their personal life so that they can have time to relax and enjoy their family and friends. Learn more about this trend as we discuss the reasons why employees are productive, happy and loyal when offered flexible working hours at their place of employment.

Boost to Productivity

When employees are offered flexible work hours, their productivity will tend to soar. The reason for this is that they do not have to work the mundane nine-to-five hours. Instead, they will be able to work hours in which they are most productive. For example, if an employee is highly productive from 7am-3pm, the company should let him work during these hours. If the employee is highly productive from 10am-7pm, consider allowing her to work during this time.

More Happiness

Companies that offer flexible working hours for their employees will see happiness within the workforce hit an all-time high. When employees can work the schedule that best fits their lifestyle, then they will be happy when they come to work each day. This allows the employee the chance to live their lives, take care of their children, enjoy time with friends and much more. No one wants to be stuck in an office from 9am-7pm each day. Flexible working hours make this a thing of the past. Companies that offer flexible work hours are telling their employees that they value their time, which will make the employees work harder and show appreciation when on the job.

Greater Loyalty

One of the most important benefits of offering flexible working hours to employees is that they will tend to be more loyal to the company. When you have a happy workforce, you will have a loyal one. You must remember that loyalty is a two-way street. The more loyal you are to employees, the more loyal they will be to your company. Employees become loyal when their work and personal lives are balanced and they have a happy workplace to go to each day.

Other Benefits of Flexible Work Hours

There are additional benefits of offering flexible work hours to employees, and they include a reduction in absenteeism and less stress for employees. Companies that offer flexible work hours tend to see their absenteeism rates decline because employees have time in their day to complete personal tasks outside of the office without needing to take a day off from work. The stress levels of employees will also drop with a flexible work schedule because they do not have to constantly worry about how they are going to get everything done on their to-do list.

For more information on how to create a happy, productive and loyal workforce, or to find a position in a company that adheres to these values, contact the staffing experts at Advance Staffing Solutions today!

How to Attract, Retain and Develop Star Supervisors

Raza Rauf on August 23, 2014

Attracting, retaining and developing star supervisors is paramount to thriving in an ultra-competitive market. It’s not impossible to do, but it takes an investment in time, training and money on the part of the company, as well as an investment of commitment from the candidate being chosen for the supervisor position.

Let’s talk about how to recruit and keep the best management team engaged in your company’s success.

The Workplace Must be a Positive One
In order to recruit – and ultimately retain – star supervisors, you must provide them with as much of a positive workplace as possible. Management teams will not want to stay with their current company if the workplace is not enjoyable due to negative attitudes or poor culture. At the same time, supervisors must also be able to stay positive while at work if they want to keep their employees happy and at the company for prolonged periods.

Offer Quality Programs for Supervisors
Star supervisors will be more inclined to stay with your company if you have quality programs in place for everyone to enjoy. This means that aside from increases in salary, you could also offer supervisors programs that add extra benefits. These benefits include flexible work schedules, extra paid time off, child care, memberships to a gym, and much more.

Create a Managers’ Mentoring Program
Another excellent way to attract and retain top supervisors is to create a mentoring program. This can be company-wide, but it should have a strong focus on employees who want to be promoted to supervisory positions. The program should pair either regular employees with supervisors or rookie supervisors with veteran ones so everyone can learn how to work in such a role.

Focus on What is Right in a Supervisor’s Job
You must also focus on what the supervisor is doing right while on the job and not too much on what they are doing wrong. When you put more of an emphasis on the positives instead of the negatives, the supervisors will be more inclined to remain at their current company. This can be done by having individual meetings with supervisors and by recognizing their accomplishments in front of the entire workforce.

Increase Morale at the Office
Morale at the company must be very high in order to retain star supervisors. This can be done by showing your supervisors how they can work smarter and not harder while on the job. Have your supervisors create a list of their daily activities and show them how they can get it done smarter instead of spending more time on each task. They should work faster, show a stronger commitment, and take on as much work as possible to work smarter.

Recruiting, retaining and developing star supervisors can be a difficult task for companies to complete, but when it is done properly, the reward will be immense. Partner with a staffing firm like Advance Staffing Solutions to learn how to implement and reap all the benefits of a star supervisor program.

4 Things to Remember When Negotiating Your Salary

Raza Rauf on June 13, 2014

Negotiating a salary after being offered a new job (or during performance review/promotion time) can be scary for some people, especially if they have never had to do this in the past. This should be a process that is satisfying, especially since you were offered a new position at a different company or a promotion at your current employer. If you follow the advice we have in this post, you will find it easy to negotiate a salary with your new or current employer.

#1 Provide a Hard Number

When you reach the negotiation stage of a new job offer, be sure you provide the hiring manager or human resource executive with a hard number. You never want to give a range for expected salary. This allows the employer to take the lower end of the range all the time, no matter how skilled or talented you are. When you offer a salary range, you are giving the company too much leverage in the negotiation process. When you stick with the hard number, you have decent control of the negotiations. Come up with an amount you can live with, then tack on $5K more.

#2 Give Precise Numbers

During the negotiation process, make sure you provide the employer with precise numbers instead of rounding off the figure. When you tell a hiring manager precise numbers instead of rounded numbers you display confidence in yourself and that you understand what the value of the position is at the company. This shows the hiring manager that you are committed to accepting the job and that you want to make the most of your career.

#3 Employers Don’t Like Negotiating

After receiving a job offer, you are asked to come into the office to discuss the salary. You are nervous and dreading the negotiation because you do not want to make a bad impression and lose out on the position, but you also do not want to leave money on the table. Well, you should know that employers do not like negotiating either. Try to make the process more of a persuasive discussion than a battle for who can win.

#4 Remember Money Isn’t the Sole Factor

One of the most important tips in negotiating salary is that money should not always be the lone factor in the process. Employees want more than money from their employers. They also want health benefits, stock options, flexible schedules, a 401k, paid time-off and other perks. During the negotiations, you can ask the employer for telecommuting options, paid-for training, flex-time and much more. All of these can help items can help you negotiate a salary that helps you earn a living while also enjoying life.
When you use the four tips discussed in this post during salary negotiations, you will find that the process will be much easier to deal with for both you and the employer.

Advance Staffing Solutions, a great source of Detroit MI Jobs, can support your goals of being a better manager and retaining the bedt employees. Find out more by visiting our website today.

Are you a Leader or a Boss on the Floor?

Raza Rauf on June 6, 2014

Despite common beliefs, good leaders are made, not born. So too, managers and supervisors are not always perfect for the positions in which they find themselves. Some just might not have the skills or the training to be a strong leader. Therefore, they turn to “old school” methods of putting fear into their subordinates rather than becoming the manager who is effective at leading others.

Leader vs. Boss

Being a leader versus being a boss is very important for the success of your department or company. Leaders will inspire their workers to succeed each day on the job. Bosses will simply delegate work and hand out orders whenever possible.

Are you are leader or a boss at your office? We take a look at that question in this post.

What Makes a Leader?

Many of you might be wondering what the skills and traits are of a good leader. A leader will always be open to learning new things. This means that he or she will always seek out knowledge regarding the industry in which they work as well as the position they hold right now.

A leader will also listen more than they talk. This includes listening to other supervisors, management above them and the workers within their department. When a leader listens, he or she will hear excellent ideas from employees that help to solve problems.

A leader will seek solutions to problems instead of just providing employees with answers to those problems. To go along with that, leaders will also encourage his or her employees instead of just criticizing them. A strong leader knows what it takes to help people improve as much as possible on the job.

Many strong leaders will point out the natural gifts of an employee during and after a project. Pointing out the strengths of an employee will help them understand areas that need improving without feeling like they are being criticized constantly.

What Makes a Boss?

Bosses can be found in companies all across the country today. It is incredibly easy to be a boss today because it does not take much effort at all. Bosses are sometimes in it just for the paycheck and to feel bigger than those working for them. Here are some warning signs that you are a boss and not a leader at work.

A boss will do everything possible to defend his or her own ego instead of showing vulnerability. When a boss refuses to show his or her weak points, it gives employees a bad vision of the manager.

Bosses tend to direct employees instead of coaching them. A boss who tells his or her employees exactly what to do does not help anyone. No one will learn or figure out how to adapt to changes when this occurs, which is why bosses are not good coaches.

Many bosses will employ a ‘me’ attitude at work instead of a ‘team’ attitude. This can cause a ton of friction within a department and even prevent projects from being completed on-time.

Advance Staffing Solutions, a leading Detroit Temp Agency, can support your goals of being a better manager and retaining the bedt employees. Find out more by visiting our website today.

Lean Manufacturing Trends for 2014

Raza Rauf on May 28, 2014

Thousands of companies across the country are trying to move towards lean manufacturing in 2014 in order to save money on operating costs and much more. The principles of lean manufacturing have always played a significant role in Michigan’s economy, and will continue to do so this year. Leading companies are employing a lot of different factors to turn their operations into lean ones and we discuss them all here in this post.

Reduction of Budgets

A lot of companies are reducing their budgets in order to go lean or ‘green’ in 2014. This includes laying off employees and cutting costs in other areas of the company. When layoffs are performed, the company saves money not only on salaries, but also the benefits it has to pay to those employees while they are employed. It seems as though recovery is occurring within the manufacturing industry right now.

Improving Processes

Manufacturing companies have also taken to improving their processes that occur on a daily basis. This helps the company improve its use of existing resources so the company does not waste valuable time or money on processes that just do not get the job done anymore in this high-tech world.

Adding a Green Touch to the Company

Companies all over the country, not just in the manufacturing industry, are going green in an effort to save money and go lean. This includes installing light fixtures that have timers or sensors, reducing waste produced by the company, new package design, better travel plans and much more. Going green is an initiative taken on by millions of companies and individuals each year.

Reducing the Company’s Footprint

Another option for lean manufacturing is for the company to reduce its footprint on the environment. This is a part of going green and it involves the company using less resources. On the other side of things, this is primarily concerning the use of less physical space. Companies are employing the use of a better supply chain management system and inventory management system in order to reduce its footprint on the environment.

Technology

The innovations in technology have helped companies move into leaner manufacturing practices. There is software in place now that helps companies monitor processes, supplies, equipment and other aspects of the company. These programs also help to automate and control processes that the company uses on a daily basis. This software can help the company save money in these areas and then put that money to good use in other departments.

When companies move into lean manufacturing, they must put more than one policy into effect in order to be successful.

Advance Staffing Solutions is a premier Detroit MI Temp Agency, giving employers access to temp staff to compete on a global market and maintain len manufacturing processes. Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

How to Motivate Yourself in the Morning to Improve Productivity

Raza Rauf on March 5, 2014

Waking up and getting going in the morning is hard enough for the average person. Couple that with having to go to work while managing the demands of a busy family life and you might not be as productive during the day as you would like. Let’s face it; the better your morning is, the better the rest of your day will be at work or at school. If you can utilize the tips in this post for motivating yourself in the morning, then your day will be very productive.

Here’s how to start your morning strong and maintain high levels of productivity all day long at work.

Do Not Sleep Late

The worst thing you can do in the morning is to hit the snooze button. Whether this is once or multiple times, hitting snooze does the opposite of what most people think. Many believe that getting anywhere from 10-20 minutes more sleep by hitting snooze helps them. In fact, it hinders their productivity and mood. Being awoken by loud music every five minutes can jolt your body and cause you to be grumpy. If you get up with the first alarm, you will be happier and more productive.

Take Deep Breaths

As soon as your alarm begins ringing in the morning, do not hit the snooze button. Instead, turn your alarm completely off and lie on your back. Do not get out of bed yet. Take a couple of deep breaths. This will increase the flow of oxygen to your brain and throughout your bloodstream. This easy and quick meditation method will make you feel more awake instantly. This will also put you in a relaxed state, preventing stress about the coming day from seeping into your consciousness.

Look Forward to Something Positive

Rolling out of bed in the morning and instantly thinking negatively about your day will cause you to be less productive at work. Do not dread what lies ahead of you. Instead, think of something positive scheduled for your day. This can be lunch with your favorite co-worker, picking your kids up from school, watching your children play in school sporting events and much more. People get more out of their day when they invest in what is scheduled, so be sure to think positive when you wake up in the morning.

Give Yourself Time in the Morning

Try getting up a little earlier in the morning prior to work. Take this time to enjoy a nice shower, eat breakfast, and read the news. Watch a favorite show you recorded from the night before or even update your blog. All of this will help you relax in the morning and relieve stress about the upcoming day. Not many people will want to sacrifice their sleep to do this, but it will definitely help in the end.

These tips will not only help you start feeling alert and positive at the start of your day, but the effects can last all day long at work. Anytime you feel a little sluggish, remember to breath and focus on the tasks at hand. Increase your well-being by making these daily habits, and you will begin to see the positive results of your efforts.

Advance Staffing Solutions, a top source of jobs in Grand Rapids MI is happy to provide tips for a more productive and happy career. Check out our temporary jobs available in Michigan and Ohio.

How to Keep Employees Productive During 2014

Raza Rauf on January 16, 2014

Keeping employees productive in a New Year can be challenging, especially when motivating those who have been with the company for a long time. Not every employee will need new incentives to work hard or to complete their projects on-time, but the tips outlined in this article can be put into effect in your company.

Bonuses and Other Financial Rewards

An excellent way to keep employees productive in 2014 is to begin offering bonuses or other financial rewards for top-notch work. Bonuses can be handed out at the completion of a major project, at the end of every year, or at designated times during the year. Other financial rewards could include handing out gift cards or other incentives for employees who have done an excellent job.

An Assortment of Perks

Outside of financial rewards or bonuses, a variety of non-cash perks and incentives can help your employees stay productive at work. Such perks include extra vacation days, half-days, casual dress days, office parties and social events with the employees outside of the office.

Learning Reimbursement and Support

A very popular perk that companies tend to offer is an education reimbursement. Any employee whom enrolls in such a program will be able to take courses and then have the tuition reimbursed by their employer should they earn a grade specified by the program’s requirements. Education not only creates a more skilled workforce at your company, but it also creates loyalty amongst your employees.

Workplace Amenities

Have you ever considered offering on-site daycare centers for your employees? This will help them focus more on their work instead of worrying about the care that their children are receiving. Other amenities include an upgraded cafeteria or a gym on-site at the office. The more comfortable you can make your workplace, the more productive and positive your employees will be when working.

Positive Reinforcement

If you are unable to add any of the aforementioned items to your workplace, you can go with the traditional positive reinforcement. Rewarding or recognizing an employee for an excellent job on a project in front of the rest of the office can go a long way towards their loyalty and productivity. Even if the public recognition is simply a mention in the internal company newsletter, it can make a world of difference.

Give Your Employees a Say

Is there a better way to motivate your employees than listening to what they have to say? We don’t think so. The more you listen to your employees’ ideas and insights, the more likely it is that they will want to be productive at work as much as possible. The next step in this process is to then use the policy or idea the employee has suggested. They will see that their ideas are taken seriously and that will encourage them to continue plugging away each day.

Don’t Watch the Clock

Your employees have very busy lives outside of work, which means that they might have to come in late one day or leave early the next for various issues. A child could be sick, the employee could be closing on a new home, or the employee could be feeling bad. Do not watch the clock and make comments about your employee’s use of time unless he or she is taking advantage of the system. Instead, offer flexible work arrangements and the opportunity to make up lost work time later in the week.

If you are looking for temporary employment agencies in Detroit MI, contact us today.

4 Tips for Onboarding Temps | Temporary Employees Toledo Ohio

Raza Rauf on November 15, 2013

Many companies have onboarding programs designed to welcome new employees to the company during the first few weeks on the job. Yet, they forget that temp employees can also benefit from an onboarding process.

Multiple workplace studies have shown that when temporary employees have access to onboarding support, they often perform to higher standards sooner and they stay actively engaged in their assignments. The Society of Human Resource Management (SHRM) released a report that advised that almost half of all new hires quit within the first 4 months on a new job when an onboarding process is not offered. On the other hand, when onboarding of temporary employees is part of the formal orientation program, the benefits to organizations include:

Saves co-workers the time and hassle of training all new temporary employees, increasing productivity from day one.
Clears up any miscommunication about the job itself, and demonstrates the reason behind all temporary assignment tasks.
Improves overall morale for the entire workforce, while showing the temp employee that he or she is a valued part of the company.

A temporary employee onboarding program does not have to be a complex one. In fact, putting together a temp worker onboarding process can be accomplished in 4 ways.

#1 – Create a welcome package specifically for all new temps.

The first day in a new assignment can be intimidating for temps. You can help to alleviate any stress and create a structured temp onboarding process by putting together a welcome package for temps. In this welcome package include: a welcome letter that overviews the company, a job description and task list, new hire paperwork, employee handbook, technology instructions, safety guidelines, and a directory of workplace contacts.

#2 – Schedule an orientation week that includes participation from supervisory team.

Temps often fare better if they are provided with a thorough orientation during the first week at least (sometimes more depending on their role). Create a schedule for this orientation and work with your supervisory team to best cover all aspects of the new temp’s job duties. Clearly explain and demonstrate every task. Go over company policies and procedures in depth. Set goals for temps and make the supervisors accountable for their success.

#3 – Set up a mentor for each temporary staffer for on-the-job guidance.

Before a temp has reported for work, have a voluntary member of your team assigned as a mentor. This person can oversee any challenges that the temp has, offer guidance for performing tasks, and help the temp with any troubleshooting at work. Over time, the temp will become self-reliant and the mentor will help facilitate their integration into the team structure.

#4 – Regularly provide feedback to the temp employee and staffing agency.

Each week, meet with the mentor and supervisory team to gather feedback on the progress of the temp. If you are getting negative feedback, relay this back to your staffing agency so they can schedule an on-site visit to work with the temp to improve. In rare cases, a temp may need to be replaced, but very often a little extra support can help bring them up to speed quickly.

If you are looking for temp agencies in Monroe MI, contact us today.

Drive Employee Potential with These Tips

Raza Rauf on August 16, 2013

As a manager or HR leader, you’ve probably encountered a few employees in your lifetime who show the potential for greatness, but for whatever reason they’ve decided to take easy street. Every company has a few of these employees on board – so called “Slackers” who could do so much more for your company and their careers, but they instead choose to work at less than full capacity and do not reach their full potential.

Why do employees fail to reach their potential at work?

There are a few common reasons why employees begin to reduce their productivity in their roles. First, they may not be getting any positive feedback from their supervisor. Second, they lack the incentive to perform better. Third, the company culture may not encourage performance. Lastly, they have become burnt out in their role.

Luckily, there are some things you can do to drive employee potential!

Here are some ways to light the fire for employees who have the ability, but not the desire to perform better at work. Use these ideas to increase participation and productivity.

Give employees meaningful incentives

To encourage hard work, a company can introduce new and improved incentives and benefits to the workplace. Make them attainable and meaningful to the employees you are trying to bring up to speed. A little friendly competition never hurts.

Verbally praise employees for their good work

Employees need to receive feedback when they do a great job. Make sure your management team is praising for performance and recognizing the efforts of their team members. Give this praise in front of peers for added benefit to your employee recognition program.

Provide an employee mentor to lead by example

Oftentimes, employees have the right ideas about where they want to go with their careers, but no clear direction from leadership. To offset this problem, match your employees to mentors within your organization and industry. This creates support and accountability.

Get support from temporary staffers

When employees are overworked or burnt out, they are less likely to perform well. Alleviate this pressure and improve productivity by working with Ohio staffing agencies to bring on temporary staffers for large projects.

Re-training classes and educational support

Low performance employees often get into a rut simply be developing poor work habits and task management gaps. Correct this by scheduling regular training classes and providing educational support for those who need some re-training. If you are looking for a Monroe MI temp agency, contact Advance today!