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What Costs More – Overtime or Additional Help?

HMG Success on October 7, 2026

Most companies make an effort to try and control staffing costs in order to get the highest return on investment. Unfortunately, sometimes the work necessitates extending work hours of hourly employees. When this happens, the company may face higher than normal overtime costs. If your company is concerned with the rising use of overtime, you may be wondering if bringing in additional help can reduce these expenses?

The simple answer is, “Yes”. To explain further, let’s take a look at how bringing in additional help can support a more balanced staffing budget.

Determine your actual staffing needs

Before you start hiring additional people, you’ll want to understand the reasons for the increased need of workers. This demand may be temporary, seasonal, or permanent. For example, if you are in experiencing a sudden increase in the number of orders placed by customers could it be because of a new product line? Or is the surge as a result of a temporary trend or a busy season? Consider if the increased need for staff will fall back to normal levels in a few weeks or months, or if you anticipate a study increase.

Do the comparison math

Each job can and will differ, but it is possible to conduct a mathematical comparison of overtime vs. temporary staffers. To do this, choose a job type and calculate the actual annual cost of a new hire. Be sure to include the annual salary, recruitment costs, on boarding and training fees, as well as benefits for this new hire. Now compare this total with the annual cost of overtime for each hourly employee who will work 40+ hours during the peak season or project. Remember each person will provide the same tasks.

To calculate the cost of hiring a temp employee, calculate the annual cost of the new hire at the temporary services rate sans the overtime costs. Also subtract the cost of benefits and recruitment these because the agency will take care of this for you at no additional cost. Subtract the temporary employee total from the overtime employee total to get an idea of the savings. This is the savings for each temporary employee that you bring on instead of paying for overtime.

Performance factors to consider

Outside of the math, there are some other things to consider when deciding between paying overtime and hiring temps. When employees are forced to work more than 40 hours on a regular basis, this can lead to an overall drop in morale, productivity, and employee engagement. In other words, the employees that you have currently may be dealing with the stress and overwhelm of having to take on extra work all the time. Left unchecked, this can cause employee absenteeism, turnover and even more workplace injuries. When you hire temps you have fresh people on board who are willing to work hard to maintain productivity levels without risking your best people.

Give a staffing agency a call today and let them help you better manage your staffing costs through a custom temporary staffing plan.

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How to Manage a Team of Diverse (or Conflicting) Personalities

HMG Success on October 7, 2026

How to Manage a Team of Diverse (or Conflicting) Personalities

 

Working in management can be difficult for some, especially those who do not have experience managing a team of diverse, or conflicting, personalities. Managing a team of diverse personalities does not have to be difficult, especially since it is important to the success of the company. Here, we will provide you with a variety of tips on how to successfully manage a team of diverse or conflicting personalities.

Determine Personality Types of Employees

The first thing you need to do when successfully managing a team of diverse personalities is to determine the personality type of each employee. You must figure out which employees are thinkers and which employees are feelers. A thinking employee will make a decision based on logic, while a feeling employee will use relationships in order to make a decision on the job. The best way to determine which type of personality your employees have is to watch how they react the next time someone disagrees with them.

Set the Bar High for Expectations

The next step in learning how to manage a team of diverse or conflicting personalities is to set the bar high when it comes to expectations of employees. Some employees will become bored with their work if they know their boss has set the bar low. When you set the bar high for expectations, you will get the best out of all your employees, even those who tend not to like being managed. Do your best to use the skills they have to your advantage as a manager.

Never Take Things Personally

Do everything in your power to not take things personally at work. It is understandable that working as a manager is difficult, especially since a lot of responsibility falls on you when things go wrong. Many times, employees will have trouble accepting your leadership style and requirements at the office. Do not take this personally. Instead, accept that your employees will need time to adjust to your style and that each employee responds differently based on their background.

Understand What is Important to Others

If all else fails in trying to manage a team of diverse personalities effectively, try to understand what is important to them. Find out what your employees value the most at the office and in their personal lives. Many workers want freedom at the office, trust with management and flexibility in their schedules. Each employee will want something different, so you must learn what each member of your team wants. When you do this, it makes it much easier to manage a team of diverse personalities.

Management for Diversity can be a challenge for even some of the most experienced managers. Take the time to get to know your employees, their wants, and how they have been managed in the past. It will help you put together a strong management plan.

 

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Can You Tell if a Candidate Will be Reliable?

HMG Success on October 7, 2026

Can You Tell if a Candidate Will be Reliable

 

As a hiring manager, much  of your responsibility stems from having a large hand in the success of the company and its employees. Hiring managers must perform due diligence prior to making any decisions on who to add to the payroll, which is why they must vet and screen candidates extremely thoroughly. There will be some who slip through the cracks, but the less this happens, the stronger the company will become.

One thing all hiring managers must look for is whether or not candidates will be reliable. Is there a surefire way to predict a candidate’s future success? Let’s talk about ways to evaluate reliability.

Advertise Open Jobs Wisely

It goes without saying that if you advertise open jobs on industry-specific websites, you should have no problem finding reliable candidates. If you post your job ads on random websites and in forums, however, you will likely attract a lot of undesirables to the post. You want to avoid attracting candidates who are simply seeking out any open job. This is a recipe for disaster.

Dig Deep Into Candidates’ Job History

All hiring managers should be looking into the job history of their top candidates. This helps the hiring manager know what type of worker the candidate has been in the past, which is an indicator of how they will operate in the future. Take a look at how long the candidate remained at previous jobs. Did they jump around often or did they stay for at least two years? If the answer is the latter, you should have a reliable candidate on your hands.

Choose the Right Interview Questions

Just because you bring a candidate in for an interview, it does not mean you must offer the job to them. The same can be said if you bring a candidate in for a second- or third-round of interviews. The interview is the best time to determine if the candidate will be reliable or not, but you must choose the right questions to ask. Ask the candidate where he sees himself in the next five or 10 years. Ask the candidate why they want this job. Also, have them tell you what their view is of an ideal work situation. You should be able to garner their reliability based on the answers to these questions.

Use a Staffing Agency

Another great way to tell if a candidate will be reliable is to work with a staffing agency to fill your open jobs. The staffing agency will have a pool of candidates who have already been screened and can do all of the legwork for you in the hiring process. When you work with a staffing firm, you are more likely to secure a top-notch candidate who will be reliable because of the extensive screening performed by the firm.

Determining the reliability of a candidate prior to offering employment can be difficult, but it does not have to be impossible if you follow the tips discussed here today. Contact Advance Staffing Solutions today if you have more questions on gauging employee reliability.

 

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Nobody Likes Your Performance Review!

HMG Success on October 7, 2026

Nobody Likes Your Performance Review

 

Whether you believe so or not, employees generally do not like the performance reviews conducted by their employers, no matter how interesting or ‘fun’ the company thinks they are. No one within a company wants to hear how they performed below expectations on an annual basis, even if they actually performed well. On the other side of the desk, many managers dread dealing with the backlash, arguments and lessened morale that are a result of these reviews.

Read on to learn some way to make performance reviews more productive and likeable.

Name Expectations Off the Bat

One of the best ways to make performance reviews more productive is to name expectations right off the bat. This means that you should tell the employee what the agenda will be for the duration of the review. Also, make sure you talk about how well things have been going. Then, move into what needs to improve in the coming year. When you begin the performance review by discussing the agenda, it shows the employee that there will not be any surprises.

Offer Specific Feedback

Make it a point to offer the employee specific feedback that can be put to good use once they return to their desk. Begin the conversation by mentioning specific work-related skills the employee is excellent at performing. This shows the employee that you have noticed how well they are performing and that their work has not gone unnoticed. Opening the discussion on such a positive note helps to lessen the blow of constructive criticism that comes later in the meeting.

Ask the Employee Questions Too

Another good way to start the performance review is to ask the employee how they are doing at work. This is perfect if you want the employee to open up and offer any areas where they are struggling. It can also help you understand or learn of any issues occurring at the office you might have been unaware of at the time.

There is Always Room for Improvement

You must understand that even your strongest employees have room for improvement. Even though they might not think so, this is a fact that you must keep in the back of your mind. You cannot coast through a performance review with a stellar employee because others will find out and begin to resent you for it. You also provide a disservice to your employee by coasting through a review without offering any constructive criticism.

Outline Future Expectations

As the performance review begins to close, be sure to outline the expectations you have for the employee in the future. Do not come up with any that will overwhelm the employee, but ones that can definitely be attained with a little bit of hard work and dedication.

The bottom line here is that no one likes the performance review at work, even if they know it is going to be a good one. Try to make the discussion as stress-free as possible by putting some of the tips above to good use.

 

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Using a Career Mentor to Get Ahead at Work

HMG Success on October 7, 2026

Using a Career Mentor to Get Ahead at Work

 

An excellent way to get ahead at work is by identifying a career mentor early on in your career development. A career mentor is someone who works in the same or similar profession as you and who has years of experience in the industry. This person either works at your company or within your industry. They can be a co-worker, a former supervisor, a former professor, a hired career coach, or even a family friend who works the same type of career as you. In this week’s focus, we will discuss how to effectively use a career mentor to get ahead at work.

Create Your Definition of Success

One of the first steps in using a career mentor to get ahead at work is to create your definition of success. You will only succeed at work when you have your own definition of success and do not follow someone else’s definition. Your definition will include ideas about money, work-life balance, company culture, recognition for work performed and control over your creative juices. You need to decide which of these areas are most important to you because not everyone will succeed in all of them.

Identify the Mentor’s Problems

The second step after choosing a mentor and creating a definition of success is to identify the mentor’s problems. No one is perfect and this goes for your mentor too. You need to figure out what your mentor’s shortfalls are by befriending their critics. When you befriend their critics, you will be able to learn what it is they need to work on in order to be more successful in their careers. If you can learn their shortfalls early in your career, you can do your best to avoid them at all costs.

Strive to Be as Good as Your Mentor

Another important tip to using a career mentor to get ahead at work is to strive to be as good as they are, but not identical to them. Do not try to become this person in all aspects of life. Only work your hardest to be as good as the mentor while on the job. This will help you perform well and impress your employer so your career can catapult to a new level.

Switch Activities You and Your Mentor Perform

Make sure the activities you and your mentor take part in vary as much as possible. You do not want to get into a set routine with a mentor because this will not benefit your career at all. Consider having discussions with your mentor about past experiences, issues at work, how to impress clients and much more. You can also review resumes, cover letters and articles written about the job.

Do your best to find a mentor who is truly dedicated to helping you succeed in your career. When you do so, be sure to express your gratitude towards them and never take advantage of their time.

 

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Exit Interviews: Do you know why your employees are leaving?

HMG Success on October 7, 2026

Exit Interviews

Employees leave companies for many different reasons, but sometimes the HR team won’t be able to explain why past employees left. In some cases, employees leave for better advancement opportunities or because they are not happy with their current employer. The only way a company can know or learn why employees are leaving is by taking advantage of the exit interview, and then learning from this feedback.

Encourage Honesty

The next time you hold an exit interview, make sure you encourage honesty on the part of the employee who is leaving the company. Few employees will be brutally honesty during an exit interview, especially when leaving smaller companies, because they do not want to hurt anyone’s feelings. Try to encourage honesty as much as possible so the employee explains the exact reasons why they decided to leave.

Ask These Questions

The following questions should be asked of the employee during an exit interview:

  • What will you get from your new employer that you didn’t get from us?
  • How do you feel things went here for you?
  • How are your career goals being fulfilled at your new job?
  • Can you give us any suggestions for improvement?
  • Would you like to be notified of any opportunities here in the future?
  • Is there anything we could have done to prevent you from leaving?
  • In what areas did we come up short?

Reveal Undiscovered Problems

For all you know, there could be some major problems hiding at your company. The only way you can find out about these problems is via the exit interview. The questions from the previous section could help to reveal these problems, which could include issues with the culture and competition that continues to aggressively recruit your talent. An outgoing employee will be able to shed light on these issues and much more if you ask the right questions and encourage honesty.

Make Appropriate Changes

Once you conduct the exit interview, you should begin to make appropriate changes to the company. This could include improving the company’s culture, offering better benefits, increasing salaries and offering more opportunities for advancement.

Companies need to know why their employees leave for other opportunities. They also need to know if an issue at the office led to the employee searching for a new job. The exit interview is the perfect time to find out this information.

 

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4 Tips for Onboarding Temps | Temporary Employees Toledo Ohio

HMG Success on October 7, 2026

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.

How to Motivate Yourself in the Morning to Improve Productivity

HMG Success on October 7, 2026

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.

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Keep Employee Retention Up in the Fall

HMG Success on October 7, 2026

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.

How to Keep Employees Productive During 2014

HMG Success on October 7, 2026

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.

Bickering Co-Workers? Here’s What Employers Can Do

HMG Success on October 7, 2026

Bickering Co-Workers Here's What to Do

 

One of the most difficult situations a manager has to deal with occurs when there are co-workers fighting while on the job. The healthiest of workplaces can be destroyed when two or more co-workers fail to get along. Managers need to find new ways to keep the peace between co-workers and know how to resolve conflicts when they arise.

Don’t let bickering among co-workers turn into a dangerous incident of workplace violence! Use these tips to nip arguments in the bud now.

Meet with the Individuals Involved

The first step in solving the issue is to sit down and meet with the individuals involved in the disagreement as soon as possible. The longer you let the issue fester, the worse the outcome will be for the company. Have a meeting with all those involved and find out what is the root of the issue and how you all can go about solving it. If there is a supervisor who works above you, alert him or her to the problem and the fact that you are working to resolve it so your boss is not taken by surprise if the issue explodes.

Include Human Resources Right Away

Depending on the severity of the issue, you must consider involving human resources as a possible mediator. The representative from the human resources office will be unbiased since he or she works in a separate department. Other reasons to include human resources are to begin the transfer of one employee to another department, to put an employee on probation or to file a written notice for the employees involved.

Give Employees a Chance to Resolve on Their Own

In some instances, the disagreement can be so minor that the employees involved will be able to resolve the issue on their own. If this is the case, encourage the employees involved to sit down with each other and discuss their problems. Let them know that it is in the best interest of the company and the employees to resolve the issue quickly and without getting anyone else involved.

Remove Trouble Employees from Common Assignments

If all else fails, but you do not want to or cannot have employees reassigned to other departments, consider removing them from common assignments or projects. This will make it easier on all those involved who have been arguing and will hopefully return the department to a normal working environment.

Be Open with Employees

An excellent way to deal with fighting co-workers is to always be open with your employees as a manager. The more open and honest you are, the easier it will be for your employees to come to you with any problems they are having with their co-workers. This will help to nip any problems early so they do not grow into a major problem.

Dealing with fighting co-workers as a manager is a difficult process. Have a plan in place to handle such issues when they arise so you can defeat them quickly. Work with Advance Staffing solutions, a Southgate OH Recruitment firm, for ways to reduce bickering between your employees with temp staff who can take some of the pressure off existing employees, and replace those who are constant trouble.

 

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Simple and Free Ways to Motivate Your Workforce

HMG Success on October 7, 2026

Simple and Free Ways to Motivate Your Workforce

 

Let’s get motivated! You hear this phrase among a lot of work teams, but it can mean different things to different people. From an HR perspective, finding ways to motivate and inspire employees often affects the company’s ability to generate revenues. Therefore, it’s critical to find ways to incentivize the workplace so that employees are continually working at their highest capacity and staying motivated on the job.

 

The good news is that there are some simple and even free ways to motivate even the toughest workforce. Read on to learn more.

 

It goes without saying, thanks that is

 

Too often, employee efforts go unseen and unrecognized in the workplace. How about motivating employees by saying “thanks” for a job well done? This simple tip can help transform grumbling employees into highly engaged and happy ones. Teach your management team to offer thanks as often as possible and share this in a public way so that all employees understand their value to the company.

 

Make the workplace fun

 

Going to work daily doesn’t have to be dull or impressive. In fact, any company can change the workplace into a fun and inviting environment where employees can feel inspired. Remove cubicle jungles and replace them with open collaborate workspaces. Replace stuffy meeting rooms with open conversational areas with comfortable chairs and great lighting. Institute a more casual dress code (if possible). Take the time to celebrate achievements more and focus on the positive.

 

Offer performance-based incentives

 

Take the stress out of annual reviews that make employees nervous and instead set up progressive salary increases and incentives that are doled out year-round for employees who demonstrate a commitment to excellence. Get rid of the status quo and get your managers out on the floor observing and recognizing employees with regular bonuses, gift cards, and cash incentives based on their performance — not popularity.

 

Give employees the chance to learn

 

One of the ways to create a stronger workforce is to develop a learning program that enables everyone to boost their knowledge and skills. Make sure you have a mentoring program in place to transfer information from one generation to another. Create a variety of learning programs to inspire everyone who works for you to be their best, rewarding for participation with certificates of achievement and incremental salary increases for those who complete them.

As you begin adding these cheap and free incentives to your workplace, you will start to see a boost in employee morale, team building and better performance over time. Keep adding to these campaigns and make sure your people know how much they mean to your organization with regular celebrations and recognition efforts.

 

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