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Can You Spot Potential in Lower-Level Employees?

HMG Success on October 7, 2026

Can You Spot Potential in Lower-Level Employees

 

Do you have the ability to spot potential in your lower-level employees? If not, you need to find ways to spot potential in lower-level employees immediately. It is better to hire in-house candidates for management positions than outside candidates for many reasons. These can include:

  • Lower cost to promote vs. hire new people
  • Succession planning with a reduced learning curve
  • Creates a more positive and productive workplace

We will discuss the best ways to spot potential in lower-level employees, so you can effectively hire new managers from within your ranks.

Assess Talent During Annual Performance Review

One of the first things you should do in spotting potential in lower-level employees is by assessing talent at your company during their annual performance review. Determine what the qualifications are for employees to finish current projects and if they have the skills and traits to move up in their career within your company. Also consider mentor evaluations, employee assessments, peer reviews and even surveys to determine which lower-level employees have management talent.

Match Talent with Requirements

The next step in spotting potential in lower-level employees is to match talent at your company with future requirements. You must layout the time for replacement, the readiness of the candidate and the assignment of individuals. A team of management employees from the company need to discuss all potential candidates for promotion and determine a slew of factors. Those factors include the promotability of the candidates, ratings based on performance, readiness for other roles in the company and any other strategy used to analyze talent within the organization.

Measure Regular Progress

Step number three in identifying potential in lower-level employees at your company is to measure regular progress of employees. This begins by figuring out which candidates are up for promotion and which jobs they are being groomed for so your candidate pool at the company does not get stretched too thin. Measure the progress of your current employees with how they complete projects, meet deadlines, deal with clients, handle issues in the office and much more.

Ask Employees What They Like

Another option is to ask employees what they like to do at work, what their strengths and weaknesses are and what type of role he or she thinks they would succeed in within the company. These questions need to be asked at annual performance reviews so you can add the information to their employee file for future reference.

Allow a Test-Drive

Our final step is a little outside the box, but it involves allowing the employee to test-drive the position. This does not mean promoting an employee into a new role and then removing him or her if it does not work. Instead, create an internal internship program that allows current employees to shadow managers within their department for a day or two to see what gets done at the higher levels. This will let you know if the person likes the idea of working that job and if he or she has the experience to work the position.

 

 

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Keeping Employees Productive in a Busy Holiday Season

HMG Success on October 7, 2026

It can be very difficult for busy, distracted employees to remain productive during a hectic season at the office simply because they can get very distracted by all the holiday festivities, family commitments, and other aspects of their lives. Employees can also become overwhelmed to the point of running out of steam. When this happens, it is up to the company to turn things around and keep employees as productive as possible. Below, we will discuss the best methods for keeping employees productive during the busy season.

Add a Little Fun to the Office

When you make it fun to come to work, employees will remain focused and productive during the busiest season for your company. There does not need to be a pizza party each week or decorations hanging from the ceiling, but a little bit of fun never hurt anyone. Start by creating a fun committee that will be responsible for coming up with ideas to have fun at the office.

Make it a point to host group events that build relationships, offer bonding and help employees build trust in each other. Try to make sure all of your employees take part in the fun events planned and even celebrate accomplishments as a whole team — not just departmentally or in groups.

Be Flexible

Remind your employees of the company’s goals when the busy season rolls around and then be flexible when possible. For example, if your employees are submitting projects ahead of schedule, consider offering them some flexible scheduling. Let them leave early on Fridays, or come in a little later on Monday mornings. You could also provide them with a four-day workweek or even extra paid time off.

Keep Communication Open

Do your best to keep the lines of communication open with employees during the busy season. The more you communicate with employees, the likelier it is that they will be able to achieve the goals set by the company. Communication will also help with prioritizing workloads either by delegating to other departments or even outsourcing the work to another firm.

You need to be as approachable as possible so employees will be honest with you when asked about status updates on their projects. When you are not open with employees, it forces them to fall behind on projects because they might not feel comfortable seeking out your help for any issues that arise.

There is a Light at the End of the Tunnel

Always remind your employees during the busy season that there is a light at the end of the tunnel. This will help them stay focused on the tasks at hand and meet their goals. When they know there is a slowdown in work coming, they will be more likely to work harder now. You should also consider bringing in temporary workers to lighten some of the workload on your full-time employees.

Want to know more about how to keep employees productive in your busiest seasons? Contact the experts at Advance Staffing Solutions today!

Don’t Ignore the Signs of Seasonal Stress in Employees

HMG Success on October 7, 2026

Over time, employees can easily become subject to work stress. It can happen to anyone, especially when the seasons change. Seasonal stress is nothing new and it can affect people of all ages. It is called seasonal affective disorder (SAD) and occurs, for the most part, at the same time each year. As the seasons change from fall to winter, those who suffer from SAD see themselves become moodier. We will discuss the signs of seasonal stress here so you can spot it in your employees before it becomes a real problem.

Common Symptoms of SAD

Some of the most common symptoms of SAD that you need to keep an eye out for in your employees include the following:

  • Lack of energy
  • Feeling of tiredness
  • Irritable
  • Sensitivity to rejection
  • Oversleeping
  • Weight gain
  • Changes in appetite

What Not to Do

If you suspect that some of your employees are suffering from seasonal stress while on the job, there are a couple of things that you should avoid doing. Your company should avoid all of the following:

  • Do not introduce new career-related expenses such as required parking passes, updates to the dress code or paying for beverages in the breakroom.
  • Do not make any major procedural changes.
  • Do not evaluate the performance of your employees only on how they finished the year. Always look back at what the employee has done for the entire year.
  • Do not make any major changes or decisions regarding the company’s management.

What to Do

Should any of your employees exhibit signs of seasonal stress at work, you need to do the following tasks to help the situation:

  • Provide employees with an isolated space where employees can be alone with their thoughts and reflect.
  • Think about scheduling some minor team-building activities if this is a slow time of the year for the company.
  • Always let your team know how much their hard work is appreciated.
  • Let employees pace in the hallways if they need to do so, just let people know that they should be mindful of where they are walking.

Ignorance Affects Success

Should your company decide to ignore the signs of seasonal stress in employees, do not expect much productivity or success during this season. Your employees will become lackadaisical, miss deadlines and not have enough drive to complete their work to the best of their abilities. This can cause major issues within your corporate culture and even cause some resentment amongst employees who are picking up the slack.

The bottom line here is that you can help employees suffering from seasonal stress at work. All you need to do is recognize the signs and then implement some steps that will improve their outlook during the season. Contact Advance Staffing Solutions if you want to know more about handling employee seasonal stress.

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

HMG Success on October 7, 2026

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.

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

HMG Success on October 7, 2026

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!

5 Tips for Spotting Your Biggest Time Wasters

HMG Success on October 7, 2026

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.

How to Attract, Retain and Develop Star Supervisors

HMG Success on October 7, 2026

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

HMG Success on October 7, 2026

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. 

Lean Manufacturing Trends for 2014

HMG Success on October 7, 2026

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.

Are you a Leader or a Boss on the Floor?

HMG Success on October 7, 2026

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. 

 

Getting Employees Back on Track After the Holidays

HMG Success on October 7, 2026

Getting Employees Back on Track After the Holidays

 

Returning to work following the holiday season can be difficult for many employees out there. Reasons for this include all the decorations are gone, there is no time-off scheduled for a couple of months, the workload is heavier and there are no scheduled office parties. It can be difficult to get employees back on track following the holidays, but it can be done. We will give you some employee performance tips below.

Modify Expectations

An excellent way to get your employees back on track after the holidays is to modify expectations when it comes to workload and due dates. Avoid discussing performance issues at work in the first few weeks of January because it can overwhelm employees. Do not increase workloads early in the month as employees will need a couple of days to resume their normal workflow.

Offer an Employee Wellness Program

Another good idea is to offer an employee wellness program in the month of January. Introducing a new program in the early months of the year can help employees rebound from the stresses of the holiday season. There needs to be attainable goals in this program that employees can reach every so often so they know they are succeeding. You can also host a professional development day to help employees re-focus on the task at hand.

Make Managers More Accessible

Your company must make managers more accessible during the first two months following the holiday season. When managers are easier to talk to and are seen often around the office, it will help employees re-focus their energy and effort on their projects. When managers always have their doors shut, workers will tend to wander and slack off at their desks.

Create a To-Do List

When employees return to work following the holiday season, it is a good idea to encourage them to create a to-do list. Have them prioritize which tasks on that list are most important and should be completed first. When they have goals outlined, they are more inclined to focus on their work and not slack off after the holidays.

Do Not Multi-Task

Warn your employees against multitasking right after the holiday season. You want them to gradually get back to work and multitasking could overwhelm them. Instead, let them focus on just one project at a time until they feel they are completely focused on work.

Tell Employees to Self-Evaluate

Tell your employees to self-evaluate after each day at work following the holidays. Have them look at what they accomplished that day at work and what they were unable to accomplish. A self-evaluation by an employee can help turn their focus back to work after the holiday season.

Getting your employees back on track following the holidays is important. The sooner they return their focus to work, the better your office will operate. If you need more help getting your employees back on track, or filling in vacancies, contact the staffing experts at Advance Staffing Solutions today.

 

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Drive Employee Potential with These Tips

HMG Success on October 7, 2026

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!

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