This Trick Takes the Stress Out of Scheduling

Raza Rauf on February 24, 2020

Scheduling can be a contentious issue in any company. Managers often have to balance the organization’s needs with employee availability and preferences. Plus, there can be fluctuating occurrences that have to be addressed, like vacations or extended sick leave, that make maintaining a steady schedule challenging.

Finding a way to handle staff schedules in a way that works for the company but is also well received by your team isn’t easy. However, there is an approach you can use to make the process less stressful. If you want to take the stress out of scheduling, here’s a tip that can help.

The Scheduling Challenge

Often, scheduling a data-driven process. Managers review the needs of the organization, compare it to employee availability data, and try to create a schedule that is functional and efficient. The issue is, this method removes the “human” factor. It doesn’t account for how workers feel about the scheduling choices being made, and that can be problematic.

If your employees feel that some people are unfairly getting a more favorable schedule, that can impact your company’s culture. It can breed a sense of envy and distrust. Some workers may feel negatively about management, and some may begin to resent the team members that they believe are unjustly benefitting from the schedule.

Plus, if some employees believe they are perpetually getting the short end of the stick or their work schedule makes it difficult to manage their personal life, their stress levels can rise. At times, these feelings may even lead to burnout, which can lead to falling productivity and higher turnover.

Why Empathy Makes a Difference

If you want to take the stress out of scheduling, you need to look beyond the data. Before you solidify a plan, you need to use some empathy.

Begin by talking with your team. Find out what challenges they have been facing due to the existing or past schedule. Ask questions about any upcoming events in the workers’ lives that might need accommodating. See if their availability needs updating or if it may need an update in the near future.

If your employees aren’t comfortable speaking with you directly about issues they are experiencing, consider using a different approach. For example, a survey that can be submitted anonymously may give them a platform to air any grievances or present concerns without feeling put on the spot.

Then, once you have the information, try to be compassionate as you create the schedule. While you still need to make sure the company’s needs are handled, you may have enough flexibility to apply some adjustments that can benefit your employees.

Just make sure that you keep things fair. Don’t prioritize one employee’s needs over another’s without justification and, if you have to turn down a worker’s scheduling request, speak with them regarding the decision. Communication and empathy can work wonders when you are creating schedules, allowing you to make the experience less stressful for all involved.

If you’d like to find out more, the team at The Advance Group can help. Contact us today and see how our employee management expertise can benefit you and find exciting new employees available to start today.

Are You Meeting New Employees’ Pay Expectations?

Raza Rauf on November 1, 2019

In today’s digital world, professionals can access tons of salary information with just a few clicks. Job seekers and employees alike can find out what their skills are worth or what others are earning for performing similar duties. As a result, an increasing number of professionals have clearly defined salary expectations.

This mindset can be challenging for employers. If a company fails to meet pay expectations, they may struggle to land and keep top talent. However, there is also a chance that a professional will believe that a salary is appropriate based on the information they find online, even though it far exceeds the norm for that kind of work in your area and industry.

Companies have to make sure that the salaries they are offering are reasonable. Additionally, they need to be able to show that their pay rates are fair, as employees may expect something more than a basic reassurance from a manager.

If you want to make sure that you are handling pay scales appropriately, here’s what you need to do.

Do Your Research

First and foremost, companies need to be just as diligent (if not more so) about researching salaries as the professionals they hire. On an annual basis, review your pay scales for every position and compare them to norms in your region and industry.

Make use of a range of resources when you are doing your research. Along with formal industry reports and government data, you need to use others as well. It can be wise to head to career sites or your competitors’ recruitment pages to see if salary ranges are listed. This can give you indications about what other companies are offering for various roles, making it a solid data point to include.

Also, always look at the websites that candidates and employees will use, such as Glassdoor and PayScale. Often, pay data on these sites is crowdsourced and unverified, so it may not be accurate. Additionally, they may not account for the nuances of a role and rely heavily on job titles for grouping data, which can also harm accuracy.

It also isn’t uncommon for professionals to look at data on these sites that is from outside of their local area. This may cause them to factor in salary averages from cities where employers offer higher salaries than your region provides, giving them inaccurate expectations. Still, employees may be basing their stances on this data, so you need to know what is out there so that you can anticipate what candidates and employees are basing their expectations on.

Aim to Be Competitive

Once you collect your data, you need to be competitive. While salary plays a big role, you can also factor in the value of your total compensation package when determining where you land in comparison to other area employers.

If adjustments are necessary, make them. Otherwise, your competitors may be able to entice your new employees to leave. However, if what you currently offer is reasonable, be transparent about your findings. Let workers know that you did your research and share the data. That way, if their expectations weren’t realistic, they may see that.

Additionally, keep them informed regarding when salary reviews take place and share the data every time you make a decision about pay scales. Further, make sure they see the value of any other forms of compensation, as employees may not realize that their total compensation beats the norm if it appears that their salary alone does not.

Ultimately, employee pay expectations can be challenging to navigate. However, by doing your research and making adjustments when the data supports it, you can keep your employees satisfied.

If you’d like to learn more about managing salary expectations and remaining competitive, the team at The Advance Group can help. Contact us to discuss your questions or concerns with one of our specialists today and see how our compensation expertise can benefit you.

How Much Should You Support Employees’ Extracurricular Activities?

Raza Rauf on August 16, 2019

Most companies focus on their employees’ work-related time and activities. After all, ensuring everyone remains productive and engaged on the job is critical to the organization’s success, making it an obvious priority.

However, employers also need to be aware their workers have lives outside of the workplace. Additionally, understanding that good work-life balance benefits employees and employers alike is similarly crucial.

When professionals are able to keep their personal lives in order and enjoy some extracurricular activities, their stress levels decrease. Plus, being able to have some fun during their off time not only makes them happier, but may also allow them to be more creative and innovative on the job.

As a result, supporting your employees’ extracurricular activities can help the company succeed. If you are wondering why you should ensure your staff has time for a life outside of the workplace, here’s what you need to know.

They Will Be More Productive

In order to be at one’s best, most people need a chance to recharge. If an employee is continuously burning the candle at both ends, their stress levels will build, and they might even burn out.

Having time to relax and rejuvenate is critical for stress management. By supporting your employees’ need for time off the job, you are giving them the space they need to recharge. Then, when they return to the workplace, they will have a better mindset, allowing them to be more productive.

Similarly, having time to handle personal or family obligations is also beneficial. If an employee is distracted by their responsibilities outside of the workplace during work hours, they won’t be able to focus as easily on the task at hand. By giving them the ability to handle their lives outside of work, they will be less likely to carry that stress in with them, making it more likely that they will remain productive.

Recruitment and Retention Rates Will Improve

When you support your employees’ need for a personal life, your retention rates can improve. Professionals often favor companies that promote great work-life balance, making you a more enticing employer.

By supporting their extracurricular activities, your existing staff may be less inclined to seek opportunities elsewhere. Many professionals understand that not all companies make work-life balance a priority, so, if that is something they value, they might not risk heading to a competitor.

Additionally, your recruitment efforts may also be more effective. Candidates will seek out opportunities with your company since they know that you can offer better work-life balance. You become a more attractive potential employer, which can make it easier to find top talent to fill your vacant positions.

Ultimately, supporting your employees’ extracurricular activities doesn’t just benefit them; the company benefits too. If you’d like to learn more, the experienced professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today and see how our work-life balance expertise can benefit you.

Summer Is Here: Are Your Employees Enjoying It?

Raza Rauf on July 26, 2019

Most professionals spend at least 40 hours a week in the workplace. During the summer, it’s easy to become distracted by the beautiful weather or feel disappointed you can’t spend your time enjoying this amazing season.

Keeping workers engaged during the summer can be challenging. However, by injecting some fun into the workplace, you can make sure they aren’t just watching the calendar and pining for their vacation.

The occasional party can go a long way toward boosting morale and, during the summer, there can be a lot worth celebrating. If you want to recognize your team with a little workplace fun, here are some reasons that are appropriate for the summer season.

Monthly Birthday Party

Most workplaces can’t afford to stop and recognize every employee on their actual birthday. However, by hosting monthly birthday parties that acknowledge all your workers that were born in a particular month, you can inject a little fun into your environment.

Holding a small gathering with some sweet treats can be sufficient. However, if you want to go further, consider adding a few party games to the mix. Not only can this up the level of fun, but it can also support team building, giving the event additional value. Just make sure that you also give room for some socialization, as this also promotes bonding between teammates and can lead to lower stress levels.

Employee Appreciation Barbecue

When the weather is nice, spending some time outside enjoying a great meal can be an excellent reward. Consider hosting a team- or company-wide barbecue, complete with grilled foods, tasty side dishes, cold beverages and a cooling dessert.

If you want to up the fun, bring along some outdoor games. Horseshoes and bocce ball are easy to set up, can ignite a friendly competitive spirit, and can allow many people to join in on the festivities throughout the day.

Fourth of July

The Fourth of July is a great holiday to celebrate during the summer, and another occasion where having a barbecue to thank your employees for their hard work is certainly appropriate.

If you need to hold the event after work hours, you could even choose a location where setting off fireworks or lighting sparklers is allowed. If possible, making an after-hours event open to family members as well, ensuring employees can spend time with their nearest and dearest while enjoying the party.

Ultimately, there are plenty of reasons to celebrate this summer, giving you a chance to make sure your employees are enjoying the season. If you would like to learn about additional options, the experienced staff at The Advance Group can help. Contact us to speak with one of our skilled and knowledgeable team members today and see how our employee appreciation expertise can benefit you this summer and beyond.

Your Personal Trait Employees Like Most!

Raza Rauf on June 13, 2019

As a manager, your employees look to you for inspiration and guidance. Any personal trait of yours influences how you are perceived, impacting how the workplace operates, incidentally or otherwise.

When it comes to their manager’s personal trait, there is one that is incredibly likely to help your employees thrive. Plus, it is often appreciated by your staff, making it even more powerful.

If you are wondering what trait your employees like most, here’s what you need to know.

The Power of Positivity

By and large, employees appreciate a manager who exudes positivity above all else. A positive attitude can make challenges seem less daunting and can eliminate the fear of failure, something that can actually hold your workers back by stymying the sharing of ideas or stifling innovation.

When a workplace is positive, productivity soars thanks to higher morale. Creativity can also be enhanced, and stress levels may fall. Engagement also rises in positive work environments.

When a manager has a positive attitude, it impacts their team. The employees may learn to make the most of what they have instead of pining over what they don’t. They may be more inclined to embrace their strengths as well as those of their teammates, creating an environment that is focused on cohesion and everyone working together to achieve common goals.

Communication is also easier in a positive workplace. Recognition tends to be used more often, and employees aren’t fearful of how their ideas may be received. Even views that aren’t embraced are not subject to undue criticism, making the company a comfortable place for exploring possibilities and innovating, even if the approach may be highly unconventional.

How to Be a More Positive Manager

Becoming a positive leader in your organization doesn’t have to be challenging. One easy way to begin is to be mindful of your own mood, as your employees will take cues about how they should feel from you.

Focusing on your workers’ strengths and helping build them can also be an effective approach. It allows great attention to be paid to what people are good at instead of where they fall short.

Helping your team see how their work contributes to a great purpose can lead to a more positive culture as well. When people believe their work is meaningful, beyond just impacting the company’s bottom line, they derive greater satisfaction from their tasks, improving morale.

When your staff does face a challenge, try to be a beacon of hope. Let your team know you will get through it together and remind them the future is bright, even if today feels difficult.

By using the tips above, you can become a positive influence in the workplace, ensuring your team can thrive no matter the circumstances or personal trait. If you’d like to find out more, the professionals at The Advance Group can help. Contact us to speak with one of our experienced staff members today and see how our leadership expertise can benefit you.

Does Your Workplace Focus on Well-Being?

Raza Rauf on May 20, 2019

Employee wellness is critical if you want your company to thrive, and it is not an issue you should expect your workers to address only during their off-hours. If your organization is not focused on the well-being of your staff, preventable problems may occur that harm productivity and morale.

Luckily, your company can have a big impact on employee wellness fairly quickly. By implementing the right programs and offering the proper benefits, you can enhance the well-being of your team, making them more effective both inside and out of the workplace. Here is how to get started.

Personalize Your Offerings

What it takes to maintain optimal health and well-being varies from one employee to the next. Not every worker has the same needs or priorities, so offering the ability to handpick or customize certain benefits can be ideal for promoting wellness.

Begin the process by speaking with or surveying your staff to determine what they need and want. Then, avoid one-size-fits-all options and adjust your offerings in accordance with the information you received when the opportunity to do so is there.

Consider a Range of Coaching Options

When companies think about coaching options for their workers, career coaching is usually the first one that springs to mind. While this is certainly valuable, providing other forms can enhance overall well-being.

For example, financial health workshops, stress management classes, retirement planning sessions, and similar forms of coaching can create a more well-rounded approach to employee wellness. It focuses on whole-life improvements instead of those based solely on career progression.

Don’t Neglect Physical Activity

Being physically fit and healthy has an impact on well-being. By adding health-oriented options, you can support wellness on a wider scale.

For instance, standing desks can be a great addition to the workplace. Offering exercise balls in conjunction with regular chairs can also be beneficial. Encouraging managers to hold walking meetings instead of sessions in a conference room can help squeeze activity into the day. Similarly, hosting exercise classes in conference rooms during lunch breaks or after traditional work hours can make it easier for employees to fit a workout into their busy schedules.

Reevaluate Your Program Regularly

As you add different options, make sure to gather feedback from your staff. Give them a chance to tell you what is working and what isn’t, or if something could be done to make a benefit more helpful or enticing. Not only does this allow them to have input into the company’s wellness program, but it also gives you valuable data for monitoring the organization’s progress and impact. This enables you to assess which wellness investments are generating positive results, ensuring you can justify the continuation of the program.

If you would like to know more about managing the well-being of your workers, the team at The Advance Group can help. Contact us to speak with a member of our experienced team today and see how our employee wellness knowledge can benefit you.

How to Handle Unhappy Employees

Raza Rauf on May 13, 2019

Every workplace has its fair share of unhappy employees. In some cases, they are simply dissatisfied with aspects of their role or with their boss. In others, personal challenges are impacting their overall mood, influencing how they feel about every part of their life.

Regardless of the reason, it is still important for managers to act swiftly when they spot an unhappy employee. Otherwise, their view may spread through the organization, negatively impact productivity, or simply aggravate their team.

If you have an unhappy employee in your midst, here is how to handle the situation.

Create Avenues for Unhappy Employees to Share Feedback

When workplace or position-related issues are the core reason behind a worker being dissatisfied, the situation can only be corrected if the right people are aware of the problem. When you can address their primary concerns internally, you can create a better environment and working conditions, increasing the odds their mood will turn around.

Ideally, you want to have several mechanisms where employees can provide feedback. Along with speaking directly with their manager, offer a few alternatives (including at least one anonymous approach) that allow them to express their feelings, thoughts, and concerns. Then, make sure all feedback is reviewed regularly so that action can be taken in a timely fashion.

Offer the Right Training

Issues like workplace bullying and discrimination can be incredibly damaging to morale. In order to help prevent these problems from occurring, continuing, or spreading, offering training in appropriate workplace behavior is a must.

Make sure that you inform employees of any rules and standards governing behavior, including related laws and regulations as well as company expectations. Ideally, this should be part of the onboarding process as well as ongoing, particularly since standards can change over time.

Managers should also participate in additional training focused on learning the signs of problems in the workplace. Additionally, these educational sessions should cover expectations regarding how they should intervene and what steps need to be taken if an incident does occur.

Plan for a Sudden Outburst

At times, unhappy employees vent their frustration publicly and loudly. It may simply be a moment where they want to air a grievance, though, in worst-case scenarios, it can also lead to threats of violence or violent actions.

While this is often viewed as a rare possibility, being ready for what may occur is beneficial. Make sure the company has plans in place to respond to various situations before an incident happens, including the sending of emergency communications, when law enforcement needs to be contacted, and other crisis response planning steps.

By following the tips above, you can be ready to handle unhappy employees regardless of how the situation unfolds. Additionally, you can prevent certain issues from occurring in the first place, creating a more positive culture.

If you would like to know more about managing employee morale, the team at The Advance Group can help. Contact us to speak with a member of our experienced staff today and see how our expertise can benefit you.

What You Need to Do for Employees on Their Way Out

Raza Rauf on May 3, 2019

As a manager, letting people go is one of the toughest aspects of your job. While it is necessary at times, handling the situation professionally is not always easy, regardless of whether the employee is being terminated for a performance issue, something more severe, or factors that are outside of everyone’s control.

When an employee is on their way out, there are things you can do to help them along the way to make it easier on them and yourself. Here is what you need to do.

Communicate Clearly From the Beginning

Once you know an employee is being let go, regardless of the reason, don’t try to soften the blow by being ambiguous. This can lead to unnecessary confusion and may cause them not to understand the situation fully.

While you want to remain professional when you deliver the news, also strive to be incredibly clear. Don’t offer a “maybe” when there is no chance things will change and don’t downplay any aspect of the situation, including the reasoning behind the decision.

Don’t Go Faster Than Necessary

While some terminations need to be handled swiftly, other situations (like layoffs) might not be as dire. In cases where an immediate exit isn’t necessary, do not move things along faster than you absolutely must.

See if there are options to give the person a little more time so they can prepare for the transition. Not only will this allow them to plan next steps, but it also creates an opportunity for them to shift their responsibilities to someone else, ensuring the workplace is disrupted as little as possible once they leave.

Maintain a Positive Mindset

Staying positive may feel like a challenge, but it is important if you want the person to make a smooth transition. If the person is being laid off or has reached the end of their contract, try to focus on what may be ahead of them. Additionally, if you can offer support, such as career coaching, do so if it is appropriate.

In cases where an individual is fired, maintaining a positive mindset can keep the situation from escalating unnecessarily. It increases the odds that you won’t say something you may regret or make the circumstances more volatile than they need to be. Plus, it can help you focus on what the future may have in store for you and your company, something that may make terminating a less-than-ideal employee easier to manage.

Offer to Help Them on Their Journey

Offering to assist a short-term worker or laid off employee take critical steps forward can ease their transition. For example, reviewing their resume or social media profiles to make sure they will serve them well in their job search could be a nice gesture. Similarly, connecting them with members of your network who may be looking for a person with their skills could help them expand their network and find a new opportunity quickly.

Similarly, finding freelance options or projects in other departments at your company could give them more time to find something new. While this relies on them having the right skills and the ability to produce high-quality work, it is worth exploring if they are genuinely a good worker.

By following the tips above, you can stay professional when an employee is on the way out. If you’d like to know more, the staff at The Advance Group can help. Contact us to discuss your questions or concerns with a member of our skilled team today and see how our workforce management expertise can benefit you.

5 Tips to Make – And Keep – Your Employees Happy

Raza Rauf on April 1, 2019

Workplace morale commonly ebbs and flows. Everything from increasing or decreasing workloads to shifts in the seasons can impact the mood in your workplace, and not always for the better.

Luckily, there are things you can do as an employer to counteract declines in morale, empowering you to improve the mood of your staff. If you want to make and keep your employees happy, here are five tips that can help you do just that.

1. Provide Perks Year-Round

Many companies focus on perks and celebrations during the winter holidays. However, once that period is over, the workplace returns to “normal,” and there is much less revelry.

While acknowledging the winter holidays can be great for morale, only celebrating during that time of year means you are missing out on an opportunity. For example, instead of just offering free food treats in December, consider making it a monthly event. Similarly, looking for other holidays to use as themes for regular celebrations can be a great option.

Spreading out perks and celebrations throughout the year can be great for morale, so don’t feel like you can only mark occasions in the winter.

2. Try Flexible Schedules

Flexibility is nearly always appreciated by your staff. The ability to adjust their work schedules to accommodate their personal obligations can be very stress relieving, as it allows them to accomplish their tasks, avoid using leave, and still manage their lives.

While you can certainly put some controls in place, such as listing certain core hours as mandatory, any level of flexibility can make your workers happier. As long as you are not overly restrictive and have a formal process that governs how they can and can’t adjust their schedule, you can create a win-win.

3. Offer Telecommuting Options

The ability to telecommute has a similar impact as flexible schedules. By allowing employees to work from home, even on occasion, you let them skip their commute and complete their duties in an environment that feels comfortable.

Again, having a formal policy that outlines telecommuting rules is not just acceptable; it is encouraged. Just make sure the rules apply fairly and everyone has a chance to benefit, and morale can soar.

4. Demonstrate Your Appreciation

While group celebrations can be great for morale, you still need to show each worker you appreciate them for their individual contributions. Whether it is cash bonuses, small gifts, or recognizing them personally during staff meetings, any option that allows you to demonstrate your appreciation can go a long way when it comes to keeping your staff happy.

5. Say “Thank You”

Sometimes, the simplest gesture is incredibly effective. Thanking your employees for all that they do makes them feel seen and appreciated, and it’s easy to work into any day, no matter how busy they or your managers are at the time.

Additionally, a heartfelt thank you when they turn in assignments, drop off mail, or complete a requested task creates a culture with appreciation at its core. This can make your work environment more pleasant overall, making it a better place for everyone.

If you would like to learn more about how you can keep your employees happy, the staff at The Advance Group can help. Contact us to speak with one of our knowledgeable team members today and see how our workplace morale expertise can benefit you.

Use These Tips to Make Safety Training Engaging

Raza Rauf on March 15, 2019

Engagement is critical for the learning process. If the material or approach do not capture the attention of your employees, your safety training will not be as effective. This could result in knowledge gaps, injuries, or worse, simply because your team was not giving the training their full attention.

Finding ways to make your safety training engaging is essential if you want to protect your workers and the company. If you do not know where to begin, here are some tips.

Find Your Priorities

Your training program should align with your safety priorities. Often, this requires a full risk assessment, ensuring you understand your biggest threats as well as which employees are most at risk.

Examine workspaces, tasks, equipment, processes, and anything else that can shine a light on potential issues within your company. As you perform your review, also look at any near misses that could indicate a problem even when there is not an actual injury associated with the event.

Then, you can target these points specifically during your training, ideally at the beginning of the session when everyone is most alert. This increases the odds your priorities will be addressed at a time when recall and retention capabilities are at their peak.

Select the Right Approach

Using the best training approach based on your employees’ preferences is a must. While some workers may be able to tolerate a long lecture, others will start to tune out fairly quickly, so it might not be the best option if you want to increase engagement. Similarly, not everyone thrives if you use computer solutions for independent learning, especially if they are distracted by their duties, face constant interruptions, or are not particularly tech-savvy.

Research different training options and see which one (or ones) best align with your company goals and your workers’ preferred learning styles. That way, you can select an approach that is more likely to engage your staff, increasing their recall and retention.

Make Safety Training Part of Your Culture

When workplace safety is an aspect of your culture, you do not have to rely on formal training to increase learning. Instead, make every accident, near miss, or issue a training opportunity, encouraging people to explore solutions and learn how they can avoid the problem in the future.

Inadvertently, this approach also promotes bite-sized training, which may be more digestible. Instead of long sessions, you are focusing on single topics for a short period, making it easier for employees to stay engaged during the discussion.

While this may not substitute for formal training, it can increase safety awareness quickly and efficiently, ensuring your workforce always has safety on their mind.

If you would like to know more about effective safety training options, the professionals at The Advance Group can help. Contact us for a free staffing consultation and see how our workplace safety expertise can benefit you.

Stop Making Your Employees Feel “Stuck” in Meetings

Raza Rauf on February 15, 2019

If you ask your team about their favorite part of their workday, essentially no one is going to say meetings. More often than not, these gatherings aren’t very productive. Instead, they are merely interruptions, disrupting the flow of your employees’ days.

Plus, most workers have no choice but to attend. Even if the meeting ultimately has nothing to do with them, if they were asked to be there, they are stuck until its over. What a time-waster!

Luckily, there are things you can do to make sure you hold better meetings. Here’s how to get started.

Limit Your Invites

When you are trying to decide who to invite to a meeting, keep the list as short as possible. If anyone feels the discussion isn’t relevant to them or that they can’t provide any useful input that isn’t covered by someone else, you are essentially wasting their time.

Plus, large groups can be hard to keep on track and productive. If there are too many people, participants may begin shouting over one another just trying to be heard while others are tuning out.

Keep the meeting small and only invite participants who can truly provide value to the conversation or derive value from the experience. Otherwise, just update anyone who is affected by what is discussed after the fact.

Manage Your Timing

At work, time is an asset. To make sure your meetings are proceeding efficiently, you need to schedule them at the right time and for the proper duration.

First, avoid selecting meetings times first thing in the morning (when many people are still getting their footing) or during the last hour of the day (when everyone would rather be wrapping things up so they can head home). Instead, consider starting times between 10:00 am and 11:00 am, ensuring everyone can finish up and then go to lunch.

Second, don’t schedule the meeting for an hour if you only need 30 minutes. Often, people default to an hour to give themselves some breathing room. But, if you just have a few points to cover, keeping the meeting to 30 minutes can create a sense of urgency, making it easier to stop tangents in their tracks and promote focus.

Have an Agenda

Before the meeting, send out a formal agenda to all participants. This lets everyone know what will be covered, giving them a chance to prepare if the need arises.

Additionally, a formal agenda acts as a strong barrier against tangents and individuals who attempt to hijack the meeting to discuss other matters. If a point isn’t on the agenda, you can stop the conversation, refer people to the agenda, and get everyone back on track. If someone protests, let them know that this meeting is for a specific purpose and recommend that a follow-up or separate meeting be scheduled to discuss that point if that is necessary.

By using the tips above, you can make sure your meetings are efficient and productive. If you’d like to know more, the skilled team at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our workplace productivity expertise can benefit you.

Help Employees Create Career Plans for 2019 and Beyond!

Raza Rauf on January 7, 2019

With the business world in a constant state of evolution, often because of advances in technology, and the labor pool shrinking, companies need to go the extra mile if they want to keep their employees engaged. Your workers are an asset and, by helping them identify clear pathways for advancement, you can show your appreciation, boost morale, and even become an employer of choice.

Helping your employees craft career plans is an excellent way to differentiate yourself from other employers. It shows you are invested in their growth, development, and overall career success, creating a culture that feels supportive and positive.

If you want to know how you can assist your employees, here are some tips for creating career plans with them.

Identify the Pathways

Certain positions naturally connect to one another. Usually, they represent single steps up the career ladder, a direct line that keeps moving up. However, other options typically exist, involving slight lateral shifts along with forward progression.

Before you assist your staff with career plans, identify any existing pathways in the organization. Figure out which roles flow logically into others, along with those that are closely aligned enough where making a transition would be possible if the employee gathered the right additional skills.

If your current job descriptions are complete and thorough, completing the analysis is fairly straightforward. However, if you find you don’t have great starting information, you may need to update the descriptions before you proceed.

Talk With Your Employees

Once you have the pathways identified, it’s time for some initial conversations. You need to find out what goals and aspirations your workers have today, giving you an idea of which pathways may be of interest.

This is an important step because some employees may not want to head in the direction that represents the straightest line forward. Many professionals incidentally fall into a career, so where they are today may not be the best baseline for judging where they want to go.

Find Opportunities for Growth

After you’ve spoken with your employees, you can begin to help them forge a plan that will get them where they want to go. This may include furthering their education, taking part in training activities, assigning them a mentor, allowing them to job shadow, or anything else that enables them to acquire the skills, experience, and perspective necessary to take the right step.

As you create the plans, remember you can’t use a one-size-fits-all approach. Each worker is unique, so their goals and preferences will vary. Instead, customize each one, and make sure their input is guiding light throughout the process. Otherwise, you risk coming up with a path that isn’t very enticing, and won’t be as effective.

If you would like to learn more about how you can help employees create career plans, the skilled professionals at The Advance Group can help. Contact us with your questions today and see how our career planning expertise can benefit you.