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Confessions of an HR Manager: Why I Love a Great Staffing Agency

HMG Success on October 7, 2026

A special thank you to our client, Meredith Soleau, Human Resources Director at Ed Schmidt Auto, Inc. for writing this post.

I’ll never forget the first time I called Advance Staffing Services.  I was beyond stressed.

My Lead Administrative Assistant was going to be out for a medical emergency, and we had no idea when she would be able to return to work. It was a total crisis. Visions of me answering the phone and making customer receipts danced through my head.

I needed help. Thus began the beautiful relationship between the Ed Schmidt Auto Group and Advance Staffing.

Finding help that day was easy. It was honestly easier than ordering a pizza. They delivered Jacque to our doorstep the next morning, and she was absolutely perfect. She handled the Administrative position much better than I ever could have, and she was already trained!  We ended up loving Jacque so much that we’ve found her a permanent position in our company, and she is now our employee.

I’ve really relied on Advance Staffing over the years. I call them for a variety of staffing needs.

  • Temporary Assignments: They handle both short and long term temporary assignments.
  • Temporary to Hire:  I can “test” and employee and decide if they would be a perfect fit before I hire them on my staff.
  • Direct Hires:  They take care of my entire recruiting process.
  • Professional Search:  They seek out the top talent in the industry and feed me the best. This is especially useful when you never stop recruiting for very hard to find, niche positions.

As the head of a small HR department, I’ve found there are many advantages to using a staffing agency.

Cost & Time Effective
My time is worth money.  The time it takes to recruit, hire, and train an employee is valuable.  And when I make a hiring mistake?  It’s not as if I can just send them away.  There are additional costs involved with replacing someone and leaving a position open during that time.

Advance Staffing removes cost per hire/cost of turnover concerns from the equation.  If I am not 100% satisfied with whom they’ve sent – they send me someone else.  If I need someone tomorrow – I have them on time, every time.

I no longer spend time to placing expensive help wanted advertisements, weeding through 100’s of resumes, interviewing, and waiting on background checks.  I simply call them and they deliver quality people time and time again.

It’s Flexible
I need extra help during our busiest times of the year.  The car business is cyclical, and I don’t want to be saddled with actual employees that would need to be terminated during out slower months.  So whether I need a little extra help during our annual inventory audits or extra people to assist with customers, it’s great to know I can adjust my staff size with temporary help based on business need.

Forming Relationships
Jacque is a perfect example of how long lasting relationships can be built with Advance Staffing employees.  She was able to show us her abilities, and when a position opened in our company, we were able to hire her.  She was noticed as a top performer before I ever had to place an advertisement.  A connection was made between us (the employer) and Jacque (the employee).

At the end of the day, that’s what human capital is all about.  Humans.

Stop Hiring Quitters: How to Avoid Employees Who Won’t Commit

HMG Success on October 7, 2026

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As if dealing with the normal employee turnover and corporate layoff’s isn’t stressful enough for HR departments, here comes candidates who are just looking for the next stepping stone. We’ve all seen them – candidates who seem to be perfect for the job, act enthusiastic about the assignment and seem to be genuinely interested in working for your company. And then, just weeks or months later, they bail without warning. This is enough to make any HR professional want to scream.

So, how do you avoid “job hoppers” or “fly by night” candidates from ruining your numbers and chances of having a productive work environment? Read on to learn some tricks of the trade to avoid the pitfalls of hiring quitters.

Review Career History

The key to finding the best candidates for long-term assignments is to screen candidates carefully from the onset. This means reviewing the resume with the eye of an expert recruiter. A typical job hopper will most likely have several glaring issues, which may indicate a problem with keeping jobs. Look for short-lived assignments previous to 2006, when the economy ok a turn for the worse, because you don’t want to weed out people who have been unemployed through no fault of their own. Also, watch out for dates that overlap, or do not seem consistent with the flow of the candidate’s work progression.

Check References Thoroughly

Another way to avoid hiring a job hopper is to actually take the time to request valid job references and letters of reference. Oftentimes, candidates who don’t plan to stick around for long choose to use a “friend” as a fake reference, which misleads recruiters. Instead of taking a chance, request at least 3 employment reference letters from former employers typed on corporate letterhead, complete with phone numbers so you can call to speak with them personally – before hiring a dud.

Interview Focus on Longevity

When inviting the candidate for an interview, emphasize that the assignment is a long-term one and that the person chosen must mesh with the current team. That will set an expectation that you are not looking for someone who is planning on skipping out in a few months, but rather an integral part of the company. Ask the candidate where he or she sees themselves in five to ten years. Get an idea where the person is going career-wise, then ask how this job fits into the equation. It’s not confrontational at all to get this insight before investing time and money into a new hire.

Background and Credit Checks

There has been some controversy surrounding the use of background and credit checks, but in times like these, it’s a good way to eliminate candidates who are not sincere about staying on for the long haul. When a candidate is stable, he or she will most likely have fewer than two residences in a five-year time span, and most debts will be paid on time. While there are some exceptions to this rule, it’s very good to know whether the candidate is under financial strife and is looking for a paycheck vs. a real career. Be sure to follow Fair Credit Reporting Act guidelines when gathering personal background and credit information and by all means get written permission before proceeding.

Hire Through Staffing Agencies

One of the best ways to avoid hiring quitters is to choose to use the services of an expert staffing agency, such as Advance Temporary Services. A quality staffing company will screen all candidates and have some experience with those who are seeking long-term assignments. Staffing agencies can be excellent sources of stable employees who are looking for a great opportunity to grow a career, and they will be accountable to both you and the staffing agency for the first few months on assignment. If they flake out and quit, you’ll have access to a replacement with no time investment on your behalf.

Choose Advance Temporary Staffing for all your long-term recruitment needs.

Should You Avoid Hiring Over-qualified Applicants?

HMG Success on October 7, 2026

As our nation faces even more challenges in the job market, recruiters everywhere continue to encounter a great influx of candidates for fewer job openings than ever before – many of whom are overqualified. While this can be a difficult situation for any hiring manager to decide if taking a risk on an overqualified candidate or not, there is actually some good that can come out of this scenario.

You may not want to avoid hiring candidates who are over-qualified after all….here’s why.

Over-qualified actually means more experience. The person that is deemed over-qualified for a specific assignment may be able to bring your team more than you can imagine. Instead of having just the basic skills to do the job, the over-qualified person has gathered a nice amount of real-world work experience that can translate to better ways of doing things. Your organization can use this experience to help bring other team members up to speed faster, as well as mentoring opportunities.

Experienced candidates are dedicated to their careers. You may find this surprising, but a vast majority of seasoned job seekers are actually trying to maintain a solid career path. That’s why they are applying for work at your company because they are dedicated to furthering their careers through relevant positions. The trick to keep these more experienced employees on board is to make sure they are compensated and challenged enough in their roles.

Career-minded candidates tend to desire more stability. For candidates who place a emphasis on gaining long-term career success, your task is to make sure your company can provide somewhat of a stable experience. This means having a clear succession plan in place to give top performers somewhere to go on the corporate ladder over time. While a lower level spot may be all you can offer presently, knowing that there is more to offer will keep experienced candidates on board.

Stable employees mean more successful long-term placements. The great thing about focusing on serious candidates, even if they do seem overqualified, is that their interest lays in finding stable employment. This translates to employees who will most likely stick around for a longer period of time, than job hoppers and youthful inexperienced candidates who don’t know their status. Choose seasoned candidates for lower staff turn-overs.

Want to find highly qualified candidates to fill critical positions in your company? Check out the best source of skilled employees here at Advance Temporary!

5 Ways To Increase Retention Of Top Performing Employees

HMG Success on October 7, 2026

Employee turnover can be costly to employees and is of great concern to HR departments.  Replacing workers requires time and resources in both advertising a vacancy and interviewing candidates. There is also the cost of training new employees and the time to learn job duties. Costs in lost production from workers who leave, are another expense businesses need to consider.

There is also the sense of uncertainty of hiring someone new. How each new candidate will “fit in” and what kind of worker they will be,  can affect the workplace. There are several ways that top performing employees can be retained by increasing employee satisfaction.

1.  Encourage Career Fulfillment –  One way to ensure employee retention is to create an environment of career fulfillment. Many workers seek a balance between their work and personal lives. Employers need to develop incentives that allow this, especially for employees in high turnover jobs like customer service. Providing a flexible work schedule provides employees latitude in arranging work with outside commitments. Employers should also provide benefits such as time off and health care that meet the needs of employees.

2. Promote From Within – Employees who feel there are little chances for advancement or personal growth will seek opportunities with other employers. The best performing employees will want to be in an environment where their efforts are appreciated and recognized.  They want to be in a position that offers more than just a paycheck. Bringing people into leadership positions from outside the organization can negatively affect the morale of the best employees. Utilizing people from within promotes recognition of talent.

3. Promote Professional Development  – The best employees of any company understand the value of learning something new to apply to their careers. Organizations can provide training incentives and opportunities for their workers. A company that provides a proactive development program increases skills and abilities of employees. In house training or tuition reimbursement programs can be offered depending on needs and resources of the employer. New ideas for procedures and operations can come from these policies. A company that provides an environment of progress and dynamic thinking will encourage employees to stay.

4. Communication  – An employer that clearly identifies what is expected of employees gives workers a tangible idea of goals and objectives. The opportunity for employee feedback helps improve employee relations. Regular employee reviews and recognition give workers an idea of their performance and how the company perceives their work. Regular meetings ranging from individual units to those between employees and upper level management encourage an environment of open ideas.

5. Financial Incentives  – Companies can provide financial rewards to top employees to encourage performance and retention. This practice shows that hard work is appreciated by a company. Regular raises and programs of bonuses and commissions can help retain employees who will want to work for an employer that recognizes their efforts.

Want to keep your employees happy? Use Advance Temporary as your source for quality candidates and staffing retention support!

5 Steps to Ensure Retention of Top Performers

HMG Success on October 7, 2026

It should come as no surprise that roughly half of all top performing employees are actively seeking new career opportunities. These A-list employees are typically those that have very high goals for their careers, and they will not be loyal to your company if something more attractive comes along. Companies that want to outperform their competitors had better take note of this trend and do something to keep their top performers, for maximum profitability. Here are some steps to ensure retention of highly motivated employees.

Regularly Evaluate and Develop Skill Sets

A good rule of thumb when trying to retain top performers is to know whom they are and recognize any rising stars among the employee roll. Doing this means regularly evaluating employee skill sets and developing those who show true potential. It can be easy to forget that there are valuable team members within the ranks of existing employees, since many are going to school for advanced degrees or participating in work training programs. Don’t make the mistake of only searching for these gems in new hires, as there are many achievers already at work in your company. Take the time to seek out these folks and do everything in your power to help them find their career path within your corporate structure.

Support Employee Mentoring

Mentoring can be a great way for you to be in more than one place at one time as an HR professional. Encouraging existing, seasoned employees to take an active role in the development of less experienced employees is a no-cost way of enhancing skill sets and employee morale. Mentors also have the added benefit of being given more responsibility, which gives them a sense of accomplishment and loyalty to the company. It’s important to match new hires up with seasoned employees early on for the best way to identify and retain top performers.

Provide Training and Career Advancement Opportunities

Top performers are not always interested in jumping ship solely over money concerns. Oftentimes, A-listers are just lacking a good challenge or career advancement on the job, therefore they seek this elsewhere. Any organization can benefit from putting in place a career advancement program for each department, so that high achievers can set goals and attain them while on the job. This serves both the employees and the company in that work will be of higher quality, there is a sense of accomplishment and top performers lead to higher levels of productivity among many team members.

Engage Top Performers for Maximum Productivity

To keep the best employees in the game, it’s a common practice to hold regular meetings and events to help them stay motivated and engaged in the success of the company. Give your A-list employees reason to come to work every day with challenges and tasks that are within their abilities. Ask employees through frequent surveys what other responsibilities, ideas and needs they have. Accept and implement new ideas whenever possible. This activity alone can provide insight into developing more educational programs that benefit all levels of employees.

Promote a Performance-Focused Environment

Every employee needs to feel inspired to do the work he or she has been tasked with. Top performers just happen to need a little more challenge in order to keep them interested. A performance based organization is the right environment for top performers. Be sure to set goals for each employee at employee evaluation time, encourage friendly competitions, and keep employees motivated for the best chance at retaining your key performers for the long term.

Need more help developing a workable employee retention program for your organization? Consult with the human resources specialists at Advance Staffing Solutions today!

Team Building: Improve Your Company Culture

HMG Success on October 7, 2026

Today, many companies are getting back into the hiring game after a little bit of an absence. Some employers believe the search for the perfect candidate will be an easy task with so many people unemployed. However, the fact that so many companies are suddenly beginning to hire again means that there is greater competition for top tier employees. Employing the right recruitment strategies can help ensure that you’ll be able to pick and choose from the cream of the crop when it comes to job seekers.

Pre-screen Potential Candidates Well

There’s no reason to waste your time or the time of candidates who do not have the required skills to get the job done. Include a rigorous “skills” test as part of the application process. This will help you hire with confidence that the candidate can do the job you need them to do while avoiding those who interview well but really lack fundamental skills that are necessary to the job. More importantly, it will save valuable time interviewing and investing in getting to know a candidate better if that candidate isn’t going to be a good fit for the position in the end.

Do Not Wait Until You Need to Hire to Start the Process

Begin the hiring process now. This will allow you plenty of time to vet potential candidates before you’re ready to commit to the actual hiring of a new employee. Many companies are waiting until the need is critical and then they are rushed and make hiring decisions they would not have made in other circumstances. It’s better to have the process in place and a few talented candidates in mind before a definite need arises in order to avoid mistakes that could be prove costly in time, training, and lost productivity.

Hire Experienced Operators

The job market is filled with people who have experience in all sorts of fields. The odds are good that there are plenty of qualified candidates for any positions you have available. The problem with hiring inexperienced candidates, while they may work for less, is that they also bring along bigger expenses and a much greater “learning curve” for the particulars of a job. If you’re hiring someone with industry experience and knowledge, there will still be a slight learning curve as they get to know your method of operation. However, it will be far less than the interruption of someone who will need complete and total on-the-job training in your industry. Most companies don’t have that kind of time on their hands to invest once they’ve reached the point of hiring someone new in today’s economy. Do you?

There are many things you can do that will improve your odds of finding the perfect fit for your company culture with the right experience to get the job done. These are just a few things you can incorporate into your hiring mindset to improve the odds that you’ll get the right person from the start.

Salary Negotiating Tips for Employers

HMG Success on October 7, 2026

Salary negotiations are always tricky when hiring new staff members. As a hiring manager you do want to be fair to new employees coming in; but, you have a responsibility to the company as a whole. There is a delicate balance between what is desirable, what is acceptable, and what is fair – for all parties. Keep these things in mind as you negotiate salaries with new hires or hopefuls and see if you can enjoy a favorable experience for everyone involved.

Attempt to Find a Salary Where Everyone Wins

The bottom line is that if you bring in new staff members with a salary that’s moon and stars higher than other people with similar responsibilities in the company it will breed resentment and make for an uncomfortable work situation (not to mention quite a few other unhappy staff members). If you make an offer that’s too low you miss out on the benefit of the candidate’s potential contribution to your organization (after possibly months of careful selection).

Be Prepared for a Counter Offer

You know, better than anyone else how much you can afford to pay and how much you feel the position merits. In other words, you also know how much you’re willing to pay. Usually there is a salary range that would be acceptable. Make your offer near the lower end or middle of that range and be prepared (you should even expect) a counter offer. This gives you a little negotiating room of your own when the time comes.

Keep Your Offers Appropriate for the Location

You’re not going to bring in new talent to high-salary, high-tech areas if you’re offering low-ball salary options. It’s just not going to happen. They won’t be able to afford the parking much less rent or a house note. If you want to attract top talent then you’re going to have to come up with a salary offer that is appropriate to salary situation in the local landscape.

Present the Salary Offer as Part of a Package

Don’t give a verbal salary offer. Present the salary offer as if it is part of something bigger – a “golden” benefits package. Some benefits matter more to employees than other benefits. Benefits you may offer include: generous vacation or PTO (paid time off) packages, profit sharing, stock options, tuition reimbursement, relocation expenses, matching funds for charitable donation, health benefits, retirement benefits, on-site recreational benefits, extended holidays, etc. It could be that you have a benefit package that is attractive enough to your candidate to make him or her overlook a lower salary.

Negotiating salaries with new hires may seem like a complex situation but if you display a fair-minded and balanced approach throughout the process it will work in your favor more often than not.

Why Resilience Is a Sought-After Job Skill

HMG Success on October 7, 2026

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If you’ve spent a long time searching for a job, you know how important resilience is as a personality trait. Being able to hang in there and bend as things change can also help you in any career you choose. In fact, this is a trait that is often sought after by hiring companies. Learn how demonstrating resilience can support your journey towards a wonderful job and career, and how to develop this trait.

Waiting is just a part of being an adult

Being resilient is a trait that adults develop over time and experience. If you can be patient, wait for the right moment, and bounce back when things don’t go the way you expect, you are most likely a well-adjusted adult. This is a good sign. Be ready to talk about circumstances where you were able to demonstrate resilience on a job.

Resilience is a trait all leaders have

Think about some of the leaders of industry you’ve heard or read about: The one character trait they’ve all had was the ability to be resilient in the face of the impossible. Want some inspiration? Read about Richard Branson, the Founder and CEO of Virgin Airlines, or Henry Ford, the Founder of Ford Motors. They failed over and over again, but eventually they found amazing success.

Employers are looking for loyal employees

Another reason to develop and demonstrate resilience as a work trait is that employers want to hire people for the long term. They invest much in recruitment costs and efforts, therefore if they can keep an employee on board for a while, they’ve earned a nice return on this investment. Resilience shows you have what it takes to stick it out, even when things become a challenge.

Make sure you highlight and explain key examples of times when you have been resilient. And also be prepared to show this on your resume. Being resilient also means keeping up with your job search and treating it like a job, taking on temp assignments, and staying active in the business world.

 

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Team-Building Activities to Bring Your Workforce Closer Around the Holidays

HMG Success on October 7, 2026

TeamBuildingHolidays_11-2015

With all the cheerful spirits and excitement, the holiday season is the perfect time to bring your team together for some bonding. It can also be an opportune time to plan some team-building activities that bring the workplace closer around the holiday months. Just before you send them off for a few days with their friends and family, here are some activity ideas to try around the most wonderful season of all.

Secret Santa

One of the most popular team activities to do during the holiday months is a “Secret Santa” gift exchange. Have a team luncheon and then draw names out of a hat. Each person must buy or make three small gifts for their person and deliver them secretly to their desk or office by the last day of work before the holiday break. This is a meaningful way for people to connect with each other and get to know each other throughout the season.

Indoor Winter Olympics

It may be cold outside, but baby it’s fun in the office! Transform your cubicles and hallways and break rooms to full game areas for indoor bowling, shuffleboard, hide and seek, and more. If you are in an area that allows outside play, turn the parking lot into an obstacle course, have some basketball or volleyball games, tug of war, and relay races.

Decorate-o-rama

The holidays are a great time to celebrate diversity of cultures and holiday festivities. Encourage employees to decorate their offices in a departmental theme, and then have a contest to judge the best decorations, the funniest decorations, the weirdest and the most original ideas. Have a potluck dinner to hand out prizes to the winning teams.

Survivor Office

This is a fun role-playing game that can bring out the best in people. Make up a scenario about your office being in the middle of a disaster and no one can leave the building for the day. Give each department a list of “survival” items they need to find around the office, and activities at stations they must do for food, shelter and water. Encourage employees to problem solve and work together to survive the next eight hours.

Stay safe and have fun with the above holiday team building activities for your employees this year.

 

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What To Do When You’re Suddenly Promoted to Leadership

HMG Success on October 7, 2026

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The vast majority of people out in the workforce take a job that they hope will give them the opportunity to advance. Everyone wants to be rewarded for their hard work, and being promoted to leadership is one sure sign that you are doing something right. For some people, that promotion to a leadership role can come at a bit of a cost, as they become concerned about how to lead the people that they were on the same level as the day before. Feelings of guilt can creep in, and it can affect their overall performance. You have to remember that you are there for a good reason, and use that to make the decisions that will make everyone quickly respect you.

The first thing that you have to do is let your team know that you have been given the promotion.

There are sure to be co-workers whom you like better than others, or that you have a better relationship with, but it’s important that you deliver the message to the group at the same time. Telling one or two people and then having the news slowly spread may make it appear as though you are going to play favorites or lay your trust in just one or two people. Call a group meeting and deliver the message to everyone.

Calm the naysayers on your team.

There are going to be some team’s members that are happy for you, but there are also going to be one or two who believe that they should have had the promotion instead of you. The goal is to have everyone on your side, which means you need to take time to talk to each team member individually. Ask them straight out if you can count on their support, and if you sense any sort of reluctance, as what you can do to get them on your side. Helping these people adjust to the change will show that you are a leader who can be trusted.

You don’t want to be viewed as weak right from the start, so don’t treat employees with kid gloves just because you were given the promotion instead of them. Make it crystal clear what is expected from each individual, and then let them know that you are there to support them every step of the way. The more support that you offer, the quicker they are going to get behind you in what you are trying to accomplish in your leadership role.

Finally, encourage your employees as much as you can, but don’t immediately cave in to their requests.

Some employees will feel that they can come to you and let you know what they want because of your previous relationship. By all means, listen to their needs and concerns, but also make it clear that you simply cannot implement every new idea that crosses your desk. Take the time to listen to and consider everything that is put on the table, but only implement those that you believe will benefit the group as a whole.

 

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Advance Staffing Solutions Can Help You Succeed in the New Year

HMG Success on October 7, 2026

AdvanceHelpInNewYear

Employers in the northwest Ohio and southeast Michigan regions – listen up! 2016 can be an outstanding year for your staffing and recruitment goals. Maybe last year wasn’t so stellar and you have discovered some skill gaps, have lost a few great employees, or are ready to expand operations now. There’s no need to go it alone. Advance Staffing Solutions has the solutions to help your organization succeed in the New Year.

Here’s a rundown of the recruitment services and support we offer at Advance Staffing Solutions:

• 24/7 live staffing support from a team of experienced and committed recruitment professionals. Your business doesn’t top at 5 pm, so why settle for anything less?
• On-demand staffing support for short term and long term needs. Got a staffing emergency or need last minute help for a special project? No problem – just get in touch!
• Let us send a staffing coordinator to work onsite to manage your temporary workforce. No more worry over how to augment your current team with temps – we can handle all the responsibility for you.
• Strategic support for your human resource functions. When you outsource to Advance Staffing Solutions, you can count on us to help you streamline your HR operations so that you get the maximum ROI.
• Human resources consulting is just a phone call away. Advance Staffing Solutions offers HR consulting and guidance on any area of your personnel department. From workforce training and optimizing skills to recruitment, retention and employee engagement support – we can handle it all.
• Candidate screening is our specialty. Advance Staffing Solutions pre-screens all candidates using a secure system and we have risk management in mind. Our process includes resume screening, interviewing, personal background checks, skills testing, reference checks, criminal check, and drug and alcohol testing. We can even coordinate your interview schedule.
• Outplacement services for departing employees are simple. Advance Staffing Solutions offers career counseling, testing, assessments, training, interview coaching, and referrals to help employees who are leaving to prepare for their next career adventure.
• Professional Employer Organization (PEO) and payroll management is a snap. We can provide payroll and benefit administration services to your company, so that the liability is shouldered by our company and not yours.
• Flexible staffing solutions include direct placement, temp to perm, and temporary assistance. Let us source and screen the perfect candidates for your company so that you can reach corporate goals this year.

Get in touch with the caring staffing professionals at Advance Staffing Solutions today for more information about these services and more.

 

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5 Workplace Habits to Stop in Their Tracks Before 2016

HMG Success on October 7, 2026

5WorkplaceHabits

If 2016 іѕ gоіng tо bе уоur year, thеn gеt ѕеrіоuѕ аbоut fixing bad career аnd workplace habits thаt аrе dragging уоu down. Yоu mіght bе reading thіѕ аnd thinking аbоut ѕоmе оf thе rеаllу annoying habits оf уоur fellow co-workers, but thе truth is, you’re рrоbаblу guilty оf ѕоmе bad habits, too.

Whаtеvеr thе case, it’s time tо break thоѕе bad habits, bесаuѕе whеthеr уоu bеlіеvе іt оr not, they’re mоѕt lіkеlу effecting уоur work. Hеrе аrе five оf thе workplace bad habits уоu muѕt stop.

1 – Stop Procrastinating: Almоѕt еvеrуоnе dоеѕ іt аt ѕоmе point, but procrastinating іѕ а habit thаt іѕ hurting bоth уоu аnd уоur co-workers. Learn tо bе mоrе proactive, еѕресіаllу оn assignments thаt impact оthеrѕ оn уоur team оr thе greater population оf уоur company. You’ll bе lеѕѕ stressed аnd ultimately mоrе successful.

2 – Stop Coming Late: Yоu nеvеr wаnt tо bе late whеn іt соmеѕ tо уоur career. Showing uр late іѕ а horrible habit thаt mаkеѕ уоu ѕееm unreliable. In interviews, meetings, conferences оr еvеn fоr уоur day-to-day schedule, уоu ѕhоuld аlwауѕ arrive оn time. In fact, aim tо show uр tо work оr meetings 5–10 minutes early. A flex window lіkе thіѕ wіll account fоr unanticipated obstacles, whіlе ѕtіll gеttіng уоu tо whеrе уоu nееd tо be on time.

3 – Stop thе Loud Calling: Thе Loud Caller іѕ аlѕо noisy аnd mаkеѕ іt extremely hard tо concentrate. Yоu аlwауѕ nееd tо bе aware оf уоur surroundings whеn making phone calls, еѕресіаllу whеn you’re іn close proximity tо уоur co-workers. Watch уоur volume аnd thе length оf уоur calls. If it’s gоіng tо lаѕt а long time, trу tаkіng thе call іn а conference room оr ѕоmеwhеrе thаt won’t bother others. If it’s nоt work related, tаkе іt outside.

4 – Stop Complaining оr whining: It doesn’t matter іf you’re upset аbоut work оr уоur personal life, уоu ѕhоuld nоt complain аbоut іt іn thе workplace. Mоѕt people don’t care, аnd уоur peers wіll start tо ѕее уоu аѕ а negative person. Cut оut thе gossip аnd uѕе work time fоr work.

5 – Stop thе Noise: There’s nоthіng worse thаn sitting nеxt tо ѕоmеоnе who’s loud аnd оthеrwіѕе obtrusive. Pen tapping, chair swiveling, foot kicking аnd excessive conversations саn drive аnуоnе crazy. Trу tо bе mоrе aware оf thе noises уоu create thrоughоut thе day, аnd you’ll avoid aggravating уоur peers.

Thеrе аrе ѕоmе оthеr bad habits іn thе workplace. Yоu knоw уоurѕеlf better, check уоurѕеlf аnd figure оut whаt уоu nееd tо dо tо break them. Bесоmіng а bеttеr co-worker аnd аn employee wіth fеwеr bad habits wіll аllоw уоu tо reach nеw heights іn уоur career аnd іn уоur professional relationships.

 

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