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Nobody Likes Your Performance Review!

HMG Success on October 7, 2026

Nobody Likes Your Performance Review

 

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

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

Name Expectations Off the Bat

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

Offer Specific Feedback

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

Ask the Employee Questions Too

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

There is Always Room for Improvement

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

Outline Future Expectations

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

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

 

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The Three Keys to Conducting a Background Check

HMG Success on October 7, 2026

Hiring new employees can be an exciting adventure.  However, one bad hire can be damaging to your business and in some cases, costly too. Fortunately, there are some things you can do to protect your business and recruit the best candidates during this process.  A good way to do this is to run thorough background checks for any potential new hires in Detroit MI before you bring them on board.

Conducting background checks doesn’t have to be complicated.  Here are the three keys to running background checks for all new hires.

#1 – Use a standardized and legal, background screening process.

There are certain pre-employment background checks that you can and cannot perform on candidates, under current employment laws. The Small Business Administration provides these guidelines to help simplify this concept. Keep your focus on criminal background checks, drug screening, credit checks, and workers’ compensation claims are permissible, but on a limited basis.

#2 – Get every candidate’s written permission to perform any background checks.

Remember that all candidates must give their consent by signing off on a permission form before any background checks can be completed. This usually involves a permission clause during the application process or a chain of custody form that they take to the drug screening agency. Use a third-party company that is approved to conduct criminal background, credit checks, and workers’ compensation checks — don’t try to do them yourself.

#3 – Never release the results of any background checks to the candidate or others.

The background checks you perform are considered to be your company property, and the information is of a privacy matter with any candidates. Therefore, you are not under any legal obligation to provide candidates with access to this information at any time. In the case of credit records, the candidate does get a letter stating they are eligible for a free credit report due to information determined during the credit check only. If you decide not to move forward with a candidate, simply state it is to pursue other candidates. Do NOT state it is because of something on a background check, which could open up a discrimination lawsuit.

Performing background checks on candidates is something that all recruitment professionals face at some time, but it’s a solid practice. Use a staffing agency to handle details like this and your company will have one less thing to worry about.

We hope you enjoyed this post and share it with your networks! Also, we look forward to your comments and feedback! Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions – a premier temporary employment agency in Detroit, MI.

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.

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

HMG Success on October 7, 2026

Exit Interviews

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

Encourage Honesty

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

Ask These Questions

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

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

Reveal Undiscovered Problems

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

Make Appropriate Changes

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

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

 

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4 Tips for Onboarding Temps | Temporary Employees Toledo Ohio

HMG Success on October 7, 2026

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

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

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

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

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

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

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

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

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

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

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

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

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

3 Tips to Improve Your Job Descriptions and Attract Top Candidates

HMG Success on October 7, 2026

As the recruitment leader for your organization you are keenly aware that you must create accurate job descriptions based on the actual responsibilities and requirements of each assignment.  Unfortunately, often these job descriptions are very dry and not very appealing to the best candidates.  In today’s job market it is absolutely vital that you are creating job descriptions that attract the top candidates to your company.  Therefore it’s time to take your job description to the next level and write them in such a way that they will attract the top candidates.

Here are our best 3 tips to improve your job descriptions and attract high performance candidates to your business.

Number 1 – Use an eye catching headline

Online marketers and recruiters know that when it comes to catching the attention of consumers and job seekers that the headline counts the most. Therefore, you will want to use an attention-grabbing headline that will peak the curiosity of the best candidates out there. Start things off with the right tone that fits with your corporate culture and make sure that the best job title is included for ease in searching online.

Number 2 – Keep the job advertisement short and sweet

When designing your job advertisement take the time to stand out from the crowd with a well-designed advert that takes advantage of plenty of white space. After your initial description of the job’s requirements include a bulleted list of traits and skills that you desire in the right candidate. This will help to weed out the best candidates from those who are less suitable for the assignment.

Number 3 – Include the company branding and industry keywords  

Remember that every publication that you put out there is a representation of your company brand. This means you will want to share pertinent information about your company, including its status in the industry, any leading innovations you’ve created, and the outstanding work environment, compensation and benefits package you offer to new hires. Use the most common industry keywords to help top performance candidates find you on social networks and online search engines.

Of course, if you find your job advertisements falling flat, you do have the option of hiring through a temporary staffing agency like Advance Staffing Solutions in northwest Ohio and southeast Michigan. This can be a way to get around an otherwise frustrating experience of trying to recruit the right candidates on your own. You’ll have access to highly skilled and pre-screened candidates in Michigan and Ohio, without the worry of having to write so many job advertisements.

If you are looking for Michigan employment agencies, contact Advance Staffing Solutions today.

5 Steps for Optimizing Your Online Job Description

HMG Success on October 7, 2026

When candidates start looking for work often times the first place they will begin is on the Internet. Online job descriptions created by human resource and recruitment teams are generally how candidates find out about the qualifications and requirements of each job type. Sometimes job descriptions are included as part of job advertisements themselves or they may just be found on the company career portal.

Writing Better Online Job Descriptions 

In either case, job descriptions must accomplish the following factors in order to be effective at attracting top talent. They should:

  • Have compelling and accurate job titles that stand out from other similar jobs advertised.
  • Make sense given the duties and responsibilities of each assignment and the scope of the company.
  • Include enough information to help candidates make an informed decision whether to apply or not.
  • Add value by shedding light on the company culture, compensation, and objectives of the company.

Getting online job descriptions right can take extra research and practice, but over time the HR team should have a fairly good idea of how to write them well. Here are some steps for optimizing your online job descriptions so they can become a powerful recruitment tool.

Step 1 – Know the job goals well.

Before you launch into the writing of an online job description, it’s time to understand that the job has specific goals. Look over the history of the job previous employees, and what has worked and not worked for this job. Re-write the description based on the duties that are aligned with company objectives.

Step 2 – Understand what kind of candidate you want.

It is impossible to write a job description without knowing what kind of candidates you’d like to attract and eventually hire for the position. Create a candidate avatar, with the qualities you are looking for. This will help you to determine how to write the job description to accurately reflect your recruitment focus.

Step 3 – Write for the search engines.

Today all recruiters must be up to speed with candidate job search behaviors, which includes looking for career opportunities using keywords typed into search engines. Include industry keywords in your job descriptions, referring to the US Department of Labor and O*Net descriptions of job types.

Step 4 – Avoid writing too much, but not enough.

Your online job descriptions need to include a good amount of information, but not so much that it becomes tedious to write and publish. Limit the first paragraph which describes the basic job details, the company, and how to apply. Include a short bulleted list of job requirements, including skills and educational level. Wrap it up with EECO information and a link to the career application center.

Step 5 – Include great incentives to attract candidates.

Your job descriptions are not only a basic listing of the kinds of work your company offers, but also a sneak peek into why people work for you. Include information about the company compensation and benefit program educational incentives, and corporate culture perks.

Use the above tips to write online job descriptions and advertisements that will attract the best candidates. For help with evaluating your job descriptions, reach out to Advance Staffing Resources a knowledgeable employment agency in Michigan and Ohio to talk with one of our recruitment pros.

10 Interview Questions That Take into Account Cultural Fit

HMG Success on October 7, 2026

One of the most important aspects of running a company is having a strong corporate culture. If the culture at your company is positive, your employees will love coming to work each day, will work their hardest to get results, and will recommend the company to clients and potential employees.

Cultural Fit Interview Questions

If the culture is negative, your bottom line will suffer, you will have a high turnover rate and it will be difficult to come to work each day. Here are 10 interview questions that measure the candidate’s fit into your corporate culture.

  1. What is the work environment or work culture in which you are the happiest and most productive?
  2. What are the strongest traits of the best boss you have ever had or wanted to have?
  3. Which management style will help you produce the most and help you give the best effort?
  4. How does a good company encourage its employees to go the extra mile to get the job done right and on-time?
  5. What are the best roles a manager plays in dealing with his or her employees?
  6. Would you ever have a best friend at work? If so, do you think this is appropriate?
  7. What is the most important factor for you that will make you happy and productive in the workplace? Now that you have answered this question, what are the other two factors you thought about mentioning, but did not?
  8. What do you like right now about your work environment?
  9. How would your current co-workers describe your role when working with them on a team project?
  10. What is one scenario when you went out of your way or above-and-beyond to please a customer?

 

Where to Go Now?

This is not an exhaustive list of questions, but just the start for interviewers who are looking to bring in the candidates who match their company’s culture the most. Make a point of having at least one follow-up question to each of these 10 questions so you can really gauge what the candidate has in terms of character and work ethic.

Make sure you also write down the answers provided by the candidate and monitor their body language and reactions to the questions. Should the candidate shrug-off some questions or make noises in response to some questions, you have a problem on your hands and should not move any further with the candidate. Candidates who are always a strong fit in a culture will have no trouble answering these questions.

When it comes down to it, hiring based on cultural fit is very important today. Make sure your company is doing it with every single hire.

Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions a premier Detroit MI temp agency. 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.

Warehouse Safety Regulations for 2014

HMG Success on October 7, 2026

Accidents at workplaces across the country happen much too often. This is why the Occupational Safety and Health Administration (OSHA) is so involved in making sure that companies take every measure necessary to keep employees safe while at work. Warehouses are one of the most common places for workplace injuries to occur and safety regulations are updated each year to keep employees as safe as possible.

To help your business to stay on top of preventing worker injuries, here are some 2014 updates and tips to take note of.

Awareness of Eye Injuries in Warehouses

One of the most common injuries across American workplaces each year is that of an eye injury. That’s why early in 2014 is National Eye Injury Awareness month. Some 300,000 Americans visit emergency rooms each year due to eye injuries suffered at work. For the most part, eye injuries tend to occur at manufacturing, mining and construction sites, according to Manufacturing.net.

According to the Bureau of Labor Statistics — February jobs report, the U.S. added 48,000 jobs in construction, 21,000 jobs in manufacturing and 7,000 in mining in January of 2014 alone. The BLS reports that 40 percent of eye injuries at work happen in the industries of mining, construction and manufacturing. The BLS also reports that nearly 90 percent of eye injuries at work can be avoided by employees wearing simple eye protection while on the job.

Annually, eye injuries cause $300 million in lost productivity, workers’ compensation and medical treatment. Injuries can be as mild as a strain to as severe as permanent vision loss.

Targeting Directive Issued by OSHA for 2014

OSHA has released its targeting directive for 2014, which will direct the enforcement resources of the agency towards workplaces where “the highest rates of injuries and illnesses occur,” according to Environmental & Safety Law Update.

The new plan will target non-construction workplaces that employ more than 20 people and are high-hazard. The new program is being launched based on a survey of 80,000 workplaces in the high-hazard group. The industries surveyed included trucking, manufacturing, warehousing, automobiles, air transportation and courier services, poultry products, scrap and waste, construction materials, medical facilities, groceries and department stores.

According to a press release from OSHA, Dr. Davis Michaels, the Assistant Secretary of Labor for OSHA, said, “By focusing our inspection resources on employers in high hazard industries who endanger their employees, we can prevent injuries and illnesses and save lives.”

With the new program, OSHA will select 1,260 workplaces at random to perform a survey in order to determine if the enforcement is working properly.

How to Stay Safe in Warehouses

This might seem obvious to some, but knowing how to stay safe in a warehouse can help to limit or even eliminate the number of workplace injuries that occur each year. All packing stations should have non-slip mats at them, heavy loads should be moved using machinery and not personnel and overhead lighting should be effective enough to prevent employees from straining their eyes.

When running power cords across a floor, make sure they are covered with heavy-duty cord covers or are tapped down to the floor. You can also put a sign near them warning of the cord. All spills and liquids should be cleaned up immediately and the warehouse should be well-ventilated at all times.

We hope you enjoyed this post and share it with your networks! Also, we look forward to your comments and feedback!

Want to learn more? Explore important recruitment and employment topics by reading a few popular posts from Advance Staffing Solutions – one of the leading employment agencies near Detroit MI!

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.

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Keep Employee Retention Up in the Fall

HMG Success on October 7, 2026

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

Provide Employees with Ownership

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

Provide and Request Regular Feedback

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

Form a Committee to Investigate Culture

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

Hold ‘Stay’ Interviews

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

Let Employees Express Themselves

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

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

5 Reasons a Temp Agency can Boost Your Candidate Search

HMG Success on October 7, 2026

Companies routinely recruit new employees so they have someone to contact when positions become available. Waiting until the last minute to fill open jobs can hurt your chances of finding the strongest person for the job. Here, we will discuss the top five reasons why a temp agency like Advance Staffing Solutions in Detroit MI can boost the candidate search for your company.

Try Employees Prior to Hiring Them

One of the most popular reasons for working with a temp agency for companies is that you can try the employees out before hiring them. This means that you can bring them into your office for a couple of weeks or a couple of months and then make a hiring decision — whether you end their assignment or extend an offer for a full-time position. They are considered temporary employees until you make an offer of full-time employment. This is an excellent way to determine if they will fit within your corporate culture.

Increase Productivity of the Office

When your company works with a temp agency, it makes productivity at the office increase. By hiring temporary workers, you can take some of the load off your full-time workers. This will prevent them from suffering burnout while on the job. Employees’ schedules can become overloaded with projects; when this happens, it is best to consult a temp agency so you can bring in a couple of temp workers to lighten the load of the full-time staff.

Avoid Unemployment Claims from Employees

When you hire temporary workers from an agency, you will be able to avoid unemployment claims when their time on the job comes to an end. Temporary workers are employees of the temp agency, so when they are let go from their jobs with a company, the company does not have to file unemployment claims. This will help keep the unemployment rate of the company at the same levels it was prior to hiring the temp workers.

Reduce Operating Costs

Working with a temp agency can help a company reduce its operating costs. This happens because the temporary workers do not have to be provided benefits or health coverage by the company using them since they are employees of the temp agency. The company will also be able to save money on overtime for full-time employees when temp workers are hired. The more temp workers you have in your office, the less overtime regular employees will need to work during the week.

Flexibility is Important

One of the most popular benefits of a company working with a temp agency is that it offers the company flexibility with their staff. Companies can bring in temp workers when large projects come in and can let them go when all the work is complete. This can be done during busy seasons for companies or every other week, it all depends on the needs of the company.

Working with a temp agency can benefit a company in multiple ways, especially the five outlined in this post. If you want to learn more about how your company can benefit from temporary employees, contact the staffing experts at Advance Staffing Solutions today.

How to Keep Employees Productive During 2014

HMG Success on October 7, 2026

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

Bonuses and Other Financial Rewards

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

An Assortment of Perks

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

Learning Reimbursement and Support

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

Workplace Amenities

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

Positive Reinforcement

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

Give Your Employees a Say

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

Don’t Watch the Clock

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

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

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

HMG Success on October 7, 2026

Bickering Co-Workers Here's What to Do

 

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

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

Meet with the Individuals Involved

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

Include Human Resources Right Away

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

Give Employees a Chance to Resolve on Their Own

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

Remove Trouble Employees from Common Assignments

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

Be Open with Employees

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

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

 

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