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5 Apps That Can Make You a Better Boss

HMG Success on October 7, 2026

5 Apps That Can Make You a Better Boss

 

Have you ever wondered how you can learn how to be a better boss when you have so much on your plate all the time? Turns out, there’s an app for that. Here’s a rundown of the best apps for management skills development on the market today.

Dispatch

As a boss, are you continually weeding through hundreds of emails each day, only to find yourself buried in responses? You are not alone. The average manager gets around 150 to 300 emails a day. Luckily, there is an app called Dispatch that can help you chop down those emails and get back to actually being around your people — instead of sitting behind a computer all day. Dispatch “lets you get rid of mails by swiping, respond faster with snippets, and process your mails with other apps.” It’s available on Apple iTunes.

EasilyDo

Always forgetting important tasks, employee birthdays, ordering office supplies, setting up travel, and other critical team-building activities? EasilyDo is an app that can help you stay on track with daily reminders of what’s priority as a boss, and executing some of these things for you. It’s akin to having a personal assistant to help you stay above water. It can even integrate with your email and contacts for smooth transitions between tasks, and sending alerts and reminders to others.

Flow

Managing a team, tasks, and projects can be the bane of every boss’ life. The Flow app makes it easier by creating a collaborative task management space where managers can allocate tasks, communicate with team members, and stay on top of deadlines. Use the Flow app to separate tasks into teams and individuals who have the right skills to achieve them.

TimeTrade

Tired of the back and forth emails asking you to schedule meeting times and get phone numbers and other contact info in place? TimeTrade is a perfect management app that helps you to streamline meeting schedules for yourself and your team members. Powerful analytics also let managers see where they are spending the bulk of their time. The best part is that there is a free version.

Talkboard

If you have a creative team or employees who spend a great deal of time working in silos, why not bring them together during meetings using the collaborative whiteboard of Talkboard? It’s simple to use, and interfaces with Apple iPads. Integrate video and images, social networking, and more to make presentations and meetings fun again.

 

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How to Tell When Your Employees Are Wasting Time at Work

HMG Success on October 7, 2026

How to Tell When Your Employees Are Wasting Time at Work

 

You may remember the CBS News story about a report detailing the work habits of employees. It turns out that as much as 60-to-80 percent of the average adult workforce is engaged in non-work activities when they are at the office. These activities include checking in on social networks, texting on mobile devices, and surfing the Internet for personal enjoyment and even job search reasons. All this slacking leads to millions of dollars in lost revenue every year. Since when is stealing company time ok?

Are you concerned that you employees are wasting time like this at work? It can be hard to tell sometimes, especially when employees are great at hiding their covert activities. Some may even be wasting so much time that they are creating other bad habits, such as eating lunch at their desks and staying late on the company dime.

Here are several signs that your employees are participating in “cyberloafing” on the job.

Employees find it difficult to meet project deadlines.

Do you have a number of employees who consistently struggle with meeting their deadlines for work projects, don’t keep their commitments to clients, or just don’t manage their time well? This can be a big red sign that they are spending their valuable working hours to goof off.

Employees seem distracted or irritated often.

Have your staff meetings turned into grumbling from a group of employees who are set on looking at their mobile devices moreso than paying attention? Or maybe every time you call one of your subordinates they act like you are annoying them? This can be a sign that employees are being distracted by other activities that they cannot seem to pull themselves away from long enough to actually get some work done.

Employees update their social networks frequently.

Take a moment to locate the social profiles of your employees – on Twitter, Facebook, Pinterest, and LinkedIn. Are they updating their profiles more than once a day? Check the times that they are logging notes into their social accounts too, are they happening throughout the day (not at lunchtime)? This can be a real problem.

Employees aren’t interacting with team members.

Another sign of employees who are not focusing on work during work hours is that they tend to disappear from the rest of the team. Or they just don’t make an effort to interact or socialize with peers. This happens during peak work hours when they should be an active part of the team. Observe these employees and find out what has caused them to become disconnected.

If you need help managing your workforce, or finding new talented employees to add to your team, contact the staffing experts at Advance Staffing Solutions today!

 

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Are Your Workplace Policies Ready for new Legalized Marijuana Legislature?

HMG Success on October 7, 2026

are-your-workplace-policies-ready

 

2016 has seen the legalization of marijuana for medical use in 23 U.S. states and the District of Columbia, and recreational use in four states, prompting the update of human resources policies surrounding drug use. A Society for Human Resource Management survey from earlier this year indicates that 90 percent of organizations still do not have a substance abuse policy in place that addressed legal pot use. It’s as if the HR community has been slow to recognize these changes and how they impact the workplace.

Is your workplace prepared with an updated policy on legal marijuana, whether your state is affected or not? Here are some things your company needs to do now.

1. Update your substance abuse policy for the workplace.

As an employer, it’s your responsibility to maintain a safe workplace for all employees, and this includes cracking down on employees who either use drugs during work hours or bring drugs into the work environment. Make sure to clearly state what your company’s stance is on drugs at work, and that the only exceptions are for medical marijuana use only with an approved doctor’s note. In states where recreational marijuana use is legal, it is still advisable to have a policy on screening employees who have been in accidents or injured on the job.

2. Set up a relationship with a staffing agency or pre-employment drug-testing vendor.

The drug policy should also include recruitment factors, such as the company’s effort to hire drug-free employees. Therefore, a vendor needs to be in place, ready to handle all pre-employment drug screens for new hires. A staffing agency can easily and inexpensively handle this matter as they already have a relationship with drug-testing facilities.

3. Become knowledgeable about updates to marijuana legalization.

The laws around the legalization of marijuana are continually changing and they may continue to be confusing and complex for the immediate future. A trusted HR advisor or consulting agency can support your workplace by keeping your HR team abreast of current laws. Take the time to educate managers on this topic, and use staff meetings to educate employees about the drug-use policy. Remember that you do not have to allow drug use in your workplace, whether recreational use is legal or not.

Need help to build a strong workforce policy, or hiring employees who can comply with company policies? Let the staffing experts at Advance Staffing Solutions help!

 

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Is “Blind Hiring” Good For Your Workforce?

HMG Success on October 7, 2026

is-blind-hiring-good-for-your-workforce

 

In the quest to improve diversity in hiring, companies are turning to “blind hiring” practices, which seeks to eliminate the unique characteristics of candidates before they are considered for employment. The goal of blind hiring is to bring people on board who have the skills to perform certain tasks, and not because of other protected factors such as gender, age, nationality, or region.

Why is blind hiring popular?

In the past, research has shown that managers tend to select candidates who have similar demographic backgrounds as their own. A Fast Company article highlights several university studies that showed that humans are nearly always biased towards their own kind, and this happens on a subconscious level most of the time. Even the mention of a similarity during an interview can elicit warm feelings towards a particular candidate, and the person is chosen even if they are not the best fit for the job.

In blind hiring, these factors are all stripped from candidates.

The following elements are removed or hidden during the initial application phase:

  • The candidate’s full name and educational background are hidden
  • The resume may be masked or certain elements of the work history
  • The candidate’s face may be hidden and voice-altering technology is used in phone interviews
  • Assessments and skills testing is reserved for hiring purposes
  • Lower-performing candidates are never presented to decision makers

All of this may seem a bit extreme, but companies that are growing rapidly or expanding operations need to be able to comply with Equal Employment Opportunity and other laws that require fair and diverse hiring.

When determining if blind hiring may be right for your company, ask yourself the following things:

  • Does your company have an EEOC hiring process in place to hire for diversity?
  • Over the last six months, has your company tracked the hiring of women and minorities?
  • Is your company active in closing the gender wage gap and improving hiring transparency?
  • Are you hiring the same kinds of people or do you hire people based on their unique skills and qualities?

Working with a temporary staffing agency can help your company to get a better grip on hiring for diversity. It takes the responsibility off the company and places it on the staffing agency for securing workers from diverse demographics and backgrounds. If you’re looking for highly qualified candidates, click here to contact Advance Staffing Solutions today!

 

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How to Get Your Workforce Engaged this Spring

HMG Success on October 7, 2026

how-to-get-your-workforce-engaged-this-spring

 

A workforce that’s disengaged poses a huge threat to your company’s livelihood. According to research from The Economist, around 87 percent of executives believe that employees who lack engagement bring down businesses. Therefore, it’s up to company leaders to create a workplace where people feel valued and can look forward to their jobs.

It’s time to shake off the cold of the winter months in the central states and get your workers actively engaged in the company objectives again! The springtime is ripe for new opportunities and energy.

Conduct an employee engagement survey.

Where does your employee engagement stand now? If you are not sure, this can be the perfect time to conduct an employee engagement survey of your entire organization. Find out where there are problems, where there are positive factors, and where things can be improved over the course of the next few months.

Hire some new people.

The spring can be a good time to bring in some fresh new employees too. Many times, employees become disengaged because they have far too much work on their plates. Give them a break by hiring some temp-to-perm help in Detroit to alleviate this stress.

Schedule a workplace celebration.

An effective way to bring life back into a dull workplace, lift spirits, and increase employee engagement is to host a fun springtime celebration. Create a spring themed week of events, complete with contests for the best spring fashion, the best-decorated workspaces, and more. Have an outdoor cookout if weather allows!

Organize a community event.

The spring can be a good way to get everyone out of the office for some sunshine too, an action that immediately lifts the mood of employees. Look for some community causes that need attention, such as a city beautification program, a homeless women’s shelter, or a walk to raise money for a local pet shelter. Just make it fun and get everyone involved in some way.

Issue promotions.

Instead of waiting until later in the year to hand out promotions and raises, why not issue them now? Give employees credit for their hard work, and they will stick around and be more engaged.
Need more help getting your workforce engaged this spring? Contact the staffing experts at Advance Staffing Solutions today!

 

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How to Land an Entry-Level HR Career

HMG Success on October 7, 2026

EntryLevel-HR-Career

 

Ready to take on the world of people management? Human resources is perhaps one of the most rewarding and challenging career paths out there today. Every day, human resource practitioners are making big decisions that impact the organizations that they work for. Human resources professionals are tasked with making sure their organizations are compliant with employment laws and updates that affect the bottom line.

If you believe you have what it takes to walk the line between employees and the best interest of the business, then here are some tips for landing an entry-level HR job.

Get the right training.

It is absolutely vital to your career in HR to get the right training and education. Enroll in an accredited Human Resource Management program through a local university or college. Human resources is an ever-changing industry, therefore it is important that you get the correct information and instruction so that you can be highly knowledgeable about this field. Consider that as an HR professional you will be tasked with ongoing learning throughout your career.

Develop your leadership skills.

Human resources professionals are more than just payroll clerks and benefits administrators. They are skilled professionals who are leaders in terms of workplace policies and improvements. Take the time to learn how to be a solid leader before you look for an entry level job, because you will be tasked with proving your worth to other leaders in the real business world.

Consider HR certification.

It is always a good idea to pursue additional training and certification in human resources. The Society for Human Resource Management has guidelines for what every HR pro should be studying.

Try recruiting as an entry point.

Recruitment can be a great way to get involved with human resource efforts. This very vital role can help you to learn quickly how to be effective managing people, understanding employment rules and regulations, and getting the most from human capital in any organization.

Accept temp-to-perm HR opportunities.

Be open to working in temp-to-perm jobs in human resources. This can fast track you into a more permanent entry or mid-level role. Staffing agencies that have recruitment and HR jobs often look for people who have potential and then put them through additional training and even college to learn more.

Looking to land an entry-level HR career? Click here to browse our open job opportunities in Michigan and Ohio, or contact us today!

 

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Are You Missing a Mobile Recruitment Strategy?

HMG Success on October 7, 2026

Mobile-Recruitment-Strategy

 

Does your company have a mobile recruitment strategy in place? Perhaps it should. A recent workforce survey conducted by IBM Smarter Workforce Institute indicated that 70 percent of high-potential candidates prefer and are drawn to companies that have a mobile recruitment options. Around 12,000 workers representing organizations around the world said they use mobile devices for job-searching activities. If your company doesn’t have a mobile recruitment presence, that’s a lot of potential candidates you could be missing out on.

How to implement a mobile recruitment strategy.

Thanks to technology resources that make mobile recruitment cheaper and more readily available, any organization can create a mobile-friendly recruitment plan. Here are some ways to get started:

Create a mobile-enabled career website.

Set up a website with a career portal that is easy to access via mobile devices. Your website should be responsive to every type of mobile device available from the smallest smartphones to the largest tablet. Keep the content simple and have a search function prominently featured on the page so candidates can quickly search for jobs.

Develop an interactive brand.

The optimum content to share across the mobile recruitment platforms are videos and images. Use this space to create a powerful introductory video explaining the corporate culture and the benefits of working for the company. Recruiters can create personal videos to introduce themselves and the different job types that may be available. Your career portal can also be setup to share important announcements such as Career Fairs and other recruitment events.

Use a one-page application form.

Since mobile devices use a simple interface, you will want to have a one-page application form for candidates to complete. Several social media tools such as LinkedIn recruitment offer this option which can simplify candidate acquisition. You may also want to include an opportunity for candidates to upload a short introductory video or to link their social networks to the application.

Mobile messaging.

When developing a mobile recruitment strategy, it’s also important to keep in mind that you will want your application to include text messaging opportunities. Create short job titles and appealing headlines that can be broadcast out to all candidates in your system. Automate the process. Make sure to include an opt-in box so that candidates can choose to receive text messaging via their mobile devices.

Need help creating a better recruitment process? Partner with the recruiting experts at Advance Staffing Solutions! Contact us online today.

 

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It’s OK to Be the Boss Everyone Likes!

HMG Success on October 7, 2026

Boss-Everyone-Likes

 

Years ago, people didn’t really like their boss. In fact, they would express fear when asked about their relationship with their immediate supervisor. Bosses were secretive, conniving, and not to be messed with. Then came a new wave of bosses. These were the folks who wanted to be your friend. But they had a method to their madness. They wanted to get close to you so they could find out what motivated you so they could squeeze more work out of you. Again, it wasn’t a very positive relationship between bosses and employees.

If you are facing the very real possibility that you are going to be someone’s boss, don’t get too caught up in the past. You have the chance to be the boss you’ve always dreamt about — and yes you can be the boss everyone likes.
Here’s how:

Be Understanding

There’s nothing worse than working for someone who is inflexible or unrealistic. Be a better boss by being flexible and understanding of your employees. This is particularly important as millennial employees tend to put more emphasis on work-life balance then on becoming workaholics.

Learn to Communicate

A great boss is someone who is skilled at communicating with all different types of people. Communication skills can be learned over time and practice. Always have an open door communication policy with your employees. Learn to demonstrate compassion and also become a good listener when dealing with your employees.

Build Positive Relationships

You don’t have to be everyone’s best friend in order to be a good manager. However, you do need to be someone that others can respect and relate to. Take the time to get to know your subordinates and develop positive relationships with each person. Find out what motivates them and what their career goals are. Be an encouraging source of support to help people reach their full potential.

Recognize Your Team

Bosses who recognized the unique value in every individual are well on their way to being the boss that everyone admires. Evaluate your employees and identify their strengths as part of your team. Give regular praise and recognize the effort of your employees. Provide meaningful projects that honor the strengths of employees.

Set Reasonable Expectations

A good boss will recognize the human side of the business. They understand that each individual has specific talents, but that there are also certain limitations. When conducting performance reviews other employees, remember that the goals that you set must be reasonable and attainable within a certain amount of time. So too, the support and resources must be available. Don’t set unrealistic demands on people. Remember what it felt like to be put in this position by a previous supervisor.

 

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The Real Reason Your Best Salespeople Are Leaving

HMG Success on October 7, 2026

The Real Reason Your Best Salespeople Are Leaving

 

Running a company takes a lot of blood, sweat, tears, heartache and energy. You can’t just sit back and hope success finds you. All companies, even the most successful ones, have trouble keeping employees on the payroll for various reasons. You might be wondering why your best salespeople keep leaving. Well, this is a question that too many companies have to ask on a regular basis.

You might be wondering why your best salespeople keep leaving. Well, this is a question that too many companies have to ask on a regular basis. Here are the real reasons why your best salespeople are leaving.

Few or No Growth Opportunities Offered

One of the biggest reasons why your best salespeople continue to leave your company is the fact that you provide them little or no opportunities for growth. No one wants to get stuck in the same job for their entire career. People want to climb the corporate ladder and become a manager, vice president, president or part owner. There are plenty of positions within a company that someone can aspire to during their career. Don’t limit your salespeople to just being salespeople. If you want to retain your best employees, provide them with opportunities to grow within the company.

Selfishness Reared Its Ugly Head

Selfishness has no room in the business world, especially in a company that relies on salespeople to get the job done on a regular basis. You hired these salespeople to do a job for you and they have goals they want to attain, both personal and professional. If you fail to let the employees integrate their goals into your company, you will have trouble retaining them. Get rid of selfishness immediately to keep your best salespeople in the organization.

You Take Up Too Much Time

Taking up too much time is a major factor as to why your best salespeople are leaving. Stop sending late-night emails and memos on the weekends when the office is closed. Doing this sends a message to employees that you do not value their time. A large portion of employees will answer these emails and sit on conference calls when out of work to play the game and retain their job, but it will take a toll on them, ultimately forcing them out the door to greener pastures.

You Ignore Autonomy

Companies that ignore autonomy make a major mistake. Employees want to be heard, listened to, respected and felt like they are actually part of the bigger picture when they come to work. Do not ignore what your salespeople have to say when it comes to new ideas or other thoughts. The more you acknowledge your employees, the less likely it is that they will withhold innovative ideas that might solve a problem within the company.

In order to keep your best salespeople from leaving, you need to encourage autonomy, stop the weekend emails and calls, get rid of selfishness and provide plenty of opportunities for growth. Then, and only then, will you be able to keep your best salespeople on the payroll.

Need help retaining your top salespeople, or hiring better employees? Work with the staffing professionals at Advance Staffing Solutions to find the perfect employees for your organization today!

 

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Why “Hiring People Smarter Than You” is a Good Leadership Practice

HMG Success on October 7, 2026

Why Hiring People Smarter Than You is a Good Leadership Practice

 

There are so many management professionals out there who refuse to hire people smarter than them because they fear it will lead to them losing their job. The simple fact of the matter, however, is that it is important to hire people smarter than you for various reasons. One of those reasons is that it is in the best interest of the company to hire the most talented people available for open jobs. Use these tips to learn why hiring people smarter than you is a good leadership practice.

Reduction in Micromanagement

When you hire people smarter than you, the amount of micromanagement you will have to do will decrease immensely. Spending time micromanaging employees is never good for a company’s bottom line. In fact, it can be a major waste of time, talent and resources when managers have to hold the hands of employees or continually walk them through projects. When you hire people smarter than you, those employees will not have to be led through the darkness to reach a solution.

Better Locus of Control

Hiring people smarter than you will also lead to better locus of control with your employees. Locus of control is when people are able to take personal responsibility for failures they experience in their life and work. When this happens, you will see employees blaming outside circumstances less when mistakes occur. These employees will also learn from their mistakes, preventing the same problems in the future.

Handle Problems Better

Do you have trouble handling certain problems at the office? If so, consider hiring people smarter than you. If a problem arises that has you angry and upset, there might be someone even angrier with the same problem in the office. If this is the case, they might know more about the issue and how to remedy the problem. Put this person in charge of the issue and see how the situation plays out. When you hire people smarter than you, problems become easier to solve.

When you hire people smarter than you, it should not be taken as a threat. Instead, it needs to be looked at as a step in the right direction for the entire organization. Change your hiring habits and thinking today. You will see a difference almost immediately!

Partner with Advance Staffing Solutions today to find candidates in Michigan and Ohio who are smart, vetted, and ready to begin work at your company today!

 

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This Tip Can Help You Empower Employees and Improve Your Bottom Line

HMG DMA on October 7, 2026

Empowered employees are engaged employees. When engagement is high, it creates a win-win situation. Your workforce secures higher job satisfaction, which can improve morale. In turn, they’re also more focused and productive, which can benefit your bottom line.

Often, organizations struggle when it comes to employee empowerment. Usually, this is due to the fact that company leaders are making assumptions in regard to what makes employees feel more capable and valued. As a result, it’s common for employers to miss the mark, leading to lackluster results.

Fortunately, there is a simple way to get things moving in the right direction. If you’re wondering what your company should two, here’s one tip that can help you empower employees and improve your bottom line.

Flip the Delegation Script to Empower Your Employees

In most organizations, delegation involves a manager divvying up tasks among team members. It’s a simple way to ensure that all required duties are handled in a timely fashion. However, while it’s a classic approach, it doesn’t always lead to greater employee empowerment.

When many managers delegate, they merely give instructions to employees and outline various expectations about what the worker needs to do. As a result, the employee isn’t part of this process, aside from handling the responsibility once it’s handed over. If you want to empower employees, flipping the script can make all of the difference.

Turning delegation on its head allows employees to have a say in regard to the tasks they’ll tackle. It invites team members to take part in the decision-making process, empowering workers by offering them the ability to choose. Team members can discuss all of the required tasks for a project or that fall in their niche. Then, they can work together to divvy up the work in a way that’s rewarding.

This approach essentially allows employees to do more of what they enjoy, which can increase job satisfaction. Plus, by getting them involved, management is respecting their perspective and valuing their input, which boosts morale. It also creates a sense of ownership, which is empowering.

While there may be a need to delegate less desirable tasks at the end, that will be less challenging since every employee has a say in their workload. It ensures that there’s balance between responsibilities they want to take on and those that may be a bit mundane in nature. As a result, they’ll have higher motivation since they’re doing more of what they’ll love, which can translate into improved outcomes for the other activities that simply must be handled.

Launching This New Strategy at Your Company

Often, the easiest way to test out this new delegation strategy is with projects. You’re working with a subset of the team, which makes the decision-making process easier. Plus, projects are finite in nature and occur regularly, making them an excellent way to introduce the concept.

At the start of the project, bring the team members together to talk about the required steps and responsibilities. Then, gauge their excitement for various aspects of the work and ask which tasks ignite their passion. After that, work together to determine who will handle what, allowing employees to play a role in their work destiny.

If you’d like to learn more about employee empowerment, the staff at The Advance Group wants to hear from you. Contact us today.

The Importance of Ongoing Training for Employees

HMG DMA on October 7, 2026

Ongoing training for employees is a crucial addition to your workforce management plan. When you offer skill-building opportunities to your workers, everyone stands to gain. As a result, any investment in training typically produces a solid ROI, all while increasing the odds that employees view your company as an employer of choice.

By understanding the importance of ongoing training for employees, you can capture the most benefits. Here’s what you need to know.

Improving Retention

Most professionals have career goals beyond their current position. Additionally, many top performers thrive on challenges. By offering ongoing training, you’re creating opportunities for your workers to grow and advance. Plus, it introduces engaging challenges that can boost morale.

Ongoing training also makes employees better at their jobs. New skills can boost productivity and efficiency, enhancing their work experience in a positive way.

In turn, these improvements can bolster retention. When job satisfaction rises, professionals are less inclined to look at other opportunities. Similarly, when growth and career progression come with it, they don’t have to explore options outside of the company to advance. Finally, if they can’t get the same training elsewhere, they’ll view your organization as an employer of choice, further improving retention.

Simplifying Recruitment

In a similar vein to the point above, ongoing training for employees can make recruitment easier. Once word spreads about your offerings – particularly if you establish your company as an employer of choice – attracting top talent is easier.

Job seekers commonly favor organizations that offer opportunities for growth, development, and advancement. Since ongoing training brings that to the table, your open jobs are inherently more enticing, leading to higher-quality applicants.

Closing Skill Gaps

When companies offer training, they have the ability to curate the program to meet their needs. As a result, it can be far more effective at closing skill gaps than having to find those capabilities solely through new hires.

During the planning phases, explore each team and department to determine if specific skill gaps are harming productivity or efficiency. Additionally, consider whether particular projects are on hold simply because the right skill set isn’t available. If so, you can strategically choose courses that address those needs, allowing you to cultivate an increasingly capable workforce while aligning their progression with the company’s interests.

Boosting Productivity

With ongoing training, companies have a range of opportunities to boost productivity. They can introduce courses that support the introduction of cutting-edge technologies that enhance efficiency, allowing employees to work more effectively. Additionally, as capabilities improve, so does worker confidence, making them feel better equipped to handle challenges or embrace change.

Ultimately, ongoing training for employees is a powerful tool, one that can boost retention, close skill gaps, and improve productivity. Plus, it can lead to morale and job satisfaction gains, all while positioning your company as an employer of choice.

Contact The Advance Group Today!

If you’d like to learn more about how you can cultivate a capable workforce or need to expand your team quickly, The Advance Group wants to hear from you. Contact us today.

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The Importance of Ongoing Training for Employees