This One Thing Can Make a Big Difference to Your Employees

Raza Rauf on March 25, 2019

Employees look to their manager for guidance, and not just in regards to their daily duties or critical projects. They often see them as role models and mentors as well, and they want your input to help them shape their careers.

However, figuring out how to approach the topic can seem daunting. After all, you do not want to give them advice that does not pan out, potentially leading them down the wrong path.

Luckily, there is one thing you can do that can make a massive difference in the lives of your employee and those around you. Here’s what you need to know.

Encourage Them to Think Big

Most professionals have a basic plan of where they want to be in the future. However, they may be limiting themselves, even if they are fairly ambitious, partially because they have never considered certain paths viable or within reach.

You can inspire your employees to overcome these barriers by encouraging them to think big. For example, if a team member has a career plan that involves new skills, but they do not mention moving into leadership roles, ask them how they feel about the idea.

The purpose is to challenge them with something that is more ambitious than their current goal. Get them to consider more than just what they have their eyes on today, as it may broaden their horizons and help them realize their potential.

Plus, if you genuinely believe they are capable of what you are proposing, your faith in their abilities will further inspire them. This is especially true if they view you with respect and as an authority on the matter, increasing the odds they will take the question seriously.

It only takes a moment for you to spark an idea in the mind of a talented professional, so it is worth sitting down with your employees individually and helping them explore what is possible.

Offer Concrete Steps When Possible

If you can go further than just presenting an idea by also offering them an opportunity to take a step forward, do it. Often, even those with big ambitions do not always know how to begin or where they can find the opening they need to make progress. If you have it within your power to provide a concrete plan that can make that new goal a reality, you are not just inspiring them to strive for greater success; you are enabling them to achieve their dreams.

Ultimately, these small conversations can be very powerful, increasing the odds your employees will reach their full potential. If you would like to know more, the professionals at The Advance Group can help. Contact us for a free staffing consultation or to discuss your questions with a member of our skilled team today and see how our expertise can benefit you and your employees today, tomorrow, and well into the future.

Advance All Star!

Raza Rauf on March 15, 2019

We are looking for employees with great attendance,

a willingness to help others, a strong work ethic

and ability to work well with others!

When our client raved about Brian, we thought he was the perfect employee to kick off our program!

If you would like to become an Advance All Star too , apply now at advanced-group.instaging.io/.

Put an End to Employee Attrition This Year

Raza Rauf on January 14, 2019

With the labor market remaining tight, most businesses are finding themselves in a job seeker’s market. Skilled professionals can quickly find new opportunities, some employers that aren’t measuring up will often end up shorthanded.

During periods such as this, retention needs to be a priority at every company. Otherwise, employee attrition can leave your struggling to meet deadlines, maintain productivity, and even keep morale up.

While a certain level of turnover is unavoidable, there are things you can do to keep it at a minimum. If you want to put an end to employee attrition this year, here are some tips to get you started.

Offer Competitive Wages

While money isn’t everything to employees, it is always something. If your pay rates aren’t in line with industry standards or what your competitors are offering, retaining your best and brightest is going to be difficult.

Make sure to review your salaries regularly and compare them to known norms. Researching your competitors is often a necessity, though you can also find out information on websites that are dedicated to tracking worker pay, such as Salary.com or Glassdoor.

Provide Additional Benefits

Salary is only one part of a worker’s compensation package. Medical insurance, retirement options, and vacation time are just some of the additional benefits that also make up total compensation.

As you review your salaries, it’s also wise to research benefits packages. If you aren’t meeting expectations in these areas, you may need to bolster your offerings or add new benefits, ensuring you remain competitive.

Improve Your Culture

A company’s culture has a big impact on whether skilled professionals choose to stay. Businesses that offer opportunities for growth, a warm and welcoming environment, and a positive experience are more attractive to top talent.

Employees prefer to work at companies that have missions they can get behind, as well. This creates a level of intrinsic job satisfaction, making their contributions feel more meaningful. Similarly, if their values align with the organization’s, they will usually feel more integrated into the company, and potentially more loyal as well.

To keep workers engaged, it is also wise to provide them with opportunities to face challenges, such as by taking part in exciting projects or having the chance to use emerging technology. If the work is too simple, it doesn’t require as much thought or dedication. Additionally, if a process is antiquated, it usually isn’t inspiring. Over time, it can even become boring, and that is one of the primary enemies of engagement.

While it may not be possible to eliminate turnover entirely, by following the tips above, you can improve your retention rates, potentially dramatically. If you would like to know more about what you can do to put an end to employee attrition this year, the skilled professionals at The Advance Group can help. Contact us to discuss your goals with one of our specialists today and see how our employee retention expertise can benefit you.

Employee W2’s

Raza Rauf on December 28, 2018

Happy New Year!

To access your 2018 W-2, click Employee Login at the top of the page

Enter your user name and password

If you cannot remember your user name or password, click “Can’t access account?” to reset

Once you are logged in, click Pay History in the bar across the top, then W-2 in the box on the left.

Recreational Marijuana Policy

Raza Rauf on December 7, 2018

Recreational Marijuana

To ensure the safety of our employees, The Advance Group remains committed to a Drug Free Workplace. As such, neither the recreational or medical use of marijuana on or off duty will be accommodated. A confirmed positive marijuana drug test will establish use or “under the influence” and is grounds for immediate dismissal.

If you have any questions, please contact your branch office.

The Difference Between Production Worker and Supervisor

Raza Rauf on November 12, 2018

Nearly every manufacturing environment uses a form of hierarchy. Workers report to supervisors, supervisors report to managers, and managers report to senior leaders or company owners.

The structure ensures various operations and decisions are handled at the right level, an approach that, when properly implemented, can enhance productivity. Senior leaders aren’t burdened with small issues on the floor that don’t require their attention, as supervisors and managers can properly address those concerns. Similarly, workers aren’t stuck waiting for the company owner to be available to handle a simple issue.

However, beyond being placed on a different tier on the organizational chart, there are a few fundamental differences between supervisors. Here’s what you need to know.

Production Worker

Production workers play an integral part in a company’s operations. They handle the tasks that allow a product to be created, such as assembling pieces, crafting components, and similar activities.

Often, production workers spend a lot of their time working with their hands as well as making use of machines, tools, and other equipment. The jobs are nearly always physical in nature, even if they don’t require heavy lifting.

Additionally, production workers usually spend most, if not all, of their day on the production floor. Rarely does the work take them into an office environment, though it may occur occasionally.

Even leads have more in common with production workers than supervisors in the majority of cases. While they may guide the activities of their co-workers or offer assistance if a problem arises, they don’t typically have a substantial amount of decision-making authority. For example, they usually don’t have the ability to hire or fire team members, approve leave requests, or similar activities that are more managerial in nature.

Production Supervisor

Usually falling into the lower to mid-level management ranks, depending on the environment, production supervisors do have some amount of decision-making authority. They directly oversee, and are often responsible for, a group of employees, typically production workers.

Production supervisors have the ability to make specific assignments based on the company’s needs and may have the ability to hire or fire team members. They may be responsible for employee reviews, giving them the ability to review a worker’s capabilities and provide feedback in an official capacity.

While production supervisors also spend time on the floor, the bulk of their duties involve ensuring day-to-day operations proceed as planned. This includes the ability to decide how certain issues should be addressed, should there be a question regarding the best course of action.

However, they don’t necessarily have carte blanche when it comes to rendering decisions. In many cases, production supervisors are in a middle tier of the organization’s hierarchy. They report to someone above them, so certain decisions may need to go up the chain, instead of being handled at that level.

Ultimately, there can be a lot that separates production workers from supervisors. However, to reach the rank of supervisor, most spent at least some time on the manufacturing floor, building a fundamental understanding of production processes that serve as a foundation of their decision making.

If you would like to learn more or would like to explore open production worker jobs, the professionals at The Advance Group can help. Contact us to speak with one of our skilled recruiters today and see how our industry expertise can help you find a production worker job today.

Perfect Attendance Drawing

Raza Rauf on October 3, 2018

The Advance Group employees who have perfect attendance

for the entire month are entered into a drawing for a $50 Meijer gift card.

There will be 2 winners per branch every month!

Come join our team for your chance to win!

#AttendanceMatters #TheAdvanceGroup #PerfectAttendance

Want to Win $100? Check Your Mailbox!

Raza Rauf on September 27, 2018

It’s National Staffing Employee Week!

We appreciate all of our employees … and that means you!

Check your mailboxes, and post a selfie wearing your Advance beanie on the comments of our Facebook contest video HERE to be entered into a drawing for a $100 gift card!

Thanks for all you do for The Advance Group!

The Advance Group Is Given A Genius Award

Raza Rauf on September 17, 2018

The Advance Group Recognized for Outstanding Communications and Marketing Program in U.S. Staffing and Recruiting Industry

The Advance Group, September 11, 2018, The Advance Group, advanced-group.instaging.io/, headquartered in Sylvania, Ohio, received a 2018 American Staffing Association Genius Award honorable mention distinction for The Advance Group Interview Follow-Up Campaign in the External Digital Publication class. This national awards program recognizes the best and most innovative communications and marketing campaigns among ASA staffing agency members.

The Advance Group was honored for candidate engagement. “When a candidate meets with us for the first time, we attempt to find an immediate opening at a client location,” The Advance Group CEO, Stacey Bigelow said. “Since this isn’t always possible, we started a campaign to commit to follow up communications with the candidate after this initial meeting. It’s important for people to know that you are still working on their behalf, even after they have left our office. This award is extremely special. We recognize that our candidates are important to our success. This award confirms that we have a program in place to make sure that our candidates know their importance.”

A panel of communications and marketing experts selects the honorees based on the overall quality of their campaigns’ messaging, design and visual appeal, originality of approach, and outcomes.

For more information about The Advance Group, https://advanced-group.instaging.io/.

For more information about ASA and the ASA Genius Awards, visit americanstaffing.net.

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About The Advance Group

Looking for a staffing partner that’s different, one that offers flexibility, savings and a personal touch? At The Advance Group, we focus on forming solid relationships and providing cost-effective solutions for your staffing and HR challenges, so you can focus on what matters most – your business.

About the American Staffing Association

The American Staffing Association is the voice of the U.S. staffing, recruiting, and workforce solutions industry. ASA and its state affiliates advance the interests of the industry across all sectors through advocacy, research, education, and the promotion of high standards of legal, ethical, and professional practices. For more information about ASA, visit americanstaffing.net.

Contact

The Advance Group

419-882-7646

Walk In Wednesday

Raza Rauf on September 11, 2018

Looking for work or know someone who is??

Join us for open interviews tomorrow- Walk In Wednesday!

5800 Monroe St. Sylvania OH

Multiple openings in Toledo and Holland areas

Most are general labor positions with pay starting at $10 and up depending on your experience!

Openings on all shifts- if you have open availability, you have the potential for higher pay!!

Stop in between 8-9:30 or 1-2:30 and make sure to have your identification with you

*Must have a HS Diploma or GED, bring a resume if you have one!

*Plan to be here 2-2 ½ hours to complete the entire registration process

Any questions call 419-882-7646

Work Hard And Play Hard

Raza Rauf on August 17, 2018

The Advance Group takes on Cedar Point! The staff was treated to a fun filled day at Cedar Point complete with a company picnic.

Congratulations To All Three Branches!

Raza Rauf on August 8, 2018

Congratulations to all three of our branches for achieving their second quarter goals! They were all able to enjoy a massage in our offices! Thanks to Anna at Massage Bliss!!