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Here’s Why Your Employees Are Quitting

Raza Rauf on June 5, 2017

 

Whether they give a full two-weeks notice or simply stop showing up to work, having employees quit is never an easy situation to manage. While some turnover is unavoidable, a large number of resignations can actually be avoided if companies choose to take action. To help you see what your business can do to lower the chance of employees quitting, here are three common reasons they decide to leave and what you can do about them.

1. Stress and Work-Life Balance

Even though there is no such thing as a stress-free job, work-related stress can lead employees to quit if it isn’t properly managed. For example, starting a new position is often stressful by design, but if the company fails to onboard the worker properly or the position was misrepresented during the recruitment process, these new hires may find themselves looking for the door faster than they originally planned.

Additionally, new and long-term employees may want to leave if their workload is heavier than they can manage, especially if it affects their ability to maintain a reasonable work-life balance. And new employees may take off particularly quickly if they don’t think expectations of them are reasonable.

To help eliminate these resignations, it is vital that new hires are given an accurate picture of the job before an offer is made and that any onboarding is thorough. Give a complete overview of the anticipated workload and let them know what options exist if they begin feeling overwhelmed. Finally, work with employees to help develop plans that allow them to better manage their work and personal lives.

2. Low Pay

Receiving subpar compensation for the work performed will have most workers looking for alternative employment. This is even more likely if management isn’t stepping up to make sure their team is properly compensated based on the skills they use and the workload required.

While not every employee looking for more pay is technically underpaid, it is important for management to review salaries offered by competitors to employees doing similar work. If it sounds like your business is falling short, then it is wise to see what changes can be made. Otherwise, your best and brightest will be heading out the door, and possibly into the arms of your competition.

3. Poor Relationships with Managers

An employee’s manager is a key connection between them and the business and, if the relationship is poor, then many workers will look for the exit. Some common shortcomings that frustrate workers include managers failing to provide recognition for quality work, treating employees like assets instead of people, and not regularly discussing career development and promotional opportunities.

Often, issues with relationships between employees are managers are the easiest to resolve, as they don’t require financial investments to make them happen. Training management regarding the treatment of their team and what actions help keep these relationships strong may be all it takes to see lower turnover.

By making changes in the three areas above, companies have the potential to lower turnover dramatically. If you are looking for more tips about employee retention or are looking to hire new team members, The Advance Group can connect you with the right professionals. Contact us to speak about your hiring needs today.

 

 

June is National Safety Month …

Raza Rauf on June 1, 2017

11 tips for effective workplace housekeeping …  Click here

We are trying to work to raise awareness of what it takes to keep each other safe. Observed annually in June, National Safety Month focuses on reducing leading causes of injury and death at work, on the road and in our homes and communities.

63rd Annual BWC/Safety Council

Raza Rauf on May 19, 2017

The Advance Group was recognized by the Bureau of Workers Comp/Safety Council for two awards!!

 

100% Award – Awarded to companies that work the entire year without a loss time injury

 

Achievement Award – Awarded to companies that decrease its incident rate by at least 25% from the previous year.

 

Is Your Hiring Process Effective?

Raza Rauf on April 7, 2017

 

Businesses spend a significant amount of time and energy reviewing many of their processes and procedures. However, the hiring process isn’t one that typically gets much attention; and that can be a mistake. Failing to audit your hiring mechanisms means you could be putting effort into the wrong segments of the process. Or worse, you could be stuck using old techniques that don’t meet the requirements of the current job market.

To help ascertain whether your hiring process is effective in today’s job market, here are some questions to ask about how your company manages the task today and some tips to manage it better in the future.

Is Your Hiring Process Regimented or Adaptable?

Some companies set process in stone, with each key player knowing their precise role from beginning to end. Others provide a more flexible set of guidelines, allowing adjustments to be made whenever necessary. While neither approach is actually right or wrong, it is important to understand how your business approaches the task of hiring.

Often, the best methods for hiring involve some of both. For example, there may be set questions designed to get to critical information about what candidates provide, but there is also enough room to adjust as new facts come to light. By allowing room for both, no one is left at a loss when it comes to a good starting point while also not being prevented from asking follow-up questions organically as they arise.

Where Are Job Applicants Coming From?

Job applicants don’t just appear out of thin air; they are brought to you through various sources. This includes internal employment listings, job postings on career-oriented websites, referrals from other employees and many other routes.

Ideally, you want to find that candidates are coming in through a wide array of sources. This means you are thoroughly exploring the market by reaching out in different ways. In contrast, if your applicants are only coming from one or two sources, your job openings might not be seen by as many job seekers, and you could be missing out on a valuable source of talent as a result.

Are You Only Interviewing When You Have an Opening?

Most businesses only interview when they are actively looking to fill a job opening. However, this means you are constantly having to start from scratch, moving potential candidates through the pipeline at the same time and from the same locations.

Instead of only interviewing when a position is available, consider assuming a stance of always interviewing. This means you are continually moving potential new employees into and through the pipeline. Then, when a vacancy occurs, you have a pool of candidates who have already been partially vetted.

In cases where a fast hire is preferable, this approach can shave a significant amount of time off of the process. And, you may have access to candidates that you otherwise would have missed if they happened not to be looking for opportunities in the window in which you were hiring.

One method for keeping the pipeline full is to work with a skilled staffing firm. The recruitment professionals at The Advance Group have the ability to make remaining in a state of always interviewing simple by connecting you with candidates as they enter the job market. Contact us and see how our hiring process can help your business hire more effectively today.

 

 

Do You Know Your Real Career Passion?

Raza Rauf on April 3, 2017

 

Whether you are just stepping into the working world or have thoroughly established a career, that doesn’t mean you have identified your real career passion. Many people jump into the working world based on finding a job they don’t mind doing and intend to figure out their passions as they go forward. The trick is most don’t actually know how to figure it out.

Discovering your true career passion isn’t a topic that is taught in school, so you end up moving from one job to the next hoping you find it. But there is a better way. If you want to find your real career passion, here are some tips to get you started.

Stop and Relax

The idea of finding your passion can actually lead to a lot of anxiety. We often feel pressure to figure it out fast (which is unrealistic for many), and that leads to unnecessary stress. So, don’t feel like you need to solve this equation today. Instead, relax and remind yourself that the answer is out there, and you will find it in time.

Shake It Up

Rarely will you find your passion by sticking to your current routine. However, even a slight deviation from the norm can help gain new insight. And this means it is time to shake things up a bit.

Now, you don’t have to do anything dramatic to get some refreshed perspective. Even something as simple as choosing a new route to work, trying a new place for lunch, or taking part in a new recreational activity can get your mind working in new ways.

The idea is based solely on breaking up your current patterns a bit, so almost anything that does that is a great move. Then, see what new things you notice along the way and if you get any new ideas to pursue. Even if you just find out information about what you don’t like, it helps you get closer to things that you do.

Consider Your Time Online

Our time spent online can actually be very revealing regarding potential passions. For example, when you only have a few minutes online, what are the first places you go? Are there certain websites you visit more than others? What do you do when you get there?

You may find yourself drawn to certain topics when you get online, like exploring new recipes or checking a particular newsgroup. Alternatively, you may value the more social aspects of being online, focusing time on friends and family.

Any preference you find can help you identify a passion and may even lead to ideas about pursuing a new career path entirely.

Talk It Out

Once you start finding patterns of interest, discuss them with the people you are closest to. Have them help you see the big picture and discuss whether they could see you directing your talents in that direction. This isn’t about having someone talk you into (or out of) making a change. Instead, consider it another source of information to help you along the way.

Dip Your Toe in the Water

Now that you have some ideas, you can consider making a move. One great way to explore a new career is to do so as a temporary worker. This gives you a chance to try it out in person and see if the reality matches your assumptions. Then, if it feels like a good fit, you can pursue it as a full-time career.

If you are interested in trying a job in a new field, the professionals at The Advance Group can help you get started. Contact us and see if your new idea is a passion you can get behind.

 

 

A healthy transition to daylight saving time

Raza Rauf on March 14, 2017

Rested. Focused. Productive.

Helpful tips for our employees:

  1. Get ample sleep. Commit to 7-8 hours every night.

  2. Keep a fixed schedule. Maintain consistent sleep and wake times.

  3. Exercise regularly. Even moderate exercise can improve sleep.

  4. Avoid caffeine and alcohol before bed. Both interfere with sleep habits.

  5. Eat a light dinner. Avoid heavy meals and finish eating 2-3 hours before bed.

  6. Relax before bed. Read a book, listen to music, or take a bath.

  7. Create a sanctuary. Your room should be cool, quiet, and free of distractions.

  8. Invest in a good mattress. Make sure it provides ample comfort and support.

Sylvania Employee Referral

Raza Rauf on March 13, 2017

 

Referral Contest

 

Refer a friend and when they complete our application process

You will be entered in a drawing for a $50 gift card

 

Applicant must register between the dates of March 13th – March 24th

(Please have the applicant call our office at 419-882-7646 for dates and times)

Drawing will be held on Monday, March 27th

 

 

** In addition to this referral bonus you will also be eligible for our regular $50 referral bonus**

(To qualify for the $50 referral bonus the applicant or employee must complete 80 hours of work)

 

 

 

 

Need to Hire Fast? Here’s Why You Might Want to Pump the Brakes

Raza Rauf on March 13, 2017

 

A business is only as strong as its employees.  And that means you need to hire right.  But, when you are under pressure to get someone new onboard quickly, you may be tempted to rush things along to get a person into the position, even if they aren’t a perfect fit.

However, hiring can be challenging even under the best of circumstances, and cutting the timeline down doesn’t make it easier.  In fact, it can lead to some significant mistakes.  Before you allow the pressure to move forward override your better judgment, you might want to consider slowing things down a bit.  And here’s why.

You Haven’t Nailed Down What You Need

Sometimes, you know you are in desperate need of another set of hands, but you aren’t exactly sure what those hands need to be able to do.  Failing to define the role before looking for candidates may lead you to choose a candidate that has well-developed skills, but ultimately doesn’t have the capabilities you actually need.

If you haven’t defined what the new employee will need to do on a daily basis, as well as how the position fits into the larger picture, you are better holding off until you can clarify your actual needs.  That way you are screening candidates that will help your company move forward by filling in critical skill gaps instead of picking up a set of hands that can’t do what you actually need.

You Aren’t Sure About the Budget

Every position needs to be associated with a budget.  You need to know what you can afford to offer in salary and benefits, as well as invest into things like training.  If you don’t have the financial points figured out, you may end up evaluating candidates that you simply can’t afford.  Or, you could end up undershooting what you could have and miss out on the chance to get a more skilled employee in the door.

In business, budgets are always important.  So make sure you can identify precisely what you can and can’t afford before you begin your search.

You Can’t Evaluate Candidates Properly

Typically, hiring a new employee requires you to assess whether a stranger can meet your needs.  Most of the hiring process is designed to help you determine whether the candidate is the right kind of person for the job, and this goes beyond simply holding the right skill set.  If you rush the vetting process along, you might not get the insights into their personality that you would otherwise get.  And that can lead to a poor fit.

While securing the right skills is important, cultural fit is just as relevant to long-term success.  So, make sure you give yourself a chance to see if who they are as individuals fits in with the rest of the team or business.  Otherwise, you might find yourself regretting your hiring decision.

If you find yourself pressed for time when hiring, consider working with The Advance Group to find your next employee.  We can manage the prescreening process for you so you can dedicate more time to getting to know the candidates.  That way you can select the best option available even if you are limited on time.  Contact us today and speak with one of our recruitment specialists to see how we can help you hire quickly and effectively, instead of just quickly.

 

 

The Job Market is Shifting. Is Your Company Keeping Up?

Raza Rauf on March 10, 2017

 

Millennials are the largest part of the workforce today. And their preferences are shaping how workplaces need to operate. Preferences for flexible scheduling and a higher likelihood of making a job switch mean companies need to change how they hire and the benefits they offer. Otherwise, you may find it difficult to get the employees you need.

But what changes does your company need to make to keep pace with the shifts in the job market? Here are some of the most important offerings you need to consider.

Flexible Scheduling

Flexible scheduling is becoming more of a standard than a luxury. Whether you simply give employees options for shifting their schedule to meet occasional demands in their personal lives or give them carte blanche to get things done whenever they choose, businesses need to find ways to increase the number of options available.

Project-Oriented Opportunities

While some businesses see a Millennials willingness to explore opportunities elsewhere as a negative, it can actually create unique options when used properly. For example, you can hire professionals on a project basis to get the expertise you need only when you need it. This allows workers to focus on the skill sets they prefer to use while you get access to the best talent available. Then, when the project wraps up, you can both go your separate ways with ease.

Personal Development

Many Millennials favor personal development opportunities over certain other benefits, so giving your employees a chance to learn and grow can help attract some of the best and brightest in their fields. Consider implementing formal training plans or building in educational benefits. Mentorship programs can also provide a source of career development for those who prefer to work directly with someone who possesses the skills they wish to learn.

Career Growth

One motivator for seeking new employment opportunities focuses on the chance to move up the career ladder. Luckily, this urge to look elsewhere can be managed by providing clear paths for career progression within the workplace. Then, they can work towards gaining higher ranking positions without necessarily having to find a new company to do so.

Updated Communication Tools

Millennials aren’t inclined to rely on email to communicate with coworkers or management. Instead, many favor tools like instant messengers and other chat-based tools. Failing to adopt new communication tools to meet these expectations can have your company appearing to be behind the curve, and that won’t attract candidates from this or younger generations.

Non-Traditional Workspaces

The cubicle farm is well on its way out, while more open designs continue to attract employees interested in more collaboration in the workplace. However, that doesn’t mean every area should be entirely open to everything else, as integrating heads down or conference spaces can help control distractions.

Compensation

While compensation isn’t always cited as a major factor, it is still a factor that deserves consideration. Your business needs to make sure that any compensation offered to competitive within the current marketplace. This includes a strong salary, suitable medical coverage, retirement options, and paid time off. Otherwise, you may struggle to find and keep the employees you need.

If you are looking for new employees to join your workplace, The Advance Group has the expertise to attract today’s top talent. Contact us to speak to one of our professional recruiters today.

 

 

Help Stop Hunger

Raza Rauf on March 6, 2017

The 2nd Annual Downriver-Monroe Food Fight starts Monday, March 6th and runs through Friday, March 17th!

The Advance Group is teaming up with Gleaners Community Food Bank to participate in the food fight in order to help families in our communities that are forced to make the tough decision to heat or eat this winter.

 

We will be collecting non-perishable food items. You can drop them off at:

 

The Monroe Advance office, 35 E Front St, Monroe MI 48161 OR

The Southgate Advance office, 19025 Eureka Rd, Southgate, MI 48195

 

Suggested items: Tuna fish, Canned Veggies, Soups, Canned pasta, Canned beans, Canned fruit, Baby food, Rice, Macaroni, Baking mixes, Cereal, Peanut butter and Jelly

 

Let’s help feed the hungry children in our community!!

https://virtualfooddrive-gleaners.nationbuilder.com/donatedownriver

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