Yes, This Matters to Every Job Seeker

Raza Rauf on June 3, 2019

Job seekers want a lot from their employers. Usually, they hope to have a chance to advance, access to professional development opportunities, and a culture that aligns with their preferences and meets their needs. However, top talent also expects one more thing, and falling short in this area can cost you a great candidate. If you want to make sure you can secure the skilled professionals your company needs to thrive, here’s what you need to know.

A Competitive Salary Is a Must

While money isn’t everything, it is always something. If you want to recruit top performers for your open positions, offering the right salary is crucial.

When you present a job offer, if the compensation is too low, great candidates aren’t going to accept the job; it’s that simple. Most professionals are generally aware of what their skills and experience are worth to employers, so they aren’t going to accept a package that doesn’t align with their expectations.

This is especially true in fields where competition for candidates is fierce. Plus, with unemployment being low, it is decidedly a job seekers’ market. Even if they refuse your offer, there is a decent chance they can land something more competitive in short order, so they likely won’t be concerned about that decision.

When a job offer is far outside the norm, many candidates won’t even attempt to negotiate. If they assume you are too far apart to begin with, putting time and energy into a negotiation isn’t likely worth it in their eyes.

Additionally, if the salary you offer is well below that standard for the position or industry, it might even damage your reputation. Job seekers may discuss the slight openly, and that could prevent you from connecting with top talent in the future.

How to Make Sure Your Salary Offer Is Competitive

Luckily, it isn’t hard for companies to find out if their salaries are competitive. Often, you can do a few simple searches to gauge whether you are in line with industry norms.

First, you can check job postings at other companies in your area, focusing on those that publish salary ranges and that are competing for the same talent you are trying to land. Second, resources like Salary.com and Glassdoor can give you insights into competitive compensation for specific roles in your region.

The goal should be to at least align with industry standards in your area. Slightly exceeding the averages can also work in your favor, as long as the pay rate makes sense for the position.

Also, you want to make sure to research salary rates regularly to remain competitive. The norms can shift quickly, so reviewing the data every quarter is often wise.

If you would like to know more about landing skilled job seekers, the professionals at The Advance Group can help. Contact us to speak with one of our recruitment specialists today and see how our compensation expertise can benefit you.

5 Hiring Lessons Learned the Hard Way

Raza Rauf on April 19, 2019

If you want your company to thrive, then hiring the right people needs to be a priority. A single bad hire can derail productivity, hinder morale, and harm the bottom line. Plus, replacing an employee can take a significant amount of time, leaving you shorthanded for a period and further damaging operations.

Learning how to hire is not always easy. However, you can learn from those who have stood in your shoes before, giving you the knowledge to help you avoid certain missteps. If you want to make sure your hiring is on-target, here are five hiring lessons that many learn the hard way.

1. Set Clear Job Requirements

Knowing precisely what you need is critical if you want to find the right candidates for the role. Some managers focus more on the job seeker themselves, potentially blinded by amazing credentials, instead of how the person’s abilities align with the position’s requirements.

However, if you hire a professional whose skills don’t match your needs, there will be fallout. Make sure finding strong matches is always a priority, focusing on the skills that are more crucial for the role first and foremost.

2. Look for Drive

Most top performers are incredibly driven. They don’t just want to meet expectations. Instead, they want to shatter them. Plus, they tend to be strategic by nature, giving them an innate ability to align their actions with the larger company mission, highly innovative thinkers, and team players.

When you meet with candidates, ask them to describe how they achieved results, particularly when faced with a daunting challenge. This allows you to gain insight into how they think and act, giving you a better gauge on their drive.

3. Find Passion for Your Mission

When an employee is passionate about the company’s mission, they are more likely to excel. This is because they feel a personal connection to the organization’s vision, giving them intrinsic motivation to exceed expectations.

During an interview, ask each job seeker to describe what they think your company is about and the products or services offered. Their level of enthusiasm (and accuracy) will provide you with valuable information about their level of passion for the mission.

4. Check Professionals References

A good reference check is essential if you want to make sound hiring decisions. Even if candidates list people who will likely speak well of them, you can discover tidbits about their personalities, accomplishments, and approach that you may miss otherwise.

Plus, a reference check allows you to fact-check during the hiring process. That way, if a job seeker was being deceitful, you have a better chance of finding out.

5. Don’t Assume They Will Say “Yes”

Today, it’s a job seeker’s market. Even if the interview, reference check, and other phases of the hiring process went well, that doesn’t mean your top contender is going to accept a job offer just because you lob it out there.

In order to increase your odds of success, assume the candidate will say “no” unless you put in additional effort. Make sure you present the offer personally and are enthusiastic when you do. If they do accept verbally, follow up with a formal letter quickly and consider engaging them in the onboarding process early by introducing them to their future team members and providing them with more information about any benefits and perks. That way, everyone remains excited, increasing the odds your top choice will become your newest hire.

If you would like to find out more about hiring best practices, the team at The Advance Group can help. Contact us to speak with a member of our skilled staff today and see how our hiring expertise can benefit you.

Start Attracting Better Employees

Raza Rauf on April 8, 2019

It’s a job seeker’s market. Candidates are empowered to pick and choose between opportunities, allowing better employees to focus on positions that can elevate their career and meet their other needs.

Today, workers are putting additional focus on company culture. If the physical environment, general mood, and mission and values of the organization do not align with their preference, most top talent will simply bypass the business and continue their search.

If you want to attract better employees, you need a company culture they find enticing. If you want to make sure yours fits the bill, here are some tips for evaluating your culture and making any necessary changes.

Differentiate Yourself From the Competition

Every company is unique, even if they are in a crowded industry. Genuinely skilled professionals want to know how businesses differ from one another, particularly when it comes to aspects like innovation, technology, and opportunities for growth.

Consider how your business strategy, environment, and offerings stand out from other companies in your industry. Then, make sure you highlight these aspects of the organization, allowing job seekers to see why you are an exciting employer worth exploring.

Define Your Core Values

Employees often prefer to work for businesses that have values they can stand behind. If your values are poorly defined or you fail to live up to them, you are not going to attract top talent.

Begin by examining your values and, if necessary, clarifying them. Make sure they are crafted in a way that is both functional and inspiring. Then, let them guide all your business actions, ensuring everything is fully aligned.

Provide Opportunities for Growth

Most exceptional workers prefer employers that give them opportunities to learn and grow as professionals. By offering training options, educational programs or mentorship arrangements, you can attract skilled talent who want to continue moving their career forward.

Plus, it allows you to take advantage of their increased skill sets. As they learn and grow, they often become more productive and effective. As a result, you can craft your leaders of tomorrow while enhancing operations today, all while providing them with chances to advance. Ultimately, it creates a win-win scenario, and it can assist with long-term retention, too.

Harness Your Existing Employees

Your current staff can do more than just accomplish their tasks; they can also serve as brand ambassadors. By encouraging your employees to rate and review the company online, discuss their positive experiences on social media, and refer potential job candidates, you engage them in the recruitment process. This may make it easier to connect with highly skilled passive job seekers, allowing you to find better workers for your open positions.

If you would like to learn more about how you can start attracting higher-quality candidates, or are seeking skilled professionals for your vacancies, the team at The Advance Group can help. Contact us to learn more about our available services and see how our recruitment and hiring expertise can benefit you.

Why Great Candidates Aren’t Applying to Your Jobs

Raza Rauf on March 4, 2019

Hiring is one of the most crucial parts of operating a company. Without the right employees, the business may struggle or fail to thrive, harming productivity and profitability.

Figuring out how to attract high-quality candidates can feel like a challenge, especially if your job postings aren’t garnering the expected level of attention and you don’t know why. Luckily, some simple fixes could help you land great job seekers. Here’s what you need to know.

Ineffective Job Posts

Your vacancy announcements play a critical role in the hiring process. If the job description is vague or, in contrast, is a laundry list of requirements, top talent may just pass you by. Similarly, if the post only discusses what they can do for you, and not what you can offer them, genuinely skilled professionals aren’t going to be interested.

Instead of listing a ton of must-have skills and highly restrictive experience requirements alone, work to sell the job as an opportunity. Discuss exciting upcoming projects, chances to learn and grow professionally, or anything else about the role that is legitimately enticing.

Also, highlight why your company is a great employer. Showcase your amazing culture or admirable mission. Just make sure to pepper it all with keywords job seekers may use to find positions, and you are all set.

Long Application Process

Let’s get one thing straight; highly skilled professionals aren’t going to go through a lengthy application process. If you request a resume, then make them put that information into an application, then ask them to answer multiple essay questions, most top talent are going to bail out well before the submit button even appears.

The application part of the process is not the time to learn every detail about the candidate. Instead, you simply need to find out who has potential in this employee-driven job market, so keep your application process short and simple.

Limited Reach

Not long ago, job seekers flocked to major job boards to find available positions. Today, that just isn’t the case. Instead, they use niche job boards, scan social media, and reach out to their network. That means, if your job posting is only on your company recruitment page or one major job board, a ton of candidates don’t even know you are hiring.

If you aren’t getting the ideal response from your job postings, then branch out. Find niche job boards and list your opportunity, post about the job on social media, and ask your employees for referrals. This gives you access to a larger talent pool by increasing visibility, making it easier to find the highly skilled professionals you need to succeed.

By following the tips above, you can find amazing candidates with greater ease. If you are looking for great candidates for your vacant positions, the professionals at The Advance Group can connect you with skilled job seekers quickly and efficiently. Contact us to learn more about our comprehensive and flexible hiring services and see how our recruiting expertise can benefit you.

How to Tell If Your New Employee Will Last

Raza Rauf on February 4, 2019

When you bring on a new employee, your goal is usually to keep them around as long as possible. After all, each new hire is an investment and the longer they stay on board, the more valuable they can become.

But figuring out exactly is a new employee will last isn’t always easy. Luckily, there are a few signs that suggest they could stick with it for the long-term. Here’s what you want to keep your eye on when evaluating your new hire.

Passion

When a person is passionate about their field or role, they are better equipped to handle challenges. Why? Because they are motivated by their interest, increasing the odds that they will strive to persevere and remain committed during trying times.

Without passion, a small obstacle on the road to success may be enough to send them reeling. Essentially, if their heart isn’t in the work, then they may not be motivated to stick with it or go the extra mile, even when it is necessary.

Proactiveness

A new employee that is proactive on the job is more likely to last. Being willing to go above and beyond or constantly seeking out new opportunities to contribute once their core tasks are done shows they are dedicated to the company and position.

In contrast, someone who isn’t proactive may only do what is absolutely required of them to keep their job. They aren’t seeking out chances to improve their workplace or make a bigger, positive impact, and that could be a signal they won’t last indefinitely.

Capacity

If a new employee doesn’t actually have the capacity to excel in the role, they probably won’t last. This can happen when a job seeker misrepresents their skills or when a hiring manager underestimates what it takes to flourish in the position, leading to a poor hiring decision.

Capacity is usually both mental and physical. The new employee has to be able to handle the nature of the work on all fronts. Otherwise, it’s going to be more challenging than they can likely tolerate.

Attitude

A single employee with a bad attitude can be poisonous to a team. While these kinds of workers may not choose to leave the role, keeping them isn’t always the right move, especially if they are harming morale beyond themselves.

At times, nothing is more valuable than a positive attitude. It ensures the new employee is a pleasure to work with, including from the perspective of customers, managers, and co-workers. Plus, it shows their spirits are high, increasing the odds they are equipped to handle the stresses of the role.

All of the signs above suggest a new hire will last. If you’d like to learn more about evaluating your new hires or are looking for the ideal candidate for a vacant position, the professionals at The Advance Group can help. Contact us to learn more about our services and see how our hiring expertise can benefit you.

Performance Management Tips for 2019

Raza Rauf on January 25, 2019

Performance management is a critical business process. When properly used and implemented, it helps keep your employees productive, ensuring everyone has the information they need to succeed.

However, if your performance management process is lacking, you might not be seeing great results. If you want to make sure your approach is on target, here are some performance management tips for 2019.

Update Your Job Descriptions

The job description for each position defines the expectations for the role. It outlines the position’s purpose, duties, and key responsibilities, serving as a guide for what the employee needs to accomplish.

Without clear and updated job descriptions, you can’t identify critical KPIs, outline expectations, or create goals for the worker. Without these points, effective performance management is incredibly challenging, if not outright impossible.

Take some time to review all of the job descriptions and adjust them if needed. While it may take some time, it is crucial for company and staff success.

Identify Priorities

Once you have the job descriptions updated, find any priority duties or responsibilities for each position. This gives you critical areas of focus as it allows you to determine which potential issues are the most damaging, ensuring managers concentrate on these areas when evaluating performance or providing feedback.

Define Expectations

An employee can’t meet your needs if they don’t know what they are, so defining all expectations regarding their performance is a must. Then, you need to share these details with the worker, ensuring they are well informed regarding what they need to do and what standards they need to meet.

Adopt a Continuous Approach

After the previous steps are complete, adopting a continuous approach to performance management is usually best. Annual or quarterly reviews aren’t always the most effective, as they rely on reviewing missteps with employees long after the incident occurs.

Instead, encourage managers to be active in the process. When they see an employee is struggling or on the wrong path, have them intervene quickly. Similarly, if a worker is performing above expectations, make sure their manager lets them know their efforts are seen and appreciated.

Now, this doesn’t mean you have to abandon formal reviews, especially since they often ensure an employee’s performance is well-documented. Plus, they can create opportunities to reinforce feedback given previously or assess their progress, making them beneficial.

The important part is to stop seeing performance management as being tied to a calendar. Instead, it should be part of the overall culture, empowering managers to provide feedback and guidance at the right moment, even if a formal review isn’t on the horizon.

By following the tips above, you can improve your approach in 2019 and beyond. If you would like to learn more about effective performance management, the skilled team at The Advance Group can help. Contact us to discuss your company’s goals for 2019 with one of our knowledgeable staff members today and see how our performance management expertise can benefit you.

Help Employees Create Career Plans for 2019 and Beyond!

Raza Rauf on January 7, 2019

With the business world in a constant state of evolution, often because of advances in technology, and the labor pool shrinking, companies need to go the extra mile if they want to keep their employees engaged. Your workers are an asset and, by helping them identify clear pathways for advancement, you can show your appreciation, boost morale, and even become an employer of choice.

Helping your employees craft career plans is an excellent way to differentiate yourself from other employers. It shows you are invested in their growth, development, and overall career success, creating a culture that feels supportive and positive.

If you want to know how you can assist your employees, here are some tips for creating career plans with them.

Identify the Pathways

Certain positions naturally connect to one another. Usually, they represent single steps up the career ladder, a direct line that keeps moving up. However, other options typically exist, involving slight lateral shifts along with forward progression.

Before you assist your staff with career plans, identify any existing pathways in the organization. Figure out which roles flow logically into others, along with those that are closely aligned enough where making a transition would be possible if the employee gathered the right additional skills.

If your current job descriptions are complete and thorough, completing the analysis is fairly straightforward. However, if you find you don’t have great starting information, you may need to update the descriptions before you proceed.

Talk With Your Employees

Once you have the pathways identified, it’s time for some initial conversations. You need to find out what goals and aspirations your workers have today, giving you an idea of which pathways may be of interest.

This is an important step because some employees may not want to head in the direction that represents the straightest line forward. Many professionals incidentally fall into a career, so where they are today may not be the best baseline for judging where they want to go.

Find Opportunities for Growth

After you’ve spoken with your employees, you can begin to help them forge a plan that will get them where they want to go. This may include furthering their education, taking part in training activities, assigning them a mentor, allowing them to job shadow, or anything else that enables them to acquire the skills, experience, and perspective necessary to take the right step.

As you create the plans, remember you can’t use a one-size-fits-all approach. Each worker is unique, so their goals and preferences will vary. Instead, customize each one, and make sure their input is guiding light throughout the process. Otherwise, you risk coming up with a path that isn’t very enticing, and won’t be as effective.

If you would like to learn more about how you can help employees create career plans, the skilled professionals at The Advance Group can help. Contact us with your questions today and see how our career planning expertise can benefit you.

Can You Keep Employees Engaged During the Busiest Time of the Year?

Raza Rauf on December 21, 2018

When employees are scrambling at work and juggling personal responsibilities related to the holidays, keeping them engaged on the job becomes increasingly challenging. After all, your staff likely has a lot on their mind, and not all of it relates to their position.

Luckily, there are things you can do to boost engagement, ensuring that the company remains as productive as possible during even the most chaotic seasons. If you want to know what you can do, here are some tips to get you started.

Don’t Force Joy

While the holidays are usually a joyous time of year, they are also incredibly stressful. But companies often want to make the most of the season by injecting “fun” into the environment, hoping that it will help workers feel appreciated and, subsequently, more loyal and engaged.

Even though recognition is beneficial to morale, trying to force everyone to be joyous is actually counterproductive. If workers feel like they have to maintain a fake smile and express faux happiness at every turn, their stress levels actually rise.

If you want to add some fun to the environment to boost engagement, just make sure it doesn’t feel mandatory. For example, while hosting an ugly sweater contest is fine, clearly state the employees are not obligated to participate. The same goes for other group events, like potlucks and after work celebrations.

Provide Autonomy

Autonomy allows an employee to take ownership of a task. While they may need to achieve a particular outcome, how they get there is in their control.

When a worker has some level of autonomy, they not only get to choose approaches that work best for them, but they may also experience an increase in job satisfaction. Motivation may also rise, as they are personally invested in the steps they choose to take.

However, make sure your team also has access to sources of support. Autonomy doesn’t mean you abandon them. Instead, you merely give them room to breathe. Make sure they know who is available should they have questions or need input. That way, the autonomy can feel like a benefit instead of a punishment.

Add Flexibility

If your workplace can support it, consider instituting a flexible scheduling policy during the holidays. This can help your staff achieve greater work-life balance, enabling them to adjust when they complete specific tasks and accommodating personal obligations.

While adding structure to a flexible scheduling program is a must, such as dictating mandatory core work hours or defining minimum manning requirements, even a bit of adaptability can go a long way. That way, your employees don’t have to be distracted by personal challenges, as they can choose to address them without having to miss work time.

By following the tips above, you can keep your employees engaged during the busiest time of year. If you would like to learn more about how you can improve engagement in the workplace, the skilled team at The Advance Group can help. Contact us to discuss your goals or concerns with one of our knowledgeable staff members today and see how our employee engagement expertise can benefit you.

3 Ways Tech Can Improve Employee Health

Raza Rauf on December 14, 2018

The basics of good health have remained largely unchanged over the decades, focusing on key points like getting exercise, eating balanced diets, and getting sufficient sleep. However, how people monitor success in these arenas has changed dramatically, predominately thanks to technology.

When it comes to good health, the benefits extend beyond the person’s own life. Healthier people tend to be happier, more capable employees too. But it today’s world where everyone feels pressed for time, staying healthy isn’t as easy as it sounds on the surface. Luckily, there are things employers can do to help their staff achieve their health-related goals.

With that in mind, here are three ways tech can improve your employees’ health.

1. Encourage Activity With Challenges

Nearly everyone has access to a device that can track their activity, particularly since the vast majority of smartphones can add an app to handle the task. However, merely having a tracker isn’t enough if you aren’t motivated to get moving.

Companies can encourage their staff to be more active through friendly activity challenges. Often, these can be based on some kind of points system, though the mechanism can vary depending on the types of exercise you include in the challenge.

Just make sure that, when you design the program, you give options that don’t require people to join teams. Not everyone is as extroverted as everyone else, so providing the ability to go solo can ensure that all of your employees feel comfortable.

2. Embrace Workspace Improvements

Standup desks garnered a lot of attention as a means of avoiding the health consequences of too much sitting. However, employees are rarely able to update their workspaces to include them on their own, leaving these adjustments firmly in the hands of their employers.

If you want to encourage better health, consider investing in equipment that can make each workspace more beneficial. This can include the aforementioned standing desks or even alternatives, like bike pedals that can fit underneath a desk or balance balls that can be used in place of chairs.

While these solutions aren’t all technically advanced, some versions come with tech features that can help a person track their activity, allowing them to fall into the category.

3. Cross-Platform Information

If you ask your workers what their favorite way to communicate in the office is, you’ll likely get a range of answers. Some may favor collaboration software while others prefer email. Text messages may suit your younger workers best while others may want notifications on the intranet home page.

To use technology to your advance, make sure all health and wellness communications are sent across multiple platforms. Use web development options that allow your intranet to have a responsive design, adjusting to each type of device. Summarize the information and sent it out in a mass text, including a link to get more information. If the details aren’t proprietary, share the message on social media.

By embracing different communication technologies, you can reach more of your staff, ensuring that they have the information they need to improve their health.

If you would like to learn more about how you can use technology to promote better health, the team at The Advance Group can help. Contact us to discuss your goals today and see how our workplace wellness expertise can benefit you.

The Mistake You’re Making With Workplace Inclusion

Raza Rauf on November 23, 2018

Even as more companies begin to focus on diversity and inclusion, progress has been incredibly slow going. Many demographics are substantially underrepresented in a variety of fields. Additionally, a significant number of minorities continue to experience bullying and harassment on a regular basis, while others simply don’t feel comfortable in their workplaces.

Often, company leaders strive to find solutions to these issues, trying to remedy the situation as quickly as possible. However, this approach may actually be what’s holding you back when it comes to inclusion, as focusing on providing solutions can actually be a mistake.

The Harm of Management’s Focus on Providing Solutions

When a problem needs solving, managers often spring into action. They try to find a path that can deliver the desired result, aiming to move quickly to handle the existing issue. Usually, when it comes to diversity, policies are created or adjusted in response to problems like bullying and harassment.

While setting rules and guidelines can be a necessity, it might not speak to the core of the issue. Management’s tendency to focus on solutions means they could be missing a critical piece of the inclusion puzzle; they might not actually be listening to what their staff needs and how they perceive their situation.

Additionally, merely creating new policies doesn’t always alter behavior. Instead, management needs to focus on more than finding a potential solution; they need to be willing to take action, too.

How to Make Your Workplace More Inclusive

Before management tries to find a solution to a problem of inclusivity, they first need to genuinely listen to their staff. Ask questions and let your employees respond, including through anonymous surveys, if necessary. Let them present how they perceive the current situation and discuss how they feel when they are at work. Allow them to identify sources of discomfort and explain how they are affected by them.

As you gather responses, look for patterns. Are multiple employees expressing the same sentiment? Is there a specific issue presented over and over?

Then, determine if the issue is policy-based, cultural, or something else before you try to craft a course of action. Often, cultural norms are the biggest factor when it comes to a lack of inclusivity, and some words on paper aren’t going to change that automatically.

When this occurs, management needs to be prepared to take action. For example, they may need to interject if an employee says or does something inappropriate, guide workers who exhibit poor behavior on how to improve, and use anti-discrimination and anti-bullying policies as a basis for corrective action.

By taking the proper steps, you can begin to reshape your culture into one that supports inclusivity, ensuring everyone can work together comfortably and productively.

If you are interested in learning more about creating a more inclusive workplace, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable team members today and see how our expertise can make achieving your diversity goals easier than ever before.

What Your Employee Engagement Is Missing

Raza Rauf on November 16, 2018

Most managers know an engaged workforce is a productive one. However, crafting an environment where employee engagement is the norm is often easier said than done.

In many cases, the majority of any company’s employees aren’t overly engaged. While they may be meeting expectations, few are as enticed and entranced by their work as they could be, so they aren’t as inclined to go the extra mile unless it is absolutely necessary.

While there is some debate regarding the best way to increase employee engagement, one point is usually agreed upon: Effective communication is a requirement for success.

Developing an Effective Internal Communications Method

At times, companies may assume that if they simply embrace the latest app with the newest features, they don’t have to spend much time cultivating an internal communication strategy. While providing new tools can be beneficial, it isn’t a guaranteed method for increasing engagement over the long-term.

Instead, leaders need to analyze which communication methods not only meet your functional needs but also connect with your workforce. It needs to make engaging with the content feel natural and convenient. Otherwise, it misses the mark.

Think All-Encompassing

Ideally, you want to select a communication platform that can reach your entire workforce, a highly visible solution that provides value across the board. Any system that is restricted to a particular niche, like a single department, isn’t going to stand the test of time. Plus, it guarantees management is going to have to reach out on multiple platforms to get critical information across to everyone.

In many cases, choosing a platform that can deliver messages across computers and mobile devices is the most appropriate solution. It ensures your message can be cohesive, as you don’t have to recreate it for different devices.

Allow a Tailored Experience

While you want to make sure every worker receives critical content, you also want to make sure they aren’t bombarded with information they don’t need. Work to find a platform that allows employees to have a somewhat tailored experience by enabling them to eliminate communications that are irrelevant, without having to see them at all.

Make the Content Interesting

People are highly visual creatures, often responding better to content that is interesting to the eyes, as well as full of valuable information. When you select a platform, make sure it can support an aesthetically pleasing message. For example, will it let you include images? Can it support video? Will it reformat messages in a way that is cluttered or makes it harder to process visually?

In many cases, people are better equipped to process image-based information than simple text. Plus, it makes the information more interesting, which can increase engagement. Make sure your platform provides you with that capability if you want to make the most of it.

By following the tips above, you can increase employee engagement in your workplace. If you’d like to learn more, the professionals at The Advance Group want to hear from you. Contact us with your questions and see how our experience in managing employee engagement can benefit you today.

A Surprising Way to Handle Workplace Conflict

Raza Rauf on November 9, 2018

In every workplace in every industry, conflict is inevitable. Whether there are only two people working together or 200, not everyone will see eye-to-eye on everything.

While a little healthy debate can be incredibly beneficial, genuine conflict can be detrimental. It harms productivity, damages morale, and hinders the development of a functional team dynamic, so addressing it quickly is a must.

But, when you are in the midst of a workplace conflict, figuring out how to navigate the issue can be tricky. After all, you may be completely certain your perspective is correct, making it hard to put down your feelings during a disagreement.

Luckily, there is a simple, yet surprising, approach that can make handling workplace conflict easier. Here’s what you need to know.

Be on the Same Side of the Problem

In most cases, conflict occurs when multiple people are trying to solve an issue and don’t agree on the approach. The differences led to debate, then debate led to anger, and both parties began striving to prove their perspective was the right one.

As the situation continues, both parties lose sight of a critical point; they are both on the same side of the problem. Being on the same side, in these instances, isn’t the same as agreeing. Instead, it’s the realization everyone has the same goal; the desire to find a solution to a specific issue.

When you remind yourself that you and the other party actually share the same objective, it can make the situation look less contentious. You’ll realize that you have to fight together to navigate any obstacles, meet a particular deadline, or achieve the desired result, which can make realigning your efforts easier to visualize.

Assume Everyone Has Good Intentions

Since you are both trying to solve the same problem, allow yourself to assume everyone involved has good intentions. They aren’t necessarily trying to attack you. Instead, they want the goal to be reached, and that is a positive thing.

Unless your environment is genuinely toxic, most professionals aren’t striving to harm you when they disagree. By using that point to adjust your mindset, you can be realistic about what the other party’s motivations are, making it easier to move forward.

Keep It in Mind When You Talk

When you realize everyone has the same goal and their intentions are likely good, it increases the odds you’ll communicate effectively. The next time you speak, confirm with them you are both working toward the same goal, ensuring everyone is on the same page in that regard or, if you aren’t, you have the opportunity to discover their goal and see if that is the source of the disagreement.

Then, you can proceed with a better understanding of the core objective, increasing the odds everyone will work together to make sure the goals are achieved.

If you are interested in learning more about handling workplace conflict, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today and see how our conflict management expertise can benefit you.