Contact us

How Much Does it Cost to Work with a Michigan Temp Agency?

HMG Success on October 7, 2026

Working with a Michigan temp agency can be very beneficial for any organization looking to fill vacant jobs. Temp agencies help companies recruit and hire temporary workers on an ongoing basis, making it easier to keep jobs filled. Temp workers are very helpful to companies because they might be able to perform some services that current employees do not have or can work just enough hours where the company does not have them counted against their employment numbers for the Affordable Care Act.

Hourly Temp Workers

When a temp agency places hourly temporary workers with your company you will be paying the agency that placed them with you a fee. For the most part, you will be paying that worker by the hour, so you also pay the agency in Michigan by the hour. For example, if your hourly worker is paid $10 USD per hour, you might be paying the temp agency a percentage rate slightly higher than the hourly rate paid to the worker.

Now, keep in mind that you only have to pay the temp agency when the employee actually performs work for your company. On average, a markup for salary can range from 15 to 30 percent of the worker’s hourly wage. This more than makes up for the benefits of working with a temp agency. Consider these factors:

  • The temp agency does all the recruiting, screening, assessments and background checks.
  • The agency manages areas such as benefits, payroll, overtime, and bonuses.
  • The agency is partnered with your company to ensure that the temp employee performs well on the job.

Temp to Perm Employees

Many temporary employees can find themselves being offered permanent, full-time employment at their companies after being placed by a temp agency. When this happens, the temp agency will charge the hiring company a fee that comes from the employee’s starting salary. The fee will be in the range of 25 to 75 percent of the employee’s starting salary. In this scenario, the company will need to pay the temp agency whether or not the employee winds up working out for the company. This means that temp agencies will need to scrutinize their candidates a lot more so they provide companies with top talent that will stay with the company for the long haul.

Executive Searches

Temp agencies in Michigan are also able to provide companies with executive searches. This is an easier way for companies to bring in new vice presidents, presidents and financial officers for various departments throughout the company. You can sign a retainer fee with the temp agency, which could be a portion of the fee you will pay the agency when they find an executive to work at your company. For the most part, the retainer fee will be half of the expected fee.

Working with a temp agency in the state of Michigan is beneficial to companies of all sizes. Many temp agencies will have set rates to help companies fill open positions, but will be open to working with companies when it comes to negotiating rates. As a company, all you need to do is ask what their lowest rates are and what services you will get for those rates.

3 Ways to Filter out Candidates for Cultural Fit – Employment Agencies in Detroit MI

HMG Success on October 7, 2026

As an HR manager or recruiter in Michigan, you’ve heard all about the importance of a good cultural fit with candidates and how this can affect the bottom line for employee productivity. There have been numerous studies published that indicate cultural fit is a number one concern for many companies today. According to a study by Leadership IQ, the global leadership training and research company, “46% of newly-hired employees will fail within 18 months, while only 19% will achieve unequivocal success.” This is attributed to employees’ ability to fit in with peers and have positive interactions on the job.

Why Michigan hiring goes wrong in terms of candidate culture fit

Many times, in their desperation to get a skilled employee into an open assignment, managers will overlook cultural fit as being a critical indicator of future success in the Michigan based company. Over the course of a few weeks, once the employee becomes more familiar with the job, these shortcomings appear and can cause trouble for other team members and even customers.

What can the HR manager do to avoid poor cultural fit when hiring for Michigan jobs?

The answer is fairly simple – there needs to be a filtering process for weeding out candidates who don’t fit the bill. Here’s a 3 step process for accomplishing this:

#1 – Use a thorough screening process when hiring in Michigan.

Set your business up with an applicant tracking system that integrates screening and assessment tools within your application process. Add a few screening questions to ensure that all candidates are qualified and have the right personality for the work culture you offer. You can also include information about the corporate culture on your corporate website and any advertising you do for the business, to give candidates a better idea before they apply to come work for you.

#2 – Interview more candidates in Michigan and reduce poor culture fit.

The more candidates you take the time to interview for Michigan jobs, the better off you are in the selection process. There really is no “magic number” but keep in mind that you should have at least 10 candidates to interview per job opening. Conduct an initial phone screening, asking some work cultural related questions. Then conduct a face-to-face interview, giving the candidate a physical tour of your workplace. Finally, have a group interview process with at least 2-3 members of your management team to give an impression of the company.

#3 – Partner with employment agencies Detroit MI for well-matched candidates.

An effective way to conduct cultural fit interviews for candidates in Michigan is to partner with employment agencies in Detroit MI. This can be a good way to reduce the mistake quotient because you are leaving all the recruitment efforts to the pros who understand the importance of cultural fit. Take the time to educate the staffing agency on the specifics of your workplace culture, invite them to tour your facility and meet your leadership team. This can help you to secure candidates who are a better overall fit, for both skills and personality.

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

Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

 

Operations Manager Salaries in Michigan. What to Offer Candidates

HMG Success on October 7, 2026

Perhaps one of the most difficult decisions for a company to make, besides which candidate to hire, is what to offer their candidate of choice in terms of compensation. The state of Michigan is one of the best places to live and work, and many residents enjoy working as operations managers for great companies. These positions are available in many different industries, requiring a broad range of skills and experience. Therefore, offering a fair compensation is vital to successful recruitment.

Before you offer a salary to a potential operations manager candidate in Michigan, here are some things you need to know.

Range of Compensation

Salaries for operations managers working in the state of Michigan range greatly depending on the level of employment and the company where the positions are held.

Glassdoor has reported three operations manager positions in Michigan that have an average annual salary of $73,750. Another great place to work in Michigan as an operations manager is a company called Stryker, a medical supply manufacturing company that has operations managers working in Michigan for an average annual salary of $84,625.

Another excellent annual salary for operations managers in Michigan comes from Best Buy, where managers are making an average of $61,312.

Two of the lower range operations manager salaries in Michigan come from Staples and Old Navy. Managers who work at Staples find themselves earning an annual average salary of just over $41,000. Managers from Old Navy can earn a little over $31,000 per year in their position.

Duties of an Operations Manager

You might be wondering what an operations manager does on a daily basis while at work. Well, we have that information for you in this post. Operations managers are regarded as senior-level management officials within their companies. They are responsible for providing services or overseeing the production of goods.

Operations managers are responsible for analyzing budgets, monitoring reports, reporting to stakeholders, managing employees, reporting to upper management teams and much more. An operations manager must be able to multi-task as much as possible while working in this position. If they cannot, they will find themselves struggling through their daily operations and possibly out of a job.

Some of the best operations managers have worked their way up the chain of their current company, learning each department along the way. This enables the manager to know the ins-and-outs of the company and how it operates on a daily basis. They are able to troubleshoot issues and take care of problems quickly without involving others.

Working as an operations manager in the state of Michigan is a lucrative job if you have the right level of experience and are at the right company.

Looking to hire operations managers in Michigan? Get in touch with Advance Staffing Solutions — a top Detroit MI temp agency.

Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

Lean Manufacturing Trends for 2014

HMG Success on October 7, 2026

Thousands of companies across the country are trying to move towards lean manufacturing in 2014 in order to save money on operating costs and much more. The principles of lean manufacturing have always played a significant role in Michigan’s economy, and will continue to do so this year. Leading companies are employing a lot of different factors to turn their operations into lean ones and we discuss them all here in this post.

Reduction of Budgets

A lot of companies are reducing their budgets in order to go lean or ‘green’ in 2014. This includes laying off employees and cutting costs in other areas of the company. When layoffs are performed, the company saves money not only on salaries, but also the benefits it has to pay to those employees while they are employed. It seems as though recovery is occurring within the manufacturing industry right now.

Improving Processes

Manufacturing companies have also taken to improving their processes that occur on a daily basis. This helps the company improve its use of existing resources so the company does not waste valuable time or money on processes that just do not get the job done anymore in this high-tech world.

Adding a Green Touch to the Company

Companies all over the country, not just in the manufacturing industry, are going green in an effort to save money and go lean. This includes installing light fixtures that have timers or sensors, reducing waste produced by the company, new package design, better travel plans and much more. Going green is an initiative taken on by millions of companies and individuals each year.

Reducing the Company’s Footprint

Another option for lean manufacturing is for the company to reduce its footprint on the environment. This is a part of going green and it involves the company using less resources. On the other side of things, this is primarily concerning the use of less physical space. Companies are employing the use of a better supply chain management system and inventory management system in order to reduce its footprint on the environment.

Technology

The innovations in technology have helped companies move into leaner manufacturing practices. There is software in place now that helps companies monitor processes, supplies, equipment and other aspects of the company. These programs also help to automate and control processes that the company uses on a daily basis. This software can help the company save money in these areas and then put that money to good use in other departments.

When companies move into lean manufacturing, they must put more than one policy into effect in order to be successful.

Advance Staffing Solutions is a premier Detroit MI Temp Agency, giving employers access to temp staff to compete on a global market and maintain len manufacturing processes.  Please feel free to follow us on Facebook and Twitter, and be sure to subscribe to our free newsletter for industry news, job leads and featured updates.

4 Things to Include in Your Manufacturing Job Description

HMG Success on October 7, 2026

Manufacturing industry recruiters – listen up! If you want to attract the best manufacturing candidates to your organization, then you will want to make sure you are writing great manufacturing job descriptions. Candidates who are skilled in manufacturing work are in high demand as the industry expects to add more than half of all new jobs to the American workforce over the next few years. If you want your manufacturing business to thrive, then you need the best manufacturing employees to make it happen.

Read on to find out what 4 elements your manufacturing job descriptions must have in order to hire the best.

#1 – An Eye-Catching Manufacturing Job Title

Write a dull job title and you can pretty much call it quits as a manufacturing recruiter. Today’s manufacturing candidates are actively searching online for their next career opportunity, therefore they will respond well to job titles that compel them to learn more. For example, would you respond to a job advertisement that said “Technician for QA Manufacturing Division” or “Hiring Now – Career Minded Manufacturing Candidates with Strong QA Background for High Growth Employer in Monroe Michigan!” ?

#2 – Keyword Maximized Job Descriptions

The other aspect of the best manufacturing job description is including all the most common industry keywords within the job title, the list of job requirements, and the actual duties of the job. Remember, your job descriptions will be used for creating job advertisements, at career events, and other recruiting activities. They need to be searchable online. Use a resource like O*Net or the US Department of Labor’s Occupational Outlook directory as guides when creating keyword maximized job descriptions.

#3 – Industry Competitive Pay and Compensation

One of the major reasons that candidates will choose to apply for an assignment at one company vs. another is if they include a competitive pay and compensation strategy. Resources like PayScale.com can provide access to the most recent salary data to make it easier to include this information in job descriptions. Add a section in your job descriptions that provides an overview of compensation, including starting salary ranges, along with any benefits (health and wellness, retirement program, bonuses, etc.) and perks (casual work environment, flextime, etc.) you offer to employees.

#4 – Manufacturing Company Branding

Developing great job descriptions also requires branding them to your unique company culture, mission, and values. After all, you want your job descriptions to stand out from the competition so you can go after the best candidates. Include a company bio statement in all job descriptions, along with links to any news events that put the company in a positive light. Share the general vision of the company, along with details of the corporate environment, and information about the work style and culture of the people who make your business great.

If you are looking for staffing agencies in Monroe MI, contact us today!

How Temp Work is Affected by the ACA

HMG Success on October 7, 2026

In 2010, the Affordable Care Act or ACA went into effect across the USA to provide employees with health care insurance coverage options. As part of an initiative to boost the health and wellness of the average American, so far the ACA has enrolled millions of hard working people into qualified health care plans. Yet, there are some concerns that the ACA may be having a negative effect on the job market as employers look for ways to cut costs by reducing workforce numbers.

How the ACA Affects Hiring Trends in the USA

One concern is that the ACA has resulted in fewer employers hiring temp and full time workers because of the new requirement to provide health care coverage for all full timers (for employers with 100 or more employees). A trend that is happening across the nation is employers who are offering more part time assignments to avoid having to pay already astronomical health insurance premiums. While there have been a few workforce studies indicating a slight dip in the number of full time hires for last year, this fear is unwarranted at this time.

ACA Good for Full Time Temps or Not?

It has been widely debated whether or not the ACA gives employers the incentive to cut work hours below the 30-hour per week threshold that constitutes full time work hours. This includes full time temps who regularly receive health care benefits through the staffing agencies they work for. The real problem is when a temp is working at full time status is then offered perm placement at a lower hourly rate to avoid providing them with continued health care coverage. Both employers and staffing agencies need to tread carefully when it comes to ACA guidelines in order to avoid any potential issues like this that may come up.

More Employers Hiring Temp to Perm Employees in 2014

A surprising benefit that has come out of the ACA mandates is that more employers turned to temporary workforce options than ever before. According to a survey conducted by CareerBuilder, a leading career search portal, nearly 42 percent of US employers plan to hire temp workers in 2014. This is as compared to 40 percent of employers in the year before. Additionally, 54 percent of employers anticipate hiring the same if not more temps and full time workers than previously. 40 percent of the companies polled in the survey stated that they planned on transitioning their temp workforce into permanent full time roles in 2014.

We are hopeful that the ACA will continue to only offer good things to the American workforce, including the growing temp market. Hiring through a temp agency can provide your company with a cost effective method of staffing without the worry of meeting ACA mandates. Consider that you may want to talk with one of our experts at Advance Staffing Solutions, a Detroit Michigan staffing agency leader.

Why you Lose Talented Candidates. Give Timely Feedback

HMG Success on October 7, 2026

Have you ever interviewed the perfect candidate, but as just soon as you make the job offer they inform you that they’ve accepted another job already? No hiring manager wants to lose talented candidates because it means starting over in the process of finding another. While you may be wondering what is going wrong, if this keeps happening it’s time to determine why.

Steps to Handle Candidate Feedback for Retention

One possible issue that could be working against your recruitment efforts is your candidate feedback process. Getting back to candidates in a prompt and positive manner can help to foster good will between your company and the people who hope to join your employee ranks. Here are some tips for providing timely feedback and retaining more of your prized candidates.

#1 – Make the applicant tracking system work for you.

One of the biggest pet peeves of candidates is applying for a job online and then getting absolutely no response from the company. Put the ATS to work by setting up a series of email auto-responders that thank candidates for their application and let candidates know of next steps in the hiring process. Send out an email to all candidates to announce job fairs and new open assignments.

#2 – Use the phone to pre-screen candidates.

Once you have gathered up applications, take the time to routinely screen those who pass through the initial online resume scan. Schedule a brief phone call to each candidate to thank them for their application. This personal touch shows that you value candidates and have an interest in learning more about their career goals.

#3 – Set up interviews as soon as possible with top talent.

When it comes to reeling in the best talent, the sooner you can set up personal interviews with them, the better. Schedule an interview and have promising candidates come in to learn more about work opportunities with your firm. Or use a temporary agency to conduct the initial interviews on your behalf.

#4 – Build a talent pipeline by staying in touch, and often.

Regardless if you have open assignments or not, giving feedback to candidates also involves having a way to build rapport with a certain amount of talented pros your business can hire in the near future. Develop online groups for your company and keep in touch with top talent through frequent company updates on new jobs.

#5 – Send a professional rejection letter.

If you do not choose a candidate for the time being, it doesn’t mean they may not be a great fit later on. Your job is not over yet. Have a well-written rejection note ready to send out by postal mail to all candidates. Be sure to let the candidate know you will keep them in mind for future employment opportunities and will be in touch again.

If you are concerned that all of this will take up too much time or be difficult to manage, your next option is to work with a staffing agency to maintain feedback with top talent. Advance Staffing Resources a Detroit MI staffing agency has experienced recruiters who are ready to help you find the best candidates for your company, and help with candidate feedback efforts.

How to Attract Temps with Incentive Programs

HMG Success on October 7, 2026

Finding the right employee in today’s tough job market can be very difficult. The reason for this is that there are so many people unemployed and so many others looking to switch jobs. When the job market floods with potential employees it can be difficult to determine which ones are the most talented and which ones are perfect for your company. In addtion to working with a quality Detroit MI Temp Agency, a way to attract some of the best temporary employees is to create an incentive program for them and your full-time, permanent employees.

Start with Recognition in the Office

One of the first incentive offers for temporary workers should be recognition within the office. Recognizing a temporary employee for a job well done in front of permanent workers can go a long way in building the confidence in the temporary employee. By doing this, you will create a track record that you can show your potential temp workers who are trying to make a decision where to work.

Provide Opportunities for Full-Time Employment

Another option is to offer temporary workers in Detroit full-time employment opportunities. You can make this incentive known to your potential employees prior to hiring them so their decision to work for your company is easier. If a temporary worker knows he or she has the chance of being hired full-time, it will help motivate them while on the job, making sure that success becomes a staple within the organization.

Offer Some Form of Cash Incentive

While interviewing a temporary employee, you might want to consider offering a cash incentive. Let the potential employee know about the incentive prior to hiring them so their decision to work for your company is easier for them to make. The cash incentive can be as simple as $100 for working a specific time length without an accident on the job or for remaining employed with the company for three months. You can also reward temporary employees who refer other temporary workers. This cash incentive can be paid out to the temp worker after the new hire is on the job for at least six months.

Paid Time Off

Who does not love days off from work? How about paid time off? Employees love both of these, so why not offer your temporary workers extra paid time off? Aside from their sick days and personal time, allow your temp workers the chance to accrue extra paid time off for every sick day or personal day they do not use in a given year. For example, an employee can accrue one additional paid day off for every two sick/personal days he or she did not use for the year.

By offering these incentives and more, you can recruit and retain some of the best temporary employees in the industry today. Advance Staffing Solutions, a  Detroit MI temp agency, is here to help you accomplish this.

LinkedIn_CTA

Are You Waiting for Perfect Candidates? STOP!

HMG Success on October 7, 2026

Are You Waiting for Perfect Candidates STOP

 

With the calendar rolled over to the New Year, companies have put their new budgets into play, which means that they will be adding employees when positions become available. As your company looks to hire a new employee, do not wait for the perfect candidate to come along. Instead, stop this practice and begin to look for quality candidates who have the skills and potential to perform at your required level.

Skill Set is a Great Measuring Stick

The skill set of a job candidate is a great measuring stick when looking to hire for open jobs at your company. When you hire employees based on the skills they have, you make it easier to find qualified candidates for your open jobs. Even if there is a shortage of skilled workers, your company can hire people who show potential, train them and then move them into jobs that require the skills they learned in training.

Potential is Another Factor

Potential is another trait you need to consider when hiring for open jobs at your company. Waiting for the perfect candidate will likely result in open jobs staying unfilled for quite some time. When you look at a candidate, it can be easy to see the potential they bring to the table based on their work history. If you decide to hire based on potential, you should have no problem training and then promoting these types of employees.

Focus on Training

If your company shifts its focus to training, it will help in retaining current employees. It will also help lower the turnover rate, which means jobs will need to be filled at a lower rate. A focus on training will also allow the company to fill jobs from within whenever necessary. Promoting from within is an excellent way to increase the strength of your company and its bottom line.

Determine What the Company Needs

In terms of hiring, a company needs to determine what it needs in an employee the most. The perfect candidate will likely never come along, which means you need to find an employee who meets your needs in one area the most. Whether you look for one specific skill, a specific work history or a specific leadership role he or she held in the past; all of this is important to hiring a strong worker for an open job.

Use Highly-Focused Interviews

Once your company determines what it needs in an employee, make sure the interview is highly focused. This will allow you to figure out if the candidates have what it is you are looking for in an employee. Ask a ton of questions that require answers with examples, write down answers and have follow up questions prepared. Make sure you check references, too.

Waiting to hire the perfect candidate for your open job can hurt your company when it comes to completing client work. Switch your focus to hiring an employee who meets a need and see the productivity skyrocket.

 

Advance_CTA_CheckOutTalentShowcase

 

 

Hire Great Temps – Here’s How!

HMG Success on October 7, 2026

When projects are looming and your business is falling behind in human capital, one of the better options is to seek the support of a temporary workforce. There are a number of benefits of hiring temporary workers for your business. The benefits include having fast access to skilled and specialized laborers, more flexible staffing options, as well as eliminating the costs of overtime and benefits. Hiring temps is a win-win situation for everyone.

According to the American Staffing Association, 2.9 million people are employed by temporary agencies every business day and 11.5 million temporary and contract employees are hired by companies over the course of a year. These are hard-working individuals who have decided to provide their services via a temporary staffing agency for the benefit of companies like yours. There are some ways to maximize the advantages of hiring temps. Use these to experience a greater return on investment for your temporary staffing program.

Write clear temporary job descriptions

Before you can hire temporary workers, you need to develop assignments that are realistic and accurate. Consider that the temp may be on the job for a short period of time or may work in a part time status. Write a clear job description that the temporary worker can understand. Give a copy of the job description to the staffing agency for use in sourcing the right candidates and orienting the temps.

Hire for corporate culture suitability

When meeting with your staffing team, you’ll want to emphasize how important it is to hire temps who fit well with your corporate culture. From the values that help your company produce its greatest innovations to the way teams work together, a good fit means temps can seamlessly become part of this culture.

Educate the staffing agency on your requirements

The only way you can get the best temps for your company is to communicate your requirements to the staffing agency you choose to work with. Take the time to talk with your recruiter to help him or her understand the types of candidates you want to bring on board, along with any special skills or personality types that work well.

Create an orientation program for temps

To help temps be more successful, you’ll want to design an onboarding process that provides a positive experience from day one. Give temps the tools they need to do their jobs and assign a mentor employee to serve as a guide. Explain the goals of the temporary assignment and clearly lay out your expectations.

Provide frequent feedback on temp progress

Temporary workers need to hear feedback, whether it’s good or bad. Take the time to work with your staffing manager to work out issues early on. Provide honest feedback and encouragement along the way. Communication is the key to a better working relationship with your temps.

Hiring great temps starts with understanding what the staffing agency can do for your business and then setting clear expectations from the beginning. Make this a productive effort by maintaining contact with your staffing agency and being proactive about your company objectives.

If you are looking for temp agencies in Michigan, contact Advance Staffing Solutions today. We have the experience and network to help find talented temp workers for your business.

What is Your Competitor Doing? | Employee Compensation

HMG Success on October 7, 2026

When it comes to boosting employee compensation, it’s a good idea for businesses today to be very aware of what the competition is offering their employees. The labor market is growing tighter by the hour and if you want to stay ahead of the competition, you need to be bringing top talent into your fold without concerns over losing them to your competitors who have sweeter compensation packages.

The rub in all this is that most businesses today still aren’t ahead of the recession enough to have endless reserves of money and benefits to throw at candidates. More importantly, uncertainty over taxes and health care coverage has many businesses reluctant to overextend themselves by offering too much in the way of compensation and benefits.

So, where does that leave you as a business owner? The bottom line is that you need to find out what your competitor is offering so that you can remain competitive without getting into an outright wage war that only damages both businesses. But, how can you learn this information?

Consider Third-Party Salary Survey Resources

These resources offer a wide range of options to research when checking out your competition. What you’re looking for, in this particular situation, relates completely to the compensation your competition is offering employees in the way of pay and incentives. Don’t forget, however, to factor in other considerations that can impact the salary, job satisfaction, and total compensation such as these:

  • Job Description – in some cases this is the game changer that takes someone from a five-figure to a six-figure salary without a fancy title to go along with it. Companies use tactics such as this all the time in order to tilt the compensation scale wildly in their favor. That’s why it’s so important that you’re making apples to apples comparisons when comparing jobs and salaries.
  • Commitment Expectations – some companies prefer so many hours of work each week at a minimum. These expectations are factored into salary offerings rather than offering overtime pay and keeping records of the hours worked. This practice is something else that can make the compensation packages of competitors seem so much more than what they really are.
  • Localized Salary Figures – some companies include salaries from around the world in their facts and figures as well. While that may work in your favor if your office is located in one of the traditionally higher paying regions (California, Hawaii, or New York City, for example) this could actually work in your favor. However, for most of the country, the averages make the companies look like they’re offering larger salaries and/or compensation packages.

Employee compensation is so much bigger than salary alone. It’s always in your best interest to avoid trying to create a dollar for dollar match of other company’s compensation plans. Keep in mind that there are too many additional ways your business can be the superior company to work for. For more information about employee compensation planning and providing the best to your staff, be sure to review our previous posts on this topic here.

Attract Candidates with Socially Responsible Company Policies

What Workers Want from their Bosses this Summer

6 Elements of Becoming a Great Manager for Your Team

HMG Success on October 7, 2026

From football stadiums and military troops to the meeting rooms of Fortune 500’s, the key to a successful team is a great manager. Yet, few too many professionals comprehend the skills that make a great manager, and they end up failing to realize their potential as a leader. When working towards the goal of being a high performance manager, there are some critical things to focus on first.

Communication

The ability to communicate well, in both written and verbal formats is the hallmark of a great manager. From writing memorable memos to presenting complex topics to groups, a manager must have the skills to convey messages clearly to others. Learn to communicate well and you will be on your way to becoming a better team leader.

Delegation

Being a great manager means recognizing the unique skills that each team member brings to the table, and then delegating tasks to the appropriate person. No manager worth his salt will try to take on all the tasks himself. Instead, an effective manager will delegate tasks to others who can efficiently handle them.

Strategy

To be a stand out manager, you need to have a plan. This plan can include everything from how you will design team processes to how you will grow your team skills. Strategy must often align with corporate goals too, so you will want to work in tandem with other executive leaders.

Selection

A large part of being a great leader comes down to the people you manage. Without quality people, a team cannot ever hope to achieve much of anything. Choose your staffers carefully, and consider a temporary staffing model to attain the best selection of employees.

Respect

While you may be striving towards getting more respect from subordinates, as a manager your role should be to pay respect to the hardworking people who make your team successful. Learn to talk with and treat people with respect, listen to their ideas, and develop their talents. These behaviors will help you to be a great manager.

Mentoring

As a great manager, your role is not only to lead, but to mentor to your team members. Management is about leading by example, therefore you will want to take the helm and demonstrate to others how they can realize their full career potential. Match senior employees up with new hires and take mentoring to a whole new level.

If you are looking for temp agencies in Monroe MI to land your next employee, contact Advance Staffing Solutions today.

Contact us