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Disagree With Your Year-End Evaluation? Here’s How to Handle It

Raza Rauf on December 28, 2018

 

As the year draws to a close, employees around the country are sitting down for one of their hardest meetings of the year: their year-end evaluation. While many will likely receive compliments on their performance, constructive criticism usually comes along too.

When the negative feedback is valid and insightful, it can actually be beneficially, giving you clear ideas on how you can improve in the coming year. However, when the negative feedback feels blatantly false or unjustified, dealing with the situation can become a challenge.

Luckily, there are things you can do to address any disconnect between what your manager is telling you and what you believe is true. If you disagree with points in your year-end evaluation, here’s how to handle the conversation.

Request Examples

If you are being criticized for a lack of timeliness, but you haven’t been late to work (or even a meeting) in your life, that is understandably frustrating. Similarly, if you are told that you don’t take the initiative but personally spearheaded multiple projects that fall outside of your job description, you’ll likely be a bit at a loss for words.

Whenever you receive feedback that doesn’t seem to align with your performance, ask your manager to provide you with examples of your missteps. This helps you gain clarity regarding their perspective and may lead you to hear details that didn’t immediately spring into your mind.

In cases, where they can’t think of an example, this betters your position. It either gives you grounds to discuss how the feedback may not be valid (or accurate) or may lead your manager to realize that they are mistaken, eliminating your need to participate further in the discussion as the misalignment practically resolves itself.

Thank Them

While it may seem counterintuitive, thanking your manager for their input is a smart move. Ideally, constructive criticism (even if someone inaccurate) is a sign that they want to see you succeed and they are trying to steer you in the right direction.

Take a moment to thank them for their feedback and let them know you appreciate their insights and bringing the point to your attention.

Respectfully Disagree

Once you’ve completed the first two steps, you are in a position to respectfully disagree. While it can be a nerve-wracking experience, largely because it may make you seem argumentative or closed to constructive criticism, it is necessary if your manager is genuinely out of line.

However, only openly disagree if you can provide clear examples that contrast with the feedback. That way, you are backing up your position and making the reason behind your perspective easier to see.

Ask Follow-Up Questions

After respectfully disagreeing, don’t end the conversation there. Instead, if your boss responds calmly to your disagreement with their assessment, include a question that can further the discussion. For example, if you were accused of not taking the initiative, you can ask if there is an approach that can make your efforts more immediately visible. This shows your willingness to engage in further conversation regarding the perception of your actions and are hoping to find a viable solution that meets everyone’s needs.

By following the tips above, you can disagree with your year-end evaluation in a respectful, professional, and constructive manner. If you’d like to learn more, the professionals at The Advance Group can help. Contact us to discuss your questions or concerns with one of our knowledgeable staff members today and see how our workplace expertise can benefit you. If you’re ready to start a new job this year, click this link to check out our newest openings!

 

 

Rewarding Employees Without Breaking the Bank

Raza Rauf on December 7, 2018

 

When you manage an exceptional team, wanting to reward their effort is completely natural. However, many companies can’t afford to spend a bundle on their employees, or even just their top performers. When options like expensive gifts, generous bonuses, or raises aren’t affordable, it can be frustrating. This is especially true if you want to make sure your staff feels valued, something that is critical for retention.

Luckily, you can reward your employees without breaking the bank. If you aren’t sure where to start, here are a few options worth exploring.

Work-Life Balance

When administered properly, flexible scheduling and telecommuting programs can function as rewards. If the entire team consistently meets or exceeds expectations, letting them explore alternative arrangements – like compressed work weeks, work-from-home options, or flexible hours – can actually boost overall productivity while providing greater work-life balance.

If you can support such a program, them make sure to craft a formal policy that outlines the rules. For example, if everyone needs to be available during core work hours or minimal in-office staffing levels must be maintained, make sure that is listed in the policy.

Professional Development

Unless your entire team has reached the peak of their career, offering opportunities that help them learn and grow in their field can serve as great rewards. Plus, the company gets to benefit from the employee’s increased skill set, which can increase productivity, help prevent skill gaps, and more.

While formal training is always an option on the table, it can be expensive. Similarly, sending workers to industry conferences can be a great approach, but might not suit your budget.

If you need to find low-cost professional development approaches, opt for alternatives like mentoring programs and job shadowing opportunities. These arrangements give your team a chance to advance their skills or explore new arenas, while other professionals get to pass down their knowledge.

Another option is to give your top performers first pick when new projects come available. This may allow them to explore areas of interest and expand their knowledge, giving them a chance to learn while simultaneously boosting engagement.

Workplace Improvements

Since your team spends so much time at work, providing improvements to the environment can function as a reward, making their workspaces more comfortable and pleasant. When your staff feels good about the physical space, morale can increase.

You can improve any areas that benefit the workers. For example, adding amenities to the break room may be appreciated if it increases convenience. Providing ergonomic chairs or standup desks can enhance individual workspaces, making them more comfortable and functional.

While these items do come with a price tag, they may be more affordable than certain other rewards, so consider exploring them if you have some room in the budget.

Ultimately, all of the options above can serve as rewards, allowing you to demonstrate your appreciation without breaking the bank. If you’d like to learn about other approaches, the team at The Advance Group can help you explore options that align with your budget. Contact us to discuss your employee recognition goals today and see how our workplace management expertise can benefit you.

 

 

Why You Need to Work on Workplace Diversity

Raza Rauf on October 26, 2018

 

Most business leaders understand the value of diversity in the workplace. Bringing people together from different backgrounds can lead to innovation and more effective problem solving, allowing the cumulative life experience of the team to create additional value.

However, when it comes to creating a diverse workplace, not all companies take the right approach. While hiring a diverse staff is certainly an important step, creating an inclusive culture is also vital. Otherwise, not every employee will feel as though they fit in, or are even welcome, and this can be incredibly harmful to the organization’s culture.

If you want to make sure your diversity initiatives are effective, here’s what you need to know.

Don’t Focus on Differences

When many companies work to create a diverse workforce, they concentrate on what makes employees different. They may focus heavily on minority groups based on what sets them apart, an approach that can actually make workers uncomfortable.

Similarly, broadly highlighting what makes minorities valuable can make the majority feel resentful or even fearful, worrying they may be displaced as a means of achieving a diverse staff or that they are somehow to blame for the perceived shortcomings of the company’s current workforce. Additionally, they may be anxious about how they are expected to act at work, leading them to question how they handle every interaction with someone who happens to be in a minority group.

Ultimately, these approaches can promote separation, not togetherness. Over time, a sense of exclusion leads to increased stress levels and may even have employees fearing for their professional survival.

Encourage Social Interactions

As human beings, socializing is a critical part of everyone’s existence. It allows everyone to bond by finding common ground and through pure interaction, creating a sense of connectedness that might not automatically occur through work-oriented encounters.

Plus, those who feel socially excluded are almost guaranteed to struggle, potentially becoming more withdrawn, anxious or aggressive. It can even lead to self-sabotage, especially if they embrace the idea they somehow don’t belong, harming productivity and the quality of their outputs.

By creating opportunities for positive social interactions, such as team lunches or other team-bonding events, you can bring people together. This helps create valuable connections, as each person gets to know their co-workers, making the culture seem more inclusive and welcoming.

Similarly, mentorship programs or assigning new hires a buddy to help them get acclimated can give employees a valuable ally in the company. The person can act as a bridge, helping them connect with more workers and feel secure in their place in the organization.

Ultimately, by crafting an inclusive culture, workplace diversity is easier to achieve and maintain, particularly once it becomes part of your employer brand. If you are interested in learning more about how you can create a workplace that focuses on inclusivity and not just diversity, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your culture goals today and see how our expertise can make it easier to create an inclusive workplace where everyone can thrive.

 

 

Employee Engagement That Works for Everyone

Raza Rauf on October 15, 2018

 

While technology has been a boon in many workplaces, it isn’t without its drawbacks. Today, people expect their information in quick snippets and, at times, even instantaneously. This has led to the rise of efficient collaboration software, but has also rendered communications options like email, employee newsletters, and even intranet announcements to become less effective.

As people get used to gathering details in small bites and at record speeds, attention spans are shrinking. This means worker engagement beyond a few seconds can be a challenge.

However, by taking the right approach to communication, it is possible to hold a worker’s attention, ensuring they get vital information when it is needed most. If you are wondering how you can make your internal communications more engaging for everyone, here’s how to get started.

Target Your Communications

As social media, online news, and even advertising become more targeted to the user, people have become accustomed to tailored communications. This means blanket communications that aren’t relevant to the individual employee are likely to be ignored, even if some of the content may be useful.

If you want to catch a worker’s attention, you need to make sure all announcements and information being sent to them is relevant to their roles. This may mean avoiding “all staff” announcements or emails unless the message is genuinely important for everyone, or creating more internal groups to ensure content only goes to those who need it.

Embrace Images and Video

Practically no one will say that a lengthy text-based message is ideal for engagement. On social media, videos and images typically reign supreme, so take a cue from their success and integrate other formats into your content.

If you need to relay details about a new safety initiative, consider creating an infographic that summarizes the information. If you want to discuss a new program, create a short video that showcases it and serves as an introduction.

The idea is to mix up the mechanism on occasion to keep things interesting. You don’t have to eliminate text entirely, just use other options to engage your staff before leading them into the written content.

Use Multiple Delivery Platforms

When a message is truly critical, don’t rely on a single delivery platform to disseminate the information. Instead, share the content over multiple channels, including email, on the intranet, and through collaboration software.

By using multiple platforms, you increase the odds it appears on each employee’s preferred option. This makes it more likely it will be seen.

However, only use this approach for messages that genuinely apply to everyone who will see it. Otherwise, employees will learn to ignore these announcements, assuming the information isn’t critical to them.

By using the approaches above, you can increase engagement when it comes to your internal communications. If you would like to know more, the professionals at The Advance Group can help you identify options that are ideal for your workplace. Contact us to speak with one of our skilled team members today, and see how our workplace communication expertise can benefit you.

 

 

How to Properly Onboard Your New Welders

Raza Rauf on September 17, 2018

 

When a new welder comes in on their first day, some companies don’t spend much time familiarizing them with the environment, introducing them to team members, or providing them with helpful information that will allow them to excel. Instead, they give them the basics of what they need to know and then largely leave them to their own devices.

While that approach may be quick, it isn’t offering your new welders the best experience. Plus, you are missing out on an opportunity to engage with them early, ensuring they are set up for success.

If you are adding new members to your welding team and want to make sure they reach peak productivity as soon as possible, here’s how you need to onboard them.

Create Strong Bonds

On a welder’s first day, they are walking into an unfamiliar environment. They likely don’t know every co-worker they will work with and usually haven’t met key members of the leadership team.

While forming relationships with their colleagues usually takes some time, you can facilitate stronger bonds through your onboarding process. Not only can this increase the new hires comfort level, but it often makes them feel more committed to the company.

If you want to create strong bonds, integrate interactive activities into your onboarding process. Craft mechanisms for peer-to-peer training, like assigned them a buddy to help guide them as they familiarize themselves with the company’s facilities, processes, and procedures. You can also include getting-to-know-you activities to help everyone share information about themselves, creating a positive and welcoming culture.

Build Their Confidence With Training

When you provide your new welders with comprehensive training, you increase their confidence in their ability to do their job effectively and independently. While giving detailed instruction takes time, it enables the worker to reach a point of peak productivity faster, making them more efficient contributors and allowing them to provide more value in less time.

Showcase the Benefits

Onboarding isn’t just about paperwork and showing the new hire where the bathroom is; it should also be about highlighting all of the benefits that come with being an employee of your company. Make sure they know what services and offerings are available to them, including everything from standard benefits like medical and retirement to fun perks like free snacks in the breakroom.

By showing your new hires everything that comes with saying “yes” to the job offer, you increase their level of engagement, ensuring they are invested in the success of the company. Additionally, it allows you to make sure they don’t miss out on something great and supports a culture of transparency.

When you follow the tips above, you increase the effectiveness of your onboarding process, allowing your new welders to thrive. If you would like to learn more or are looking for skilled welders to join your team, the experienced professionals at The Advance Group can help. Contact us to discuss your company’s process and goals with one of our knowledgeable staff members today and see how our expertise can benefit you.

 

 

How Much Does It Cost to Be Unemployed?

Raza Rauf on August 31, 2018

 

Being unemployed creates financial challenges. After all, you may be receiving little-to-nothing as income, depending on whether you qualify for unemployment benefits.

A few factors can impact the total cost of being unemployed, including how long it takes to secure a job and the kinds of expenses you have to manage as part of your job search. Additionally, using savings or investments to cover any shortfalls has ramifications beyond your shrinking balances.

If you are wondering how much being unemployed costs, here’s what you need to know.

The Time Factor

The biggest impact on how much being unemployed costs is time. It’s smart to assume that, for every $10,000 you are looking to earn in your new role, that it will add a month to your search.

For example, if you are seeking a position that pays $50,000, it might take around five months to land a job. However, there are other variables that impact this timeline, including whether your skills are considered in-demand, if there is a labor shortage in your field, and whether you are limiting your search based on certain preferences, like commute times.

Impact to Financial Stability

While you are searching for a new job, your income may be limited or nonexistent, depending on whether you are receiving unemployment benefits. This means you will likely need to handle your financial obligations with savings, funds from investments, or even with credit.

When you withdraw from savings, you aren’t just spending that money; you are missing out on any interest that would have otherwise accrued, as well. The same goes for investments. If you pull money out of a brokerage account, you lose any additional earning potential. Additionally, this may increase your income for the current tax year.

If you withdraw funds from a retirement account, you may also be subject to additional penalties, such as if you make early withdrawals, that can cost you even more. It can also harm your financial future, as you won’t have as much available when you do officially retire.

Job Search Costs

Conducting a job search isn’t free from expenses, either. For example, you may need to invest in an interview outfit, depending on whether you have something suitable already.

Additionally, costs like driving or using public transportation for interviews are factors, as well as printing resumes, providing copies of your portfolio, and other materials you may need to give the hiring manager.

How to Manage the Cost of Unemployment

If you become unemployed, you do have options to help keep your financial life afloat while you seek the right opportunity. First, apply for unemployment benefits, regardless of how you ended up unemployed. Not everyone qualifies, but it is always smart to check.

Second, review the fine print on any debt statements to see if you purchased insurance against unemployment, even if you don’t believe you have. If you have this form of protection, you may be able to get some relief from your payments for the short-term.

Finally, you can work with a reputable staffing agency to find short- or long-term opportunities that can help you take the next step in your career. Short-term positions are ideal for covering the income gap created by unemployment, and you can also find excellent long-term and permanent jobs through a recruitment agency.

If you are seeking new jobs, the professionals at The Advance Group can connect you with some of the area’s leading employers. Contact us to discuss your goals today and see how our services can help you find your ideal position.

 

 

3 Hidden Expenses of Hiring on Your Own

Raza Rauf on August 6, 2018

 

When you hire on your own, you are responsible for all costs associated with the activity. This includes paying for advertising, software to handle screening, the time required to review applications, and even website management expenses.

While many of the costs of hiring are easy to recognize, others may fly under the radar. Here are three hidden expenses of hiring on your own that you may not have noticed before.

1. Company Career Websites

Many job seekers still turn to company career websites for information about available jobs and what the company has to offer its employees. While most businesses have a website already, adding and/or maintaining a career segment does come with a cost.

Keeping the content optimized can be a challenge, particularly as search engine algorithms change on a semi-regular basis. Using proper SEO tactics may require assistance from a specialist, necessitating a new hire or the services of a consultant. Adjusting the page to meet today’s standards, particularly when it comes to mobile platform compatibility, and that the content remains fresh usually means having a web developer available. And, if you want to have a section dedicated to internal opportunities for current employees, you’ve added another layer of complexity.

Ultimately, having a company career website is a smart move, but it’s important to understand it comes with a cost.

2. Social Media Advertising

While adding a post that discusses a vacancy won’t cost you a dime, actively promoting that post comes with a price tag. Social media ads and sponsored posts give you the ability to spread the word about your open position with greater ease. You can even target users, like those in a particular physical location or with specific personal interests, to help track down an ideal candidate.

Typically, individual ads are very affordable. But, depending on the number of positions you are looking to fill and how difficult the skill set is to find, the costs quickly mount. If you aren’t budgeting for these costs and controlling the amount you want to spend on these ads, you may discover you are sending more money out the door than you intended.

3. Candidate Management Software

Applicant tracking systems (ATS) and customer relationship management (CRM) solutions can both be used to help keep tabs on candidates, handle initial screening, and even send out automated email updates to job seekers. But, as with any other piece of software, these require a financial investment, and high-quality solutions often come with a significant price tag.

While having an ATS or CRM can increase hiring efficiency, making them a valuable resource, it’s important to fully budget for their cost. If you are going to embrace a new solution or add services to your current system, make sure to look for hidden expenses, like implementation fees, that can increase the initial price, as well as any monthly service costs.

Even though the three areas above represent expenses, that doesn’t mean they aren’t good investments. However, you may find other arrangements more cost-effective, including partnering with a staffing firm for your hiring needs.

If you would like to learn more about how a staffing agency can help you keep your expenses low, the professionals at The Advance Group can help. Contact us to speak with one of our skilled team members today and see how our services can make hiring more affordable.

 

 

Taking an Internship This Summer? Here’s How to Excel!

Raza Rauf on July 30, 2018

 

 

Internships are valuable opportunities. They provide students and newly minted professionals with a chance to hone their skills and gain real-world experience over the course of a few months.

But, if you want to make the most out of your internship, it’s wise to not leave things to fate. While this may be your first time in a professional environment, that doesn’t mean you can’t excel in the role. If you want to take your summer internship to the next level, here’s what you need to do.

Identify Core Goals

Most interns have at least one goal in mind before they walk through the door on their first day, and that’s typically to gain valuable experience. However, an internship can help you achieve much more, particularly if you identify other potential objectives in advance.

For example, are their specific skills you want to learn that can help you professionally? Are you looking for a mentor that you can remain in contact with after the internship is done? Is getting a permanent position something you’d want to explore?

By identifying your core goals, you create objectives to work toward, helping you guide your experience in the most beneficial direction possible.

Treat It Like a Working Interview

Internships provide more than an opportunity to get your feet wet in a particular field. In some cases, they can also lead to long-term positions, giving you a chance to start your career with the same company. However, if you want this option to be available, then you need to treat your internship as more than a learning opportunity.

By treating your internship like a working interview, you’ll remain on your best behavior. Ultimately, it keeps you in the mindset that all of your activities and choices are being assessed to see whether you may be a good fit for a permanent position. This makes it easier to maintain a positive attitude and showcase your excitement for the opportunity as you know you only have a short time to make a lasting impression.

Additionally, it is a chance for you to evaluate the workplace and role, as well. You can determine whether you enjoy working with the company, if the culture meets your needs, and if the duties capture your interest.

Don’t Be Afraid to Ask Questions

Since an internship is a learning experience, questions naturally come with the territory. The company doesn’t expect you to know everything, so don’t hesitate to speak up if you need additional information.

By asking questions, you are being proactive, ensuring you have what you need to succeed. Additionally, it can show you have a curious nature and a willingness to learn, both of which can be viewed as positives by the organization.

Track Your Accomplishments

As you progress through your internship, make sure to track your accomplishments as they happen. Take notes about the achievement, quantifying details when appropriate, and save the summaries in a safe place. This allows you to reference your notes when updating your resume or discussing a possible permanent position and why you are a great candidate.

Ultimately, internships are excellent opportunities that can assist you as you move your career forward. If you are interested in learning more or are seeking a new job, the professionals at The Advance Group can help. Contact us to discuss your career goals today and see how our services can benefit you.

 

 

5 Ways Employee Wellness Benefits Your Company

Raza Rauf on July 9, 2018

 

From the company perspective, employee wellness programs are an investment. After all, there’s usually a financial burden that comes with administering such benefits, so knowing you’ll reap the rewards for managing the program is a must.

On the surface, it may be hard to see how employee wellness benefits your company. To help you understand the value, here are five ways employee wellness helps your bottom line.

1. Reduced Absences

By having a robust employee wellness program, you can reduce health-related absences. Healthier employees typically require fewer sick days and may be less inclined to take “mental health days” as a way to manage stress.

Plus, the length of absences may also decrease. Employees who are in good health usually don’t take as long to recover from an illness or injury, ensuring they are back to work faster.

2. Lower Medical Costs

Medical costs, such as healthcare benefits, are usually a substantial line item for every business. But, if you offer an employee wellness program, you may be able to reduce these expenses, helping you save more than you spend on the program.

Healthier employees don’t require as many medical visits or treatments, which can make it easier to achieve lower rates on your plans. Not only does this benefit the company, it helps your employees as well, keeping costs down for everyone.

3. Improved Retention

Offering an employee wellness benefit can improve your retention rates. When employees feel their employer cares about them, they are more likely to feel satisfied on the job. This decreases the urge to seek out new opportunities, particularly if your competitors aren’t offering a similar program. Ultimately, it can set you apart as an employer of choice, something that isn’t always easily achieved.

4. Attract Top Talent

When word gets out about your employee wellness program, this can help you cement your reputation as a great employer. Then, when you need to attract top talent for your vacant positions, you may discover you are having an easier time finding high-quality applicants.

Many job seekers consider a company’s reputation before applying for a job, so ensuring that yours is positive can go a long way when it comes to bolstering your recruitment efforts.

5. Increased Productivity

When employees know the company cares about their well-being, morale can improve, and productivity may rise. Plus, healthier employees may also be happier, especially if their employer is helping them achieve their health-related goals. This can provide an additional boost to productivity, allowing them to accomplish more during their day than their unhappy counterparts.

Ultimately, employee wellness programs are powerful benefits that can help you save money, increase productivity, improve retention, and even assist with recruitment. If you are interested in learning more or are seeking skilled job seekers for your vacant positions, the team at The Advance Group can help. Contact us to discuss your company’s goals today and see how our expertise can benefit you.

 

 

Stop Looking for Work at Work (And Start Looking Here!)

Raza Rauf on June 11, 2018

 

Looking for work while you are currently employed is inherently challenging. After all, you dedicate a significant amount of time each day to your employer, giving you less time to hunt down an amazing opportunity.

When faced with time constraints, some job seekers consider researching potential options while at work, but this can be a dangerous move.

Why You Shouldn’t Look for Work at Work

Conducting a job search while you are at work creates a certain amount of risk. First and foremost, your activities may be discovered by your manager or co-workers, increasing the odds word will get around that you are interested in leaving the company. Depending on your employer’s attitude, this could quickly put you on the chopping block.

If you try to use business resources, like a company computer or phone, the risk increases substantially. Your activities could be viewed as using the organization’s assets for personal gain, and many companies ban these actions in their employee policies. If your activities are noticed, either by an eyewitness or IT professional monitoring network traffic or incoming/outgoing calls and emails, you could face stiff penalties, including possible termination.

Ultimately, conducting a job search while at work could lead to backlash, so it’s best to avoid that approach, even if you are using your personal smartphone, tablet or another device to find new opportunities.

The Better Way to Conduct a Job Search

Even if you pull long hours with your current employer, that doesn’t mean you can’t conduct an effective job search. However, it does mean you need to take the right approach when you’re looking for work.

One of the best ways to proceed is to work with a local recruitment agency, like The Advance Group. Experienced recruiters understand the challenges you are facing and will work with you to ensure your current job isn’t put at risk unnecessarily.

For example, they can meet with you after work hours to discuss your needs and preferences. They can also ensure your activities are confidential, decreasing the likelihood a manager or co-worker at your workplace will find out you are interested in leaving.

Additionally, they can search for opportunities for you. Not only will you benefit from their placement expertise and connections, but also from the time they are able to dedicate to the process, making it easier for you to manage tasks like resume submissions and interviews with your busy schedule.

Ultimately, a skilled recruiter functions as a job search resource and advocate, allowing you to accomplish more in less time, all while being discrete.

If you are looking for work and are interested in finding a new position, the professionals at The Advance Group can connect you with exciting opportunities at some of the area’s most coveted employers. Contact us to speak with one of our knowledgeable team members today and see how our services can make your job search manageable, even if you are currently employed.

 

 

Candidates Need This From All Employers

Raza Rauf on May 4, 2018

 

Workplace flexibility is often touted as a benefit during the recruitment process. The idea of having a flexible schedule is incredibly enticing, drawing in top talent from around the area.

But, when the selected candidate officially joins their team as a new hire, the reality doesn’t always align with the promise. Sometimes, it turns out their options are more limited than they were lead to believe. In other cases, workplace flexibility is functionally non-existent.

Flexible work arrangements are incredibly important to candidates, particularly as more and more professionals face increasing demands in both their professional and personal lives. If you aren’t offering workplace flexibility, here’s why you need to reconsider.

More Productive Employees

One of the biggest benefits of flexible work arrangements is typically the increased level of overall productivity. Employees have the ability to handle their work and their lives in such a way as to make both easier to manage.

For example, instead of using leave to handle a doctor’s appointment, they can simply adjust their schedule. This allows them to work a full day, instead of losing time to address the other obligation, keeping productivity higher while still giving them the ability to take care of some of life’s other demands.

Attracting Top Talent

Offering workplace flexibility can be an excellent selling point when you need to locate highly skilled professionals to fill vacant positions. Generally, it’s a benefit that job seekers hope to find, so they may favor opportunities that come from companies willing to provide it.

If you are seeking in-demand skills, you need to stand out from your competitors. Providing employees with flexible work arrangements can be a great differentiator if other businesses haven’t embraced the idea.

In contrast, if you aren’t providing flexible schedules, but your competitors are, you may have trouble recruiting top talent. If they realize other companies are willing to accommodate this desirable benefit, and you don’t include that in your offering, they may forgo a position in your business for one that provides them with what they need.

Does It Have to Be Completely Flexible?

While an entirely flexible work arrangement can be desirable in the eyes of candidates, it doesn’t always make sense for every industry. Some companies choose to provide flexibility within a set of boundaries, and that can still be touted as an attractive perk.

For example, you may limit telecommuting to a specific number of days a week or require in-person attendance for weekly meetings. Alternatively, you may state that employees must complete their eight-hour shift, but give them a 12-hour window to meet the requirement, such as allowing them to work any time between 7:00 am and 7:00 pm.

If your industry requires some boundaries, attempt to give employees as much flexibility as possible and outline any restrictions clearly. That way everything is upfront and well-defined, giving candidates a clear picture of what you have to offer.

If you would like to know more or are looking for a skilled professional to join your team, the recruitment specialists at The Advance Group can help. Contact us to speak with one of our experienced staff members today and see how our expertise can benefit your company.

 

 

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