Are You Guilty of “Vacation Shame” in the Workplace?

Raza Rauf on July 7, 2017

In a perfect world, from the perspective of many employers, workers would want to come to work week in and week out, never needing time off to rest and rejuvenate or to help avoid burnout. But the fact is people need time away for a variety of reasons, including to simply improve morale or take some time to reset. While most companies have reasonable vacation policies, some workplaces attach guilt to a request for time off and this attitude can actually hurt an employee’s sense of job satisfaction, lower productivity, and even lead to burn out.

If you want to make sure your business supports the need to take some time off, and doesn’t guilt employees with vacation shame, here are some methods to do just that.

Create a Vacation-Friendly Culture

To help everyone reap the benefits of taking time off to recharge, it is important to have a company culture that supports the reasonable use of vacation time. While some businesses have chosen to institute an unlimited vacation policy, allowing workers to take time off without having restrictions regarding the number of days, this isn’t a necessity as long as sufficient time off is supplied. Consider allowing PTO is be earned more quickly by moving away from traditional tenure-based schemes. You can also institute a “use or lose” policy to encourage employees to use their vacation hours within a specified time period.

As long as managers stay in tune with the needs of their workers and create mechanisms to ensure critical tasks are covered when staff members take time off, having a generous vacation policy can actually work in everyone’s favor.

Be Realistic About Productivity Shifts

It is easy for managers to worry about lost productivity when key employees are away but, in most cases, day-to-day operations are largely unaffected if a strong plan is in place. Make sure team members are cross-trained to cover each other’s duties, guaranteeing you always have coverage for priority work. Additionally, create policies regarding the use of extended vacations that require a sufficient amount of planning time before a worker is out for a planned absence.

By focusing on the planning and cross-training aspects, most organizations can ensure that all activities are well covered regardless of who is taking time off. It can also create a supportive culture, as team members understand who will be managing their work while they are away and that they are expected to do the same for others.

Often, the benefits to morale and productivity make the planning efforts worthwhile and can ensure that employees feel confident in their ability to be away from time to time since the business will suffer no ill effects.

If you are interested in expanding your team to make vacations more feasible and stear clear of vacation shame, giving you the extra manpower to support cross-training and planning, the professionals at The Advance Group can help you locate top candidates quickly. Contact us to speak with a recruitment specialist about your hiring needs today.

4 Ways to Tell if You’re Not Getting the Customer Service Job

Raza Rauf on July 3, 2017

While it’s wise to always be optimistic during your customer service job search, not every opportunity is going to result in an offer. In an ideal world, the company or hiring manager will clearly let you know when you aren’t going to be selected, but that isn’t always the case. Sometimes, they choose not to reach out to every applicant regarding the status, or they just prefer to avoid the awkward conversation about the decision.

However, even when you aren’t explicitly told “no,” there are often signs that it is time to pursue other positions. Here are four ways to tell you’re not getting the customer service job.

1. The Disappearing Act

If the hiring manager was previously highly accessible and then suddenly won’t return your calls, it’s a sign that they are no longer pursuing you for the position. While it can be frustrating, the change in behavior is often caused by their priorities, such as filling the position. If they don’t think you’re the right fit, then they have likely turned their attention to evaluating other candidates and may not extend the courtesy of letting you know.

2. Contradicting Statements

Sometimes, a hiring manager, after failing to follow up in a timely manner, will provide an excuse for their sudden absence, like an illness. However, a check on their social media feed or other information source doesn’t match up to their story. When that happens, it’s best to assume that they are no longer interested in you as a candidate and just don’t have the nerve to tell you directly.

3. Constant Interruptions

Even if you do get the hiring manager on the phone, that doesn’t mean they are set to move forward with you. If there always seems to be an urgent manner that has them jumping off the phone when you call, it could be an indication that something else is happening. While everyone has an emergency from time to time, repeated instances suggest they are trying to avoid the conversation, which is often a sign they are no longer interested.

4. Evaluating Other Candidates

While there may be other interviews already scheduled after yours, actually hearing that the hiring manager “wants” to meet with other candidates first typically doesn’t bode well. Generally, if they think you’re a great fit for the position, they won’t say they “want” to see other applicants. That particular word suggests something isn’t sitting right with the interviewer and that they think that can find someone more suitable. While it isn’t a guarantee you’re out of the running, consider it an open invitation to continue your search.

If you are interested in pursuing a new customer service job, the professionals at The Advance Group can help you find the right position for you. Schedule an appointment to speak with one of our recruiters and see how our services can move your job search forward.

What Are Light Industrial Employees REALLY Looking for in Their Jobs?

Raza Rauf on June 30, 2017

Everyone knows that light industrial employees are looking for a competitive salary, but pay isn’t the only thing that workers need to be satisfied with their employer. In fact, many employees value the company’s reputation and culture along with doing work that has a greater meaning or purpose.

This means businesses need to learn about what motivates their employees, such as their values and strengths, and work to keep their teams engaged to keep top talent on the payroll. To see if your company is bringing everything it can to the table, here are some insights regarding what light industrial employees are really looking for in their jobs.

Foundations of a Great Workplace

Employees are often looking for companies where the core mission aligns with their personal values and belief systems. Additionally, workers want to apply their skills to help organizations reach goals that they can get behind. Feeling as though their contribution makes a difference to more than just the bottom line is a powerful motivator, and can help employees stay engaged on the job.

Typically, workers also want opportunities to grow their skills and advance up the ranks. This includes being offered challenges that help them grow as well as formal training options to gain further their experience. Companies that support career development are highly sought after as most workers are interested in taking their career to the next level and not simply stay in their current job.

Company Culture

An employer’s brand and corporate culture also play heavily into a worker’s decision to accept a position and remain in an organization’s employ. Often, workplaces that give employees a chance to grow their skills and experiment with new technologies are favored amongst top candidates, as the workplace is seen as supportive of their larger goals.

Additionally, workers like seeing their employers participate on social media sites, like Twitter and LinkedIn, as it gives them insight into the organization and shows the business is keeping up with the times.

Improved Recruitment Outcomes

By understanding that employees are looking for more than just a simple paycheck, companies position themselves to attract a higher quality candidate. This makes it easier to locate top talent for vacancies and can improve overall retention by creating a workplace where employees can thrive and forward their careers.

It is important to realize that even applicants with the right skills may not be the best choice for filling a position. Finding workers that share similar values and priorities can help ensure they fit well into the environment as a whole, improving long-term success.

Ultimately, your employees are representatives of your company, so focusing on creating the right culture and opportunities while hiring for the best fit creates a more satisfied group of workers. And happy employees will reflect positively on your company.

If you are looking for new light industrial talent to join your team, the recruitment professionals at The Advance Group can help you find the best candidates available. Contact us to see how our services can work for you.

Stay Positive in Your Job Search with These Tips

Raza Rauf on June 26, 2017

Searching for a job is rarely on anyone’s list of favorite things to do, but sometimes it has to be done. Whether you are currently unemployed or are looking to take your career in a new direction, managing frustration with the process and fears about the results can take a toll, making it difficult to stay positive as you move along.

But allowing negative feelings to take a hold can harm your job search efforts, making it harder to find the right opportunities and make it through the hiring process. While finding ways to stay upbeat may feel like a serious challenge on its own, there are actually plenty of ways to help you keep a smile on your face while you find your next position. Here are some tips for staying positive in your job search so that you can keep pushing until you find the right job for you.

Have a Plan

Many people say that you should treat a job search just like a job, and creating a strategic plan can help you do just that. Before you get too deep into web searches and job boards, take the time to consider your goals and what it will take to accomplish them. Then, create a schedule to help you focus your efforts and give yourself an outline of how to proceed.

The intention of the plan is to give yourself something to refer to when times get tough and to help you see how far you’ve come. It also serves as a reminder as to why you are putting in the work, which can keep you motivated when times get tough.

Practice Self-Care

To get through a challenging job search, you need to make sure you are taking the right steps to care for yourself. Activities like eating right, getting enough sleep, and exercising are all at least as important now as they were before, if not more so. Otherwise, you may find yourself fighting fatigue, exhaustion, or even depression.

Regardless of how strenuous your job search is, it is always wise to make time to practice self-care. If you aren’t sure where to fit it in or are afraid you’ll get distracted by your other tasks, add these activities to your calendar and treat them like any other important appointment. That way, you won’t forget simply because time got away from you.

Send Thanks

Whenever you are contacted about an opportunity, score an interview, or finish a meeting with a hiring manager, always take the time to send a thank you note. Offering thanks can leave a good impression with those who may ultimately offer you a position, but it can also make you feel good too. Giving thanks is shown to brighten our moods, so never hesitate to do so whenever the chance arises.

If you are interested in working with professionals to help your job search move forward more smoothly, The Advance Group can help you explore your options. Contact us today and see how our services can make your next job search something to smile about.

Yes, You Can Recover from a Big Mistake at Work

Raza Rauf on June 23, 2017

Making a mistake at work can be frustrating and even embarrassing. Some errors have limited repercussions, possibly leading to a simple correction, while others carry more weight. However, it is important to remember that everyone makes mistakes from time to time, and it is possible to recover with a level of grace and professionals. To help you navigate your way whenever you take a misstep, here are some tips for handling the situation well.

1. Start with an Apology

No matter the cause of the mistake, it is always important to apologize. This shows you acknowledge the error and take responsibility to any hardship it may have caused, no matter how minute. Often, trying to defend or fight it will make you come off worse than simply owning the situation as it is, so stepping up will normally yield better results.

2. Don’t Place Blame

Even if other people were involved in the mistake, it is always better to leave blame out of the conversation. Instead, admit to your part in the error and take responsibility. If anyone else was involved, leave it to them to come forward or for their part to be discovered by members of the leadership team.

3. Learn for Next Time

Once you admit to (and apologize for) the mistake, it is vital you take steps to avoid repeating it in the future. This means you need to review how the error happened and determine what needs to happen to prevent it in the future. If you aren’t certain of actions you can take on your own or if you need additional guidance, make sure to reach out to either your manager or another co-worker who has the skills or knowledge to lead you forward.

4. Speak with Your Manager

After you make a mistake, it is common to worry about how your manager views you as a member of the team. Often, setting aside some time to discuss the mistake and how you would handle things differently in the future can alleviate their concerns while also giving you feedback to help you improve. This also ensures nothing is left unsaid that could lead to issues in the future, so handling this as soon as possible is often the best course of action.

5. Reevaluate Your Skills

If you find yourself making mistakes on a frequent basis, then it might be time to reevaluate your skills and determine if you either need additional training or to pursue different career opportunities. At times, an error occurs when our skill set isn’t as strong as we believe but can be remedied by taking additional classes. However, if the misstep is due to being in a position beyond your experience, it can make sense to consider other employment options.

Even if you have strong skills, that doesn’t mean every job will be a great fit even if it is in the right field. If you are interested in exploring new opportunities, The Advance Group can help you find the new options. Contact us today and see what jobs may be open in your field.

Turn Your Workplace into a “Best Place to Work”

Raza Rauf on June 19, 2017

Most companies are familiar with the “Best Places to Work” list created by the site Glassdoor. Those who make the list often have their pick of top talent, making them models that many businesses strive to follow. But what separates a good company from a great one? And what truly makes some organizations the best? To help you see how these top companies differentiate themselves from the competition, and what you can do to improve your workplace, here are some key areas that define the greats.

Cultivate Passion

Most of the best places to work have one thing in common: passionate employees. These workers and managers operate with a sense of enthusiasm and curiosity and are typically more open to change than those who feel less strongly about their work.

Cultivating passion means creating a culture that encourages exploration and one that is open to taking new avenues when the right opportunity presents itself. While not every idea will turn into something helpful, making sure workers have the space to consider new possibilities and formulate new ideas can help keep the level of passion high.

Support Growth

Employees want to work for businesses that will help them progress in their professional lives, either through informal arrangements or formal programs. Companies that give workers a chance to learn new skills, interact with emerging technologies, and work together in new ways help employees advance their understanding of their field and keeps them feeling challenged.

Often, top performers need this kind of workplace to thrive, as it keeps them engaged and gives them new opportunities to grow. Without them, your best and brightest likely won’t stick around if a better offer comes around.

Offer Recognition

Another must-do to be considered a great employer is to recognize employees for a job well done. Anything from a sincere thank you from a manager to a full employee appreciation event can do the trick, as long as workers are shown that their input is valued by the company overall.

Some organizations make the mistake of treating employees like assets and not people. By acknowledging their efforts, you show that you understand the company wouldn’t be where it is today without workers like them.

Offer Competitive Salaries

While compensation alone doesn’t make a company a best place to work, not remaining competitive is a sure way to find yourself off of that list. Businesses need to keep pace with their competitors in regards to salary and benefits. Failing to do so may lead top talent to simply pass you by and your current employees to leave once a better opportunity becomes available.

Now, you don’t have to outdo other companies in the area of compensation. Instead, just make sure you are within the norms for your location and the type of work being performed.

If you are interested in learning more about what make a company a great place to work or are looking to hire new members for your team, let the professionals at The Advance Group put their hiring expertise to work for you. Contact us today and see how our services can help your business reach new heights.

Setback at Work? No Problem! Here’s How to Recover

Raza Rauf on June 16, 2017

At some point in almost everyone’s career, there will be a setback. It could be as simple as not performing well during an interview or as dramatic as being unexpectedly laid off. Regardless of the situation, facing career challenges is part of the norm, so it is critical to find ways to manage these struggles when they occur. And much of addressing setbacks properly has to do with reframing how you view the situation in the first place.

If you want to change your mindset to make recovering from a setback easier, here are some tips to get you started.

Identify Your Current Thoughts

The first step involves evaluating how you currently see the situation at hand. This process requires you to step back and consider whether you are viewing the events realistically or if they are colored by negative emotions you may be feeling.

For example, after a poor interview performance, it is easy to think that you will never get another opportunity like it again. However, the truth is that new jobs become available on a daily basis, so it is unlikely that is your last chance to secure a new position.

Try the Opposite Perspective On for Size

Once you’ve identified your negative thoughts or feelings on a matter, take the time to see it from the opposite viewpoint. Instead of seeing a missed opportunity or failure, consider if the outcome is actually a success.

This approach isn’t about complete accuracy; it is intended to get you thinking about the situation in a new way and allowing your mind to make new connections. Often, focusing on the counter to your original mindset helps you bridge the gap between the two and will enable you to find a sense of balance.

Pick the Mindset You Prefer

After you’ve assessed the situation from opposing perspectives, choose which mindset you’d rather have and move forward. Much of how we react to a perceived setback is based on our chosen mindset, and perspectives can be changed at any time. That means you can opt to see the outcome as positive regardless of what happened.

For example, using the interview example from before, you can decide to see it as a learning opportunity that will help you perform better next time, or might consider if you’re less than stellar performance was due to the fact that something about the job wasn’t actually right for you. Then, simply identify what you can do to manage things better the next time around and head on to the next challenge.

The important thing to remember about mindsets is they are never completely accurate. So, choose the perspective that is most beneficial to you and allows you to move forward confidently.

If you are looking for new opportunities to move your career forward, the recruiters at The Advance Group can help you see everything your area has to offer. Contact us to discuss your goals today.

How Positive Is Your Office Culture?

Raza Rauf on June 12, 2017

The idea of maintaining a positive office culture is often referenced for its ability to attract strong candidates and retain employees. But understanding where your company falls on the scale of negative to positive isn’t easy, especially because the idea isn’t always well defined.

Typically, a company’s culture includes a mix of the beliefs, values, traditions, and rituals within the organization, and often develops over a significant period of time. It is often seen as critical for ensuring employee satisfaction and directly impacts productivity amongst those working in the office.

So, what does a positive culture look like? Here are some key criteria to help you see if yours fits the bill.

Supportive

In most cases, a positive culture makes employees feel supported in the personal and professional lives. This includes promoting a better work/life balance as well as giving them opportunities to learn new skills and develop within their chosen field. Often, companies with strong reputations in these areas formalize programs designed to help workers success, including training and mentorship programs as well as flexible work options and generous paid time off.

Recognition

Employees typically crave recognition for their hard work. Whether it is a simple acknowledgment from their manager or a formal presentation during a larger appreciation event, being recognized for their contributions shows that the company understands the value of their contributions and is willing to take them time to call attention to it.

Businesses that are most successful in this arena often combine formal recognition with casual appreciation. By giving thanks for a job well done right when the work is complete, it provides employees with an immediate boost for facing the next challenge. Larger events demonstrate the businesses willingness to champion their best and brightest, which can be encouraging to the employee as well as the rest of the staff.

Protective

Maintaining a strong company culture can require taking certain steps to protect what has been built. This can include letting workers go if they have a negative influence on their team or the organization as a whole. Ideally, you want employees and managers that can do the work required while also promoting the ideals set forth by the company. So, if a top performer with a poor attitude is bringing down their team or a manager isn’t providing proper training and communication, it can be wise to let them go.

Not every individual is going to fit into every organization, and that’s okay. When it comes time to hire, look for candidates that possess the right mix of base skills as well as the personality to work well in the environment. Often, hard skills can be taught to the right applicant, but it is challenging to get someone to fit into a culture that simply doesn’t match their style.

If you are interested in finding new employees that support a positive office culture, The Advance Group has the expertise to find the right match. Contact us today and see how a strong cultural fit can help everyone succeed.

The Secret to Being a Better Employee (Hint: It’s Working Less!)

Raza Rauf on June 9, 2017

When most people think of getting ahead at work, they often assume that putting in more hours is the only way to do. However, getting up earlier, staying later, and skipping lunches or breaks doesn’t actually make you a better employee. In fact, going the extra mile in that way can actually have the opposite effect, leaving you tired and unmotivated.

Instead, the most successful people end up being a better employee by learning how to achieve more by doing less. Here are some tips you can use today to help you walk that same road.

Define Goals

Before you take a single step on a project, it is important to outline your goals. Have a clear idea of what you want to accomplish during the day, week, year, or beyond and use that information to help you define which tasks you should take on and which are better set aside. Then, instead of simply accepting more work because you think it will help you be a better employee, you can define which ones actually help you move towards your goals. If a task doesn’t fit, see if it can be eliminated. Then, you can fully concentrate on those that provide value.

Set Priorities

Once you understand your goals, you can now set priorities. This involves determining which tasks will help you best reach your goals by having the largest impact on your forward progress. Certain activities will be critical to your overall success while others have a smaller effect on your ability to perform your duties. By setting priorities, you can define your point of focus. This helps ensure you aren’t simply jumping between tasks because you aren’t sure which are truly vital and which can wait.

Learn to Say “No”

Sometimes the way to be more productive at work is to learn when to say “no.” Many people struggle with turning down tasks, but failing to do so means your attention may be pulled in directions that don’t further your goals or even fall into your job at all. If you have other commitments that require your attention, and the new task simply doesn’t fit, feel free to decline if you have the option. That way, you can focus on your work and give it the attention it deserves.

Audit Your To-Do List

Sometimes, we add a task to our to-do list with the best of intentions, but when it comes down to it, some of those things aren’t actually a necessity. Take some time to review your current list of obligations and see if everything on there actually has to happen. Then, go over what is left to see what actually need to happen now and what can be postponed.

Along the way, if you find tasks that aren’t truly within your skill set, see if they can be delegated to someone with the right area of expertise who might enjoy the work. Finally, use your remaining to-do list to guide your efforts on things that actually require your attention.

In the end, being a better employee isn’t about working harder, it’s about using your time wisely. Make sure you keep your goals in mind and keep those as your priorities.

If you are interested in finding new employment opportunities that better align with your goals, the professionals at The Advance Group can help you on your journey. Contact us to discuss your career priorities and see how our services can work for you.

Your Company Can Avoid Expensive Penalties, Fines and Lawsuits!

Raza Rauf on June 6, 2017

Here’s Why Your Employees Are Quitting

Raza Rauf on June 5, 2017

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

1. Stress and Work-Life Balance

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

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

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

2. Low Pay

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

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

3. Poor Relationships with Managers

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

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

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

5 Tips to Improve Communication in Your Light Industrial Workplace

Raza Rauf on June 1, 2017

When it comes to maintaining a productive workplace, communication is key. Employees want their managers to provide information more effectively and even with a higher frequency. Improving communication in your light industrial workplace doesn’t have to be difficult. To help you get started, here are five tips you can begin using today.

1. Be Clear and Concise

When it comes time to deliver important information, make sure to focus on being clear and concise. This means you need to plan what you are going to say and work to be direct. Make an effort to avoid ambiguous language by keeping the information specific and on point. Additionally, don’t use any acronyms that aren’t commonly understood by all of the light industrial employees to whom you are speaking.

2. Actively Listen

Many people spend the time when another person is talking to plan what they will say next, but that often means you will miss out on potentially critical parts of the conversation. Being an active listener requires you to focus on what the other person is saying, taking in not only the words they are using but their body language as well. And, you need to wait until they have finished covering what they want to say before considering how to respond. This ensures you get the full value of what is being said and that you can contribute in a more meaningful way than if you let your thoughts overshadow the other person’s contributions.

3. Meet Face-to-Face

Whenever the information being presented is difficult, negative, or could bring about a lot of questions, it is always better to say it in person. Not only will you get the benefits of non-verbal communication during the conversation, but you also have the ability to solicit immediate feedback, ensuring everyone understands things as they are and that there isn’t any confusion.

4. Follow-Up in Writing

Ideally, any information provided verbally should be followed up with a recap in writing. Everyone has different preferences when it comes to communication and covering important materials in written and spoken forms gives employees a chance to review the information in a manner that suits them best. Additionally, it will serve as a reference point for future conversations while ensuring everyone has access to the facts, even if they miss the initial meeting.

5. Stay Professional

Regardless of whether the information being covered is positive or negative, it is critical to remain professional at all times. Often, this requires managers to take care when it comes to word choice and to avoid reacting to conversations in an overly emotional way. Now, this doesn’t mean you need to be an automaton when delivering news, just that you can’t let your personal feelings on a matter affect your delivery.

By using the tips above, you can work to improve communication in your light industrial workplace, benefitting both you and your employees. If you are interested in more tips about workplace communication or are looking for a top candidate to join your team, The Advance Group has the expertise to help you move forward. Contact us today and see what our service have to offer your business.