The Difference Between Production Worker and Supervisor

HMG Success on November 12, 2018

Nearly every manufacturing environment uses a form of hierarchy. Workers report to supervisors, supervisors report to managers, and managers report to senior leaders or company owners.

The structure ensures various operations and decisions are handled at the right level, an approach that, when properly implemented, can enhance productivity. Senior leaders aren’t burdened with small issues on the floor that don’t require their attention, as supervisors and managers can properly address those concerns. Similarly, workers aren’t stuck waiting for the company owner to be available to handle a simple issue.

However, beyond being placed on a different tier on the organizational chart, there are a few fundamental differences between supervisors. Here’s what you need to know.

Production Worker

Production workers play an integral part in a company’s operations. They handle the tasks that allow a product to be created, such as assembling pieces, crafting components, and similar activities.

Often, production workers spend a lot of their time working with their hands as well as making use of machines, tools, and other equipment. The jobs are nearly always physical in nature, even if they don’t require heavy lifting.

Additionally, production workers usually spend most, if not all, of their day on the production floor. Rarely does the work take them into an office environment, though it may occur occasionally.

Even leads have more in common with production workers than supervisors in the majority of cases. While they may guide the activities of their co-workers or offer assistance if a problem arises, they don’t typically have a substantial amount of decision-making authority. For example, they usually don’t have the ability to hire or fire team members, approve leave requests, or similar activities that are more managerial in nature.

Production Supervisor

Usually falling into the lower to mid-level management ranks, depending on the environment, production supervisors do have some amount of decision-making authority. They directly oversee, and are often responsible for, a group of employees, typically production workers.

Production supervisors have the ability to make specific assignments based on the company’s needs and may have the ability to hire or fire team members. They may be responsible for employee reviews, giving them the ability to review a worker’s capabilities and provide feedback in an official capacity.

While production supervisors also spend time on the floor, the bulk of their duties involve ensuring day-to-day operations proceed as planned. This includes the ability to decide how certain issues should be addressed, should there be a question regarding the best course of action.

However, they don’t necessarily have carte blanche when it comes to rendering decisions. In many cases, production supervisors are in a middle tier of the organization’s hierarchy. They report to someone above them, so certain decisions may need to go up the chain, instead of being handled at that level.

Ultimately, there can be a lot that separates production workers from supervisors. However, to reach the rank of supervisor, most spent at least some time on the manufacturing floor, building a fundamental understanding of production processes that serve as a foundation of their decision making.

If you would like to learn more or would like to explore open production worker jobs, the professionals at The Advance Group can help. Contact us to speak with one of our skilled recruiters today and see how our industry expertise can help you find a production worker job today.

A Surprising Way to Handle Workplace Conflict

HMG Success on November 9, 2018

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

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

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

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

Be on the Same Side of the Problem

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

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

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

Assume Everyone Has Good Intentions

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

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

Keep It in Mind When You Talk

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

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

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

Why You Should Be Grateful for Temporary Jobs

HMG Success on November 5, 2018

Many job seekers question the value of temporary jobs. After all, they are typically short-term opportunities, so it may be hard to see how those experiences can help you during your career.

However, temporary jobs can actually be incredibly beneficial. They give you the ability to explore different roles, industries, and workplaces, all without having to worry about quitting if the position doesn’t work out.

If you aren’t sure why you should be grateful for temporary jobs, here are some points to consider.

You Learn What You Do and Don’t Like

Temporary jobs let you act like an explorer. You’ll be exposed to different environments, people, and duties, allowing you to experience them all in a real-world job setting. During the course of your assignment, you are going to learn a lot about which tasks you prefer, what workplaces and cultures resonate with you, and what aspects of the roles might not be right for you.

Ultimately, time in these jobs can help you craft a clearer idea of what you actually want from your career. You may find that a different specialty suits you better than the one you initially selected, that certain management styles allow you to thrive while others hold you back, or that an open office environment makes your skin crawl. All of this is valuable information that increases the odds you’ll make the right decision when you seek out your next opportunity.

Skill Acquisition and Development

When you work in a temporary job, you’re going to put a number of your existing skills to work. Plus, you’ll usually be exposed to new systems, process, or tasks, allowing you to gain new ones along the way.

Even if a position wasn’t your favorite, you likely acquired or developed a skill that can help you in your next job. Nearly every opportunity hones at least one transferable skill, so for every temporary position you take, your resume gets that much stronger.

Expand Your Professional Network

When you enter a new workplace, you are given a chance to expand your professional network. You won’t just meet people for a few hours at an event; you’ll work side-by-side for days, weeks, months, or longer. This gives you a chance to forge a meaningful relationship with managers and co-workers you may have otherwise not met, or at least not had the opportunity to get to know on that level.

Even if the temporary job isn’t ideal, you may make connections that can help shape your career for years to come. These new members of your network may be a perfect professional reference for your next opportunity or could know about a position somewhere else that is a great match.

Ultimately, temporary jobs can be exciting opportunities, giving you a chance to learn more about your preferences, enhance your skills, and expand your network, all without a long-term commitment. If you are interested in exploring short- or long-term positions, the professionals at The Advance Group can help. Contact us to learn more about our current job openings and see how our services can make a difference in your career today.

Add These Skills to Boost Your Welding Resume

HMG Success on November 2, 2018

When it comes to manufacturing, welders play critical roles in a range of production, construction, and industrial environments. They may help build buses or aircraft, repair buildings and structures, or assist in any scenario where metal parts need to be joined together. This means there can be a lot of exciting opportunities for skilled welders.

However, if you want to apply for a coveted role, being able to separate yourself from the other candidates is essential. Usually, professional welders will have similar core competencies, so demonstrating you have skills beyond the basics can make all of the difference.

If you are ready to boost your welding resume, here are a few skills you definitely want to add to your repertoire and showcase on your applications.

Mathematical Skills

Math plays a big role in welding. It ensures you can calculate dimensions properly, interpret sketches, and read blueprints correctly.

When you want to stand out, make sure to discuss your abilities in those areas. Also, work to highlight your spatial reasoning capabilities as well as mention your experience with both 2-D and 3-D diagrams along with blueprints.

Attention to Detail

When you’re a welder, the details matter. For example, if you fail to thoroughly clean parts, chips, and holes, your work could end up with flaws, some of which could have dangerous repercussions.

Showing the hiring manager you have excellent attention to detail can help demonstrate you are an ideal candidate for the role. Don’t be afraid to mention the importance of maintaining a clean work area, strictly following safety standards, being precise when trimming materials, or monitoring molten metal flows to ensure results, as all of these points showcase your attention to detail.

Physical Capabilities

Welding is incredibly physical work. You often have to spend long periods standing, as well as bend, twist, lift and stoop repeatedly throughout the workday to accomplish your tasks. Additionally, you need strong hand-eye coordination, good vision (either with or without corrective eyewear), manual dexterity, and stamina. Plus, you have to be able to maintain productivity standards in adverse conditions, especially in high heat.

Since the work is very physical, don’t hesitate to touch on these points when you are applying for a welding position. Let the hiring manager know you are capable of handling these demands, as it will put their mind at ease.

Administrative Skills

While welding isn’t an office job, administrative tasks are common in these roles. For example, you may need to inventory supplies, document your work, and plan projects, all of which come with an administrative component.

When you need to boost your welding resume, don’t shy away from discussing these aspects of your previous roles. It may make you seem like a more well-rounded candidate, and is information the hiring manager will value.

By adding the skills above to your resume, you can stand out from the competition when applying for a welding job. If you are seeking new jobs in Michigan or Ohio, the professionals at The Advance Group can help you explore your options. Contact us to discuss your ideal position and see how our services can benefit your job search today.

Why You Need to Work on Workplace Diversity

HMG Success 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.

It’s Not You, It’s Bad Company Culture!

HMG Success on October 22, 2018

Sometimes, the hardest part of a person’s job has nothing to do with the tasks they need to complete. Instead, the environment itself creates the biggest challenges.

When the things that are making it harder to remain productive include workplace politics, poor communication, constant turnover, or interpersonal issues among team members, you might not actually be the problem. Instead, the bad company culture is taking everyone down, creating a sinking ship where everyone is simply trying to avoid being sucked under.

If you are wondering whether your company’s culture is harming you or your career, here are some signs it could actually be the problem.

Gossip Reigns

When a workplace is plagued with gossip, even if it isn’t always malicious, it breeds an environment where distrust can thrive. Even in the mildest of cases, employees begin to wonder if they are also a topic of conversation, and that can leave people paranoid and suspicious.

In worst-case scenarios, gossip can quickly turn into bullying and trash talking, both of which are incredibly harmful. And, unless management is prepared to intervene, the culture will suffer until someone chooses to act.

Negativity

While it isn’t uncommon for co-workers to discuss the merits of a particular approach to a task or project, if the tone is always that everyone will inevitably fail, that’s a sign of a toxic environment. Plus, if management also tends to focus on the negative, the situation is even more pervasive, as most workers take their cues from leadership regarding what is an acceptable mentality.

If poor attitudes are incredibly prevalent in your workplace, the culture is likely similarly negative. Over time, this can wear you down. Plus, it makes collaborative duties significantly harder to manage.

Overly Competitive

In some cases, a little friendly competition can actually be motivating. However, if the workplace is competitive to the point where team members will sabotage one another as a means of getting ahead, the environment is toxic.

An overly competitive workplace breeds feelings of distrust. Instead of co-workers banding together to solve problems and help the company thrive, they begin to focus on outdoing each other, and that rarely yields positive results.

If management reinforces this form of competitiveness, that’s an even more troubling sign, as it shows company leaders are willing to pit employees against one another instead of creating a collaborative environment based on group accomplishment.

The Blame Game

When something goes wrong at work, do people take ownership of their mistakes, or do they automatically try to find someone else to blame for what went wrong? If you are in the latter situation, that’s a strong sign of a poor company culture.

While admitting to one’s mistakes is always difficult, being able to do so shows self-awareness and an environment based on accountability. If no one is willing to even humor that they may have made a misstep, then it’s easy to start believing that you can’t rely on anyone, creating additional feelings of distrust.

Ultimately, any of the signs above could indicate that the issue isn’t you, it’s a bad company culture. If you are interested in learning more or are seeking out new opportunities with some of the area’s leading companies, the professionals at The Advance Group can help. Contact us to discuss your ideal workplace today and see how our services can make finding an employer with an excellent company culture easier than ever before.

Don’t “Ghost” Employers!

HMG Success on October 19, 2018

When it’s a job seeker’s market, candidates have a surprising amount of power. However, a side effect of shrinking labor pools and low unemployment has been the increased rate of candidates deciding to “ghost” potential employers.

For example, some job seekers are choosing to no-show to interviews, instead of canceling in advance. Others are deciding not to return messages from recruiters and hiring manages, providing no information prior to disappearing. In the worst scenarios, job seekers who recently accepted a role are just not showing up on their first day, leaving the employer hanging.

While many candidates may assume letting an opportunity fall by the wayside doesn’t come with repercussions, in some situations, that simply isn’t the case. Ghosting a prospective employer can damage your reputation or even make it practically impossible to secure an offer from the company in the future, including years down the line.

Even though it may be hard to tell a hiring manager you are no longer interested in a role, it’s the right thing to do if you want to safeguard your reputation. If you aren’t sure how to handle the conversation, here are some tips to get you started.

If You Don’t Yet Have an Offer

Before an offer has been extended, removing yourself from contention is actually fairly simple. As soon as you know that you no longer want the job, write a short email to let the hiring manager know.

Start off by thanking the hiring manager for the opportunity, including time spend reviewing your application or interviewing you, depending on where you were in the process. Next, simply inform them of your decision by telling them that the position isn’t a great fit for you at this time and you’d like to withdraw yourself from the process. Finally, state that you would like to keep in touch and look forward to potentially finding a new opportunity with them when the time is right.

Just make sure that you send this message as soon as possible, particularly if you have an upcoming interview. That way, the hiring manager isn’t put under any undue strain.

If You Have an Offer or Accepted the Job

If there is an offer on the table, then you need to act quickly. In cases where you are still well within your decision window, then you can craft an email similar to the one outlined above, that lets the hiring manager know that you are declining the offer. However, if your decision is due today or that deadline has passed, then a phone call is better.

When you have already accepted a job offer and have since changed your mind, then a phone call is really your only option. While the conversation will be awkward, it’s one you need to have if you want to salvage your reputation.

Let the hiring manager know that you are aware you were supposed to start soon, but that you can’t accept the position. Provide a basic reason for your decision, but feel free to keep it general.

However, don’t be surprised if the hiring manager is less than thrilled, especially if you are only giving them a couple of days’ notice. Your decision is making their lives harder, so they may not appreciate you choosing to decline after initially saying yes.

Additionally, this may harm your reputation with that company, though not as dramatically as no-showing on your first day. Over time, you can likely recover if you tell them you can’t take the job, while no-showing may burn that bridge permanently.

Ultimately, it’s a hard discussion to have, but it’s one you need to manage if you want to maintain your reputation. If you’d like to know more about how to handle the conversation, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members today and see how our hiring expertise can benefit you. Or search our open jobs immediately to find your next opportunity.

Employee Engagement That Works for Everyone

HMG Success 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.

Don’t Be Frightened! Introverts Can Be Great Interviewees

HMG Success on October 12, 2018

For job seekers who considered themselves introverts, an interview can be intimidating. After all, it requires you to share details about yourself, and that might not be something you are usually comfortable with, especially since you are probably meeting the hiring manager for the first time.

However, just because interviewing may be a bit outside your comfort zone, that doesn’t mean an introvert can’t be a great interviewee. If you take some time to prepare in advance and view the experience from the proper perspective, your interview can be a success. Here’s what you need to do.

Spend Time Building Up Your Energy

Many introverts find social situations especially draining. And, if you enter an interview without replenishing your energy, it can make the task even more daunting.

If you want to excel during your interview, it’s important to take some time to build up your energy stores. Try to take some time to recharge your batteries over the course of a few days by limiting your social interactions, as required.

For example, if you have an interview on Monday, take the weekend to replenish your energy in a way that feels best to you. However, make sure to also get yourself in the right mindset while you do by reflecting on your prior experience and skills, and how you can share those points with the hiring manager.

See It as an Asset, Not a Flaw

It isn’t uncommon for outsiders to talk about introversion as if it is some kind of character flaw, even though the reality is it can be an asset.

Introverts tend to have calm demeanors and almost always think before they speak. During an interview, this can make you come off as thoughtful and conscientious, something the hiring manager is likely to appreciate.

Additionally, just because a person is an introvert doesn’t mean they don’t come off as friendly. If you take a moment to collect your thoughts and then deliver a response with a smile, the hiring manager isn’t likely to view how you answered in a negative light.

Learn to Find a Balance

During an interview, it is important to embrace your extrovert-like qualities, as well. Most introverts can be extroverted in situations where they are comfortable, so learning to harness that can be beneficial.

For example, it is acceptable to take a moment to think before you answer an interview question. However, a long delay could leave a less-than-ideal impression, so you need to make sure you are willing to act (or even put yourself out there) if you want the hiring manager to feel confident in you.

One of the easiest ways to harness the power of extroversion is to practice your responses before your interview. This increases your comfort level with what you want to say, and gives you a chance to hone your answers, making them easier to deliver. Also, by reflecting on your career before you head to the meeting, you’ll have better recall if you are faced with a question you weren’t anticipating.

Ultimately, introverts can be excellent interviewees and, by following the tips above, you can make the best impression possible on the hiring manager.

If you are interested in learning more or are seeking new employment opportunities, the professionals at The Advance Group can help. Contact us to speak with one of our knowledgeable staff members about your career goals today and see how our services can benefit you.

Do You Have What It Takes to Be a Machinist?

HMG Success on October 8, 2018

For many job seekers, the idea of being a machinist is enticing. After all, production and manufacturing roles allow you to physically see the results of your hard work, and that can be incredibly rewarding. Plus, machining enables you to combine that feeling with being able to work with technology, creating a unique combination that isn’t always present in other jobs.

But, like any position, having the right skills, abilities and experiences is essential if you want to break into the machining field. If you are wondering if you have what it takes to be a machinist, here’s what you need to know.

Technical Skills and Experience

Machinists need specific hard skills to thrive in their roles. Typically, this means either acquiring experience on the job while in an entry-level position, or completing a program through a local trade school or community college.

For example, the ability to read blueprints and schematics is a necessity. Similarly, understanding how to use the various control panels on the equipment, such as a CNC machine, and how to program the machine to handle specific cuts are also vital.

There is also a variety of skills that pertain to the various pieces of equipment. Grinders, lathes and micrometers are just a few of the tools you may need to interact with in a machinist role.

Being proficient with computers, in general, is also helpful, even for entry-level roles. Additionally, at least high school level math skills are necessary to complete basic calculations and ensure cuts are precise.

Soft Skills

Machinists also need specific soft skills to thrive in these roles and in manufacturing environments. Since machining involves making precision cuts, attention to detail is essential. Even the slightest error can render a part unusable, so being vigilant at all times is a necessity.

Problem-solving skills are also highly valuable for machinists. If there is an issue with the final product or the system begins acting up, being able to troubleshoot the problem effectively is incredibly useful to employers.

Finally, being safety oriented is also a must. All production environments can be potentially hazardous, including machine shops. Understanding the value of always wearing your protective equipment and being proactive when you spot a potential hazard is paramount to everyone’s safety, so keeping it in mind is essential.

It’s important to note every machine shop may have slightly different requirements depending on the equipment they use, the products they produce, or even the size of the company. Additionally, some employers may require you to have open availability, particularly if shops run multiple shifts as a means of hitting their production goals.

If you are interested in learning more about being a machinist, the professionals at The Advance Group can help you assess your skills. Contact us to speak with one of our experienced team members today and see how our services can make finding the right new job easier than ever. Or click here to check out our newest machinist jobs in Michigan and Ohio!

Don’t Scare Off Employees With Your Bad Reputation

HMG Success on October 5, 2018

When it comes to recruitment and retention, your company’s reputation matters. If your organization becomes known as a bad employer, securing the top talent you need to thrive is going to become increasingly challenging.

Even a handful of negative reviews from current or past employees can be very damaging. And, thanks to technology, workers have a variety of outlets in which to air their grievances, and their opinions may scare away high-quality job seekers or existing members of your team.

If your company ends up with a bad reputation, you are guaranteed to miss out on great talent. This means taking action is essential. Otherwise, you won’t be able to locate or maintain the top-tier professionals your business needs to succeed.

If you aren’t sure how to evaluate your current reputation, here are a few tips that can help you get the process started.

Do Some Research

Your first step in assessing your company’s reputation is to get a grasp on where you stand. This allows you to identify any potential issues, providing you with the information you need to make improvements.

Start by heading online and searching for employee reviews. Sites like Glassdoor can be a great place to begin, as well as social media platforms like Facebook and Twitter.

Look for reviews and note any patterns that arise. If a particular issue is presented multiple times, make a note of it. Similarly, if an accusation is especially damaging, even if it is only made once, record that information, as well.

As you proceed, resist the urge to respond to the reviews. If you don’t select your words carefully, your reply may come off as bitter or defensive, and that can damage your reputation more than not responding at all.

Finally, closely examine your company from an internal perspective. Consider what your workplace culture is like, whether workers are engaged and happy, or if there are any patterns in complaints filed with HR or managers. Additionally, review your compensation plans to see if they are competitive.

Create an Action Plan

After you’ve completed your research, you can begin crafting a plan to improve. How you need to move forward will depend on your unique situation, though concentrating on aspects with the most negative attention or that were frequently repeated can often be the most effective approach.

Then, don’t shy away from discussing your plan with your staff. If you admit the company could improve and that a strategy is in place, that can actually help you repair your reputation. However, you have to follow it up with action. Otherwise, empty words will just do additional damage.

As you begin to implement your plan, understand employee sentiment won’t shift overnight. It takes time to build their trust, so recognizing the road ahead may be a long one is important. However, with time and diligence, you can repair a bad reputation, ensuring you don’t scare off job seekers or your top performers.

If you would like to learn more about how you can manage your company’s employer brand, the professionals at The Advance Group can help. Contact us to speak with a member of our knowledgeable team today, and see how our company reputation of excellence can benefit you.

5 General Labor Skills That Apply to Every Job

HMG Success on October 1, 2018

Some general labor skills are specific to the industry, while other skills are practically universally helpful. Whether you work in a general labor role or as a high-level executive, these core competencies always provide value, regardless of your profession or industry.

An Employment Agency in Toledo Shares 5 General Labor Skills That Apply to Every Job

1. Communication

No matter the job, communication is always essential. Being able to effectively share information with co-workers and managers ensures everyone has the details they need, and being able to receive information helps keep you informed.

Often, having strong oral and written communications skills is vital in any environment, as well as the ability to pick up on nonverbal cues and demonstrate social awareness during conversations.

2. Teamwork

In the vast majority of workplaces, no single employee is an island unto themselves. Instead, they function as part of a larger group, tasked with accomplishing team goals to help the company thrive.

Teamwork and collaboration skills are valuable to nearly every employer, no matter their industry. Being able to work effectively with others can help make group goals easier to accomplish, increasing overall productivity and ensuring the company is successful.

3. Organization

When it comes to workplace efficiency, organization is one of the keys. Being able to shift between priorities, track your progress, or even find a critical tool or document quickly can have a significant impact on overall productivity and, without organization, all of those tasks can be challenging.

Whether it’s ensuring everything is in its proper place or staying on top of your to-do list, being organized makes it all easier. Most companies view organizational skills as an asset, so it’s a core competency that will serve you well in any industry or role.

4. Problem Solving

At every job, the unexpected will occur at some point. Equipment breaks down, customers experience issues, or something important goes missing.

Having the ability to assess the situation and develop a potential course of action can make all the difference during a time of crisis, allowing problems to be solved at the lowest level possible. With problem-solving skills, you can be a part of the solution, making you a more valuable team member.

5. Punctuality

A single employee being late to work can derail a company. Whether the worker plays a critical role on a production line or has vital information for a meeting, the unexpected delay can prevent others from accomplishing their tasks, putting everyone behind.

Similarly, being timely when it comes to meeting deadlines is essential for similar reasons. Just one person who falls off schedule harms everyone who was waiting for their contribution. This means punctuality is a necessity everywhere, and crucial if you want to be seen as a valuable worker.

Leverage These General Labor Skills in Any Industry with an Employment Agency in Toledo, OH

All skills above are just as important to general laborers as they are to office workers, and even members of the leadership team. By honing these skills, you’ll have ones that will serve you well throughout your career, and they may make it easier get ahead.

If you would like to know more, The Advance Group can help. We are a professional, warehouse, and general labor employment agency in Toledo, Ohio that connects qualified job seekers with exceptional opportunities. Contact us to discuss your career goals today and see how our workplace expertise can benefit you. Or, if you’re looking for a new general labor role, click here!