Balancing Productivity and Fun in the Workplace

March 21st, 2019


Work can’t be a constant laugh-fest. If the office perpetually resembles an after-hours club in Ibiza, no work will get done. Alternatively, if each day seems like a dour slog through a Stalin-era gulag, it doesn’t bode well for long-term efficiency either.

It’s easy to mistake serious and boring for professionalism but tamping down too much on workplace joy can lead to long-term negative consequences. An unpleasant environment will foster increased turnover and an unengaged workforce will ultimately prove less productive than one infused with a sense of exuberance.

Business books love to talk about culture. Often, details are left vague, but one goal of a strong corporate vibe is to inject some joy into the worker’s experience. It opens up creativity and helps bind people to the company.

But, of course, chasing fun can go too far. If the workday becomes one long ping-pong tournament/gossip chat show, there might not be a company to enjoy for very long. Work shouldn’t become a clubhouse.

So, how do you find the proper mix? Here are five key aspects of balancing fun and productivity.

Eliminate Negativity

The first part of a doctor’s Hippocratic oath says, “Do no harm.” Keep that in mind for setting the workplace mood.

Don’t inject negativity unnecessarily. Even when focused on production, keep the mood upbeat and supportive. It doesn’t create “fun,” per se, but it will provide a pleasant experience, which for an office environment, can seem at least fun-adjacent.

Provide Clear Production Targets

Set transparent deadlines well in advance and workers can find their own work/fun balance. If people know what they are supposed to produce and when it’s due, there will be little confusion about when work needs to get done.

Coming up on a project deadline? Everyone knows it’s time to buckle down. Finished everything early? Maybe the team can check out at 4:30 on Friday and meet up for some jalapeno poppers.

Celebrate

Use fun as an incentive for productivity. When your team reaches a goal or achieves a target, reward them with a celebration.

This can take the form of an at-work treat, a small break-room party or bringing in a fun lunch. Or you can splurge a bit and take everyone out for something more grandiose.

Build Relationships

Don’t forget: Fun acts as fuel for teamwork. People who know and like each other will work better together.

For that reason, don’t view production and fun as complete opposites. Joy and laughter can drive creativity and lead to better work results in the long run.

Enjoying Work as Work

By enjoying your work, productivity becomes fun. Beyond helping foster teamwork, fun can become the driving motivation for employees to push themselves further.

Want people to volunteer for longer hours? Looking to see your team members stretch themselves? Help them enjoy their work and they will happily commit to more responsibility.

Having the right employees can make productivity/fun balance easier to find. Competent, upbeat and engaged professionals naturally mix business and pleasure.

SmartTalent can find the right staff to fit your ideal culture. Contact them today to find out more.

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Making Safety a Priority on All Shifts

March 14th, 2019


Your business operates 24 hours a day. You can’t oversee it all that time (although you try). Additional shifts mean additional profits. Unfortunately, they also mean additional complications.

Take safety, for instance. Maintaining safety standards across your second and third shifts can pose a significant challenge.

Non-traditional shifts are often more difficult to control directly. You need to delegate much of the moment-to-moment decision-making to shift supervisor. This can lead to some variations in policies from one shift to another.

However, there are ways to keep safety a consistent priority across all shifts, even if you can’t personally supervise them day to day.

Standardized Protocols

Don’t let individual shifts determine their own safety procedures. No matter when they work, employees should follow the same procedures.

Create centrally produced safety procedures. If a shift requires different protocols for some reason (working at night, for instance), recognize that in the overall rules. Make sure all shift managers work from the same playbook and safety will remain a priority throughout the company.

Consistent Training

Many of the details of how to perform a job are learned in an informal way. Follow the lead of the experienced workers and do what they do.

That’s fine for most aspects of a job. But it can cause problems for safety matters. Corner cutting and alterations from accepted procedures lead to potential long-term problems.

For that reason, make sure safety issues are handled in a standardized, formal way. Everyone should get the same instruction, and training should be as comprehensive and detailed as possible.

Ongoing Refresher Courses

Training shouldn’t be a one-time thing. Even the most conscientious employees can use a refresher. They can forget things, or steps can get skipped enough times that they slip out of habit. An occasional retraining effort can help get day-to-day back to the stated ideal.

Meanwhile, training protocols can change over time. Periodic retraining sessions give you the opportunity to keep veteran workers up-to-date on the latest standards.

System of Communication

Managers of different shifts often work independently of each other. It can lead to a “right hand not knowing what the left hand is doing” situation. Do as much as possible to prevent this.

Install a method of communication between the supervisors of the various shifts. Conduct periodic meetings, or at least a conference call with everyone. If this isn’t possible, or for more immediate concerns, keep everyone in the loop using methods as simple as an email or text chain. Or you can create a more formal process of memos.

Whatever the method, the key is to make sure everyone has the same information and changes can spread through the company as effectively as possible.

Regular Reviews

Check in on your various shifts periodically. Make sure they are following the same procedures and all protocols are in place.

By scheduling regular reviews, you can avoid any resentment from your shift supervisors. By making it routine, it becomes a regular event in the course of business, rather than critique of anyone’s oversight or a symptom of micromanagement.

You stay informed, everyone stays safe and your managers keep the confidence they need to lead the team effectively.

Having careful and concerned workers helps make safety a priority, whatever the situation. Using a strong staffing partner, like SmartTalent, ensures you have this kind of staff. Contact SmartTalent today to find out what we can do to improve your safety profile.

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Training Employees to Spot Hazardous Situations

March 7th, 2019


Safety starts with employees. Frontline workers can operate like a safety spy network, deployed throughout your facility, looking for possible hazards and reporting them before they become real problems.

Run-of-the-mill operations take employees through most parts of your facility on a day-to-day basis. They are in a great position to find potentially dangerous situations early.

Give employees the training to spot danger areas and provide them with a structure to get those problems fixed quickly and efficiently. By doing so, you’ll be able to resolve burgeoning safety situations early, before they become a true hazard … and well before they become a legal or regulatory headache.

You’ll also end up saving money. Catching potentially dangerous situations early represents the cheapest way to eliminate problems. Fixing a crack takes less cash than replacing a pillar.

But how do you go about empowering employees? It’s a great goal, but without a detailed action plan it represents little more than hollow business-speak mantra.

Here are four steps you can take to make your employees more aware of safety:

Comprehensive Training

Make the process of spotting safety hazards a priority early in a worker’s tenure. From the moment, they’re hired, ensure new employees know what to look for and what to do if they spot a problem.

This may involve a longer training process, but it will pay dividends with a safer, more efficient workplace.

Encourage People to Report Problems

Some companies have a don’t-ask-don’t-tell culture when it comes to small safety issues. Employees don’t feel comfortable bringing up problems, for fear it will reflect badly on them or somehow inconvenience their work schedule.

Avoid this culture. Actively encourage employees to report problems. Consider setting up an incentive program, offering small rewards for workers who spot safety issues.

Continuous Reminders

Don’t stop with the initial training. Constantly remind your employees what to look for and how to report it.

You can do this through informal reminders – a daily safety minute, for instance. Or you can set up regular retraining sessions to keep everyone on the same page.

Ongoing Education

Safety standards change. Procedures get updated. New equipment comes in. Points of emphasis evolve.

Once an employee has been on the payroll for a while, the specifics of the company’s safety procedures may have changed since they had their extensive post-hire training sessions. Set up an ongoing education program to bring these veterans back up to speed.

This will ensure that every employee – no matter how long it’s been since they received their initial training – looks out for the same hazards and follows the same protocol.

A safe workplace is an efficient workplace. By bringing in intelligent, observant employees, you can turn much of the safety oversight over to your workers. Partnering with a top staffing firm, like SmartTalent, ensures your ability to find these first-rate workers. Contact SmartTalent today to find out more.

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How to Deal With the Office Debbie Downer

February 27th, 2019


The everyday process of going to work is hard enough. Getting up early. Fighting traffic or the crowds on public transportation. Standing in line for your morning coffee.

Everything gets worse if you’ve got a Debbie Downer waiting for you once you get to work.

The drudgery of a commute is quickly quashed if your workplace buzzes with positive energy and an upbeat vibe. The trip into work may be a nightmare, but once you’re at your desk, coffee in hand, you can get down to business with verve, enthusiasm and maybe even a little delight.

That is, unless you sit within earshot of the office killjoy.

A constant complainer can turn the atmosphere of the whole office toxic. The unrelenting negativity poses a distraction. And it can sap productivity.

There are some steps you can take to counteract the impact of a negative co-worker. Here are three maneuvers you can try to restore some joy to the work environment:

Talk to Them

Some people bond through complaining. It’s a way to build up friendships, an easy topic of conversation. Obviously, it’s not a particularly positive way to reach out to people (and it can get aggressively annoying if used too much), but we all do it from time to time.

Often, people don’t know when they’ve gone too far. You can go a long way to fixing the problem simply by letting people know the negative impact they are having.

Try talking to the negative employee. Take a tactful approach and present your case in a constructive way. Come on too strong, and the Debbie Downer is liable to get defensive.

But an encouraging, honest approach might solve the issue in one conversation.

Keep Your Distance

You had a heart-to-heart with Debbie Downer. No change. It’s time to start looking out for yourself.

Don’t let the office Eeyore sour your attitude. Bad vibes can become infectious and listening to constant complaining can sap your positive outlook. Pretty soon, you’re saying to yourself, “You know, they coffee here really IS terrible. Maybe management doesn’t really care about us?”

Physically distancing yourself from a defeatist co-worker represents the easiest way to avoid a cynical-attitude contagion.

Start by moving your workstation (as subtly as possible – you don’t want to hurt feelings unnecessarily). If this isn’t possible, you may want to consider more drastic steps, like switching to a different team.

Concentrate on the Positive

Maybe you aren’t able to distance yourself from the office’s Black Hole of Doom. Maybe you made a move and it didn’t help – somehow, you’re still receiving the bad vibes from across the office.

Don’t let it bring you down. Counteract the impact of their bad attitude by focusing on the positive aspects of your workplace.

If need be, make a list of the things you like about your job and review it when things get gloomy. Or fight back with a little positive chatter of your own. Try to spread a little good cheer to counteract the impact of negative vibes coming from Debbie Downer.

Working in a supportive, inviting atmosphere turns a job into a vocation. Loving what you do allows you to maximize your career prospects.

Finding those opportunities gets easier when you work with a top-flight recruiter. SmartTalent can help you discover the perfect fit for your skills and personality. Contact them today to find out more.

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Managing Millennials

February 21st, 2019


It’s been an obsession of business writers for a least the past decade and a half: what to do about millennials?

When they were teenagers, people fretted about how to market to them. Then, concern shifted to how to deal with them as new college graduates in the workplace. Now, with the older cohort of the millennials starting to get a glimpse of 40, the tone of the discussion has shifted.

The leading edge of the millennial generation is well into mid-career at this point. They are becoming managers themselves. But intergenerational misunderstandings still plague many workplaces.

Of course, it’s dangerous to make assumptions based on nothing more than an employee’s birth year. Everyone is an individual and there are far more differences among millennials than there are between millennials and other generations.

However, while painting with a broad brush can mask many of the nuances, there are a few concerns to keep in mind when managing millennials.

Flexibility

For a generation that grew up with the gig economy, a traditional 9-to-5 schedule seems particularly outmoded. Millennials take for granted the option of working from home and expect to have personal input into what hours they work.

These don’t represent perks for the millennial set. They are expected parts of the job experience.

How much freedom you can offer will depend on your office situation. Your particular industry might require that most tasks have to take place at the office during the traditional workday. Even so, be open to individual requests and take employees’ desires for flexibility seriously.

Key Into Culture

The old expression “money isn’t everything” was mostly a passive phrase for previous generations. Millennials have taken it to heart.

The idea that work should embody more than a place to pick up a paycheck represents a key touchstone for the generation. They want to feel safe and welcomed. They want to get inspired.

You can increase retention and improve your ability to recruit by developing an inviting culture. Take steps to make employees feel like they belong. Also, communicate a company mission beyond maximizing profit, something that appeals to a person’s spiritual side as well as their business sense.

Workplace Casual

As recently as a decade ago, most workplaces were still pretty regimented. Since then, places like Google, with its nap pods and on-campus ping-pong tables, have changed the definition of a “professional workplace.”

Most millennials began their careers after this change. They expect a more casual atmosphere at the workplace.

This includes an accepting attitude toward social media. Previous generations might cluck their tongues at the constant phone use or the necessity to post every thought online. But it’s a key aspect of how millennials interact with the world. Find ways to integrate it into your company culture.

Experts at Change

Technology and culture evolve quickly. It’s difficult to keep up. This has been a constant theme in American business history, but the rate of change has accelerated in the 21st century.

Millennials have grown up in that accelerated environment and are well able to adapt to the changing landscape. Use that potential.

Rely on millennial employees to help keep the workplace up to date. Ask their opinions and encourage their feedback. It will help keep the company at the cutting edge of the industry.

Building a diverse workforce with a wide range of experience helps your company grow. By teaming with a top recruiting firm, you can build a staff with multigenerational appeal. Contact SmartTalent today to learn more.

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The Cost of a Bad Hire

February 14th, 2019


The direct financial cost of a bad hire can mount quickly. Start adding up the time and effort of the recruitment process, plus the onboarding and training for the short-lived employee. Throw in that person’s salary for the brief time they worked for you and it can really add up.

As painful as the financial costs of a hiring mistake can be, it’s at least relatively easy to compute. The financial cost is obvious.

However, there are other negative impacts that ripple out from a bad hire. And these can prove much subtler. You might not notice them immediately but rack up enough questionable hires and it can significantly impact your ability to grow as a company.

Here are some of the more pernicious hidden costs of a bad hire:

Opportunity Cost

Most hires come down to a choice among a few stand-out candidates. Make the wrong decision and you’ve likely lost your chance to hire one of those other top contenders.

Meanwhile, a hire doesn’t turn bad in the instant you make the decision – there’s no red “x,” with accompanying buzzer, that appears when you make the wrong selection. It takes time to figure out the mistake. That process involves burning of through significant resources.

You probably won’t know for weeks whether the new employee will work out. Those are weeks you don’t get back. Meanwhile, you’ve taken time training the new hire and integrating them with your current team – all time that was fundamentally wasted.

Morale Suffers

A bad hire has a negative impact on the current staff. They suffer the direct results of the bad hire’s worst qualities, whether it’s attitude or incompetence or some combination of those. Your hardworking team has to deal with it. And there’s one person they’ll blame for it: you.

A bad hire creates a distraction that can cut into the productivity of your other workers. Meanwhile, it lowers your overall approval rating with your team, a fact that further cuts into morale and could fester for long after the terrible hiring choice has been fixed.

Starting Over

The worst part of a bad hire, at least from your personal perspective: starting the whole recruiting process again.

You can try bringing in some of the people who just missed the cut last time around, but they have likely moved on to other opportunities. In all likelihood, you’ll have to start from scratch. Another round of resume sifting. Another cycle of dreary interviews.

The prospect of repeating the process means many of your projects will stay at a standstill. You have longer-term goals you are trying to accomplish. Filling this position is just one step in that process. Now, you’re back to the starting line, with your ultimate goal seemingly getting further away.

Partnering with a staffing firm can help mitigate the risks of a bad hire. A strong recruiter, like SmartTalent, will do the legwork for you, maximizing your chance of getting a top-level candidate, while minimizing your workload.

Contact SmartTalent today to find out what they can do to streamline your recruitment process.

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How to Handle an Employee Who’s Losing Interest

February 7th, 2019


You hired them with high hopes. At first, everything was great. You predicted superstar status. However, over time, things have started to change. Output has slipped. Engagement is down. The days of volunteering for overtime are long gone.

The team member you had once slated as a likely top performer hasn’t slipped to the bottom of the employee evaluation stack yet, but you have watched them slide from “great” to “average.”

How can you turn things around? How can you return your former superstar prospect to their original potential? Here are a few steps you can take to re-engage an employee who has started to lose interest:

Start a Dialogue

Don’t jump to conclusions. It’s easy to assume that a lackluster employee doesn’t care or doesn’t have enough initiative to engage in their work.

However, it might be more complicated. The issue might stem from an external factor, like a death in their family.

It’s also possible the slacking employee hasn’t recognized their fading interest. They may feel like they’re doing an adequate job and may not realize you expect more from them.

The cure for both these situations is a conversation. By talking to the employee, you can let them know your expectations and find out if there is an external (hopefully temporary) factor impacting their work. You can also chart a plan to get them back to the stellar performance you had previously expected.

Set Goals (And Offer Rewards)

It’s difficult to reach vague expectations. Without clearly defined goals, people tend to figure out their own benchmarks, which are probably less strenuous than what you’d prefer. Or they settle into a rut. Bottom line: It’s hard to have direction if you don’t know where to go.

Set clear goals for your floundering employee. Let them know what you expect from them, including quantifiable benchmarks and a detailed timetable. Meanwhile, offer rewards for achieving their targets, things like bonuses or days off.

The added incentives should spark their buried ambition. Hopefully, the strategy will work like priming a pump. Once they get back into an active flow, they’ll keep up the more energetic involvement on an ongoing basis.

Break Them out of Their Routine

A loss of interest may indicate a sense of boredom. If a potentially high-achieving employee gets stuck in a rote position without much engagement, they can grow listless.

This isn’t really a problem; it’s an opportunity.

Find ways to challenge your disengaged employee. Start with a small project without significant stakes, just to test how they will respond to a more difficult assignment. If they do well, you may have discovered a diamond in the rough.

Management becomes easy when you have the right workers to start with. Teaming with a recruiter like SmartTalent allows you to bring in people primed to become high achievers.

Contact SmartTalent today to find out more.

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Managing Remote Workers

January 25th, 2019


If you’re managing staff members who work remotely, setting your team up for success is more important than ever. As the telecommuting economy booms, you need to be prepared to accommodate and effectively manage your remote workers. Managing remote workers isn’t just about making sure tasks get done, you always want to focus on making remote workers feel included. Everyone wants to be a part of the team, even if it’s from the comfort of their couch. Here are our best tips on how you can manage your staff from a distance.

Tools

As you manage your off-site team, you’ll notice the importance of communication and making it simple for your employee to succeed. Talk with your remote workers about how you can effectively communicate back and forth and make a plan to invest in tools to help your team succeed. Try Slack, Skype for Business or another quick communication tool specifically to address day-to-day proceedings. Research what tools cater to remote workers and find out how your staff members can incorporate them into their routines.

Expectations

There are several ways you can help your staff members succeed in a remote setting, and one is to help them have precise expectations. Are deadlines fluid based on your employee’s workload, or is there a rigidity to what tasks need to be accomplished. If you require a weekly update, be clear about when that is due and what it should include. With telecommuting staff, it’s extra important to clarify your expectations with your staff members. A “work plan” with detailed descriptions of tasks with their due dates may be a helpful way to stay organized.

Be Communicative and Respectful

With so much to juggle in the workplace, it can be easy to neglect the workers who aren’t right in front of you. Schedule a monthly check-in to discuss progress and any concerns and go above and beyond when it comes to communicating. When a remote worker sends a message, remember they can’t just pop in to follow up with you, and they may be frozen on a task until they hear back. Even if you don’t have an answer for them right away, follow up to tell them you’re aware of their inquiry and you’re working on it. This little update can help your remote workers feel like you’re looking out for them.

Looking for better ways to manage an effective team? Try SmartTalent. As a top staffing firm in Washington, we can help you kickstart productivity or bring in fresh talent to keep your team motivated. For more info, check out our website today.

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Is Your Onboarding Process Working?

January 16th, 2019


Evaluating your systems should be a way of life, especially at the beginning of the year. Take a good hard look at how you can improve your processes early in 2019. Today we’re focusing on onboarding. But how can you measure where you might be going wrong? One way to know your onboarding process isn’t working? Turnover. If you’re seeing a rapid cycle of employees quitting, it could be your onboarding system.

Be Inspirational

Remember starting your job? There’s always uncertainty. A new position can create several emotions and reactions, from excitement and curiosity to confusion and fear. Remember where you started and encourage new workers to settle into their new positions. Workers that don’t feel welcome or are overwhelmed by an ineffective onboarding process simply won’t stick around.

Assess the Process

What does it look like when your new employee completes preliminary training? Or even walks in the door? Evaluate your onboarding process from start to finish: including the more trivial details. Go through the onboarding procedure yourself, as if you were a new staff member. When you enter the workspace, is it welcoming? Do you have specific staff training new workers, and are they cheerful and well-versed in the procedure? Review what onboarding entails: You shouldn’t be tossing a packet of rules on the table and throwing them right into the deep end.

Check Your Timeframe

Is your onboarding process two days of training? Training shouldn’t be on overview of the bare minimum that a new staff member needs to know. Onboarding is referred to as a “process” for a reason. You should be looking at what your new employee receives within the first day, the first week, and even the first few months of their tenure.

  • Day One: Introductions
  • Week One: Understanding of job expectations and projects
  • First Months: A scheduled one-on-one meeting with you to discuss highlights and challenges within the new role

To learn more about how you can onboard and retain quality staff members, consult the professionals at SmartTalent. As a top Washington temporary staffing firm, we can help you gain access to top-level candidates and help you fill gaps in your team today. Check out our website today to learn more.

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Are You Micromanaging?

January 4th, 2019


As a manager, you want your staff performing at their peak. To some, that means pushing employees to their breaking point. To the best leaders, it means inspiring workers to be productive and successful. If your employees keep looking over their shoulder and finding you there, you may see a decrease in effectiveness. Ask yourself if you are micromanaging your team. Here are some of the signs.

Reviewing and Redoing

If you find yourself double-checking employee work, that’s normal. If you’re triple checking and find yourself redoing parts of the task yourself, you might be overdoing it. Take a hard look at what tasks your employee can do unsupervised or successfully without revision and give them some space to do so.

Detail-Obsessed

Tinkering with every sentence of a brief, or doing basic tasks that aren’t in your job description? You’re micromanaging. The art of delegation takes time to learn, but it is your friend. You should be able to assign a task to someone else, trust them to complete it, and move forward with your responsibilities. You can provide guidance and answer questions, but if you’re delegating it, trust that your staff can handle it. Wasting your time down in the weeds may mean your most crucial duties are being neglected.

If you’re experiencing some of the negative side effects of micromanaging, such as low employee morale and turnover, look at your leadership style and consider taking a step back. Also consider the effectiveness of your staff. If you’re struggling to see progress, don’t micromanage: make a change. Consider bringing in new or seasonal staff to bolster your productivity.

For more insight on how you can inspire your team to succeed, check out SmartTalent. Our staffing specialists can help you change your leadership approach, as well as help you find quality candidates to fill out your team. Spend less time sifting through resumes and more time doing the work that matters with help from SmartTalent.

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