Keeping Your Workers Safe in the Summer Heat

June 13th, 2019

A summer day. It doesn’t have the same threatening demeanor as, say, a buzz saw or a barrel of toxic chemicals. But exposure to heat can cause major health issues: vomiting, cramps, fainting, even death.

Working outside on a summer day seems like an innocuous enough endeavor…even pleasant in many cases. As such, the risk might not be readily apparent. Your workers might not realize the dangers that working in the heat can pose. Or even if they know them in the abstract, they might not understand the full ramifications.

Here are some steps you can take to keep your workers safe when working in the summer heat:

Remind Workers of the Dangers

The first step is to make sure everyone knows the potential health problems associated with heat. Regularly remind employees of the possible symptoms and provide information about how to prevent them.

Provide Plenty of Water

Make sure everyone stays hydrated. Provide water for all employees working in the heat. Also, consider requiring regular mandatory water breaks, where each work is forced to stop and take a drink.

Encourage Proper Clothing

Have dress-code regulations that take the heat into account. Don’t force workers to wear restrictive or multi-layered uniforms when the temperature gets above a certain point.

Ease into Heavier Work

Employees shouldn’t jump right into strenuous work in high temperatures. Instead, they should ease into high-impact labor. Meanwhile, set up a rotation system that allows workers to alternate difficult jobs with less rigorous activity.

Plan for Frequent Breaks

Beyond cycling through the most sweat-inducing chores, workers should be given frequent chances to rest. Build additional breaks into the work plan on hot days. Ideally, you would have an air-conditioned area, or at least someplace shaded, where workers could retire for a quick cool down.

Coworkers Should Monitor Each Other

No one wants to admit they are struggling. Meanwhile, a worker starting to suffer from the early stages of heat exhaustion may not realize the danger they are in.

For those reasons, workers should look out for each other. Encourage employees to watch each other for symptoms, and empower them to intervene as needed to improve the situation.

Have an Emergency Protocol

Be prepared if things take a bad turn. Have the proper medical equipment on hand if an employee suffers from heat stroke. Contact authorities immediately if the situation escalates to the point where medical attention is necessary.

Safety should be a key focus for any business. Competent, conscientious employees make it easier to maintain a safe business environment.

How do you get those kinds of workers? Working with a top-flight recruiting partner, like SmartTalent, brings you the kind of team members you need to maximize your safety profile.

Contact SmartTalent today to learn more.

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How to Find a Job in Another State

June 11th, 2019

You probably hear the phrase “moving your career forward” a lot. Usually, the “move” part of that is just a metaphor. But, sometimes reaching your full potential sometimes requires something more literal … like an actual move.

But relocating can be an intimidating process. Not only are you taking on a new job (already a major stressor), but you have all the anxieties related to the physical move.

Here are some tips to make finding (and thriving in) a job in another state:

Find Someone You Know There

Networking plays a role in most job searches. This becomes critical as you look outside your immediate surroundings. Even in the world of easy global communication, your contacts will tend to cluster in a few (or even just one) geographical area.

Being able to have a contact in your intended new home town helps smooth the process. Not only can they help you find a job, along the normal networking ways, but they can help you transition to your new city.

Visit First

Moving to Hawaii may sound ideal. Until you discover you are allergic to the plant life there and break out in hives every time the flowers blossom.

Don’t assume you’ll like a place or you’ll “work out the details later.” Visit a location before you commit to a position. That way, you know if it is worth the commitment of relocating.

Keeping Cost of Living in Mind

You might have a gorgeous house in a swanky suburb of Des Moines. However, the salary that lets you afford that mansion in Iowa won’t buy you much in Manhattan or Silicon Valley. Keep that in mind as you’re weighing your options.

Don’t compare salaries on a dollar-to-dollar basis. Look at what you can buy with the money (there are plenty of online cost-of-living calculators available). A move might come with a nominal raise, but misjudge the costs and you could end up losing spending power in the long run.

Be Honest About Having to Relocate

Eventually, you need to have an honest conversation with your prospective employer about the fact you’ll have to relocate. This can sometimes be a tricky discussion.

Some companies are reluctant to look at candidates who would have to move to take the position. Often, you can use your cover letter to address the issue. However, you may want to wait until you’ve gotten further into the process before bringing it up (no need to throw up red flags too early).

Whenever you decide to bring up the conversation, stay upbeat and don’t show uncertainty. Even if you have some anxieties about making the move, as far as your potential future employer is concerned, you are excited to relocate and would welcome the challenge.

Looking to find the perfect job in a new city? A recruiter is a great way to get started. When you’re stepping outside the area you’re familiar with, a top staffing firm, like SmartTalent, can build a bridge to your dream location.

Contact SmartTalent today to learn more.

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Helping Your Employees Set SMART Goals

June 6th, 2019

Business writers never get tired of cute phrases, abbreviations, and pneumonic devices.

From the “KISS” rule to B2B paradigm shifts to The Peter Principle to “pivoting to video,” generations of careers have been made coining and popularizing buzzword-y ways to describe management and recruiting trends. While these often exist as eye roll-inducing advertising for corporate workshops, a few also contain some useful advice.

Which brings us to SMART goals.

The initials stand for “specific, measurable, achievable, relevant and time-based.” Of course, the letters could have just as easily spelled “MARTS” or “T-RAMS.” But then the business writers wouldn’t have been doing their buzzword-y jobs.

Honestly, though, there’s something fittingly intelligent about the components of the SMART model. Taken together, they describe the kind of goals worth achieving. At the same time, they provide an outline of how to craft a target well-positioned to garner meaningful results.

Helping your employees choose meaningful goals can drive overall growth, both for the company and for them individually. Here’s how the components work:


Vague goals are more wishes than objectives. You want to be happy. You want to have money for retirement. You want to live a good life. All fine as mission statements, but difficult to craft an action plan around, because they represent such fuzzy concepts.

The more specific a goal, the easier to figure out how to achieve it. Success involves contemplating a detailed action plan and putting it into effect. Making the goal specific forms the first step.


It’s easier to work toward a goal when you can quantify that your progress. It also makes it easier to know if, in fact, you have achieved the goal at all.

An objective like “improve sales” represents an essentially meaningless goal. It includes an infinite number of outcomes … pretty much everything that isn’t a sales decline. But something like “improve sales 15%” makes tracking and evaluation more precise.


Looking out over the horizon is a great way to appreciate the ocean or take advantage of a mountain hike. It’s not very effective when it comes to goal achievement.

Make sure your employees are setting targets they can reach. You want them to challenge themselves, but unachievable objectives just lead to disappointment and discouragement.


Success isn’t just about achieving the goals you set. It’s also about setting the right goals in the first place. The wrong goal is like following your mapping app into a cul-de-sac. You’re still driving around, but you aren’t getting anywhere.

Relevant goals play into a larger mission. The personal goals your employees set should dovetail together to mean a greater success for everyone.


Open-ended goals beg for procrastination. They come in the form, “I’ll get that done … someday.” That “someday” keeps hovering just over the horizon, like a desert mirage, getting further away even as you try to walk towards it.

Best to eliminate the “someday” altogether. Replace it with a specific time limit. Not just, “improve sales by 15%,” but “improve sales by 15% before the end of Q2.”

These time constraints allow your employees to measure their progress and build a meaningful work schedule. It also allows you to review how they are doing in moving towards the goal.

Good employees set smart goals (and SMART goals). Then, they go out and achieve them. Finding these top performers becomes easier when you have a strong recruiting partner, like SmartTalent. Our friendly and professional staffing specialists can bring you the workers you need to reach even your loftiest goals.

Contact SmartTalent today to learn more.

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Should You Bother With Job Postings That Are Over 30 Days Old?

June 4th, 2019

When you’re out of work and checking the job sites every day, you exhaust the new postings pretty quickly. Eventually, you to start those desperate clicks to the second page and beyond … ads that potentially haven’t been seen by human eyes in weeks. Land of the stale posting.

Are those jobs even open anymore? Are the companies even around? Things move pretty fast in the modern world, so who knows? It leads to the bigger question: Is it worth applying for (supposed) opportunities when the post is more than 30 days old?

Obviously, the newer the posting, the better the chances the position is still open and the recruiting process for that job is ongoing. After all, most ads get their first interest within minutes. And within a few days, most recruiting efforts have already been inundated with applications.

Those old ads might be the result of an oversight by the job website, or the consequence of the company forgetting to pull their ad. Applying in those cases would be a waste of time.

But some positions are hard to fill. Meanwhile, some companies are constantly seeking talent, and leave their postings live in a passive hope that someone great will fall into their laps. You don’t want to pass up a meaningful opportunity just because of the date on the ad.

Check If There’s an Updated Version

Look around for a newer version of the same posting. Copy and paste a key part of the text into Google and see what you get. What you found in the deep archive on one site might just be a remnant of a previous recruiting attempt. There might be a fresh version on another job site.

Go Directly to the Company’s Website

Most companies, even ones that use job sites to propagate their recruitment postings, will also include information about open positions on their own websites. As the company has more direct control here, their site is likely to be more accurate. If the position is still listed, it’s good evidence the firm is still accepting applications.

Contact HR

If you’re still unsure, or just excited about the position, contact the company directly. Most websites will have some way to connect with the company, maybe even a direct line to HR.

You might not receive a reply. If that happens, no harm done. However, you might strike up a correspondence that leads to something worthwhile. Even if the position you found in the ancient ad has been filled, the company might have other jobs that have since become open.

Weigh Risk/Reward

At a certain point: why not?

Lots of job sites have one-click or nearly one-click application processes. With such a low investment of time, there’s not a lot of reason to skip an older posting. The only exception would be if the application process gets complicated or requires you to put in additional effort. At that point, you have to weigh the opportunity versus the likelihood that you’re wasting your time.

Clicking around job sites can be a frustrating and time-consuming endeavor. Ready for a better solution? Time to try a recruiter.

A strong recruiting firm, like SmartTalent, can fast-track your job search. Contact SmartTalent today to learn more.

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How to Make Your Resume More Appealing

May 23rd, 2019

Once you score an interview, you can turn on the charm. You can react to the ebb and flow of conversation. You can engage with the people making the hiring decisions on a personal level.

However, you can’t do any of that if you can’t get in the room. Without a stellar resume, you’ll never get the chance to uncork the charisma.

Resumes, by nature, are cold and official documents. It’s hard to infuse them with any of the personal charm you can bring to an interview setting. But they don’t have to lack all spark. You can take some steps to improve engagement, so the resume can open the door to your next opportunity.

Here are five steps you can take to make your resume more appealing:

Constantly Consider Your Format

Resume formats can seem boring, but they can actually be quite dynamic. Expectations change all the time.

If it’s been a while since you last looked for a job, the file currently saved on your Word 2010 file might look outdated. The first step in preparing your resume should involve thorough research about the current gold-standard format.

Periodically Re-Proofread

A bad habit sinks in when you apply to a lot of positions in succession. You write the resume, assiduously proofread it once, then blast it out unread to dozens of potential employers. However, if an error snuck through your original review (one “there” instead of “their,” etc.), you’ve now shotgunned that error all over the Internet.

You don’t need to read through your resume every time you send it. But every so often, give it another once over just in case.

Target Keywords

Many employers use software to speed the recruiting process, especially the tedious task of sifting through resumes. These programs use algorithms to look for particular keywords. Make sure your resume scores well on these products.

You might roll your eyes at the prospect of gaming a computer system to get your resume looked at by an actual person. However, it’s a necessity of our times. Every time you send a resume, make sure it includes appropriate keywords. Use the job description to figure out likely suspects.

Focus on Concrete Achievements

Remember: to score a job, you have to separate yourself from the competition. It’s not enough to be adequate. You have to be the best suited among the candidates applying.

As such, don’t spend a lot of time proving your competence. Underline your exceptional qualities instead. Don’t just list the positions you’ve held. Describe how you excelled in them.

Customize Your Resume for Each Opportunity

Don’t assume that one size fits all when it comes to resumes. Different positions require different points of emphasis. It might seem like quick-fire submission of a generic resume to a large number of companies will increase your overall chances of landing an interview. But your chances for each individual position are diminished.

Treat the resume you have saved as a template. For each position, tweak and tailor it until the document exactly suits the opportunity. The process might add a few extra minutes for each submission, but you’ll significantly increase the chance of a response.

Need more advice on how to land that perfect job? A strong recruiting partner, like SmartTalent, can give you the expert guidance you need to keep your career moving forward.

Contact SmartTalent today to find out more.

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Leveraging Job Rejection

May 21st, 2019

You thought you did everything right. You micro-targeted your resume to impress this company. The interview allowed you to present yourself at your most impressive (and at your most charming, if you do say so yourself).

But they picked someone else. And now you’re left staring into the void of rejection … an abyss of self-doubt and self-recrimination. It has all the pain of a romantic break-up, with the added torturous twist of denying you a paycheck as well.

However, as much as it seems like personal rejection in the immediate aftermath, resist the temptation to wallow. To succeed long term, you have to move on. Moreover, like any experience, you’ll make the most out of the situation by turning it into a lesson.

With that in mind, here are five ways to leverage that rejection into longer-term career success:

Don’t See It as a Personal Failure

You may have been passed over for this position, but that doesn’t make it a failure. You never know who got hired over you. You may have been up against a PhD candidate in your field. Maybe the CEO’s nephew applied. They may have had an internal candidate in mind all along.

There are dozens of reasons why you could have been rejected that have little or nothing to do with you personally. Don’t dwell on the situation. Apply for the next opportunity and move on.

Build Your Network

The first step is not to burn any bridges. Even if you legitimately feel you were unfairly passed over, don’t send that 1,000-word “I’ll have you know, sir…” email. Remain courteous and professional in response to rejection.

In addition, keep in mind the relationship here hasn’t really ended. If you lost out in a close competition, you might still have a chance at a future position. The person they hired might flame out. You never know.

Keep in contact with the company. Check in now and then. Another opportunity might open up at the company and you want to be positioned to jump at it.

Inquire About Contract Work

In a world increasingly influenced by the gig economy, you can’t consider a rejection for full-time employment at the end of the process. If anything, it could signal the beginning of other negotiations.

The company that turned you down as a full-timer might need your skills on a less-formal basis. Inquire about part-time or contract work. Even small projects could help you develop a relationship that could evolve into a long-term position someday.

Critique Your Performance

Stay positive about the situation, but simultaneously use it as a learning experience. Look back at your interview performance and identify ways you might improve next time. If you’re in contact with any of your interviewers (another good reason to keep the lines of communication open), try to get feedback from them.

Introspection may be painful, but it can be enlightening as well. The key here is to remain objective. Don’t let the process sap your confidence. Identify areas of improvement without taking it personally.

Use a Recruiter

Having outside help can supercharge all these efforts. A recruiter will steer you to ideal situations, where your skills will be a welcome addition to the team. Meanwhile, your recruiter will do the networking for you, tapping into their contact web of hundreds of potential employers.

In addition, a staffing associate can give you advice and guidance that will help you impress even more next time out.

Ready for a staffing firm to jump-start your career advancement? SmartTalent can provide the resources you need to find the perfect placement quickly. Contact them today to find out more.

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Bad Week or Burnout?

May 16th, 2019

You’ve had a bad stretch – the professional equivalent of Alexander and the Terrible, Horrible, No Good, Very Bad Day. Except, it’s lasted longer than a day … it feels like you’ve been overwhelmed for as long as you can remember.

And it’s starting to affect you. You’re tired. You’re irritable. You’re starting to spend most of your commute daydreaming about moving to some tropical island, and then drifting away on a lonely ocean raft.

Is this just a temporary blip? Or have you permanently burned out at this position? A bad week or a sign you might need a career change?

Here are some signs you might be looking at a longer-term problem:

Sustained Bad Attitude

Your co-workers have developed a series of nicknames for you: Grumpy, Crabby, The Grinch. You’ve become short-tempered and find yourself triggered into complaining at the slightest invitation.

Now, a bad week might prompt you to snip occasionally. One mild outburst doesn’t mean you need a sabbatical or a new gig. But a sustained period of unpleasant behavior might warrant some introspection, and possibly some resume polishing.

Getting Harder to Show Up

You start hitting the snooze bar a few extra times. Lunch used to consist of a sandwich at your desk. Now, it involves an hour-and-a-half epic feast at a restaurant as far away from work as you can reasonably get. You’re arriving late, leaving early and calling in sick at every opportunity.

An unpleasant stretch at work might have you daydreaming about checking out, but you eventually refocus and get your work done. However, if you start regularly playing hooky, it might signal a general lack of interest on your part.

Impact on Your Physical Health

A short-term period of intensified stress might leave you run down. But a little rest and relaxation should alleviate the problem. A couple of days off, or even a restful weekend, should reverse any preliminary physical damage to a tough week.

However, if you find yourself plagued by lingering illness or other physical manifestations of stress and frustration – like weight gain and insomnia – you might have to consider more drastic options.

Work Performance Slipping

You find it hard to fire yourself up anymore. You were once the company’s go-to employee. Now you’re happy to coast along. You’ve gone from great to adequate, and you just don’t care.

A bad week might leave you seeking the solace of a few slow days, just a respite to catch your breath. However, if nothing you do can reignite your inner drive, a more general funk may have become entrenched.

Daydreaming of Greener Pastures

Boil it down to this: How excited would you be for a new opportunity? If you have no interest in finding a different situation, if you’re excited to recommit to your current company, if you still think your present position offers you the best path to career fulfillment, then your recent troubles probably only indicate a short-term hiccup.

However, if your spirit leaped at the thought of somewhere new, if the prospect of different co-workers and a different boss fills you with glee, if you’d rather drive off into the sunset tonight than have to trudge back to work tomorrow, then you’ve probably reached full burned-out status. In that case, it might be time for a new opportunity.

If you’ve reached that crossroads, a recruiter provides a great entry into the world beyond your current slog. A top-flight staffing firm, like SmartTalent, can find you the kind of reinvigorating placement that will get your career back to its happy place.

Contact SmartTalent today to find out more.

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What Should Your Policy Be on Tattoos and Piercings?

May 14th, 2019

When your grandparents first entered the workforce, many companies had bans on tattoos and significant restrictions on piercings. The prohibitions were common and not something hiring professionals had to think much about.

At the time, tattoos were mainly for sailors and bikers, and piercings anywhere but a woman’s earlobes might only come up when casting a pirate movie. But culture has evolved since the days when memaw and papaw scored their first internships.

Now, tattoos and piercings are common in people of all ages and walks of life. In fact, it would be difficult to find a workplace where no one had a visible tattoo, or sported what had once been considered an unusual piercing. Declaring an all-out ban would shut the door on a lot of quality talent.

However, companies have the right to enforce a particular work culture, one expressed in part through dress codes and other restrictions on appearance. How to conceive those rules in the tattoo age?

Here are a few things to keep in mind as you craft your policy:

Don’t Get Personal

You need to remember your personal feelings on tattoos and piercings have no role in the decision making. You can’t let “get off my lawn” thinking take over or turn your company’s hiring policy into an extension of your individual fashion sense.

Market-Focused Solutions

If you can’t rely on your personal judgment, what metric should you use? Well, you run a business, so a key component to your policy should come from simple dollars and cents. Keep the market in mind.

There are two markets at play. You need to make your customers feel comfortable with the employees they interact with. Meanwhile, you want access to the best talent you can get.

Consider Industry Standards

When you set a dress code, keep industry expectations in mind. What does the competition do and what do customers (and potential employees) expect?

Run a Wall Street hedge fund, blouses and pencil skirts or $3,000 suits might represent de rigueur. Run a skateboard design company, knitted caps and shorts might define the uniform.

The same calculus should apply to your tattoo and piercing policy. Neck tattoo on your investment banker? Maybe not. On your skateboard designer? Sure, they’ll fit right in.

Customer-Focused Positions vs. Internal Positions

One market you had in mind centered on customer expectations. Not all positions interact with the public. Those employees that have significant contact with clients might require stricter considerations compared with positions focused on the back office.

Meanwhile, the placement of the tattoo or piercing can matter in these calculations. Images on the arms or legs can be covered up, if you feel that’s necessary for customer-focused work. That becomes more difficult with images inked onto the neck, face or hands.

The Message, Not the Medium

The fact that someone has a tattoo should have no bearing on their prospects as an employee. However, the type of tattoo and the way it is presented might enter into your consideration.

After all, there’s a qualitative difference between having a cute butterfly tattooed on an ankle, and having a confederate flag tattooed on a forehead. So, when writing a policy, don’t declare blanket bans; leave yourself some room to deal with individual situations that might come up.

When making any policy, maximizing the level of talent you can attract should weigh heavily in your deliberations. Without the best employees, it’s impossible to achieve your business goals.

SmartTalent can help you find the talent you need. A leader in the staffing industry, SmartTalent has the reach and experience to bring you the top-flight workers that will bring you to the next level. Contact us today to find out more.

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How to Prepare for Your Employee Evaluation

May 9th, 2019

It’s the most stress you’ve experienced since you interviewed for the position. Your annual evaluation. Every year, it feels like you have to apply all over again.

And like a job interview, the more you prepare, the more comfortable you will be. Also, the additional consideration and effort you put into getting ready will help you achieve a better outcome.

However, the kind of preparation necessary for a good performance at an annual review differs from the type needed for an interview. When you’re looking for a job, getting ready takes the form of fevered cramming, as you’re forced to get ready for short-notice meetings with strangers.

The annual review requires more a slow burn. You work closely with the people evaluating. And you have much more time to craft the narrative you want to sell.

With that in mind, here are some steps to take to prepare for your annual evaluation:

Make Sure You Responded to Last Year’s Comments

You need to start preparing for your evaluation early, even as early as the moment you leave the previous year’s meeting. Don’t just sweat it out the day before. You’ll need time to review last year’s feedback and build up an impressive portfolio of achievements to laud this year.

Write a List of Accomplishments

Go into your meeting with ammunition. Know exactly what sets you apart from your peers. Be specific. Have dates and statistics. If you beat output quotas, how much did you beat them by? If you volunteered for overtime, how often did you step up?

A year is a long time. It’s easy to forget specifics as time moves on. Keep a running tally all year long so you have it handy when the time comes.

Anticipate Criticism

You’re going to receive some negative feedback. Hopefully, your boss delivers it in a constructive way (not that a constructive delivery always softens the blow), but you can’t go into the meeting expecting a non-stop praise-fest.

Instead, steel yourself for the inevitable, so you can respond calmly and professionally. What’s more, anticipate the specific feedback you might receive. Put yourself in your boss’s position and guess the critiques they might have. That way you can consider possible replies and perhaps craft counter-arguments that will allow you to mitigate the criticisms.

Figure Out Your Goals

The evaluation isn’t just about absorbing punishment and making an argument for yourself as a good worker. It’s also a time to advance your own career goals. Of course, to advance them, you need to know what they are.

Think about how you want your career to develop, both in the near term and over the long haul. Formulate these as articulately as possible and discuss them during your evaluation. There may be steps you can take to acquire skills and steer your duties toward your long-term plan.

Prepare Some Questions

Along the same lines, use the meeting with your manager to ask questions. In the normal course of business, it can be hard to find time to get your boss’s undivided attention. You have it during the evaluation, so use the opportunity accordingly.

Take the Review to Heart

Time to bring the advice full circle. As soon as you walk out of this year’s evaluation, start preparing for next year. Commit to a program to correct any deficiencies your boss pointed out. Also, draw up plans to achieve the goals you want to accomplish by your next review.

Evaluations lose their edge when you have a good relationship with your boss and work in an environment well suited to your skills. A strong recruiting partner, like SmartTalent, can steer you to these ideal situations. Contact SmartTalent today to learn what we can do to jumpstart your career.

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Does Your Work Environment Encourage Productivity?

May 7th, 2019

We spend most of our waking lives at work. In some cases, we end up spending more time in the company of our co-workers than we do with our friends or families. Creating a positive working environment becomes central in achieving long-term life satisfaction.

But, of course, you’re running a business. A working environment doesn’t just exist as an incubator for personal bliss. You want to create a situation that stimulates productivity and encourages efficient output.

Luckily, these two goals (a positive experience for workers and an environment conducive to high productivity) are not mutually exclusive. In fact, they usually feed on each other. Happy and secure workers are also productive and efficient ones.

With that in mind, here are four aspects to keep in mind to make your workplace the most productive one possible:

Physical Health

Your office probably isn’t an abandoned coal mine. It doesn’t have leaking barrels of toxic waste stored in the closets or piping hot chemicals running in troughs through the hallways.

Still, that doesn’t mean there aren’t physical dangers to look out for. Make sure your workers are safe and secure. Maintain the highest safety standards, and watch for things like air quality and temperature. A comfortable and confident workforce is able to maintain the highest levels of efficiency.

Emotionally Supportive

Beyond their physical safety, workers should feel emotionally secure in their work environments. They should be protected from bullying, from both management and co-workers. You should keep all communications with them professional and constructive … the goal is to get work done, not cause hurt feelings.

Meanwhile, you should have protocols in place to arbitrate any worker disputes that arise. Having the infrastructure in place to diffuse any conflicts before they escalate will allow you to keep the highest possible team spirit.

Harassment Protections

In the wake of the #MeToo era, every company should be aggressive in implementing proper protections against predatory workplace situations.

All workers should feel comfortable coming to management if an incident takes place. There should be clear policies in place to spell out acceptable workplace behavior, along with procedures for dealing with complaints and violations. You should respond to any allegations quickly, with sensitivity and a sense of purpose.

Two-Way Communications

Don’t be afraid of complaints. You might not be able to fix every problem that comes up (“no, we can’t work outside on every nice summer day … and no, we can’t give everyone every Friday off”). But providing workers a voice can keep complaints from metastasizing into long-term morale problems.

Having a method for acquiring feedback gives you the opportunity to reply, improving what you can and responding to those things that are outside your power to fix. The mere fact that you’ve listened can go a long way to building a positive relationship.

Having a safe and encouraging work environment represents one factor in developing a creative and productive team. Hiring the right staff provides another factor. A top-flight staffing firm, like SmartTalent, can ensure your team has the competent, energetic workers you need.

Contact SmartTalent today to learn more.

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