As an employer, you know how detrimental turnover can be to your company. You don’t want to lose employees, but you aren’t sure of a magic formula that can make them stay. While there isn’t a secret key to keeping them and occasionally some will leave, there is an easy imitative that can reduce turnover: employee appreciation. Here are 10 ideas your staff will enjoy to get you started.

1. Thank you notes

Sometimes the simplest solution is one of the best. When your employee deserves thanks, don’t just say it or shoot off an email. Take the time to specifically acknowledge what they did in a handwritten note. It may be more old fashioned, but your employee will appreciate the effort.

2. Celebrate birthdays

This is a great way to bring your team together, provide them with a treat, and make sure they know they’re noticed. Depending on your team size, you can do it individually or monthly, just don’t forget the card!

3. Peer-to-peer recognition

Appreciation doesn’t need to come from only the top. Give your team a way that they can celebrate each other.

4. Team recognition

You want to acknowledge individuals, but you don’t want to neglect the efforts of a team. Celebrate and recognize their milestones and what they’ve been able to accomplish. Not only are you encouraging them, but you’re also providing insight for other teams to learn more.

 5. Surprise treats

Birthday celebrations are a must, but there’s also value in a surprise treat in the breakroom from time to time just to say thank you and I appreciate you. Think about donuts, bagels, pizza, cookies, or anything else your staff will enjoy.

6. Acknowledge anniversaries

Don’t let a work anniversary pass without at least saying something to an employee. Even if it’s not a major milestone, just a simple congrats and thanks will let them know you see them.

7. Staff lunches

Take the time to have lunch as a staff, whether it’s on-site or off. This is a great way to bring people together, reward your team, and get to know them better.

8. Additional training

Investing in their professional development is an excellent way to show your employees they’re appreciated. You’re telling them they’re worth the investment.

 9. See what they do outside of work

Celebrating accomplishments on-the-job is important, but don’t forget to see what they’re doing outside the office. Whether it’s volunteer work or personal accomplishments, pay attention and let them know you value all they contribute, not just what happens inside your company.

 10. Mentor programs

Similar to training, setting up mentor programs is a way to help advance careers. If you start by pairing new team members with seasoned leaders, you’re already showing appreciation from day one.

Workbox Staffing is your employment agency

We can find you highly qualified employees in industries like manufacturing, office and admin work, light industrial, and warehouse operations. Find a location near you to get started today!

 

You want to offer the best possible experience for your employees without spending all your money to make it happen. You know you need good perks to attract new talent, but you worry about the additional costs. If this sounds like you, consider these five perks you can offer your employees without breaking the bank.  

1. Flexibility 

As the workforce evolves, one of the greatest benefits you can provide is the option of flexibility. Depending on your industry, culture, and his or her specific job, you can determine just how flexible you want to be. Whether it’s the option to work from home, stack your hours, or even leave early based on their judgement, you can make your team happier by being looser about standard 9 to 5 in office hours.  

2. Play hooky  

When you build in days where you leave the office to do something not work related, like a happy hour or sporting event, you’re reminding your team that you value them, and work isn’t the most important thing in life. Even if it’s just an afternoon where you visit a local free attraction, days of playing hooky are a great perk to offer.  

3. Casual environment 

This may depend on what your company and employees do but relaxing on business casual and other standard formalities can be a completely free but immensely appreciated perk. Sometimes you need to look the sharp in suits, but if that doesn’t apply to you, maybe it’s time to loosen up your standards.   

4. Fun food days 

Everyone gets excited about free food and it’s a nice gesture to show your team you appreciate them. When you provide lunch once a month, bagels on Fridays, and/or monthly birthday cake, you’re allowing everyone to pause from their work and gather together for a nice treat. Inexpensive yet effective.  

5. Increased recognition 

Make more of an effort to applaud your employees when they’re working hard and doing a good job. Whether you partner with local business for prizes, provide gift cards, or do a fun wall of celebration, any effort to show you appreciate your team is a good idea. 

Staffing and recruiting for multiple industries 

When you need a performer and not someone to “fill a void,” trust Workbox Staffing. We place highly qualified employees in manufacturing, light industrial, office and administration help, and warehouse operations. Search our jobs today to see how we can assist your search! 

What are you doing to help your employees develop professionally? If you can’t easily answer that question, you’re probably missing the boat on a valuable and important opportunity for your company. In case you haven’t considered it, here are five reasons it’s important to invest in the career growth of your employees 

1. Maintain consistency 

By making the same training available to all employees on a team, you’re setting the expectation right at the beginning and developing a culture of consistency. This way, you know every single employee has experienced the same onboarding and additional training and was told what was expected in the role.  

2. Stay up to date on trends 

Technology evolves constantly and, as an employer, it can be hard to stay on top of all of them. By making sure your employees stay trained, you know you’re still using the most efficient and effective resources for your team. 

3. Boost morale 

When you take the time to invest in your team, it sends a message. You are telling them they’re valuable and you care about their growth. This kind of culture will be more positive and have employees with higher morale because they feel noticed and important under your leadership.  

4. Recognize your talent 

More training also gives you an opportunity to see your team in a new light. For example, the extra training may cause some to excel beyond what you imagined and become your next top performer. Conversely, you may notice that some you had high hopes for aren’t taking it seriously. By giving them the chance to improve, you can see a different side to your team.  

5. Decrease turnover 

With more content employees, you’ll have less looking to leave for a better opportunity. Beyond just that perk, employees who are growing make great candidates for positions within the company. You don’t have to look externally or fear you’re going to lose people because you take the time to invest.  

An employment agency with you in mind 

When you have an opening, you aren’t looking for just anyone to fill the role. You want a performer, and we can deliver. At Workbox Staffing, we have an extensive evaluation process that includes pre-employment testing, background checks, employment verification, drug screenings and e-verify authorization so we can guarantee the right personFind a location near you today!  

 

Because employees are humans just like you, sometimes they will need time off. Whether it’s due to illness or a planned vacation, you can expect to receive requests and notices about when they’ll be absent. While this is normal, just now showing up for work is not.

A no-show employee is one who doesn’t come to work and doesn’t tell anyone they aren’t going to, either. When this occurs, it can be frustrating to other team members who maybe have to cover and cause a delay in finding a replacement. If you’re having problems with employees no-showing their shifts, here’s what you should do.

1.Establish a policy

If you’ve already completed this step, skip to number two. If not, stick around. Without a clear policy in place, it can be hard to reprimand your employees who don’t show up for work without letting you know. You don’t really have any basis to stand on except fundamentally you know it’s wrong.

This policy should cover how to call off work, how to request days off, and what will happen if you fail to show without notifying the company. By writing this down, you have clear language explaining the repercussions of no-showing, especially after it becomes a repeated behavior.

2. Educate your employees

Second in importance to having a policy is making sure your team is aware of it. Take time to go over the rules with them, especially if this becomes an ongoing issue. Make the consequences clear so people are aware of what will happen if they break the rules.

A good way to start employees off on the right foot is to provide your policy to them and have them sign saying they’ve received and read it. This works for current employees, too. With written proof of their reception, they can’t use ‘I didn’t know’ as an excuse to get out of trouble.

3. Enforce your rules

When you don’t make it clear the rules matter, your employees will begin to pushback because they’ve yet to face any real ramifications for their behavior. They’ll know they aren’t supposed to be late or not show up, but you’ve never done anything about it so why should it matter?

Disciplining isn’t easy, but it’s necessary. In order to make sure your rules are followed, they must be enforced.

An employment agency with you in mind

When you need a new employee, whether it’s because an employee had too many no-shows or an increased workload, trust Workbox Staffing to deliver. We understand your team is the lifeblood of your business and it takes more than just a warm body to keep things moving. Find a location near you today to get started!

Are you documenting everything as a manager?

Paperwork is a tedious part of anyone’s job but documenting certain things as an employer can save you time and money down the road. By having a record of your conversations with employees, you have the tools you need when you need them.

What should you document?

Certain records are documented through human resources, including employee records, incident reports, performance evaluations, policies, and procedures. In addition to those, you should document your own conversations with employees regarding their performance. Establishing these documents of record are essential to assist you in the performance management of your team.

How should you get started?

Start by creating files for all your employees, both the top and poor performers. The goal with these documents isn’t to simply monitor the employees who need more assistance but consistently track all employees. It’s important to develop a system that will help you in the recordkeeping process, which can laborious.

What is included?

Each new record should contain the following four pieces of information: the date, the subject of the conversation, what in particular was covered, and the next steps. With these recorded, you know exactly how your conversations went and what is now expected of the employee.

While this is helpful in documenting improvements, it’s also helpful in the case of termination. If you have to let an employee go and they argue it’s without cause, you have the records to indicate the chances they had to improve.

What should you do with the records?

Once you’ve written the report, follow up via email with the employee so they have a record for themselves. This can also help you because you have proof you and the employee were both aware of the details. Make sure you keep the emails you send and receive regarding the performance management documents as further records.

At the start, these will seem overwhelming to write, but ultimately, they exist to make your life easier. Should you face any lawsuits claiming one thing, you have the proper records to refute the claims. When it comes to evaluating performance at the end of the year, you have the reports already assembled to back up your thoughts about your employees’ growth.

Find the right candidates, easier.

Sometimes your performance management reports will show someone just isn’t where they need to be and it’s time for them to be replaced. Instead of being overwhelmed with the process, partner with Workbox Staffing. We know hiring its stressful, which is why we do the heavy lifting for you through our thorough vetting process. We’re a staffing agency that understands you need the right person in a role, not just a body on the payroll. Find a location near you and contact us today!

Is your hiring process outdated?

When is the last time you evaluated your hiring process to check if it’s still working? Too often companies rely on what always worked instead of paying attention to industry and HR trends and implementing new practices. Failing to evolve what you do could be costing you talent. If you’re implementing any of the following tactics, it might be time to try something new.

You use the same interview structure for every candidate.

Not only is every position different, so is every candidate! Treating both as a one-size fits all process could cause you to miss important details or information about an applicant. One example could be the standard time it takes to set up an interview.

Maybe in the past you had a timeline you followed and assumed if the candidate wanted the job, they would wait. Often, this isn’t the case for the best and brightest. When you come across a candidate you’re especially interested in, the time to schedule an interview is immediately.

You don’t focus on the employee experience.

Desperate job seekers don’t care about the culture or status of your company as long as it’s a paying job. For these people, you don’t need to worry about discussing your opportunities in great detail or having an enticing careers page, because they’ll apply no matter what. The problem is, these aren’t the applicants you necessarily want.

A top candidate is looking for more than just a way to pay the bills. They are looking into the value working for you will bring to their lives. Attracting the best is about showing them what they get at your company and focusing on their experiences.

 You engage people with bland and impersonal emails or not at all.

Employee cultivation should be an ongoing process that’s always searching for new talent to bring on board. This involves engaging both with candidates who have previously applied, as well as professionals you’ve noticed in the field. Make personal and meaningful connections with them so, when you need someone to fill a role, you’ve already lain the groundwork.

You take months to make up your mind.

The hiring process is something that shouldn’t be rushed, yet there is such a thing as taking too long. In your search to find the perfect candidate, you might miss the best talent available because you can’t find the time to make up your mind. The longer you take, the more interviews your candidates are going on, increasing their chances of finding something else.

Workbox Staffing puts you first

We understand the time the hiring process can take. Not only does it hurt your chances of finding the best talent, it keeps you from focusing on your own work. Partnering with Workbox Staffing helps you find reliable talent faster in fields like manufacturing and light industrial operations, office help, and warehouse operations. Make the hiring process less stressful and work with us today!

5 Reasons getting to know your employees will help you manage

As a manager, you want to be seen as more than just someone who tells the team what to do. You want to be a leader so people will follow you out of passion and devotion, instead of obligation. One of the best ways to establish yourself as a leader and develop loyalty is to take the time to learn more about your employees. Here are five reasons for getting to know your team will help you manage them better.

1. Take Them Outside of Work

Engaging with your team in social settings will help you and them learn more about each other in a non-work environment. When you see them in different environments, you can learn more about their behaviors. Plus, you have time to actually talk to them beyond standard work conversations about projects and deadlines.

2. Give Them Your Support

While you don’t want them to think they can misbehave or break company policy, it’s good for them to know you’re behind them 100 percent. When they have new ideas, help them implement them and encourage your team. If something goes wrong, don’t immediately pass the blame but accept responsibility yourself. Doing this shows you’re in their corner, no matter what.

3. Keep Your Door Open

Being approachable goes a long way. By opening yourself up to their conversations, you’re letting them know they can come to you, and you’ll listen. Even when you’re having a stressful day, lead by example and retain your friendly demeanor. Consistency means everything to your team.

4. Encourage Development at all Levels

You want your team to improve, and frequently that starts with the individual. Developing your team as a whole is important, but you want to make sure the members of your team have room to grow as professionals.

5. Always Be Empathetic

Excuses aren’t acceptable, but things do happen that cause pause and consideration. When something is going on in their life, engage with them as much as they’re comfortable and make allowances where possible.

Find Talent With Workbox Staffing

The job search shouldn’t take away from the time it takes to run a successful business. That’s why we’re here! Workbox Staffing, we can take hiring tasks off your plate to free up your time and guarantee the talent you want. Learn more about how we can help you!

Selecting the candidate you want to extend an offer to after the long hiring process is a moment of relief after weeks of stress. You’re ready to fill the open position so everyone can go back to the regular duties and the rhythms can go back to normal around your office. Everything is finalized with HR and at last you reach out, congratulating the candidate and sending your offer.

To your great surprise, you don’t immediately hear back. There’s nothing the next day or a day after that. Finally, after a week, you reach back out and still it’s silent. After everything, you’re left wondering why you haven’t heard back from your top candidate, these following reasons may explain their lack of response.

 You Took too Long

At the end of the day, the likely answer is you took too long to make a decision. If the candidate went through too many rounds of interviews without hearing an answer, they probably decided to go with another option.

No matter what the process is like on your end, you need to be in frequent communication with your candidates and keep them informed of what’s going on. Weeks without word could leave them confused, unsure, and more likely to accept another offer.

 They Received a Better Offer

Sometimes it comes down to an opportunity they wanted more, so they accepted an offer without letting you know. Or that they knew the salary for the position at your company and chose a job with something higher or better benefits.

Because of this, it’s always important to make sure your salaries are competitive with the market. Failing to offer what someone is worth, especially compared to others in similar positions could mean the loss of your top talent. You can’t control a person’s interest, but you can control how much you pay them.

They Changed Their Mind

Maybe it’s as simple as after, a few interviews, they decided your position wasn’t something they wanted. Instead of taking a job they knew wouldn’t work out, they’re going to ignore future communications. If this is the case, be grateful you didn’t go through the lengthy and expensive process of onboarding, only to lose them anyway.

Hold Onto Top Candidates

Next time you’re looking for employees in the light industrial, manufacturing, or clerical fields, partner with Workbox Staffing to get the right candidates when you need them. We take the time to make sure we’re presenting you with the top talent you know isn’t going to disappear. Learn more about our services and getting new employees today!

The lack of good talent is becoming more of a national trend, not because of unqualified workers, but changes in the workforce and structure. Because of this, companies are having to readapt to their hiring environments after recognizing the reasons good talent is so hard to find.

You don’t have the talent in your local area anymore

Before the ease and accessibility of the internet, most candidates looked for work closer to home instead of casting a wider net. If you’re in a city without the talent you need, it may be time to focus your efforts on a wider scale. This may mean increasing your salary and benefits to attract local talent who wasn’t interested before or attract an out-of-towner who believes what you’re offering will make the move worth the transition.

Your employees aren’t staying as long as they used to

One of the biggest shifts in the modern workplace has been the longevity of an employee at a company. Now, workers are staying in a job for about two to four years before looking for something else. You can do your best to create a positive workplace to inspire this loyalty and dedication, and while it may work for some, you shouldn’t be surprised when this kind of turnover occurs.

You aren’t giving enough resources to your HR team

The answer isn’t always throwing more money at a problem, but sometimes a lack of funding can lead to limited and unsatisfying results. Acquiring talent and retaining it shouldn’t be action items you only consider when the need arises. They should always be a focus to make sure your current team is happy, and you’re prepared to replace someone if they leave.

If it isn’t a matter of a lack of HR time, but lack of an HR team to help you, you can always look externally into working with an employment agency. Not only will they take a lot of the time and effort out of the hiring process for you, but they can also use their expertise and wider geographic range to bring in candidates you wouldn’t see otherwise.

A staffing agency who puts you first

Workbox Staffing is here to help make your staffing needs easy and accurate. Just like you, we value high retention, which is why our screening process makes sure you’re getting the right candidates to fill your roles. Whether you need a candidate in manufacturing and light industrial operations, office help or warehouse operations, we have the right talent for you. Contact our top recruiters today to learn more about how we can help you!

The new Occupational Safety and Health Administration (OSHA) budget officially began in October 2018 for Fiscal Year 2019, meaning the new updates are beginning to take effect. Here are some of the major changes for you to be aware of in your workplace:

Beryllium Standards

One of the areas of major reforms for OSHA are the beryllium standards. Beryllium is a chemical element in an alkaline earth metal with cancer-causing properties. The new rule is designed to prevent chronic beryllium disease and lung cancer in workers. Specifically, the standards are for general industry, shipyards and construction.

Currently, more than 60,000 workers are exposed to beryllium on the job every year. This includes both shipyard and construction workers conducting abrasive blasting operations with slags that may contain beryllium in trace amounts. Protecting workers isn’t a new initiative, but the revised rules will save an estimated 90 lives and prevent an additional 46 cases of chronic beryllium disease in a year.

Record keeping Rule

OSHA revised this recordkeeping rule with two major changes, including industries that do not have to keep OSHA updated with their injury and illness records and the list of work-related injuries that must be reported to OSHA.

Exempt industries experience relatively low on-the-job injury and illness and, therefore, aren’t required to submit every case to OSHA. The previous list used information gathered from the Standard Industrial Classification system and illness data gathered from the Bureau of Labor Statistics (BLS) for the years 1996, 1997, and 1998. Now the list is assembled from the North American Industry Classification System and BLS numbers from 2007 to 2009. If a company has 10 or fewer employees, they are exempt regardless of industry.

For work-related injuries that have to be reported to OSHA, the eight-hour window to report fatalities remains with the addition of other incidents that must be reported within 24 hours, including loss of an eye, in-patient hospitalization, and amputations.

 Fit-Testing Procedures

Another area receiving revisions are the processes for testing the fit of respiratory equipment. The complete list of general requirements for fit-test protocols can be found on OSHA’s website.

 Hire employees you can trust

 One of the keys to a safe work environment is hiring the right team to follow the protocols. That’s why at Workbox Staffing, we take the time to screen and vet our candidates to make sure they value safety as much as you do. Our extensive evaluation system finds the employees you need for your manufacturing, warehouse, and light industrial operations. Find the right employees for you today!