person writing at a desk

A necessary part of managing other people is having to take corrective action. Often this starts with a conversation or verbal warning, but if that doesn’t work a written warning (a “write up”) usually comes next. A formal write up is important because it not only creates a paper trail, but also gives the employee steps on how to improve. Here’s a quick overview of what a write up is exactly and how to create one.

What is an employee write up?

A “write up” is a report that formally documents disciplinary actions in the workplace. It should include both a description of the incident (or incidents) and the recommended steps needed to correct the problem. This is a professional document and should be taken seriously by everyone involved. A write up doesn’t mean an employee will be fired, but it does create a sort of probationary period. Here are the basic steps to writing up an employee.

1. Talk about it first.

Before you decide to write someone up, take some time to talk with the employee about the issue. Ask if they’re aware of company policy and if there’s anything you can do to help them improve. Try to clear up any misunderstandings or misinformation before you move on to formally writing up an employee.

2. Take some time to cool off.

The circumstances leading to a write up can be stressful and frustrating. We get it. Managing other employees can feel unrewarding and impossible. But, no matter what the circumstances are and no matter how angry you are—never, ever write someone up until you’ve had time to cool down. Remember, a write up is a professional document. There is no room for drama or accusations.

3. Use your organization’s template.

Your organization should have an official template for writing up employees. All managers should be familiar with this document, what’s in it, and where to find it. If you have questions about how to fill it out, make sure to ask someone in Human Resources for clarification.

4. Stick to the facts.

Fill out the form as accurately and objectively as possible. If you’re writing up an employee who is consistently late for work, reference specific days and shift times. Or, if an employee is rude to customers, include a short explanation of a specific incident and any customer complaints you’ve received. If you are regularly documenting things as a manager, you should already have these facts on hand.

5. Cite company policies.

Refer to official company policies whenever possible. This helps validate your reason for the write up and keeps things objective.

6. Outline how the employee is expected to improve.

A write up should include a description of the problem and the recommended steps for improvement. Keep these suggestions real and actionable. Don’t say an employee needs to “work on their attitude” or that they should “recognize how their actions affect coworkers”. Instead, list some areas where you can track measurable results. For example, arriving on time or consistently following safety procedures.

7. Deliver the news in-person.

Always deliver the news of a write up in-person. Doing it over email or text can feel cold and impersonal and leave the employee confused and hurt. Instead, make time for a face-to-face conversation. Focus on the issue at hand and avoid any personal allegations. Review the document with them and discuss the suggestions for improvement. Explain what will happen if the employee doesn’t make an effort to improve. Leave a space in the document for their comments and ask if there’s anything they’d like to add. Sign and file it with the appropriate HR representative.

8. Follow up.

A write up doesn’t end with filing it away. It’s critical you check back on the employee’s progress. Note any improvements and provide encouragement and support as necessary. Most of the time, a write up is enough to give a troublesome employee the wake-up call and motivate them to improve. However, if the employee hasn’t made an effort and the behavior continues it may be time for more serious measures. Discuss this with higher management or HR as appropriate.

Workbox Staffing: A Better Way To Hire

Part of our mission at Workbox Staffing is to provide the employees you need for a productive and efficient workforce. We believe that connecting employers with the right candidates improves people’s lives and has a positive impact on the entire community. Our customizable approach to staffing helps ensure that we place the right people in the right jobs. Let us take hiring off your plate. Locate a Workbox Staffing agency near you to get started!

If you’ve been working in your industry for a while, the preliminary list of OSHA’s most-cited violations for 2019 shouldn’t come as a surprise. In fact, for five years the top five has remained unchanged! Since 2014, only two items have fallen off the list (both related to electrical violations), bringing in new additions like training requirements for fall protection and eye and face protection.

Because you know OSHA’s most common violations, you should do whatever is in your power at your workplace to avoid them at all cost. Here’s a look at the top five you should work hard to prevent.

Fall Protection – General Requirements (1926.501)

For at least the last five years, the general requirements for fall protection has topped the list. Referenced as a “duty to have fall protection,” OSHA lists different guardrail, railing, and other safety requirements for work areas based on varying factors. It’s no surprise they monitor this so closely – falls remain one of the leading causes of workplace injury and death.

Hazard Communication (1910.1200)

This is exactly what it sounds like – communicating the hazards of whatever chemical is being worked with on the job. Considering tragic errors of the past, like asbestos, OSHA mandates that all chemicals are clearly labeled and that employees understand what they are and what they do. The goal of this is to avoid illness, injury, and legislation related to withholding information.

Scaffolding – General Requirements (1926.451)

With falls being the threat they are, scaffolding is also closely monitored, with specific details about weights, ropes, counterbalances, and rated loads to make sure everything remains safe. If you use scaffolding at your company, take the time to review all of OSHA’s inclusions in the scaffolding standard to avoid violation and, more importantly, worker injury.

Control of Hazardous Energy – Lockout/Tagout (1910.147)

As part of its regulations on hazardous energy, OSHA requires employers to create safety procedures and programs to either lockout, tagout, or disable machines that may encounter energization. When machines that control energy begin to malfunction or react, the lack of safety measures for shutting down can have disastrous effects for the employees involved and potentially communities at large. While many will be smaller scale, nuclear energy has the potential to cause widespread illness and destruction.

Respiratory Protection (1910.134)

Depending on the specific work in an industry, respiratory protection may be required. Specifically, 1910.134 refers to those involved with marine terminals, shipyards, longshoring, construction, and general industry. The mandate is that employees must provide the proper respirators for the purpose of the job. It defines the different types of equipment and their specific uses.

Staffing and Recruiting for Multiple Industries

Keeping your team safe is your priority and providing you with safety-minded and exceptional talent is ours. We specialize in manufacturing, light industrial, warehouses, and administration staffing, meaning we know the kind of worker you’re looking for to join your team. Find a location near you to get started with Workbox today!

Your employees are the lifeblood of your organization, but are you taking the time to properly invest in their development? The concept of employee development continues to grow, making it a necessary focus to consider at your company. Here are five reasons employee development is more important than ever. 

1. Keeps you current

When you encourage your team to grow professionally and invest in their growth, you’re making efforts to keep your company current. In their learning, they can see new technology and options that can streamline your own business and keep you competitive. Stifling your staff’s growth could mean falling behind in the times.

2. Improves your company financially

Hiring and training is an expensive process, so when turnover occurs, you’re back at square one paying everything again. Focusing on employee development, however, can lead to higher retention rates. Even better, these loyal employees can boost your bottom line because they’re more engaged and productive.

3. Aids in internal hiring

Growing your team now is preparing them with promotions tomorrow. Outside hires serve a purpose, but there are also benefits to raising up your current employees into new roles. By investing in their career, you’re helping to prepare them for a long tenure spent working for you in different roles.

4. Attracts top talent

If you need to look outside for talent, your employee development program will help there as well. As the workforce evolves, more employees are looking for opportunities in professional growth at their companies they apply to when job searching. By making it a part of who you are, you might just be sending the right message to the right candidate.

5. Supports employee engagement

How engaged are you when you’re bored? Probably not very, but that’s what you can do to your employees when you fail to help develop them. They will do the same job day in and day out and eventually become restless and feel like they aren’t learning anything new. Taking the time to encourage and arrange growth opportunities can bring them back around and get them excited to work again.

Staffing and recruiting for multiple industries

Whether you’re looking for temporary, seasonal, or highly skilled manufacturing, light industrial, warehouse, and office workers, Workbox Staffing is here to help! We do our homework to make sure we deliver on all your staffing requirements, every time. Locate a Workbox Staffing agency near you to get started!

As an employer, you know your employees are going to miss days at work. Whether scheduled days off or unexpected illnesses, occasional absences are a normal part of the business. Fortunately, many if not most of these situations you will hear from the employee and know why they cannot make it in for work. That is unless it’s a no-call, no-show.

An employee absence qualifies as a no-call, no-show when they don’t let you know they aren’t going to make it into work and instead simply miss the shift without notice. Certain circumstances can excuse this, like a car accident or other major problem that leaves the employee unable to call. These are forgivable, but not all no-call, no-shows are. Here’s how to properly handle your no-call, no-show employees.

Be proactive – have a policy in place.

Before you even face the situation, you should have clear guidelines in your handbook. From these pages, an employee should learn about your attendance policies, how to call off a shift, and the process for scheduling paid time off, as well as the consequences of failing to follow these procedures. This way, when the no-call, no-show situation arises, you have everything in writing.

Make sure your employees know the policy.

This should go without saying, but a policy doesn’t do any good if you don’t make it known to your staff. Have them sign off on their handbooks to know they were received and periodically do reminders to keep them up to date.

Maintain consistency in your enforcement.

One of the easiest ways to show your staff you mean what the no-call, no-show policy says is to enforce it every time. Unless there were extenuating circumstances like an accident, hold every employee to the same standard to avoid whispers of favoritism. When you start to let things slide, your employees may start to see ways they can take advantage of the system.

Consider a new way to schedule.

If no-call, no-shows are becoming a problem, there could be bigger issues. Take time to listen to your team to see if something in your process is making things difficult for them. You don’t want to bend immediately to their thoughts, but they may offer something worth considering.

For some, you may just need to add more flexibility to your scheduling. There are apps that allow your workers to go right in and request time off, and some even permit self-scheduling. The ease of operations can help your employees get all the days they need. Another option is letting them work it out amongst themselves, meaning you give them the power to switch their shifts with co-workers, so when they need a day, they can take it and make sure their shift is still covered.

An employment agency with you in mind.

When you’re looking for a new team member, you want more than to fill a void. At Workbox Staffing, we’re dedicated to finding you the right candidates in a less stressful and faster way. Find a location near you to get started today!

When you need additional support, but you can’t or don’t want to bring on additional full-time employees, you can choose part-time staff. These employees are there to provide the help you need when you need it, without becoming a long-term burden. While they can be a gift, they bring their own management challenges. Here are five strategies to help you manage your part-time employees.

1. Don’t view them differently

Even though an employee isn’t part of your permanent, full-time staff doesn’t mean they don’t have value. Treating them differently, or like they’re second to the rest of your staff, can cause problems. Always keep the mindset that they’re there to help your company, just like everyone else, and you’ll maintain much better relationships.

2. Give them a job to do

There’s a temptation when you bring on part-timers to just send them wherever you need help, but this can hurt the quality of your hires and the work completed. The work may not be full-time, but you still need someone with the right skills and experience. Write an actual job description and hire a person to do that specific job.

3. Attach them to specific projects

While the work is specific, they don’t necessarily need to be aligned with one department (role dependent). Sometimes, it might be wiser to bring them on for a job on a specific project where they’ll work cross-departmentally and potentially more productively as a result.

4. Meet with them

As a manager, you should take time to meet with everyone on your team, including part-time workers. In these conversations, you can find out how the work is going, how they’re adjusting, and anything you can do to support them in their role. By taking this time, you’re developing a better relationship and they’ll feel more dedicated and like they’re a real part of your company.

5. Include them during relevant meetings

Like earlier points is the fact that they need to be included in all relevant staff activities, regardless of status. When you don’t invite them, especially to a meeting related to their work, you’re sending a negative message to both them and the team, like they don’t really belong.

Let Workbox do the heavy lifting for you

When you need extra support in your office, light industrial, warehouse, or manufacturing setting, look no further than Workbox Staffing. We’re an employment agency with your mind, dedicating our work to finding the right employee for you – not just a body to fill the void. Through thorough vetting and thoughtful hiring, we make sure we’re delivering the right candidates every time. Call or stop into any of our locations to get started today!

Like it or not, winter is coming. With it brings new safety challenges and hazards for your manufacturing company. Even if it seems like you still have time, now is the time to take proactive steps to make your workplace safer before the snow falls.

Be aware of the most common accidents

Sleet, snow, and ice all wreak havoc during the winter and cause serious injuries and accidents for your team. Your manufacturing company can’t afford to overlook the risks and not be prepared for these potential accidents.

Slips and falls

These are always a risk during the nicest days and the threats are magnified once the weather makes every surface more slippery. Outside walkways and stairs face the most exposure, but workers tracking the snow and ice can cause slippery entrances and hallways.

Vehicle accidents

Obviously, elements that cause accidents on foot can also cause them in a vehicle. Road conditions can deteriorate rapidly, putting your employees in a potentially dangerous situation.

Physical ailments

Outside of what an accident because of the weather can cause, there’s also the risk of physical ailments like hypothermia and frostbite. For workers who spend a lot of time outside during the extreme cold, this can be a real threat.

What can you do?

Now that you know the risks, it’s time to determine what you can do at your workplace to avoid them at all costs. Some things will be out of your control, but you don’t want to overlook a solution to make your company safer.

Make sure your team is wearing the proper equipment

If your workers are going to be outside, make sure they’re dressed in the appropriate gear. This can include specialty coats, boots, and gloves. Don’t just tell them – make sure it’s enforced.

Keep your vehicles safe

Make sure your company cars and trucks are winter-ready with snow tires, windshield wiper fluid, up-to-date inspections, and scrapers and brushes to clean off the snow. It’s also advisable to keep an emergency kit in each vehicle just in case.

Maintain your walkways

Any slip or fall on your property, whether it’s one of your employees or a member of the public, could become grounds for a lawsuit. Maintenance and snow removal should be a top priority in the winter months to keep everyone safe.

Staffing and recruiting for multiple industries

When you need reliable talent to add to the success of your organization, trust Workbox Staffing. We deliver highly qualified employees in manufacturing, light industrial, and warehouse operations. Find a location near you to get started today!

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!