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!

Hiring internally vs. externally is one of the most important decisions you’ll face in the hiring process. For some companies, internal applicants are always reviewed first, with an outside candidate brought in only when there’s no one with the right skills and experience. Others do more of a balance, depending on the specifics of the job.

No matter your style, it’s likely you’ve had to decide whether to hire an internal candidate or look for someone outside of your organization. Next time you’re in the midst of this dilemma, ask yourself these questions to determine if you should shift talent around and hire internally.

Are you just trying to get rid of someone?

Sometimes when a position opens up it’s tempting to move an underperforming member of your team to another department. They might be well-suited, or they might be taking up space in a role that an external candidate would better fill. When considering an employee shift, make sure it’s based on their merits. If not, it might be time to remove them from your company based on their performance.

Does the employee want the job?

If you don’t automatically open positions to internal candidates, but have an employee in mind for the position, see if they come to you. This can demonstrate confidence in themselves and that they see the same value you have for them. In some cases, it’s still right for you to approach someone you feel is qualified, but this method allows you to learn more about them.

Do I know they measure up against top talent?

While you know that an employee is a star in your company, that doesn’t mean they measure up to candidates outside of your organization. Even if you have someone you want for the job, it doesn’t hurt to bring in in external candidates for interviews to be sure. They can either confirm your suspicion the employee is right or help you find someone better.

Have I made the expectations for the role clear?

From the employee’s perspective, shifting their career internally can feel safer, because they have the cushion of their old job to fall back on should they fail in this new capacity. You certainly don’t want your people to fail, but it should be made clear that once this position is accepted, they can’t go back to what they used to do. This will help in their decision to make sure the position is the right move for them.

Delivering the best external candidates

When it’s time to look outside your organization to fill your ranks, trust Workbox Staffing to do the heavy lifting for you. We provide high-quality employees to help with your manufacturing, light industrial, warehouse and office operations. Even better, our screening and vetting process means you’ll experience a lower turnover rate because we know we’re delivering the top talent to you. Learn more about how Workbox is an employment agency with you in mind.

Getting along with your co-workers is necessary for your success at work. For full-time employees, one-third of your week is spent around these people, leaving plenty of opportunities for tempers to flare and gossip to spread. To start your relationship with your co-workers on the right foot at a new job, remember these four tips:

Show you’re ready to go

You want to start your first day off right for a number of reasons, including establishing relationships with your team. By arriving on time and prepared to face the day, you’re showing your new co-workers you’re here to be productive and work.

Introduce yourself

Some introductions might be made by your supervisor, but it’s possible you’ll find yourself with very few connections the first day. Nerves might be a factor given everything else going on, so prepare for these initial meetings. Consider nailing down your intro speech ahead of time, so you’re not scrambling with every new person you meet. By knowing what you need to say, you can face these conversations with confidence.

Stay engaged

No matter how much you want to check your phone, resist, especially during your first few weeks. Because you’re new, people will watch you with more scrutiny, meaning excessive cell phone use may cause them to approach a supervisor about your performance. Get to know the company and culture before taking personal calls, texts or emails.

Don’t rush out at the end of your day

When the workday finally ends, it’s tempting to rush home, relax and decompress after everything that happened. Instead of being one of the first ones out of the office, try staying and journaling your thoughts and experiences from throughout the day. This quiet time allows you to focus on questions, take notes, and write down any ideas to discuss at a later date. You can also use this time to write down everyone you met and first impressions. This simple act of notetaking may help you get to know your team members faster.

Workbox Staffing is changing expectations

We’re a staffing agency focused on delivering the best opportunities. Our approach of handshakes and relationships might be old fashioned, but our guarantee remains timeless. Workbox Staffing partners with you to find the perfect opportunity. Learn more about our positions available today!

Filling a position at your company isn’t as easy as posting the job, receiving an application, interviewing and then hiring. These are the basic steps, but each takes time and consideration, causing your hire time to delay dramatically. Being thorough is important but taking too long can have negative results on both your company and the candidate you eventually select.

Secure better talent

Your dedication to choosing the best candidate can actually cost you the most qualified talent. The longer you wait, the more likely it is your in-demand applicants will interview and receive offers from other companies.

Instead of accepting your offer, it might be too late, or they may use another opportunity for leverage. You have to wait longer for an answer, and the candidate might end up costing more money.

Plus, the longer you delay in deciding, the easier it is to forget what you liked about candidates, and the comparison becomes challenging, meaning you could miss the most qualified because you forgot what they had to offer.

Save time and money

The longer a position is open, the more other members of the team are dedicating themselves to doing the work and assisting in the hiring process. Your productivity can decrease because no one is devoting themselves fully to their job.

If you wait too long and miss out on your preferred candidate, you’ll have to settle for someone who might not be a good fit, meaning the time and money you spend can ultimately amount to a loss if this person decides to leave.

Improved company reputation

Websites like Glassdoor make it easy to rate and comment on a company’s inner workings, including the hiring process. If you take too long, frustrated candidates may go online and discuss their situation, causing future applicants to decide against pursuing a position at your company.

When you try to hire quickly and keep the candidates informed along the way, you’re creating a better experience for them and ultimately helping yourself in the future.

Let us make it easy for you

At Workbox Staffing, we understand how stressful the hiring process can be and how much time it can take. We guarantee we’ll find you the top performers you need to succeed, not just a body to fill a void. Find out more about our areas of specialty and how we can assist you with all your hiring needs!