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!

One of the best problems to have as a hiring manager is two standout candidates you want to hire. Too often, you have the opposite problem when you don’t have a single star from your search and you’re forced to settle. With two great options, you know no matter what, you’re getting an exceptional employee. Use these tips to make the decision between two candidates.

Think About Your Culture

At the end of the day, you know both applicants are qualified, so you need to find the one who will fit in best with your company culture. One of the easiest tests is to think about an after-hours work event. Which candidate seems like they will fit in the best in this environment with the rest of your team?

Decide What You’re Actually Looking For

Break down the position by skills, team members, cultures, etc. Create an ideal version of the employee you’d like to hire and see which candidate aligns best with what you envision. This way, you’re looking at them from all angles and matching them to who you feel would be the perfect fit.

Talk to Your Teammates

This works in two ways: First by talking to those who were also in the interview to gauge their opinion, and second my discussing the matter with the new hire’s team. When you do this, you’re bringing in new insight that may help you see the matter more clearly and come to a decision faster. Plus, you’re including their teammates, which will make them feel more involved and more like they had a say in who joined them.

Consider Your Offer

Even if a candidate has made it this far with you, it doesn’t mean they will automatically say yes when you extend an offer. Additionally, the fact you really want them might mean they’re equally desired elsewhere. Once you’ve made your choice, it’s important to make sure your offer is competitive, and expresses how much you want to hire this person.

Failing to tailor an offer or go higher than you anticipated might mean they pass for another opportunity or reject what you initially present, causing the process to go longer. If you really want this candidate, you need to prove it.

Find Top Candidates With Workbox Staffing

When you want to find the best, don’t settle for your usual methods or other staffing companies. Trust Workbox – not only do we promise the best, we deliver. Every employee who comes into our system has been thoroughly vetted to make sure, without fail, we’re presenting the absolute top-tier talent to you. Find out more about our areas of specialty and what we can do for you today!

Becoming a supervisor is about more than a promotion to the title. To succeed, you need to look at your personality and skills, and figure out what you can do to make sure you become a great supervisor. Consider your current leadership style and think about how you can improve. Talk to your team and figure out what they’re looking for in an effective manager. For reference, here are a few things that make a great supervisor.

Positivity

The power of a positive attitude can’t be overestimated. It’s one of the most important things you can bring to a team. When you show up for work with a good attitude, it will rub off on your team and spread to their environments, as well. Instead of being frustrated when a problem arises, your attitude will help you maintain calm and be an effective problem solver.

Delegation

A good manager understands not only that they can’t do it all, but that there are people on their team who are equipped to do it better. Hand down tasks to your employees based on their skills and areas of responsibilities. Failure to target delegating might mean passing an assignment to someone who isn’t comfortable or right for the job.

Communication

This is one of the more frequently discussed, because it is that important. Failure to both talk to and listen to your employees can lead to a dysfunctional team. They need to know you’ll keep them informed and they can talk to you about anything, and trust you’ll handle it well.

Flexibility

This branches into several different areas, including deadlines and working hours. Essentially, you need to understand your team and their limitations. See how much they’re working and how much more they have to give. Sometimes, all that could be done is being done, which means a deadline might need to be adjusted. Occasionally an employee who’s a parent might need to adjust their schedule to meet a need for their child. No matter the specific situation, being accommodating as a manager can lead to increased loyalty from your team.

Looking for a New Management Position?

If you’re looking to advance your career in manufacturing, industrial, or warehouse operations, we have the right opportunities for you. When you partner with Workbox Staffing, you get a personalized career coach who knows you and what you can do. This way, we can find the perfect fit for you. Take the next step and search our available jobs today!

With the holiday season just around the corner, it’s time to think about how you’re going to say thank you to your employees for another year of hard work. Most companies perform year-end reviews that can come with a raise, but it’s important to go above and beyond when possible to let your team know they’re appreciated. Here are six holiday incentives to help you express your gratitude:

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No matter what industry you’re in or how big your organization is, you understand just how time-consuming the hiring process can become. From posting the job to reviewing applicants to conducting interviews, the time and money investment can be taxing on your entire workforce. Consider how magnified the process is for a company that receives more than two applications every year.

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Recognizing a Toxic Workplace and How to Fix It ASAPAs an employer, you have a lot to consider in keeping your workforce content. You need competitive salaries and benefits, open lines of communication, and a company culture that promotes growth and positivity. If your company culture becomes more toxic than productive, nothing else that you offer will make a difference to your unhappy employees.

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Requesting Co-Workers on Social Media – Yay or Nay?Starting a new job is like being the new kid at school. Everyone wants to know more about you, and you’re just trying to find a group to sit with so you aren’t alone at lunch. In this desire to form connections, it’s tempting to consider reaching out on social media and fast-tracking friendship that way. Despite insta-friendships being the norm, you have to ask yourself, “Is it right to request my co-workers on social media?”

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Are Generic Interview Questions a Thing of the Past?A common thread in all interviews is the set of generic questions asked and answered by all involved. Whether you’ve only been on the receiving end or have used them yourself, you’re familiar with the standard questions that accompany the interview process. Despite the endless amounts of questions to ask, the same ones always pop up.

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5-Red-Flags-That-You-Should-Review-Your-Company-CultureMost companies work toward a strong company culture. In today’s world, they understand how valuable it is in both attracting talent and reducing turnover. Maybe in your own place of business, you’re proud of what you’ve built and believe it contributes to employee happiness.

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