Mitigating Common Employee Issues

As an employer, it’s often your job to handle any issues your employees might have, either with each other or with the company. It can be tough to develop the discipline to talk to your employees, but it does need to be done to make sure everyone is productive and moving forward in your company. Here’s how you can mitigate some common employee issues.


If your employee is regularly late to work, you need to have a conversation with them about it. Remind them the hours that work starts and give them a chance to prove themselves. Start monitoring when they get into work every day, as well as when they leave at night. If their hours and performance are affected by tardiness, put them on a warning and then let them know that you’ll have to let them go if they don’t significantly improve.

Cellphone Use

First of all, try approaching the employee when they are on their cell phone and see how they respond. If they don’t act afraid, upset, or sneaky when they see their supervisor around them, they clearly think there is nothing wrong with using their cell phone too much at work. Sit them down and be very clear with them about your workplace’s cell phone policy and put them on a warning.

Employee Arguments

If there is a consistently argumentative atmosphere among your employees, you need to find the root of the issue.  It’s best to bring in all parties involved to come to a resolution. If one employee – or two – are the primary source, help them realize that there is usually a solution in every situation that can be reached that is respectful, professional, and appropriate. Of course, if that fails, you may have to consider dismissal.

If you’re looking for a new employee, contact Award Staffing. We can help you find an employee who is perfect for your company culture and who will be a good fit for your fellow employees. It’s our specialty.

Start Prepping for The Holiday Rush Now

Yes, September is here – and with it comes preparation for the holiday rush. No matter what type of business you own, there’s always increased traffic and strain due to employees being out of town, holiday obligations, and more. Now is the time to prepare and save yourself some stress later.

Determine Your Needs.

First and foremost, you need to make your best estimate concerning staffing needs for the holidays. For some companies, the holidays equate to increased staffing to cover absent employees. For others, there is also a need for extra staffing to cover increases in production. For some, it’s both. Make sure you know your exact needs so that it’s easy to ask for help.

Talk to a Award Staffing

If you’re feeling overwhelmed about hiring help for the holidays, talk to a staffing agency such as Award Staffing. Staffing agencies are well-equipped to find people who can work for temporary periods such as during the holidays or school breaks. They will be able to help you find people who can meet your company’s exact needs.

Develop a Training Plan.

Often, the holidays can be such a rush that employee training falls by the wayside, which is not good for new hires or your company. Try to develop a training plan before you fall into the holiday rush, so you make enough time to sufficiently train your new hires before they come on board.

If you’re looking to hire holiday help, contact Award Staffing. We can help you find reputable staff who will be able to integrate into your company culture seamlessly.

Why You Should Use Digital Time Keeping


If you’re an employer, chances are that you’re constantly evaluating the effectiveness of your workplace policies and solutions to make sure that everything is running seamlessly. One facet of the workplace that employers often forget to improve, however, is the concept of the timecard. Have you considered the benefit of going digital?

Less Room for Error

When you work with paper timecards, there is room for error in the sense that employees can mistakenly (or purposely) mess with the hours they worked. This can lead to inaccurate pay, which can ultimately wreak havoc on your employee’s payroll and overall business budget. When you go digital, everything is recorded and calculated automatically, so there is no room for error.

Have More Control Over Your Employees

When you use digital time cards, you can see when your employees punch in for work as opposed to when they say they arrived at work. This allows you to have more control over your employees, as they will ultimately be more responsible for their actions and will not be able to rely on excuses or fabricating times to receive their pay.

Keep a Record

When you use digital time cards, it’s much easier for you to keep a record. This means that you can go back and look at backdated time logs to see patterns and habits of your employees who came in for work. This is much easier and much more organized than using paper time cards because there is so much more potential for those records to be misplaced.

If you are in need of hiring new employees who are responsible and won’t be late for or miss their shifts, contact Award Staffing. We have a wide database of individuals who would make excellent employees and who would do your company proud.

Qualities to Look for in an Administrative Assistant

As an employer, having an administrative assistant can be very important to your business needs. Not only will your administrative assistant keep your office functional on a day-to-day basis, but they will also help you stay focused on the bigger picture of achieving both your personal and work-related goals. Here are some qualities to look for in an administrative assistant.


Above all, your administrative assistant needs to be organized. If they’re not, you’ll quickly find your work and personal life turning into chaos. One great way to tell whether or not someone is organized is to see how they organize their lives. If your potential assistant has a neatly organized paper planner, it’s a safe bet to say that they will do the same for your personal and work life.


It’s important that your administrative assistant is punctual. When your assistant is punctual, they will make sure that you are on time to all of your meetings, tasks, and commitments. Punctuality equals reliability, and you want to make sure that your assistant is reliable so that you can always make sure that you are performing at your peak.


It’s also important that the assistant you hire is friendly. More likely than not, your assistant is going to be interfacing with many of your customers, clients, and other colleagues on a regular basis. If they’re not friendly, you risk losing out on potential clients and deals. You will be able to discover this relatively easily in the interview.

If you want to hire an administrative assistant but don’t know where to start, contact Award Staffing. We will be able to match you up with an individual who is organized, punctual, and friendly. We will also be able to find you an assistant, no matter the length of the employment contract.

Be an Active Employer without Micro-Managing

When you’re an employer, it’s hard not to cross the line between being active and micro-managing. When you need something to get done, it’s often just easier to order your employees to do it; however, this is often not the most effective way to do so. Here’s how to be an active employer without micro-managing.

Suggest Rather than Order

One of the easiest ways to be an active employer, without micromanaging, is to suggest rather than order. Whenever you tell an employee what to do, they may feel like their creativity and energy are being stifled. By suggesting they do something instead of ordering them to do it, they will likely be that much more productive, creative, and happy.

Ask for Feedback.

If you want to be an active employer, ask for feedback from your employees – on a consistent basis. This will help you know what your employees are thinking and feeling and better understand their motivations. It will also help you to communicate with them effectively.

Involve Your Employees in Decisions.

Whenever you can, involve your employees in your decisions. Nothing makes people feel like they’re being micromanaged more than when they feel as though they have no say in anything. These decisions could be anything from when the company holiday party is to how you’re going to implement the new break policy at work. Whatever you decide, your new employees will feel like you’re listening to them and that they’re a part of the team.

If you’re dedicated to being an active employer instead of one who simply micromanages, and you’re in need of new employees, contact Award Staffing. We will be able to help you find employees who are receptive to your suggestions and guidance but are also able to work effectively on their own.

Finding Long-Term Associates Through A Staffing Agency

Finding Long Term Employees Through a Staffing AgencyIs there a great candidate or associate that you are looking to hire long term, but know they have had a history of hopping from one assignment to another? Here are some tips on how you can convert an associate that is used to short term assignments to stay  on a long term assignment with your company by using a staffing agency.


Staffing Companies Ask About The Associates Long-Term Goals.

We are able to pre-vet candidates by asking about their long-term goals. If their long-term goals involve making a career change, moving out-of-state, or not wanting to work, we can safely assume that they wouldn’t be a serious long-term temporary associate for your company.

Look at Their Employment History.

Past behavior is a strong predictor of future behavior, so we carefully study each candidates’ employment history. If they seem to jump from job to job every few weeks or months (and it’s their choice), we may have reason to believe that they  may not be looking for a long-term assignment. To make sure that isn’t the case, we ask associates why they may have hopped from one assignment to another. They may just be looking for the right fit and that could be with your company.

Foresee Why They Wouldn’t Stay Long-Term.

If we don’t see any glaring red flags why they wouldn’t be a serious long-term associate, we always come right out and ask them: “Is there any reason why you wouldn’t want to stay at this company longer than six months?” Hopefully, they will be honest enough with us so we can gauge whether or not they’re a good fit for placement at a company like yours.

Tell the Associate Why They Would Want to Stay Long Term With Your Company.

We want to make sure the associates understand why our clients’ companies are a good fit for them. Make sure you let the staffing company know what benefits your company may have for their associates that work for you through a staffing agency. Do you have free snacks, generous breaks, large break room, growth opportunities, or great work environment? Make it known why it’s a great place to work long term and if there is a future for the associates there.

If you’re looking to hire associates from a staffing agency, contact Award Staffing. We have the experience to help place associates on assignment that are both long and short term.

Promoting Safety with New Employees

When you’re running a company, safety should be of utmost importance in order to reduce injury and stay on top of risk. Many unsafe situations can be attributed to new employees not knowing policies or not knowing what these unsafe situations are. Here’s how you can promote safety with new employees:

Be Proactive.

Don’t wait for an incident to occur to tell a new employee that they’re in the wrong or not following directions closely enough. Sometimes, consequences of doing so can be so disastrous that the post-incident instructions might not even be effective. Make sure to train your new employee as you’re going about your day in order to increase the likelihood that you can proactively cover different issues.

Reward Good Behavior.

Good behavior often goes hand-in-hand with safety, so it’s a great idea to reward good behavior. You can do this however your company decides, but it is important to publicly recognize new employees for good behavior. When you do so, you are cementing the importance of safety for your entire company and setting the precedent for any new employees to come.

Review the Policies Regularly.

Your company has safety policies that help keep everyone in line, appropriate, and ultimately safe. It’s your job to see that your new employee knows the policies and adheres to them whenever possible. If you do this, you will avoid a lot of unsafe situations as the new employee will be more aware of their possibilities.

Ask if There Are Questions.

A lot of unsafe situations are created simply by new employees being confused. Make sure you check in with your new employee regularly to see if s/he has any questions. If they don’t understand a rule or policy, keep explaining it to them in different ways until they do. Different employees have different learning styles, so as long as you cater to them, you should be on the right path.

If you have reviewed these suggestions and think it’s time to hire a new employee, contact Award Staffing. We will help you find an employee who is well-suited for your company and also is a rule follower. Much of the confusion surrounding safety can be avoided at the hiring stage; we’d like to help you do that.


Understanding Baby Boomers, Gen X-ers, and Millennials in the Workforce

We’re at a fascinating time in the workforce right now. Baby Boomers, Gen X-ers, and Millennials are all working together in harmony but in different capacities. Here’s what you need to understand about the differences between Baby Boomers, Gen X-ers, and Millennials in the workforce.

Baby Boomers.

Baby boomers are the quintessential definition of “workaholics.” They are used to working extremely long hours to achieve the results they want, and believe that work ethic directly translates to work quality. Baby Boomers believe that positions of authority and power should be granted to those who have acquired a fair amount of experience and who have worked hard enough for it. Many Baby Boomers have sacrificed other pursuits (such as families, vacation, and hobbies) in favor of working the traditional way up the ladder. They expect to be given respect for all the time they have put into their careers.

Gen X-ers.

Gen X-ers are typically viewed as being cautious and intelligent when it comes to working. They don’t work as many hours as Baby Boomers, and they work “smarter” than Millennials do. They would much rather prefer to have a task assigned to them and complete it in entirety before moving on to the next task. Gen X-ers are inherently independent and excel in situations in which they are given the chance to work alone or assign their own values. In terms of their role, Gen X-ers tend to be the people in the company who can take a certain task and finish it without wasting or diverting any time.


Millennials are firmly in the camp of working to live, and not the other way around. Many millennials view their jobs as a means to an end and prefer to leave the office as soon as the clock strikes five o’clock. Unlike Gen X-ers, Millennials prefer to collaborate with one another and multi-task on many different projects at once. Millennials also differ from Baby Boomers in that they aren’t workaholics and view their worth as being defined by contribution as opposed to merit or experience. Overall, millennials make good employees if they feel like their voice is being heard and if it’s understood that work is not their primary passion in life.

If you are trying to decide whether you should hire a Baby Boomer, Gen X-er, or Millennial, contact Award Staffing. We will be able to sit down with you and assess the correct situation for your business depending on your unique needs. All of the generations provide very different experiences and have different outlooks, so it is important to take that into account when making your hiring decisions.