5 Ways to Measure Continguent Workers’ Performance

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By using contingent workers, your company experiences numerous benefits. Not only does your workforce become highly flexible and adaptable, but most organizations also save money by using this workforce management approach. However, even if these workers are only with you for a short time, that does not mean you shouldn’t monitor their performance. Otherwise, you may not achieve the desired result, including not reaching productivity goals or struggling against inefficiency.

If you want to make sure your contingent workers are meeting your expectations, here are 5 ways to measure their performance:

1. Identify Key KPI’s

When evaluating the performance of contingent workers, it’s important to recognize that the same KPIs you use for permanent staff may not always apply. Temporary employees are typically hired for a very specific reason. Whether it’s to fill a short-term skill gap, meet seasonal demand, or speed up the completion of a project. Because of this, their success should be measured against the unique goals you had in mind when bringing them on board. For instance, your priority may be to accelerate a project timeline or maintain service levels during a busy season. The key is to align performance measures directly with the reason you hired them in the first place. By using this approach, you are measuring the success of a contingent worker based on the impact you were expecting.

2. Assess Project Outcomes

One of the most effective ways to evaluate a contingent worker’s performance is by examining the success of the projects or tasks they were assigned. Start by defining clear objectives, including deliverables and deadlines, to establish a benchmark for success. Evaluate the final results by comparing them to these initial goals. Consider whether the project was completed on time, within budget, and met expectations. Analyze the worker’s performance to determine if they exceeded expectations through innovative solutions or problem-solving. Additionally, in team-based projects, it’s crucial to identify individual contributions to ensure that each member’s impact is properly recognized. This approach ensures a comprehensive evaluation of both the project’s success and the individuals involved. By centering evaluations on outcomes, you get a clear sense of the worker’s ability to deliver value.

3. Evaluate Adaptability in Different Roles

Contingent workers are often brought in to address a variety of staffing needs, from filling critical short-term gaps to managing evolving workloads. Their ability to adapt quickly to new environments and requirements is a key indicator of success. Tracking the ease with which contingent workers transition is key to understanding their adaptability. Observe how well they adjust when assignments or expectations change. Did they seamlessly move between teams or take on entirely new functions? Another important metric is time-to-competency, which measures how quickly a worker becomes productive in a new role. Fast learners and adaptable professionals often bring greater value. Additionally, identifying versatility is crucial. Look for workers who can manage multiple tasks or roles without compromising the quality of their work. Adaptability shows not just a worker’s flexibility, but also their ability to overcome challenges.

4. Consider All Benefits

When evaluating the performance of contingent workers, it’s important to look beyond the immediate financial benefits they bring. While cost savings are often the first thing that comes to mind, non-financial benefits can provide a more complete picture of their overall impact. For example, consider the value of customer satisfaction. If bringing in extra support during a busy season creates a smoother customer experience it is just as meaningful as the dollars saved. Similarly, contingent workers can step in to fill critical skill gaps, allowing projects to move forward and maintain productivity. These contributions may not always show up on a balance sheet, but they play an essential role in shaping outcomes.

It’s also worth noting that the way we measure contingent workers can be different from how we measure permanent staff. With long-term employees, expectations around growth, career development, and consistency are typically higher. For contingent workers, however, effectiveness often comes down to how quickly they can adapt, how well they integrate into your team, and whether they deliver results in a short timeframe. Taking both financial and non-financial factors into account gives you a more balanced way to assess performance and ensures you’re capturing the full value these workers bring.

5. Peer Appraisals

When you bring a contingent worker onto an existing team, the permanent employees they work with often have a solid understanding of the value the contingent worker is or isn’t providing. Peer appraisals can shine a light on issues or accomplishments that may be overlooked by management, particularly if the worker is only there for a short time. Speak with team members who have been performing similar duties (compared to what was assigned to the contingent worker) and ask them to evaluate the short-term employee’s performance or contributions. They will have first-hand knowledge that can be incredibly valuable in measuring the contingent worker’s success.

Hiring Your Contingent Workforce

By applying these strategies, your organization can unlock the hidden potential of a contingent workforce, fostering stronger engagement and long-term success. Don’t hesitate to explore new ways to approach performance measurement—it’s a step forward in making your workforce strategy even more effective.

If you would like to know more, the experienced professionals at Award Staffing can help. Contact us to speak with one of our knowledgeable team members today and see how our employee performance management expertise can benefit you.

How Much Does a Temp Employee Really Cost You?

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Businesses across manufacturing, warehousing, and medical industries face a common challenge: accurately calculating the true cost of temporary employees. While the hourly rate might seem straightforward, the complete financial picture involves multiple layers of expenses and savings that aren’t immediately obvious.

Understanding these costs is crucial for making informed staffing decisions. Many companies discover that what appears to be a higher upfront investment actually delivers significant value through reduced risk, administrative savings, and access to specialized expertise.

Here are 4 topics to discover the costs and benefits of a temporary employee:

1. Understanding Direct and Indirect Costs

The most visible expense when hiring temporary workers is the combination of hourly wages and agency fees. Typically, you’ll pay the temp worker’s hourly rate plus a markup to the staffing agency, which covers their operational costs and compensation for managing your workforce needs.

However, this direct cost often mirrors or falls slightly below what you’d spend on a permanent employee with similar qualifications. Many managed service providers offer volume discounts for larger accounts, making temporary staffing even more cost-effective for companies with substantial hiring needs. The key difference lies in what’s included in that price point.

Beyond the obvious expenses, indirect costs play a significant role in the total investment. These include the time spent recruiting for the right candidate, onboarding requirements, and additional screening. However, you get more for your money than just a great worker. As a result, you have to do a cost-benefit analysis to genuinely understand the value you receive.

2. Hidden Savings That Reduce Costs

One of the most significant advantages of temporary staffing lies in the benefits you don’t have to provide. Contract employees remain on the staffing agency’s payroll, which means you’re not responsible for health insurance, retirement contributions, paid time off, or other standard employee benefits packages.

This arrangement also eliminates your liability for unemployment compensation and workers’ compensation claims. If a workplace injury occurs, the staffing agency handles the associated costs and administrative requirements. These savings can represent 20-30% of an employee’s total compensation package.

Administrative cost savings extend beyond benefits management. Your HR department doesn’t need to handle payroll processing, tax withholdings, or compliance documentation for temporary workers. The staffing agency manages these time-consuming tasks, allowing your team to focus on core business activities. This reduction in administrative burden translates to real cost savings, especially for companies that hire temporary workers regularly.

3. Risk Mitigation Delivers Long-Term Value

Temporary staffing significantly reduces hiring risks that can prove costly for businesses. If a contract employee isn’t performing well or doesn’t fit your company culture, you can end the assignment immediately without the legal complications and potential costs associated with terminating a permanent employee.

This flexibility becomes particularly valuable during economic uncertainty or seasonal fluctuations. You can adjust your workforce size quickly without the financial commitment of severance packages or the lengthy process of layoffs. The ability to scale up or down rapidly helps maintain optimal productivity levels while controlling labor costs.

Staffing agencies also assume responsibility for worker classification compliance. Misclassifying employees as independent contractors can result in significant penalties and back-payment requirements. When you work with a reputable staffing partner, they ensure proper classification and handle all related compliance issues, protecting your business from potential legal and financial exposure.

4. Expertise and Efficiency Add Measurable Value

Professional staffing agencies bring specialized recruitment expertise that most companies can’t match internally. Often, they can find, screen, and place qualified candidates with your company quickly, reducing your time-to-hire and increasing the speed at which you can reach full productivity.

The speed factor alone delivers substantial cost savings. Vacant positions cost companies an average of one to three times the annual salary of the role, depending on the position level. Staffing agencies can often fill positions within days rather than weeks, minimizing productivity losses and revenue impact.

Quality improvements also contribute to the overall value proposition. Staffing agencies specialize in matching candidates not just to job requirements, but to company culture and work environment. This careful matching process results in better performance, reduced turnover, and fewer replacement costs.

Making the Right Choice for Your Business

While the cost of a contract employee may mirror that of a permanent one, you get much more for the price than you do when you hire on your own. As a result, partnering with a staffing agency is a cost-effective approach, allowing you to benefit from their expertise while reducing your administrative, recruitment, screening, and training burden as well as your overall level of risk.

Ready to explore how temporary staffing can reduce costs for your business? Contact us today to explore cost savings and individual support.

Why Employers Need a Hiring Backup Plan

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Staffing challenges can hit any business unexpectedly. One day you’re fully staffed, the next you’re scrambling to fill critical roles after sudden departures or business growth. These situations are stressful and costly if a backup plan is not in place. Smart leaders know reactive hiring isn’t enough. A proactive approach prepares your business for the unexpected. Whether facing high turnover, new developments, or hard-to-fill roles, a reliable staffing partner ensures you’re always ready.

Here are 4 reasons you should have a staffing partner as part of your contingency plan:

1. Address Turnover Challenges Head-On

Turnover is a reality for most businesses, but it doesn’t have to derail operations. The solution? A system that minimizes downtime between departures and new hires. Partnering with a staffing agency provides this buffer, with a pipeline of pre-screened candidates ready to step in quickly. We take the time to understand your company culture and role requirements, so replacement candidates arrive ready to contribute on day one. This proactive approach turns turnover from a disruption into a manageable transition, keeping productivity steady while you focus on retention.

2. Build a Flexible Workforce for Growth

Business growth should be celebrated, not feared, but many companies feel overwhelmed when opportunities outpace their hiring processes. Building a scalable workforce means expanding your team quickly without compromising quality or cultural fit. Staffing agencies excel at managing rapid growth with their extensive talent networks and efficient vetting processes. When your business lands a major contract or enters new markets, you can scale up immediately without spending weeks posting jobs and reviewing applications. The right staffing partner becomes your external recruting team, managing candidate sourcing, interviews, onboarding, and payroll so you can focus on growing your business.

3. Overcome Persistent Talent Shortages

Some positions are tough to fill due to specialized skills, competitive markets, or location challenges. These roles can stay vacant for months, slowing down departments or projects. Staffing agencies excel at solving these issues by accessing different candidates pools. Their networks go beyond job boards in places you wouldn’t think to look. With strong industry connections and expertise in niche roles, they can help fill critical positions faster. Their vast knowledge of the market allows them to attract top talent for your positions. Instead of struggling with unfilled roles, you can access hidden talent to boost your success rates.

4. Prepare Before Crisis Hits

The best hiring safety nets are built during calm periods, not staffing emergencies. Waiting until you’re desperate for workers puts you at a disadvantage. Building a relationship with a staffing agency early gives them time to understand your business, culture, and needs. This proactive approach ensures candidates are aligned with your business and can support you through a staffing emergency.

Your Hiring Backup Partner

We believe in preparing for success rather than reacting to crisis. Building an effective hiring backup plan requires the right partner who prioritizes long-term relationships over quick placements. Our approach focuses on understanding your company culture, safety requirements, and operational needs before you ever have an urgent staffing request. This ensures that when you need us most, we’re ready to deliver candidates who don’t just fill positions but strengthen your team.

Don’t wait until you’re facing a staffing emergency to build your backup plan. Contact us to get started today.

Award Staffing Wins Minnesota’s Best 2025

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Edina, MN – Award Staffing is proud to announce its recognition as the Bronze Award winner in “Best Staffing/Recruitment Firm” in StarTribune’s Minnesota’s Best 2025! This marks another milestone in our ongoing commitment to excellence, having secured a spot on Minnesota’s Best list since 2021.

Winning this award highlights our dedication to providing unparalleled service to local businesses and job seekers. Whether it’s supporting business owners by fulfilling their staffing needs or offering job seekers meaningful career opportunities, we continue to bridge the gap between talent and opportunity within the Twin Cities.

Since 1988, we have redefined staffing solutions in Minnesota’s light industrial and skilled industrial industries by maintaining a people first approach. By understanding the unique needs of every job seeker and business, we strive to deliver staffing solutions that are driven and effective.

StarTribune’s Minnesota’s Best awards are determined through an audience-driven process. Businesses are nominated and voted for by the public, with winners representing Minnesota’s most cherished organizations. On July 13th, 770 top businesses were recognized in 350 categories. This award reflects the loyalty and support of our clients, candidates, and community in Minnesota.

We extend our heartfelt appreciation to all who have supported us. Your trust and partnership motivates us to aim higher and continue to make an impact.

Find a great staffing partner with Award Staffing. Whether you are looking for a new work opportunity or maximize your business operations we are here to support you. Check out our open opportunities or our services to learn more.

The Importance of Workplace Safety in Reducing Risks

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Creating a safe workplace isn’t just about compliance; it’s about protecting your team, boosting morale, and securing long-term success for your business. A robust workplace safety program does more than prevent accidents; it reduces costs, enhances productivity, and strengthens your brand reputation. For example, businesses with strong safety measures cut injury rates by 50%, according to the National Safety Council.

The most valuable asset for any organization is its employees. Their well-being and productivity directly impact the success of the business. When employees feel safe, their engagement and efficiency improve, leading to fewer absences and smoother workflows. From proactive safety training to proper equipment maintenance, every effort contributes to a culture of trust and well-being. By addressing potential hazards and prioritizing safety, you’re not only safeguarding your team but also building a foundation for sustained growth and resilience.

This blog will explore the essential elements of workplace safety to protect your team and your business.

Identifying Potential Hazards in the Workplace

The first step in creating a safe work environment is understanding the risks present in your operations. Hazards may differ across industries, but physical, chemical, and psychological hazards are some of the most common to evaluate regardless of business type or scale.

1. Physical Hazards

Physical hazards include slips-and-falls, ladder safety, malfunctioning machinery, or inadequate lighting. For instance, in warehousing jobs a wet or uneven floor or cluttered walkways can pose significant risks to employees. When there is not a clear path, it more than likely that someone will get hurt. Improper ladder usage can lead to serious injuries or even fatalities. One common hazard occurs when workers use ladders on unstable or uneven surfaces, increasing the risk of tipping or collapse. Additionally, failing to secure the ladder properly or exceeding the weight limit can compromise its stability. This is why is it critical to observe proper use of equipment. Damaged equipment can also harm employees and produce faulty products. This can cause significant injuries and also comprise product quality. Equipment should be regularly inspected for wear and tear to minimize these risks. Poorly lit areas can cause accidents by blocking necessary warnings and instructions. Brightly lit areas ensures equipment is used safety and prevents mistakes from misuse.

2. Chemical Hazards

Businesses dealing with chemicals face unique challenges, ranging from harmful fumes to accidental spillage. Improper handling can lead not only to worker injuries but also to serious compliance challenges. Implement clear labeling systems and safety data sheets alongside safety training on hazardous materials management. Encourage employees to report any hazardous conditions to maintain safe practices.

3. Psychological Hazards

Safety doesn’t stop at physical risks. Workplace stress or burnout can negatively impact team performance and mental health as well. It is important to not overload your team and encourage them to take breaks when needed. Implementing an Employee Assistant Program (EAP) can help your team with numerous life instances such as therapy, career planning, or budgeting. This can help employees reduce stress and take action against burnout.

Common Types of Workplace Hazards

Workplace hazards come in various forms, often presenting risks that can impact employee safety and well-being. Heat stress and fatigue reduce productivity and focus. Meanwhile, slips, trips, and falls are frequently caused by wet floors, uneven surfaces, or cluttered pathways. Proper hand tool safety is equally critical, as the misuse or poor maintenance of tools can lead to injuries ranging from minor cuts to more severe harm. Identifying and addressing these hazards is essential to creating a safer work environment.

1. Heat Stress

Heat stress can sneak up on anyone exposed to excessive heat or exerting themselves in high temperatures, but recognizing its signs and preventing its escalation is essential. Symptoms like heavy sweating, muscle cramps, weakness, nausea, and dizziness are common indicators that your body is struggling to cool down. Protect yourself by taking simple yet effective actions, such as moving into a shaded or cool area when you start feeling overheated, wearing lightweight and breathable clothing, and staying hydrated by drinking water every 15 minutes. Remember, your team should steer clear of dehydrating beverages like coffee or soda, as they can worsen their condition. Prioritizing these steps can help your team stay cool and beat the heat.

2. Fatigue

Prevent fatigue and improve your well-being by incorporating regular stretching into your routine. Prolonged sitting can lead to muscle tension, stiffness, and strain in areas like the neck, arms, wrists, hands, back, and legs. Engaging in pre-shift stretches and warm-up exercises can significantly lower the risk of musculoskeletal injuries, enhance muscular balance and posture, and improve overall muscle coordination. It allows for a greater range of motion with less energy and contributes to improved mobility and reduced stiffness. Making stretching a priority is essential to stay energized and injury-free.

3. Slips, Trips, and Falls

Slips, trips and falls are responsible for many general industry accidents. They cause 15% of all accidental deaths, and are second only to motor vehicles as a cause of fatalities. 65% of fall-related injuries occur as a result of falls from same-level walking surfaces.

Warn employees to be mindful of potential fall hazards, including dusty or highly polished floors, poor lighting, and insufficient signage. Consider taking precausions to reduce risks. Foors should be clean and dry. Employees should wear non-slip shoes and maintain a steady and reasonable pace. Ensure pathways are clear and well-maintained without cords and hoses from walkways. Address any uneven surfaces as unsure footing can cause someone to slip or fall. Extra caution should be taken when transitioning between different surfaces or walking on uneven, wet, or icy terrain to prevent accidents.

4. Hand Tool Safety

The greatest risks associated with hand tools stem from misuse and poor maintenance. Hand tools encompass a wide range of items, from axes to wrenches. To ensure safety and efficiency, always select the correct tool and appropriate size for the task at hand. Before use, inspect tools for any signs of damage. Keep tools clean, and ensure cutting tools are sharp for optimal performance. Workers should receive proper training before using any tool for the first time. Store tools with sharp edges securely to prevent injuries and always wear the appropriate personal protective equipment (PPE) when handling hand tools.

Implementing Safety Measures and Protocols

Once risks have been identified, it’s time to act. Implementing effective safety measures and protocols isn’t as daunting as it may seem. When employees are properly prepared, it minimizes the likelihood of accidents and possible injuries which create a safe and productive work environment. With the right strategies, businesses can remain compliant with regulatory standards like OSHA guidelines. By implementing these safety measures, businesses also protect their reputations and long-term viability while avoiding costly workplace injury claims.

1. Safety Training

Education is the bedrock of a safety-first culture. Regular, thorough safety training empowers employees to recognize hazards and effectively prevent accidents. It is imperative to review training for new machinery or procedure changes. Some key elements of safety training include compliance with OSHA regulations, hazard communication, emergency preparedness, and equipment maintenance and inspection.

It is important to not only provide initial safety training but also ongoing refresher courses to ensure all employees are up to date on best practices. This can be done through in-person training, online modules, or a combination of both. Continuing to prioritize safety in the workplace not only protects employees, but it can also save companies time and money. Employers who invest in safety training often see a decrease in work-related injuries, illnesses, and accidents.

2. Personal Protective Equipment

Personal Protective Equipment (PPE) serves as a critical line of defense in safeguarding workers from potential hazards in the workplace. By wearing the appropriate PPE, such as helmets, gloves, goggles, or safety vests, employees can significantly reduce the risk of injuries from accidents, chemical exposure, or physical impact. Proper use of PPE not only protects individuals but also promotes a culture of safety and compliance within the organization.

3. Equipment and Tools

Proper maintenance of equipment and tools is not just a matter of routine upkeep; it’s a critical factor in ensuring workplace safety and operational efficiency. When tools are regularly inspected and maintained, businesses can significantly reduce the risk of accidents caused by equipment malfunctions or misuse. A well-maintained piece of equipment performs as expected, eliminating unexpected hazards that may arise from wear and tear. Additionally, keeping tools in optimal condition leads to consistent performance, minimizing downtime and enhancing overall productivity.

4. Policies and Procedures

Clearly outline safety policies in your employee handbook and ensure they are easily accessible to your entire team. These policies should address key areas such as emergency preparedness, proper chemical handling, safe equipment operation, and incident reporting protocols. Adhering to these guidelines is essential for maintaining a safe workplace and preventing injuries. Regularly review and update your policies to keep them relevant and effective, ensuring they remain a valuable resource for your organization.

5. Safety Committees

Form a safety committee consisting of representatives from various departments. This group will act as champions of workplace safety, evaluating risks and providing recommendations to leadership. Regular meetings and communication between the committee and management will help identify potential hazards and implement necessary protocols to prevent accidents. The safety committee should also be responsible for reviewing incident reports and suggesting improvements to existing policies. Encourage all employees to actively participate in safety discussions and report any concerns or suggestions to the committee.

Benefits of Prioritizing Workplace Safety

Why invest so much in a robust workplace safety strategy? The results are worth it. Implementing workplace safety does more than protect your team. It also reduces costs from violations, enhances productivity, ensures compliance, and builds a stronger brand. Following these actionable strategies can help you prevent workplace injuries and create a safer work environment. Here are a few significant benefits leaders won’t want to ignore.

1. Reducing Costs

Workplace accidents can lead to expensive worker’s comp claims, fines for regulatory violations, potential lawsuits, and even damage to a company’s reputation. These incidents not only impact a business financially but can also harm employee morale and productivity. By prioritizing safety measures and fostering a culture of awareness, businesses can significantly reduce preventable risks, safeguard their workforce, and save money by avoiding these unnecessary costs.

2. Enhanced Productivity

Employees perform best when they feel safe, both physically and emotionally. A secure work environment not only reduces absenteeism but also fosters a sense of trust and well-being among team members, allowing them to focus fully on their responsibilities. When employees are confident that their workplace prioritizes their safety, they are less likely to experience stress or distractions, leading to improved concentration and morale. This ensures smoother workflows, less downtime, and ultimately enhanced productivity. A strong commitment to workplace safety creates a positive cycle where employees feel valued, contributing to the overall success of the organization.

3. Meeting Compliance Standards

With increasing scrutiny on compliance challenges, falling behind on safety standards can have serious consequences, including hefty fines due to compliance violations. Proactively managing workplace safety not only helps prevent regulatory issues but also fosters a culture of accountability and care within your organization. Staying ahead of safety requirements ensures inspection-ready operations, protects employees from potential hazards, and demonstrates your commitment to maintaining a secure and compliant work environment.

4. Building a Stronger Brand

Prioritizing safety not only protects your workforce but also demonstrates a strong commitment to social responsibility, which plays a significant role in enhancing your business’s employer branding. When employees feel safe and valued, they are more likely to remain engaged, reducing turnover and boosting morale. Organizations that actively foster safer workplaces often attract top talent, as job seekers are increasingly drawn to places that prioritize their well-being. A strong focus on safety not only improves internal culture but also helps maintain a positive reputation among customers, establishing your business as a trusted and responsible leader.

Creating a Workplace Where Safety Thrives

At its core, workplace safety is about showing employees that their health and well-being are a priority in your organization. Fostering this culture requires continuous effort, from proactively identifying hazards and implementing training to updating policies and procedures. Implementing workplace safety intatives not only reduces harmful costs through preventive measures, but also enforces a culture of trust and responsibility.

By reducing risks, you not only protect your business but also build a foundation for lasting success. Curious to see where your business stands? Contact our team and take proactive steps toward a more secure, productive work environment.

5 Mistakes That Every New Manager Should Learn From

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Nearly every first-time manager is going to make some mistakes. Usually, it’s because overseeing others is new to them. Additionally, they might have received little (if any) training or guidance before starting in their new leadership role. While having prior experience as a leader – such as heading up a project – can make a difference, that often isn’t enough for new managers to avoid all potential errors. However, that doesn’t mean mistakes can’t be sidestepped, particularly if you know they may occur.

If you are a new manager, here are 5 mistakes that many freshly minted leaders make and how to avoid them:

1. Change for the Sake of Change

Many new managers feel like they need to make their mark. As a result, they examine every aspect of their team or department with an incredibly critical eye, seeking out fault in every corner. Then, they decide that sweeping changes are the best way to go, even if the team is performing admirably. While change can be a necessity at times, first-time managers shouldn’t automatically institute changes just because they are in a leadership position.

Change for the sake of making a mark usually isn’t beneficial. Instead, it’s viewed as a strange power grab or a way to assert dominance. Before you make adjustments, talk to your team. Find out what is working and what isn’t. Ask them if there are changes they want to see or what could help them be more productive. As you identify potential problems, share your thoughts about solutions, and get feedback. Make the process a joint venture between everyone on the team. That way, you can figure out whether adjustments are needed and, if so, how to approach them best.

2. Maintaining Too Much Distance

Some new managers believe they have to distance themselves from their employees. They mistakenly believe that getting to know them on a personal level is in bad form, or that it prevents them from being seen as a strong leader. In reality, getting to know your team is a smart move. When you sit down with them individually, you can learn more about their goals, motivations, and aspirations. This gives you details that you can use to help empower and guide them. Plus, you can work together to create plans for long-term career success as well as discuss approaches for short-term improvements, boosting morale and productivity.

3. Dodging Problem Employees

It isn’t uncommon for many new managers to have limited, if any, experience dealing with challenging employees. They might not know how to provide constructive criticism, take corrective actions, or document troublesome behaviors. This could lead new managers to try to dodge the problem entirely, hoping the employee will magically improve. But letting difficult workers create issues on the team is never a good idea. You can’t let these problems linger or go unaddressed. Instead, you need to face them head-on, usually by meeting with the employee in private, delivering constructive criticism, and following company policies regarding documentation and corrective actions. That way, you can improve the quality of your team, creating a better situation for everyone.

4. Being Overbearing

New managers often make the mistake of being overbearing, driven by the desire to prove their competence and maintain control over every task. This micromanagement can stifle creativity and lower employee morale, making team members feel undervalued and distrusted. However, providing employees with autonomy fosters an environment of trust and empowerment. When workers are given the freedom to make decisions and manage their responsibilities, they become more engaged, motivated, and fulfilled in their roles. Autonomy not only enhances job satisfaction but also encourages employees to take ownership of their work, leading to higher productivity and a more harmonious workplace dynamic.

5. Focusing on Tasks, Not People

New managers often fall into the trap of prioritizing deadlines and deliverables above all else, as they strive to prove their capabilities and achieve measurable results. While these objectives are important, an excessive focus on task completion can lead to neglecting the human side of leadership. This approach may cause team members to feel undervalued, overworked, or disengaged, ultimately damaging team morale and long-term productivity. By failing to invest in the development and well-being of their team, new managers risk creating a high-stress environment which can lead to burnout and increased turnover. Striking a balance between achieving goals and fostering a positive team culture is essential for sustainable success.

Leading with Confidence

One of the best things new leaders can do is to get to know their team on a personal level and support their well-being. This can help them avoid common mistakes such as change without input, maintating too much distance, doding difficult conversations, being overbearing, and putting too much emphasis on tasks instead of employees. Building strong relationships helps create trust and open communication, which are critical for effective leadership. Confident leaders who prioritize their team’s development and maintain a clear vision inspire not only productivity but also loyalty among their team.

If you’d like to learn more about the mistakes many new managers make and how to avoid them, Award Staffing can help. Contact us today and see how our leadership expertise can benefit you.

Award Staffing Named #3 Top Workplace by the StarTribune

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EDINA, MN- We are proud to announce we have been listed #3 Top Workplace by the StarTribune’s Top Workplaces 2025!

This award is an incredible honor. But what makes this recognition even more special? It comes as a testament to the very heart of Award Staffing—our people. This achievement highlights how our team leads, cares, and builds a culture that inspires us every single day.

At Award Staffing, “culture” isn’t just a trendy word we toss around. It’s not a slogan on a wall or a paragraph in an onboarding slide deck. It goes deeper. Our culture is a commitment, an everyday promise to create a space where people feel supported, valued, and motivated to succeed.

What Makes This Recognition Meaningful?

A Top Workplace award is not just about metrics or performance; it’s about how employees feel about their work and the organization they represent. It’s about trust, collaboration, and purpose.

This recognition didn’t come from us. It came from the voices of our associates and internal team members who responded to the survey. Being acknowledged in this way reaffirms a fundamental truth we’ve always held firm to—we succeed because the people working here are invested, and they make Award Staffing what it is.

Whether they’re recruiters, sales professionals, account managers, or part of our support teams, each person here contributes far beyond their job title. They show up, they lead with integrity, and they create an environment where every role feels essential.

Fostering Exceptional Culture

We don’t just write policies or hang up motivational posters. Instead, we focus on creating a living, breathing culture built through shared stories, moments of teamwork, and a commitment to excellence. Great culture comes down to the small, consistent actions we take every day. It’s what we choose to do when no one’s looking. It’s how we respond to challenges and failures.

Our people embody values that go beyond tasks:

-Showing Up: Every person on our team makes the conscious decision to bring their best every day.

-Doing Hard Things: We value resilience and tackle challenges with a mindset of problem-solving and grit.

-Choosing Dignity Over Ease: Respect, kindness, and fairness always take precedence.

Connecting to Purpose

When work matters, it’s not just something you do; it becomes a part of who you are. At Award Staffing, we make sure our associates find purpose in their roles, whether they’re helping someone secure a meaningful position or enabling businesses to grow with the right talent. This recognition affirms what we’ve always believed: when people feel their work matters, they give more than time-they give themselves. That generosity is scared.

Empowering Leadership Across the Board

This award belongs to the teams who go beyond what’s expected:

-Recruiters who care about matching candidates based on culture, not just qualifications.

-Sales professionals who listen more than they pitch and build trust through solutions.

-Onsite managers who dedicate time to walk the production floor and understand the real challenges their teams face daily.

-Support teams who build trust not with grand gestures, but with small consistent integrity.

Our team demonstrates that real leadership comes not solely from those at the top but from every touchpoint across the organization.

Why This Matters to You

If you’re a job seeker or a business looking to partner with a staffing agency, this recognition reflects the quality and care you can expect when working with us.

For job seekers, it’s not just about finding you a job. It’s about connecting you to a role that celebrates your unique skills and helps you excel.

For businesses, it’s about ensuring every hire brings meaningful contributions to your team, not just filling positions.

When you join hands with Award Staffing, you work with a team that values people, prioritizes culture, and drives excellence every step of the way.

Thank You

To our internal team, our associates, and everyone who has ever trusted us with their career this award is for you. To our clients who have partnered with us and businesses who open doors for our associates, thank you for your trust. We’re still on the climb, still learning, and still growing. Being a Top Workplace isn’t the goal. Being worthy of the people inside it- that’s the work. Whether you’re searching for the perfect hire or your next career opportunity, we’d love to connect.

Best Ways to Mitigate Risks in Your Contingent Workforce

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Hiring the right talent while navigating the complexities of employment laws and workplace safety can be a challenge for any business. Whether you’re a small business owner or managing HR for a large corporation, employment risks present a significant concern. From compliance with labor laws to the liabilities associated with hiring, these risks can affect your company’s bottom line and reputation. While some risks are eliminated if you partner with a staffing agency for workforce management, you are functioning as a co-employer, so certain responsibilities do fall into your hands.

If you want to mitigate your remaining risks, here are some critical points to consider:

1. Classification

Misclassifying a worker as an independent contractor can come with serious penalties. Many companies misunderstand the rules surrounding the independent contractor classification, particularly when it comes to how much control a business can exert over how an independent contractor manages their duties. If you categorize any workers as independent contractors, knowing the regulations surrounding the classification is a must. Additionally, working with a third-party compliance vendor can be a smart move, ensuring all contingent workers are reviewed to confirm they are properly classified.

2. Co-Employment

Working with a staffing firm can lead to a somewhat unique situation called co-employment. Both you and the staffing agency have a degree of control over the worker, and you also share some of the responsibilities and liabilities associated with serving as an employer. In order to mitigate co-employment risk, you both need to create formal agreements regarding the nature of the worker’s assignment. Similarly, defining responsibilities and ensuring compliance with federal and local regulations need to be thoroughly addressed. For example, making sure all contracts clearly state the staffing agency is responsible for wages, taxes, workers’ compensation and similar costs is a must. Additionally, understanding how to initiate disciplinary action through your staffing agency is critical. Staffing agencies are extremely knowledgeable about this arrangement, so they can guide you in the right direction.

3. Intellectual Property and Company Assets

Any worker who comes into your environment has access to certain amounts of intellectual property and assets. Everything from information in your databases to physical items needs to be properly protected to reduce the chance of theft or damage. Typically, implementing a thorough on- and off-boarding process for all employees, including your contingent workers, can help mitigate any associated risk in these areas. That way, you can ensure access is granted and removed at the proper time, and that any loaned equipment is properly accounted for at the right times. For example, ensuring all workers return badges on their last day may require a formal turn-in and documentation process. Similarly, altering network access when someone starts, changes roles, or leaves is another critical step.

How Staffing Agencies Mitigate Risks

 

1. Pre-Screened Candidates

Hiring new employees comes with inherent risks. If an employee is underqualified, misaligned with your company culture, or unable to meet expectations, it can result in lost productivity, higher turnover, and even legal disputes. Staffing agencies mitigate this risk by thoroughly vetting candidates before they are placed. Their pre-screening processes include background checks, skills assessments, and integrity assessments. This means the candidates you receive are qualified and ready for the job. Many agencies also offer temp-to-hire or payroll options, allowing you to evaluate a candidate’s performance and fit within your team before committing to a long-term hire. This arrangement reduces the risk of turnover and ensures you’re building a stronger, more cohesive workforce.

2. Streamling Benefits and Payroll

Employment risks aren’t limited to hiring; they extend to managing payroll and benefits. Mistakes in paycheck calculations, tax withholdings, or benefit administration can lead to costly compliance violations and employee dissatisfaction. Staffing agencies remove this burden by handling payroll processing, tax filings, and benefits for contracted employees. This ensures accurate, on-time payments and adherence to all payroll regulations. Small businesses, in particular, benefit from this expertise, as it minimizes administrative stress while preventing errors that could otherwise expose them to penalties.

3. Enhanced Workplace Safety Protocols

Safety is a critical component of employment risk management, particularly in industries like manufacturing and warehousing. An unsafe workplace can lead to injuries, fines, worker’s compensation claims, and disruptions in operations. Many staffing agencies prioritize safety training and compliance for their workers. They ensure that candidates understand the importance of workplace safety before stepping into their roles. Some agencies even perform on-site safety inspections to confirm that their workers are entering compliant environments. By focusing on safety from the outset, both the agency and your business benefit from reduced risk of accidents.

Taking the Next Step

If you’re ready to safeguard your business against employment risks, reach out to our team today. Our expertise can help you focus on growth and success, while we handle the complexities of compliance, payroll, and workforce management. Your next qualified, safety-verified, and ready-to-work candidate could be just a call away. View our services to learn more.

How to Ensure Your Talent Pipeline Is Always Full

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Many companies are struggling with a shrinking labor pool. Between retirees, low birth rates, and low labor force participation, finding skilled professionals is becoming increasingly challenging. This means many are turning to contract workers to fill in skills gaps. Maintaining a robust talent pipeline is essential if you want to ensure productivity and see your company grow. While figuring out how to create a robust talent pipeline is a daunting prospect on the surface, particularly if you have recently had trouble finding high-quality candidates, there are things you can do to increase the size of your talent pool.

Here’s how to get started.

1. Create an Employee Referral Program

When you need to bolster your talent pipeline, your current staff is a valuable resource. In most cases, they will only refer candidates they believe can do the job well, as any referral is a reflection on them as well. Additionally, if they enjoy working for you, they will be happy to let members of their network know about opportunities, which can give you access to passive job seekers. Make sure to inform your workers whenever there is a vacancy and give them a mechanism for making recommendations that is outside the traditional hiring process. This encourages their participation and ensures that referred job seekers are examined quickly and efficiently, increasing the odds you’ll be able to land top talent.

2. Revamp Your Application Process

A long application is guaranteed to chase some skilled job seekers away. Most won’t sit around to complete an application that takes more than a few minutes, especially if they are asked to repeat certain steps. Asking a candidate to submit a resume and record that information in another section of the application is frustrating, so adjust your process to only need one form of input. Similarly, don’t use too many essay questions during the first phase, as multiples may cause some job seekers to drop out of the process. Make sure your application process is mobile-friendly, allowing candidates to apply from their smartphones. Many job seekers use their phones to manage their search, so this will be a welcomed update. Finally, give interested professionals a way to submit their resume even if there isn’t a current opening that matches their skills. This can increase the size of your talent pipeline, allowing you to reach out when a suitable opportunity comes available.

3. Build Relationships with Potential Candidates

Building relationships with potential candidates is key to ensuring your talent pipeline remains strong. Attend industry events and meet-ups to connect with skilled professionals in person. Consider hosting an open house event to meet new candidates. Use personalized communication, like tailored emails or calls, to show genuine interest in their expertise and career goals. Check in with them regularly to stay updated on their availability and aspirations. By fostering these connections, you create a network of talented individuals ready to bring value to your team when the opportunity arises.

4. Build a Strong Employer Brand

Top talent wants to know what it is like to work for a company before they apply. They often seek out information on social media to learn about the organization, so make sure you are making a strong impression on your target group. Share details about your culture openly, discuss innovative developments, and talk about new technologies you are integrating. Make sure the posts provide value to the reader and aren’t just sales pitches, as those have the biggest impact.

5. Partners with Recruitment Specialists

Partnering with recruitment specialists is a powerful way to keep your talent pipeline full. These experts have access to unique candidate pools that many employers can’t easily reach, including passive job seekers and niche professionals with specialized skills. Their extensive networks and databases allow them to connect you with top talent who might otherwise go unnoticed. Additionally, recruitment specialists excel at matching candidates to roles efficiently, leveraging their expertise to understand both your company’s needs and the candidates’ strengths. This ensures a smooth hiring process and builds a pipeline with high-quality candidates ready to contribute to your team.

Building Your Team Together

By using the tips above, you can make sure your talent pipeline remains full. If you’d like to learn more, the team at Award Staffing can help. Contact us to discuss your hiring goals with one of our recruitment specialists today and see how our hiring expertise can benefit you.

3 Reasons You Should Implement an Employee Referral Program

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With the rise of contract work, many organizations are seeking ways to attract skilled candidates. While many companies are diligent about their external recruitment efforts, ensuring their vacancies are posted far and wide, not every business examines their internal options the same way.

By implementing an employee referral program, you can access top talent quickly and efficiently.

Here are 3 reasons why these programs provide value to your business:

1. Better Candidates

One of the primary benefits of an employee referral program is access to better candidates. Since your staff is fully aware of what it takes to succeed in your environment, they are likely to refer only the professionals with the right skills, experiences, and demeanor to excel. Effectively, you are encouraging your employees to take part in the recruitment process. Typically, they will only recommend those they trust and feel could meet the requirements of the job, so they are functionally vetting potential candidates before you even learn their names. Additionally, high performers won’t risk their reputations by referring someone who isn’t suitable. They understand they are directly associated with any referred individuals, so they are only going to recommend the best and brightest people they know.

2. Decrease Costs

When you implement a referral program, you are creating a recruitment platform that doesn’t come with a significant price tag. Even if you reward workers for successful referrals, it will usually cost you significantly less than actively recruiting for the role yourself, such as by posting the vacancy on a job board. You can also save a significant amount of time with this approach. In most cases, a referred candidate already understands the basics of your business, as the employee who referred them likely shared information with the candidate in advance. This allows you to avoid covering certain information during the process as the job seeker is already aware of some of the introductory information.

3. Higher Retention

A referred candidate is usually actively interested in joining your company. They have learned about the position and environment from someone who already works with you, meaning they are privy to details other outside candidates might not know. When they apply, they do so from an informed position, increasing the odds they will be satisfied should they accept the job. Additionally, a candidate who is referred is more likely to be a good cultural fit for the company. Since they have prior knowledge and insider information, they can determine whether the environment would meet their needs in advance. If it doesn’t, they will usually decline the referral.

Boost Your Referral Program

Ultimately, by implementing an employee referral program, you have a lot to gain and very little to lose. If you would like to know more Award Staffing can help, contact us to speak with one of our knowledgeable team members today and see how our referral program expertise can benefit you.