How to Demonstrate Employee Value

How to Demonstrate Employee Value

Yes, it takes commitment, but the challenge isn’t as tough as you might expect. Employees who have confidence in the company leadership, share the vision and feel valued are more engaged and stimulate positive company morale. Here are 5 ways to make a great start.

Communicate:

From introducing a new employee to your company’s mission, values, and purpose to creating and keeping engagement among your staff, communication is essential. And, it’s more than making sure the memos and updates about logistics go out. It includes:

  • • Ensuring that everyone connected to a project receives all the pertinent information.
  • • Putting some fun and creativity in memos, notifications, etc. Why not add a cartoon to the bottom of updates?
  • • Stopping at cubicles to say hi and ask how an employee’s day/week is going.
  • • Seeking, listening to, and respecting your employees’ feedback concerning projects. (Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work, and 40% of highly-engaged employees receive weekly feedback.)
  • • Listening. Listening. Listening. It’s an essential component of great communication.

Create Connections:

Develop a mentor program within the ranks and encourage fun work relationships among your employees. Take time to “play” a little each day. Sure, some companies have workout rooms, table tennis tournaments, and other large scale options, but that isn’t a prerequisite for fun. “Play” is an attitude or mindset.

  • • Share a company trivia site. Put the names of employees who participate in a once/week drawing for a token gift card to your local ice cream shop.
  • • Have a small stuffed company mascot. Hide it in a department. If they find it, it’s their job to hide it in another department. Whichever department ends up with it on Friday . . . well, make it a fun “penalty.”

There’s a multitude of simple, inexpensive ways to create fun on the job and encourage employee engagement.

Express Appreciation:

Recognizing your employees’ attitudes, contributions, innovativeness, and daily commitment, etc. is vital.  Express your appreciation in words – both written and verbal– as well as intangible thanks will give a boost to employee engagement and morale. Some ideas include:

  • • Verbal appreciation – in person or via a phone chat. Be genuine, personal, and specific.
  • • Written appreciation – send an email, text, or better yet a thank you card. Once again, be genuine, personal, and specific.
  • • Gift cards, an occasional early leave on Friday, free food – from a snack tray to a department lunch . . . There are many ways to express appreciation.

Recognize Employee Value:

Recognizing your employees’value -their talents and contributions is a key factor. (27% of employees who leave, do so because of lack of recognition) Substantiate your recognition with:

  • • Opportunities to learn new skills and move upward within the company. (42% of employees say learning and development is the most important benefit when deciding where to work)
  • • Increased responsibilities – without micro-managing. Letting them rise to the task expresses your confidence and trust in them and encourages innovation and creativity.
  • • Assign responsibilities that align with their interests and abilities.

Make Giving Back a Company Thing:

Your employees want to make a difference – especially within the community, but also globally.  Make giving back ad “team project.” Nothing boosts morale like knowing you have helped someone else.

  • • Get involved in a local work project: For example, plan a Saturday where your team participates in a habitat for humanity. One company built a pavilion along their local river greenway. The company supplied the lumber, and the employees supplied the labor.
  • • Sponsor a little league team or a dream team for handicap children and encourage employees to attend a game, treat the players, or sponsor an end-of-season picnic.
  • • Join in a global charity drive like the Marine’s Toys for Tots.
  • • Hold a company bake sale to raise funds for a charity – let your employees vote on which charity.

Employees who believe that management is concerned about them as a whole person and values who they are, as well as what skills and input they bring to the table are productive, find increased job satisfaction and are more loyal to their employer. In other words, they are engaged employees, and company morale is up, which all adds up to increased profitability.

At Award Staffing, we recognize the value of our staff and our temps. Because we do, you can count on the talent we place in your business. Our mantra is work hard, have fun, and be nice. It makes a difference you can’t get along without. Contact us today.

The Employer’s Guide to Staffing Seasonal Employees

Many businesses rely on seasonal employees to survive busy times. Whether it’s hospitality workers during vacation months or package handlers during the holidays, there are plenty of companies needing seasonal employees all year long.

Here’s what you need to know about making your job easier when staffing seasonal employees.

Hire early

The sooner you start thinking about your seasonal needs, the more likely you are to be fully staffed when the busy season arrives. Starting early gives you the best chance at hiring qualified candidates eager to help you meet your temporary staffing goals. If you wait until the last minute, your vetting process will be rushed, and you may be stuck with less-than-stellar candidates. Having job ads ready to go for your most common positions will help you be prepared when the next busy season arrives.

Compensate seasonal employees fairly

You will need to comply with all standard employment laws when hiring seasonal employees. Additionally, you should ensure that compensation and treatment is in line with how you treat your other employees. If permanent employees know their schedules at least two weeks in advance, so should seasonal employees. If there is a discount at the office café, all employees should benefit. Seasonal employees will understand that they aren’t receiving health benefits or accruing paid time off, but they deserve to be treated equally where possible.

Manage seasonal employees as if they were permanent staff

Just because the employee will only work with you for a few months doesn’t mean you shouldn’t try to form a friendly relationship. Don’t dismiss complaints or fail to provide seasonal employees with all the resources they need to do their jobs well. If your seasonal employees won’t receive certain items or perks that permanent employees do – e.g. reserved lockers or key cards – explain why upfront. Do your best to create an environment where everyone feels committed to the team.

Set clear expectations

On the flip side, seasonal employees may think they can get away with more because they aren’t permanent staff. Seasonal employees should understand they will be held to the same standards as permanent staff. Let them know an approximate end date so that candidates with other commitments know whether they are eligible for work. If there’s a chance for some seasonal employees to be hired permanently, let them know the standards management will review to determine who remains after the season or who will be hired again next year.

Keep notes on the best seasonal employees

Seasonal employees are an excellent place to find your next great hire. Seasonal work serves as a tryout period where you can see who performs best and who fits into your workplace. If an employee doesn’t meet your expectations, he or she will be gone in a few short weeks. If you aren’t able to offer any seasonal employees a job once the term ends, make notes on who your favorites were. Give them a call first next time you have an opening and remember them for your staffing needs next season.

One of the easiest ways to handle your seasonal staffing needs is by working with an experienced staffing agency like Award Staffing. Let us know how we can help you meet your seasonal and permanent staffing needs.

Employee Value and Company Morale

Employee Value and Company Morale

“Success in business is all about people, people, people. Whatever industry a company is in, its employees are its biggest competitive advantage.”   – Sir Richard Branson 

Winning with your customers/clients begins by winning with your employees. Your employees are your pipeline to customer engagement, positive reviews, and word of mouth advertising, and a prosperous bottom-line. The more your employees feel valued, the higher and more profound than your employee engagement is; the greater your employee engagement, the more positive and stronger your company morale will be. It’s a domino effect that begins with a company’s decision to recognize the value of their employees.

Employee value begins with taking the time to ensure that every employee understands:

  • • The company’s mission statement and purpose and their role and input in attaining that purpose. In fact, a 10-year study by Grow Author Jim Stengel reveals that companies with a high sense of purpose outperform others by as much as 400%.
  • • That their attitudes, efforts, and accomplishments are recognized and appreciated. Only 12.4% of workers who are recognized for their work have interviewed for a potential new job switch in the last three months, while more than 21% of workers who don’t feel recognized have been exploring new opportunities. (TINYpulse)

When employees are appreciated and valued as the asset they truly are, they are much more likely to be engaged employees. Engaged employees contribute to tangible returns for your business. The numbers speak for themselves. Valued, engaged employees:

  • • Take their tasks seriously and be self-accountable for their responsibilities –ensuring that they complete their part of a project well and on time, and going above and beyond their required tasks for the company’s benefit. (Studies reveal that companies with highly engaged employees improved operating income by 19.2% over 12 months)
  • • Stay with the company, reducing turnover. (Engaged organizations have reduced turnover by as much as 87%)
  • • Become a brand ambassador for their company. (78% of engaged employees would recommend their company’s products and services)

When employees are engaged, company morale – employee outlook, attitudes, satisfaction, and confidence – climbs. Employees are positive about their work environment and confident that they are in a place where their career can grow and dreams are attained.

Susan M. Heathfield points out that, “Feeling part of the goals that are bigger than themselves (and their job) contributes significantly to positive employee morale. Many employees want to feel as if they are part of something important and contributing to success for the greater good is a real morale booster.”

So, what gives employees a sense of personal value within the workplace? What builds company morale? While there are multiple angles, it boils down to 5 essential pillars.

  • • Purpose: As we already mentioned, it’s vital for your employees to connect with the company’s mission and purpose – to know that their tasks contribute to a big picture.
  • • Well-being: Creating an atmosphere that says your employees matter to you – that you care about the whole person – including their emotional, social, and mental health — a sense of camaraderie among their coworkers.
  • • Appreciation: Nothing contributes more to a sense of purpose and well-being than knowing that your contribution is recognized, respected and appreciated.
  • • Growth opportunities: Providing the encouragement and provision to learn and grow in their knowledge, abilities, experience, and career opportunities.
  • • Freedom: A chance to be innovative, creative, and even take a risk without fear of repercussion if an idea doesn’t pan out.

Focusing on these five pillars to bring value to your employees, engage them in your culture, and build overall company morale pays a significant ROI. Studies have shown that companies who place value on and invest time in their employees are:

  • • 53% more likely to have highly engaged employees
  • • 29% more likely to have employees innovating and performing great work
  • • 27% more likely to have increased in revenue last year

With numbers like those, who can afford not to place value where value is due?

At Award Staffing, we recognize the value of our staff and our temps. Because we do, you can count on the talent we place in your business. Our mantra is work hard, have fun, and be nice. It makes a difference you can’t get along without. Contact us today.

Why Your Company Must Attend Hiring Events

Minnesota companies are currently struggling to find workers, especially for skilled laborer jobs. There are currently more jobs available in the state than there are people looking for work.

As an employer, there are a few tools that will help you find the best candidates before your competitor does. A great way to snatch prime candidates quickly is by attending a hiring event. If you’ve never attended a hiring event, here’s why you’re missing out.

Discover a qualified talent pool

The people who attend job fairs are actively seeking work. They attended the event because they are specifically looking to apply to companies like yours. If the hiring event is located in a particular area or has a theme, you narrow your candidate pool and find exactly the candidates you want to hire. Collecting applications from job fairs increase the number of qualified, interested candidates to choose from.

Have a pre-interview with potential employees

First impressions are huge in hiring – for better or for worse. While at a hiring event you may find candidates that you might not have hired on resume alone. You might also realize that someone’s resume and professionalism don’t match. You’ll save time by avoiding scheduling interviews with unqualified candidates. At a hiring event, you’ll meet your favorite candidates and focus your energy on shepherding them through the hiring process. Meeting candidates face-to-face gives you much more information than relying on resumes alone.

Save time and resources

You have many tasks when you post a job opening: write a description, pay to post it on a job site and field questions and resumes from applicants who aren’t qualified. At a hiring event, your advertisement is your table. Instead of collecting a pile of email inquiries, you can talk to interested candidates and answer questions right there. You only need to devote a few hours of staff time to meeting candidates at the event rather than posting online and hoping for the best.

Find diverse candidates

If you attend a job fair aimed at a particular demographic, like students or women, you can easily identify candidates who meet a particular hiring goal. Connecting with young workers early on builds loyalty to your company. If you have internships or apprentice programs you can find young workers eager to start their careers. Attending a hiring event for a particular group, like women in manufacturing, can help you diversify your candidate pool and workforce.

On-the-spot hiring

If you have entry-level positions that you’re eager to fill, hiring events are a great place to meet candidates. Candidates will bring their resume, fill out an application and have a brief interview. You can add several new team members in a few short hours. Both you and the candidate will be pleased with how smooth the process is.

Did you know that Award Staffing hosts hiring events throughout the Twin Cities? That’s more than 50 opportunities a year to connect with qualified candidates. Contact us today to learn more about how your company can join our next event.

8 Reasons Minnesota Veterans Are Great Hires

One of the best things you can do to thank veterans for their service gives them jobs. Veterans are an excellent source of talent for many reasons. If employers and hiring managers didn’t serve in the military, they may not realize the many skills veterans learned during their service. Veterans are a valuable addition to your company’s workforce.

Veterans are excellent team players

During their military experience veterans learned how to be the ultimate team players. They are trained to think about how they can best help their unit. They are eager to contribute and eager to improve themselves for the benefit of the group. If your workplace also relies on strong teamwork, veterans are primed for helping their crew, department, and company succeed.

Veterans are analytical

Veterans have learned how to quickly assess a situation and develop a plan to accomplish a goal. They are quick to analyze what worked and what didn’t and apply it to future situations. This makes them great in work scenarios and at offering feedback to management.

Veterans are persistent

It’s a reality that in combat military personnel are stuck in situations for indefinite amounts of time. Through those experiences, veterans have learned the patience to wait out a situation and persistence in finding a solution. They must also be agile and adapt quickly to changing situations. They are willing to keep working until the team meets its ultimate goal.

Veterans perform under pressure

Military members have to perform in intense conditions with strict time constraints. They do this while following protocol, working with team members and remaining professional. Veterans are trained to complete a task regardless of circumstances.

Veterans are detail-oriented

Little details make a big difference in the field. Military members learn how to spot seemingly small details to recall later. Catching little differences or recalling who was where can boost productivity and keep your workplace safe.

Veterans appreciate diversity

Military personnel represent diverse backgrounds and experiences. They’ve learned to put aside differences with others to achieve shared goals. They are also well-traveled and are accustomed to overcoming cultural and language barriers. They are prepared to work with anyone who is willing to get the job done.

They make great leaders

Regardless of rank, veterans are trained to one day become strong leaders. They are frequently placed in positions where they need to make quick decisions in uncertain situations. This makes them ready to lead, but it also makes them respectful and willing to cooperate with leadership.

They respect workplace safety

Safety is a huge concern in the military. Military personnel follows strict safety protocols to keep themselves and their comrades safe. They are used to following rules and regulations in the workplace. They are also able to quickly spot and address any safety hazards.

Thank our veterans by making them a priority in your candidate search. Award Staffing can help. Contact us today to learn how you can hire a vet.

Ways to Improve Company Culture to Increase Employee Engagement

A company’s culture directly correlates with its employee engagement, so when one is lacking, the other has hindered success. There are numerous solutions that, when implemented, cultivate a strong culture to ultimately improve overall employee engagement. It can be as simple as defining core values, providing proper training for leaders, and implementing tech-based tools. Below are a few tips to enact these factors into a company’s organizational strategy to maintain a strong and engaged workforce.

Define Your Company’s Culture and Values

Only 12% of executives believe their companies are driving and defining the ‘right culture.’ Employers need to start with their core values or, in other words, the building blocks that determine how a company operates to reach predetermined goals. Core values help construct a workforce that aligns with the overall mission and vision of an organization. Employees who connect with their work and find purpose in their daily tasks have a better chance of remaining focused and motivated toward company goals. This engagement ultimately results in higher productivity and retention. 71% of employees interviewed for a recent study stated that communicating clear expectations was the key to improving engagement. Employers need to document core values in writing, whether in a handbook or digitally, to ensure they’re digestible and easily accessible to employees at all levels as the company grows and evolves.

Implement Tech-based Solutions

Employee engagement needs constant attention, making the implementation of tool-based solutions useful when maintaining information regarding engagement-related practices. A performance management solution within a human capital management software is a lucrative tool that allows employees to track their goals and progress on an ongoing basis. Tech-based tools, like instant messaging applications or social channels for company announcements, should also be adopted within an organizational strategy to allow open communication throughout all levels of a company. Strong, efficient communication allows employees to interact with one another regularly and creates the opportunity to recognize achievements. Peer-to-peer recognition often leads to higher engagement, motivating employees to strive for continued success in their role. Implementing tools to support this creates an open, appreciative, and connected workforce, all factors that construct a strong company culture.

Offer Leadership Training

Harnessing a culture that enforces positive employee engagement lies partly within a company’s leadership structure. Leaders who encourage and model engagement set an example and demonstrate a clear understanding of company values. A recent study found that 86% of employees within organizations that promote a strong culture feel their senior leadership listens to employees, compared with 70% of employees at organizations lacking strong culture. Leaders need to keep their employees involved, with their feedback providing viable glimpses into daily operations. Conduct employee surveys to get their unfiltered feedback and translate it into action, focusing on the largest pitfalls as well as successes relating to leadership in the organization.

Employers should seek new-leader feedback on the training process, with employee engagement applying to leaders as well. If they feel overwhelmed, ill-equipped, or unmotivated in their new role, it could cause poor performance for an entire team or department. Proper training is lucrative to leaders being able to properly support culture and gear the company towards success.

Ensure long-term success

Set quarterly goals to maintain, improve, and benchmark progress in relation to culture. Benchmarking makes it easy to see pain points more efficiently and helps employers determine what needs improvement as the company evolves and changes. What new values need to be devised to match changing demands internally and externally? What is working within the company’s culture strategy that sustains positive employee engagement? What is hindering it from being sustainable? With these questions routinely answered, actions can be taken to ensure continuous improvement.

Make routine feedback a quarterly goal as well to ensure right-from-the-source information regarding engagement amongst employees. Culture needs to evolve to align with changing employee demands and goals. Ensure feedback initiatives cover all levels of the organization to get a full scope of how the company can grow forward in order to remain relevant, keep employees engaged, and stay connected with their workforce.

If your business is in need of help of improving your company culture with quality talent? Reach out to Award Staffing’s account management team today!

How Your Company Will Survive Minnesota’s Skilled Labor Shortage

Minnesota companies have been struggling for the past decade to replace retiring skilled laborers. There is plenty of work available, but there aren’t enough people to complete jobs for clients. Despite federal and state efforts to place more people in skilled labor jobs, a disconnect remains.

People outside of these industries may think automation is the answer. The decline in skilled laborers means companies are turning to automation and technology solutions to bridge the gap, but they still require skilled workers to oversee production and design. Additionally, automation devalues the skills required to learn a craft and minimizes the pool of people who can pass down the art.

To stay competitive as Minnesota’s economy continues to grow (but its working population does not), your company will need to attract and recruit skilled workers and make an effort to grow the candidate pool.

Create a marketing campaign for your industry

Misconceptions about salary, job security, career advancement and safety may be deterring people from pursuing a career in your field. Launch a campaign locally to connect with schools, the chamber of commerce, job placement centers, libraries and more where you can share information about career opportunities in your field.

Invest in finding younger workers

While an older worker is valuable for his or her knowledge and experience, building a workforce of younger workers is an investment in your company’s future. Do outreach with local high schools so students are familiar with your company and what kinds of jobs they can find. Some Minnesota companies are finding success partnering with local high schools to design a curriculum teaching technical and vocational skills.

Create an apprenticeship program

Create your own pipeline of young, skilled employees by developing an apprenticeship program at your business. Apprentices will complete many hours of hands-on learning by working with an expert employee. When complete, you’ll have a prime candidate ready for hire who already knows the ins and outs of your company.

Break down stereotypes

To fill positions in skilled labor, you’ll likely need to hire people who aren’t your “typical” candidate. Currently, women account for less than 10 percent of construction workers. Additionally, most labor workforces are growing thanks to increased participation from communities of color. Some companies are also reevaluating their policies on hiring people with criminal convictions to recruit “second chance” candidates. Let people know how your company is addressing demographic disparities, e.g. by encouraging women to join apprenticeships. Companies need to think beyond where they traditionally recruited employees to find the next generation of skilled laborers.

Participate in a recruiting event

Face-to-face networking is an excellent way to meet new candidates and let them know why they want to work at your company. As part of an outreach plan, you can combat stereotypes about your industry by talking directly to candidates. By being selective with the events you attend, you can recruit among specific communities to increase diversity. Eager candidates who don’t have enough experience yet can learn all about your apprenticeship program.

Hire a staffing agency

Staffing firms are an excellent resource for sending you strong, qualified candidates for your job openings. Instead of throwing up a posting on several job sites, a staffing agency can help you build an intentional recruiting plan to meet your needs.

If you’re having trouble finding skilled applicants for your vacant positions in the Twin Cities, contact Award Staffing. We’ll connect you with the right candidates to meet your labor needs.

How to Make Your Company Appealing to Minnesota’s Blue-Collar Workers

The United States is currently experiencing a blue-collar labor shortage, and Minnesota companies are feeling its effects.

Across all industries, there are currently more open positions than there are job seekers. Economists predict Minnesota will need more than 3 million workers by 2022 to keep up with the state’s economic growth but will likely fall short based on the current population. The crunch will hit industries reliant upon blue-collar workers especially hard.

There are a few reasons why we’re in the midst of a blue-collar job shortage. Baby boomers are approaching or past retirement age, meaning the largest living generation is no longer participating in the workforce in the same numbers as the previous decade. Many of today’s young workers opted for four-year colleges and are pursuing jobs in professional or public services, meaning there’s no incoming workforce to replace retirees.

How can you attract more candidates to your company’s blue-collar jobs and retain your current workers? Promoting learning opportunities and job security is key, but there are many factors that go into a blue-collar worker’s employment decision.

Attracting blue-collar workers to job openings

Blue-collar workers are looking for the same qualities in a good job that any job seeker wants. They want to apply for a position that offers:

  • • A competitive starting pay rate with opportunities for regular raises
  • • Medical, retirement and other benefits to supplement pay and protect employees in case they are unable to work
  • • Job security with reasonable protections from layoffs and a path that would easily allow their skills to translate elsewhere

One proven way to recruit new workers is through apprenticeships. In Minnesota, apprenticeships are on the rise, with 11,500 people participating in a program in 2017. The most common industry for apprenticeships is construction, but they are also a great tool for the manufacturing, technology, healthcare and agricultural fields. Apprenticeships allow you to train more people in your industry and create a direct pipeline for new employees.

Incentivizing blue-collar workers to remain in their jobs

If you’ve attracted great employees with the benefits above, you want to make sure you keep them happy with a productive, supportive workplace. Blue-collar workers tend to remain in their jobs or with their employer’s thanks to:

  • • A great work environment where employees enjoy their coworkers and the work that they do
  • • A schedule that allows workers a healthy work-life balance and flexibility when needed
  • • The opportunity to learn more skills that will allow the employee to advance at the company and/or take on new roles

To the second point, innovative shift scheduling will encourage current employees to take more second and third shifts and help attract more applicants to these positions. Attractive shift differentials, like paying an extra $1.25 an hour for less popular shifts, will help fill any staffing gaps.

Most importantly, workers want the opportunity to grow their careers. Bring knowledgeable blue-collar workers into the decision-making process. Offer opportunities for continuing education on middle-skill and highly skilled jobs. Work to promote the excellent work your employees do both within the company and to external media. Showing prospective and current employees you care about their growth will help you avoid a job shortage.

If you’re looking for hiring solutions to staff blue-collar jobs at your Minnesota company, Award Staffing is here to help. Contact us today to learn more about recruiting top talent.

Giving Your Employees the Benefit of the Doubt

Giving Your Employees the Benefit of the Doubt

When you’re an employer, there’s a lot you have to take into account every moment of every day just to be able to run your business. Bringing employees into the equation makes things even more complicated. How do you know you can trust an employee? Unless you have good reason not to, giving them the benefit of the doubt encourages positive behavior.

Trust is Important

Trust is an important facet to have between employer and employee. If you don’t have trust, you will find yourself being suspicious in a lot of situations that could easily be avoided. You also will spend a lot of time trying to figure out whether or not an employee is telling the truth, which is not a very efficient use of your time.

Wait Until You Have an Explanation

If there is a situation in which you feel as though you’ve been wronged, you should wait until your employee can give you an explanation. The reason for this is that they might be able to provide a satisfactory explanation that sets your perception straight and avoids discord in the company. Always ask for an explanation before you jump to conclusions.

You Will Be Less Stressed

It just feels better when you can trust your employees and give them the benefit of the doubt. You’ll be less stressed and more able to spend time doing what you do best – running your business.

If you’re in need of a new employee to work for your company, contact Award Staffing. We will be able to help you find an employee who is a good fit for your business and culture.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.

How Twin Cities Companies Deal with Angry Employees

How Twin Cities Companies Deal with Angry Employees

An angry employee can quickly upset an otherwise positive work environment and, if ignored, can escalate into violence. This can be a difficult situation to handle. Here are some practical pointers to help.

It always starts with communication and communication begins with listening. This doesn’t mean you forget your role as manager, but rather that enable yourself to fulfill it better by listening to the details in order to understand the big picture

· Set an appointment – in a safe a private place.
· Remain calm and just listen – you don’t know how to proceed if you don’t’ get a clear message.
· Respect them as an individual – be personable, professional, and kind.

If the cause of their anger is connected to work:

· Give them an opportunity to express how they feel they’ve been wronged and ask them to share what they think needs to be done.
· Acknowledge the angry employee’s feelings.
· Assure them that you will get more information and meet with them again – set a specific date.
· Talk to others involved and get an honest picture of the situation. You can’t deal correctly with the circumstances until you know what’s happening.

If the cause of their anger is separate from work:

· Sometimes a listening ear was all they needed.
· Give them support, make suggestions for them to follow, and tell them you will check back.
· Remind them that their anger is affecting their work and your workplace and must stop.
· Talk about the positive things they have brought to the workplace and encourage them not to lose sight of them.
· Be kind, but firm about your expectations and the consequences that will result from a continued problem.

Keep it private and give them time to sort out their emotions from your talk before sending them back to their task – especially if they interact with other employees.

Keeping a positive workplace begins with hiring right. If you’re in need of a new employee to work for your company, contact Award Staffing. We will be able to help you find an employee who is a good fit for your business and culture.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.