Improve Employee Productivity For Your MN Business

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If you own a business that has multiple interactions with clients or customers, you know how important it is for your employees to be productive. If an employee isn’t productive for a day, it can really hurt your sales, workflow, and even your other employees. If one or more of your employees has been lagging in the productivity department, you need to step in and do something. Here’s how to improve the productivity of your employees:

Be Concise

Some of your employees may not be entirely productive because they’re confused or unclear about your instructions. In order to remedy this, try to be as concise as possible when speaking with your employees. Instead of adding anecdotes or tangents to your instructions, give your employees one or two clearly-defined tasks and make sure they understand before moving on to the next subject.

Encourage Open Communication

If an employee is confused about a particular task in a closed-communication environment, he or she will waste more time trying to figure it out alone than if they asked for your advice. For this reason, you should always encourage open communication with your employees. Ensure that they free to talk to you should a question or problem arise.

Hold Regular Meetings

Some employees can veer off-task over time because they are used to doing something a certain way or forget the importance of a certain task. If you hold regular meetings about your company’s goals, it will be much easier for your employees to be productive. They will be reminded of the goals and tasks on a regular basis and much more likely to adhere to them than if they are expected to remember lofty goals from infrequent meetings.

Allow For Different Work Styles

If you truly want to improve the productivity of your employees as much as possible, allow for different work styles. This could mean allowing employees work at their preferred hours – when appropriate and/or develop their own processes for getting work done. Whatever you decide, make sure to let your employees know that they are free to do the work in whichever way they choose as long as the result is consistent with your goals. Sometimes, the real culprit is understaffing.

Contact Award Staffing and we can help match you up with employees who are receptive to feedback and who can work quickly without compromising on their work’s integrity.

 

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.

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Why Customer Service should always be the Top Priority

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Part of owning a business is choosing your business’s priorities. Many business owners choose profitability or visibility as a priority and are surprised when their business has problems. No matter what type of business you run, customer service is a value that extends into other aspects of the business and promotes overall well-being. Here’s why customer service should always be the top priority:  

Keeps Employees Focused

Giving your employees a top priority to keep in mind will help them to remain focused throughout the day. This will help them shape all their decisions, interactions, and thought processes throughout the day. If your customers know that the highest goal you have in mind is to provide excellent customer service, they will spend their time at work striving to meet and exceed their standards from the previous day.

Keeps Customers Happy

When you’re focused on customer service, your customers will be happy. When you have happy customers, you are more likely to have repeat customers. Make it known to your customers and the public that customer service is the highest priority for you. This will make you extremely competitive amongst other similar businesses.

Promotes Positive Image of the Business

By making customer service a top priority, you’re letting people know that they matter. This will promote a positive image of your business because ultimately, your customers are people. When you spend the time listening to a customer or fixing an issue, your customer will appreciate that so much. If your customers feel honored and respected, they want to come back.

Promoting a Positive Image Helps Profitability

If you are promoting a positive image of your business, this is going to translate into more customers walking in your doors. More customers walking in your doors leads to increased profitability. Owning and operating a profitable business is a cycle, but it all begins with customer service – how highly you can prioritize your customers.

If you want to hire employees who have been well trained in customer service procedures and policies, contact Award Staffing. We have a database of reputable employees who have a long history of working in customer service jobs and who will be able to add to your company’s overall image.

 

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.

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How to Help Your Employees Meet Their Full Potential

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If you’re managing employees on a regular basis, you are aware if they are, or are not, meeting their full potential. Encouraging your employees to meet their full potential not only ensures that they will be happier, but also enhances workplace productivity and success. Here’s how to help your employees meet their full potential.

Assess Their Strengths

The first way you can help your employees meet their full potential is to assess their strengths. You can do this by observing them while they’re working and seeing what comes naturally to them. You’ll find that some employees are better at quantitative tasks while others are better at qualitative tasks. Some employees are better at short-term execution, while others are better at long-term strategy. Once you have a baseline of their strengths, you can start to help them meet their full potential.

Ask What They Want to Do

It’s important to ask your employees what they want to do and what potential they want to achieve. While a particular employee may be great at administrative work, he or she might have a passion for customer service. You will need to find the balance between what they like doing and what they’re good at to make your efforts fully successful.

Have Monthly Check-Ins

Once you’ve established the goal or goals your employee should be striving for, make it a point to check in with him/her regularly. This will keep your employee accountable, and it will allow you to assign new goals or tasks for them to meet consistently.

Encourage Them to Strive For Greatness

Above all, you need to encourage your employees to strive for greatness if they’re going to meet their full potential. This can be done by letting your employees know you believe in them and that you are rooting for their success. You will be surprised at how much people can accomplish when they even have one person believing in them.

If you’re looking for new employees to help reach their full potential, contact Award Staffing. We will be able to match you up with employees who have high personal and career-oriented goals who would also be a good fit for your company.

 

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.

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

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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

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.

 

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.

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How to Effectively Work for a Baby Boomer

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If you’re currently in the workforce, there’s a good chance that you’re working for a Baby Boomer. Currently, Baby Boomers are ages 44 – 62 and make up 45% of the workforce. Most Baby Boomers have put in time at their jobs and have successfully risen in the ranks. Here’s what you need to keep in mind when you’re working for a Baby Boomer.

Respect Their Authority

Baby Boomers come from the frame of mind that experience is the most important factor in determining authority. When you work for a Baby Boomer, it’s safe to assume that you have less experience than them. In order to work for a Baby Boomer, they need to feel like their experience is worth something to you.

This means that whenever possible, you should defer to their judgment if a big decision or challenge is at stake. This will not only establish a positive rapport between you and your Baby Boomer boss, but it will also help you learn and develop problem-solving skills in your career.

Show Your Work Ethic

Work ethic goes a long way for a Baby Boomer. Because Baby Boomers are so used to working long hours on hard projects, they also want to see you putting in that much effort. While you shouldn’t have to stay until sunset every night, it wouldn’t hurt to let them know that you’ve been putting in extra time or personal time on a project that’s particularly important to you. Or, you can prove your work ethic to them by offering extra help on a project that’s vital to the company’s success.

Develop a Personal Relationship

Baby Boomers prioritize personal, face-to-face relationships over any other type of relationship. If you want to be on your Baby Boomer boss’s good side, make it a point to regularly scheduled meetings with him or her. This will let your boss know that you’re not only serious about your job and duties, but you’re also serious about your personal relationship with him/her. When you do this, you should see an improvement in communication, which will also help you with your career endeavors down the road.

If you are interested in finding your next career, contact Award Staffing. No matter what generation you’re in, we will be able to match you up with a company that can work with your unique skill sets and offerings.

 

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.

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Managing Baby Boomers in The Minnesota Labor Market

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Baby Boomers are coming to the points in their careers where some are starting to step down or retire in favor of having a Gen X-er or a Millennial replace them. If you are in charge of a Baby Boomer, keep in mind that they have likely been in the workforce a lot longer than you have and expect a certain degree of respect. Here’s what you need to keep in mind when you’re managing a Baby Boomer.

Give Structure

Baby Boomers are used to structure, and they prefer it as a way of accomplishing things. When you’re asking your Baby Boomer to finish or complete certain tasks, make sure you communicate the preferred milestones you want for the project. This will help them manage their time effectively and figure out how much extra time would need to be dedicated to each project. They will also appreciate the structure because it will reinforce their need to be at work during that particular time as opposed to leaving early or going on vacation.

Make Yourself Available

Baby Boomers prioritize face-to-face relationships over any other type of interaction, including phone, e-mail, text, conference call, etc. If you are managing a Baby Boomer, you will need to make yourself available on an in-person basis for them to really feel connected and like they’re able to make an impact.

When you make yourself available in-person, you’re reinforcing for them that they’re an integral part of the workforce without whom you wouldn’t be able to survive. They will be able to ask you questions and tout their accomplishments, and they would much rather do this in person than by any other means of communication.

Remind Them to Relax

Baby Boomers are used to working themselves to the core. If you’re managing a Baby Boomer, remind them to relax and stress the importance of work-life balance. This isn’t something they will like or necessarily want to do, but try to suggest it as a reward for their hard work.

Though most will be reluctant to accept the acknowledgment, this is something you need to be aware of as a Baby Boomer manager. You ultimately want your employees to be happy and healthy; this is one small way you can aid this effort.   If they could have it their way, Baby Boomers would work as much as humanly possible. As a Baby Boomer manager, you are responsible for helping them balance their strong work-ethic and your company’s needs.

If you are in need of finding quality associates to hire, contact Award Staffing. We will be able to match you up with hardworking associates who meet your company’s needs.

 

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.

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Work for a Gen X-er? Here is How

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Gen X-ers are currently aged 28-43 and have been in the workforce for anywhere from 10 to 25 years. Many of them have risen to positions of power and authority; they’ve done so by being dedicated to the task-at-hand and achieving measurable results. Here’s what you need to keep in mind when you’re working for a Gen X-er.

Take Compliments Seriously

Gen X-ers are inherently scrupulous and cautious by nature. When a Gen X-er gives you a compliment, they really mean it. Gen X-ers were raised in an environment in which compliments weren’t handed out freely, therefore, they really have an impact when they are used. This also means that you should be careful about handing out compliments or criticisms to your Gen X boss. Remember that everything you say or do has significant meaning for your Gen X manager, so be mindful of that as you choose your words.

Ask Expectations

Gen X-ers will have a clear expectation of what you need to accomplish. If that’s not communicated clearly to you, there could be some ensuing trouble. Gen X-ers are known for being incredibly self-reliant and not necessarily great at collaboration or communication. In order to avoid workplace tension, ask your Gen X manager what his or her expectations are from you. This could be in general at work, for a specific task, or in a particular instance. However, you must know that in order to be on the same page, you will need to ask them to clarify.

Expect Analysis

Gen X-ers are skeptical, analytical, and dedicated to getting the current task-at-hand completed before moving on to the next one. Because of this, Gen X-ers tend to analyze a lot before they make a move and usually only take calculated risks. If you’re working for a Gen X-er, you should expect to have your work analyzed intensely by your manager. This isn’t necessarily a reflection on you or your work quality; rather, it’s a way for them to check and make sure the job can be completed to satisfy the way they want.

If you aren’t someone who does well with analysis, make sure to check in with them proactively instead of having them come to you with an unresolved question. If you have the opportunity to work for a Gen X-er, you should take it. You will learn a lot about prioritizing, being independent, and decision-making.

If you contact Award Staffing, we can help you figure out the assets and skillsets you should discuss when interviewing with your potential Gen X boss.

 

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.

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How Minnesota Businesses Manage Millennial’s Easily

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Millennials are unlike any other group in the workforce, and therefore, need to be handled differently from a managerial standpoint. Millennials are inherently entrepreneurial, goal-driven, and focused on multi-tasking. Here’s what you need to keep in mind when you’re managing a Millennial.

Give Freedom

Millennials “work to live” – not the other way around. When you’re managing a millennial, you need to know that they have other passions and side jobs that take up their time. In order for a millennial to want to stay with a company, they need to feel like they have freedom. They want to know that they can take off a Thursday to Monday for a music festival and still have a job when they come back on Tuesday. If your company doesn’t allow for that much freedom, make sure to emphasize and play up the freedom that is offered in order to remain an attractive option.

Give Praise

Millennials are sometimes referred to as the “Trophy Generation,” meaning that they’re used to getting compliments for any minor accomplishment. While you shouldn’t throw out meaningless praises just for the sake of praising your millennial employee, you should make it a point to recognize their efforts. Millennials are very sensitive in regards to who notices what, and in order to stay in their good graces, you need to make a note of that. This can be as simple as sending your millennial employee a quick e-mail about how much you appreciated their contribution to last week’s meeting. Whatever you do, it’ll make a difference and will lead to your millennial employee feeling that much more a part of the home team.

Value Contribution over Experience

Millennials don’t care about experience. They don’t care if someone has been in the company longer than them; if they feel they have better ideas or solutions for the company, they will view themselves as being superior. When you’re managing millennials, it’s important to value their individual contributions as opposed to the experience they may or may not have. In order for a millennial to feel good about where they are in the company, they need to feel like they’re being heard and that their ideas can actually make a difference.

 

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.

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How Minnesota Companies are Managing “Gen X-ers”

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If you are in the position of managing a Gen X-er, you will likely be dealing with someone who is extremely independent and likes structure. Gen X-ers are inherently skeptical and self-reliant, so they really need a manager who can be sensitive to that fact, but also provide enough input to get the job done. Here’s what you need to keep in mind when you’re managing a Gen X-er.

Provide Detailed Feedback

Gen X-ers are extremely detail-oriented because they only focus on one task at once. If you want to effectively leverage your relationship with a Gen X-er for the good of your company, you will need to provide detailed feedback whenever possible. This will help the Gen X-er realize what he or she did wrong/right so it can be applied to the next task-at-hand. However, it’s important that the feedback is given after the task or project’s completion so that they don’t feel as if they’re being micro-managed.

Don’t Micro-Manage

Gen X-ers hate being micro-managed. If there is a task that you need to have completed, give the Gen X-er a broad overview of what you need to be done, and when. Don’t ask milestones of them, and don’t check in with them. They will get the task done by the time you need it done, but any other form of communication could annoy them and actually deter them from doing their best work.

Give Autonomy

Gen X-ers prefer to find their own solutions to problems. Give them the autonomy to work by themselves or from home if that’s what they prefer. Gen X-ers don’t love working in group environments, because they find it an unnecessary distraction from getting the current task-at-hand completed. It’s also appreciated if you can let them come to solutions in whatever means they find necessary, even if it’s one that you wouldn’t have ever originally thought to implement.

 

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.

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How to Promote Safety with New Employees

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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.

 

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.

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