Tag Archive for: Positive Work Culture

Creating a Work Environment Your Contingent Workers Will Enjoy

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Having a positive workplace does more than simply make the workday more pleasant. Often, it boosts morale, and that can translate into higher productivity. While creating a culture that appeals to your long-term staff is often a primary concern, by crafting one that your contingent workers can also appreciate is a smart idea. This ensures that everyone is happy, allowing them to be at their best while they are part of your team.

Here are 6 ways to create a positive work environment:

1. Start with the Workspace

When the physical environment is pleasant, everyone is more comfortable, including your contingent staff. Make sure everyone has access to enjoyable spaces, like well-appointed breakrooms. Focus on providing quality lighting to make interior areas less dark and give access to ergonomic workstation options whenever possible to promote good health. Anything that makes your workspace attractive and highly functional can be an idea worth exploring. If you aren’t sure what your contingent workers will appreciate most, consider asking. They will likely be happy to provide their input.

2. Offer Development Opportunities

Since your contingent workers may not be with you for the long-term, providing them with professional development opportunities can make you stand out as an employer of choice. Many employees accept contingent positions to help build their resumes and gain additional experience. If you can assist them in reaching this goal, morale can soar. Plus, you get the added benefit of a higher skilled workforce, which may make achieving your business objectives easier as well. Another bonus of offering professional development opportunities is the ability to create a sense of loyalty. This increases the chances that short-term workers will stay for the duration of a project as well as interest in staying on as permanent employees if the option arises. This ensures you are not experiencing a revolving door of contingent staff members, creating a stable situation for you and your workforce.

3. Provide a Variety of Work

Providing a variety of work not only keeps contingent workers engaged, but also fosters a dynamic and stimulating work environment. By exposing them to new challenges and tasks, you encourage skill development and keep the workday interesting. This approach not only prevents monotony but also taps into the aspirations of contingent workers who are eager to broaden their experience and enhance their professional growth. When contingent workers feel that their roles are diverse and meaningful, it contributes significantly to their job satisfaction and overall enjoyment on the job, ultimately benefiting the entire organization.

4. Be Transparent

Transparency is something every employee craves. Understanding the current state and health of the business provides everyone with a level of security, including your contingent workers. Additionally, by keeping your supplemental workforce apprised of their employment status, such as whether a project’s progress may result in shorter or longer-term assignment options, you can help them plan for their future. Ultimately, no one likes being left in the dark, so make an effort to keep your contingent staff informed if you want to create a work environment they will enjoy.

5. Put Trust in Them

Some companies worry about giving their contingent workers too much autonomy. However, if they have the skills and experiences necessary to succeed, extending them trust can do more than just improve morale but also free up managers who may otherwise be micromanaging the team’s activities. Trust also builds a sense of loyalty between contingent workers and the company. Even if the assignment is short-term, this connection may make them more inclined to stay for the duration, increasing your retention rates while improving morale.

6. Show Appreciation

Similar to any employee, contingent workers want their hard work to be recognized and appreciated. Taking the time to celebrate their achievements and show gratitude for their contributions can go a long way in making them feel like valued members of the team. Some ways to show employee appreciation is through highlighting accomplishments in company newsletters, starting an “Employee of the Month” program, or celebrating significant milestones. These initiatives can significantly boost morale and create a positive atmosphere within the workplace.

Setting Up for Success

By following these six tips, you can create a work environment that everyone on your team will enjoy. Not only will this improve morale and productivity, but it may also make your company more attractive to top talent in the future. A positive workplace culture is crucial for any organization looking to thrive. So, if you are interested in how to make your workplace more welcoming to your contingent staff members, Award Staffing can help. Contact us to speak with one of our experienced team members today.

Beyond Pay: 5 Key Factors to Consider When Choosing a Job

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When it comes to job hunting, many candidates focus almost exclusively on the salary. While financial stability is important, it’s not the only factor that should influence your decision. In today’s competitive market, where wages can fluctuate based on economic conditions, focusing solely on pay can be short-sighted. It’s crucial to consider other aspects that contribute to long-term job satisfaction and career growth.

This blog post will explore various factors beyond pay that you should consider when choosing a position.

1. Career Growth

When evaluating a job offer, it’s essential to consider the opportunities for career growth. A position that offers opportunities for advancement and a clear career path sets you on a trajectory towards achieving your professional goals. When you have a clear understanding of where this position can take you, you are more likely to feel motivated and engaged in your work, leading to a more fulfilling and rewarding career. Ultimately, taking the time to consider the opportunities for career growth that a job offers is a wise investment in your future success.

2. Flexibility and Work-Life Balance

When considering a new position, it’s important to take into account the level of flexibility the role offers. Flexibility benefits not only your well-being, but your family too. A position that provides the ability to customize your schedule or offers flexible hours can give you the autonomy needed to balance your work and personal life. It’s important to think about what times work best with your schedule, and to find a position that can cater to this. Finding the right balance between work and life is essential to overall satisfaction and well-being.

3. Company Culture and Values

When searching for a job, the company culture should be considered just as much as the job responsibilities and salary. A positive company culture can greatly impact your well-being and contribute to a more enjoyable work environment. Finding a company whose values align with your own gives a sense of connection and belonging. This information can usually be found on the company’s about page or on company reviews from current/former employees. A positive company culture often includes strong communication, teamwork, and employee recognition, all of which contribute to a supportive atmosphere.

4. Commute and Transportation

However, one crucial element that should not be overlooked is the commute. How far is the site from your home? How far are you willing to travel for a job? Do you have access to reliable transportation? These might seem like minor details, but they can greatly affect your quality of life. Long commutes can be draining both physically and mentally, leaving you drained and tired. On the other hand, a quick trip can boost your mood and allow you to be more productive. Therefore, when considering a new job, take the time to evaluate the commute and transportation options, and factor them into your decision-making process. Your daily journey to and from work might have a significant impact on your happiness and well-being, so make sure it’s a trip you’re willing to take.

5. Added Benefits

One crucial factor to keep in mind is the added benefits that come with the job. Benefits such as health insurance, retirement plans, and paid vacations can significantly impact your overall work experience and well-being. By having access to comprehensive health coverage, for example, you can feel secure in knowing that you can afford medical care when needed. Retirement plans can provide peace of mind and financial security for your future. Paid vacations ensure you get the time off you deserve to rest and rejuvenate. So, when weighing the pros and cons of a potential job offer, don’t overlook the importance of added benefits.

As job seekers, it’s essential to shift our priorities and recognize the increasing significance of non-monetary factors in choosing a position. Remember, the right job is about more than just pay. It’s about finding a position that supports your growth, values your contributions, and provides a positive and supportive work environment. Take the time to evaluate all aspects of a job offer, and you’ll be well on your way to a successful and satisfying career. Review our current job opportunities to find a position right for you.

Attract Gen Z Talent Through Priority Recruitment

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The newest graduates, Gen Z, have different priorities in comparison to previous generations. This means that traditional recruitment techniques may not be as effective if you want to draw in some of these newly minted professionals. Overall, they want to feel secure and plan for their future. Simply selling new grads on the job itself isn’t going to speak to their greater interests. Additionally, focusing on the salary alone won’t be particularly enticing either, even though it still needs to be part of the conversation. If you want to hire a recent graduate, you need to speak to their desires.

Here are 5 steps to get started:

1. Career Progression

New graduates are keen on seeking roles that provide opportunities for advancement. Focus on how their role will evolve over time and the potential for growth within the company; not just their specific role. Since they are in the early stages of their careers, they view these jobs as stepping stones that can help them move forward, so discussing where the position can take them is more enticing. Let them know about the skills they will learn and the experiences that await them. Discuss internal training and professional development opportunities, including everything from the chance to cross-train to mentorship arrangements. This lets the candidate know that there is room to grow in the role, helping them reach their goals while they work for the company. Demonstrating a clear path for career progression will entice Gen Z candidates who are always looking towards their future.

2. Stability and Security

Gen-Z is highly interested in roles that can give them job stability and financial security. This is especially important to them because they are entering the workforce during a time of economic uncertainty. They want to know that their job will be secure and not at risk of being eliminated in the near future. When discussing job opportunities with Gen Z candidates, highlight any company initiatives for long-term sustainability or financial stability. Highlight the benefits on the role besides salary such as flexible schedules, health insurance, retirement and 401k. By emphasizing stability and security, you can appeal to one of Gen Z’s top priorities.

3. Speed and Efficiency

To effectively attract young candidates, it’s crucial to streamline your recruitment process by eliminating unnecessary steps that may hinder their experience. Gen Z expects efficiency, so aim to simplify application procedures and reduce time-consuming assessments. Communicate promptly and clearly with candidates throughout the recruitment journey, keeping them informed about their application status and the next steps in the process. This level of transparency not only shows respect for their time but also enhances their overall experience with your company. By prioritizing speed and efficiency, you create a more appealing recruitment process that resonates with the desires of young job seekers.

4. Purpose Driven Work

Gen Z is particularly drawn to businesses that embody a meaningful purpose and show a genuine commitment to community engagement. This generation seeks to align their career choices with their personal values, desiring to work for organizations that make a positive impact on society. They are more likely to be attracted to companies that prioritise sustainability, social responsibility, and inclusivity in their business practices. By actively demonstrating a commitment to these principles, businesses can resonate with Gen Z, showcasing that they are not just focused on profit, but also on contributing to the greater good. By fostering a workplace culture that values community initiatives and encourages employee involvement in philanthropic efforts, companies can significantly enhance their appeal to this socially conscious generation.

5. DEI and Culture

Company culture and diversity, equity, and inclusion (DEI) efforts are incredibly important to younger members of the workforce. They want to join a team that gives them a sense of belonging as well as makes them feel heard and valued. Businesses that prioritize DEI and foster an inclusive culture attract Gen Z candidates who are seeking a diverse and accepting work environment. Ideally, highlighting your culture needs to begin outside of the talent pipeline. Embrace social media as a vehicle for showcasing the causes your company supports, any charitable work, or simply what makes your business a great place to work. Younger workers want to feel a connection to their employer, so demonstrating your community involvement and how your products or services benefit more than just the bottom line can go a long way when you need to attract new grads.

Hire Recent Grads to Your Team Today

Hiring Gen Z graduates requires a fresh approach. Companies must understand their priorities and adjust recruitment strategies to attract this new wave of talent. Emphasizing career progression, stability, and security can meet the desires of Gen Z candidates. By showcasing a meaningful purpose, ensuring a speedy recruitment process, and fostering a diverse and inclusive culture, companies can resonate with the values of this socially conscious generation. Understanding what motivates Gen Z and demonstrating how your company aligns with their priorities will help attract top talent from this emerging demographic. Let us help you find great people for your team. Contact us to get started!

How to Successfully Onboard Contingent Workers

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In today’s dynamic workforce, more businesses are turning to contract workers for their staffing needs. These highly skilled individuals offer flexibility, cost savings, and unique expertise that can benefit any organization. Successfully onboarding these contingent workers is crucial, not only for their productivity but also for fostering a positive culture within the organization. This blog aims to provide practical and informative guidelines on effectively integrating contract workers into your existing teams. Let’s dive in and explore how you can make the most of this flexible employment model.

Here are 6 crucial steps to onboard contingent workers:

1. Show That Work Matters

A good way to incorporate contingent workers in company culture is to show them how their work contributes to the organization. This may seem obvious, but it’s easy for contingent workers to feel disconnected from the company’s goals and values if they don’t have a clear understanding of how their work fits into the bigger picture. It’s important to communicate why the work they do matters and how it aligns with the organization’s values.

Employees who grasp the positive impact of their work on the organization often experience higher levels of job satisfaction and motivation. They feel valued, knowing that their tasks are not merely routine but integral to the organization’s success. This sense of purpose tends to foster a happy work environment, as employees can see the fruits of their labor contributing directly to the company’s objectives. Moreover, this understanding fuels their creativity and productivity, as they are more invested in outcomes.

2. Prepare Them for Success

To onboard contingent workers it is crucial to provide them with the essential tools and resources needed for their success. This means providing them with access to the technology and equipment they need to perform their job duties. It also involves providing access to training and educational resources that will enable them to develop new skills and enhance their knowledge. Additionally, it’s important to establish clear expectations for their work performance from the outset and to establish regular check-ins to ensure that they are meeting these expectations. To ensure optimal performance, it is crucial to provide employees with the necessary resources to excel in their roles. Before their start date, ensure that they have access to the required programs and tools. By doing so, you can minimize stress and prevent any unnecessary delays in their work.

3. Shadow a Mentor

Another way to integrate contingent workers is by having them follow a mentor. This can be someone who is currently working in a similar role or someone who has experience in the organization. A mentor can help the new worker navigate the company culture, provide advice on best practices and processes, and offer guidance on how to handle any challenges that may arise. This person can also serve as an advocate for the new worker, helping to create a sense of belonging within the organization. Additionally, having a mentor can also improve job satisfaction and retention rates for contingent workers, as they have someone to turn to for support and guidance. Overall, providing mentorship is an essential part of setting up contingent workers for success within your organization.

4. Establish Trust

Trust is a fundamental pillar in any professional relationship, particularly between hiring managers and contract workers. Due to the temporary or project-based nature of their employment, contract workers may often feel isolated or disconnected from the organization. When trust is established, it bridges this gap, fostering an environment of open communication, mutual respect, and reliability. Trust can reassure contract workers of their value within the organization, thus promoting engagement, productivity, and commitment to the job. It also encourages transparency, allowing them to voice their ideas or concerns freely, contributing to better problem-solving and innovation. Ultimately, trust is a critical factor in enhancing the overall work relationship, leading to successful project outcomes and a positive work culture.

5. Merge with Existing Team

Encourage your full-time staff to treat contingent workers as part of the team. Organize team-building activities and include contingent workers in meetings and company events. This helps contingent workers build relationships with full-time staff, making them feel more comfortable and engaged with their role and the company. This also bolsters the overall positivity and productivity of your workplace. A unified team fosters a culture of mutual respect, understanding, and collaboration. By welcoming contingent workers, you enable a diversity of ideas and skills, stimulating creativity and innovation. Moreover, this integration signals to all employees that their contributions are equally valued, enhancing morale and job satisfaction. So, take that leap, blend your workforce, and witness the transformative impact it has on your work environment.

Partner with a Staffing Agency

Onboarding contingent workers can be a challenge, but it’s an investment that can pay off in the long run. By following these steps you can ensure that your contingent workers have a successful onboarding experience, one that makes a positive and lasting impact on your organization.

Partner with Award Staffing to access skilled candidates who are a great fit for your open roles. We’ll work with you to understand your needs and find the right contingent workers for your team. Our extensive network of talented individuals combined with our expertise in onboarding and managing contract workers can help you streamline your hiring process and create a more effective and efficient workforce. Check out our services to get started.