Tag Archive for: workforce management

Effects of Legalized Marijuana in Minnesota Workplaces

Earlier this month, Gov. Tim Walz signed House File 100 into law legalizing the possession and use of marijuana for adults in Minnesota. Those 21 and older in the state are allowed to process, use, transport, and home grow cannabis for personal use, according to the Minnesota Office of Cannabis Management.

What does this mean for employers and job seekers?

While the new law does allow for some personal freedom, it is not without limitations. Business owners need to respect employee rights while ensuring a safe and compliant workplace. Employees need to abide by their employer’s drug policy or face serious consequences that affect their employment.

In summary, while marijuana use is no longer a criminal act in Minnesota, it can still have significant implications for employment. It’s crucial for both employers and job seekers to understand these nuances of employment law in this new era of legalized marijuana.

Here are 3 ways the law affects your workplace:

1. Adjustment to Drug Policies

This significant change in legislation calls for a corresponding update in workplace drug policies. Company leadership should review and revise their existing guidelines to reflect the new reality of legalized marijuana.

The revised policy should clearly define the parameters surrounding marijuana use in the workplace and establish a standard for appropriate employee behavior. Marijuana use is prohibited on the employer’s premises, during work hours, and while operating equipment and machinery, as mandated by the law. Additionally, businesses are not obligated to permit drug use by employees in the workplace. It is crucial that employees understand these limitations despite cannabis being legal at home. Having a written drug policy in place ensures that everyone is aware of the expectations. By implementing these measures employers can develop a comprehensive drug policy that prioritizes safety, productivity, and a thriving work environment.

2. Prohibits Pre-Screening

In compliance with the law, employers should be aware that screening or testing applicants prior to employment is now generally prohibited, with a few exceptions. Individuals in federal or safety-sensitive positions may still be subject to testing. Furthermore, it is crucial to note that certain cannabis products are now deemed “lawful consumable products”. So, employers are prohibited from making hiring decisions based on an individual’s use or possession of these products outside of work hours. This change aims to ensure that potential candidates are not unjustly discriminated against for engaging in legal activities on their own time.

3. Reasonable Suspicion Testing

While pre-employment screening for cannabis is not allowed according to the new legislation, employers are within their rights to conduct drug tests based on reasonable suspicion. Reasonable suspicion testing may come into play if there is evidence an employee has violated written drug policies provided by the employer. This could involve working under the influence, causing a personal injury, or instigating a workplace accident. Some signs that an individual is under the influence of marijuana are: impaired physical or mental function, altered appearance, unusual behavior, or even a noticeable odor.

It is important to emphasize that testing should not be done “on an arbitrary or capricious basis.” Instead, it should be carried out following a clearly defined policy that outlines the consequences for a positive result or refusal to undergo testing. Employers should consider implementing drug testing policies that guide supervisors on the appropriate circumstances and methods for conducting reasonable suspicion tests.

This balance between individual rights and workplace safety is key to navigating this new landscape of legalized marijuana within the context of employment law. As always, communication and education around these policies are crucial to maintaining a healthy, respectful workplace environment.

Need Help Navigating the New Landscape?

Understanding and implementing changes in legislation can be challenging, especially when it comes to employment law. Don’t navigate these uncharted waters alone. Our team of experts is here to assist you in revising your policies and practices to ensure they align with Minnesota’s new marijuana laws. We’ll help you create a safe, compliant, and inclusive workplace environment that respects individual rights while prioritizing productivity and safety. Contact us today to learn more about our services and how we can help your business adapt to this new landscape.

How to Boost Workforce Reliability through Meaningful Work

Are you often frustrated by your seemingly unreliable employees? Do they leave for inexplicable periods of time, avoid their responsibilities, or have attendance problems? If so, this prevents your business from running smoothly and hinders its productivity. Having a reliable workforce is essential for any organization’s success. According to Judd, our North Account Manager, focusing on meaningful work and long-term placements is key to creating a reliable workforce.

But how can companies ensure that their employees are reliable, productive, and efficient?

Meaningful work has been shown to have a positive impact on employee retention and performance. It also improves morale, job satisfaction, and motivation. Taking the time to create a positive and supportive environment for your employees will go a long way in improving both the reliability and quality of work of your team.

In this blog post, we will explore 5 strategies to improve workforce reliability.

1. Offer Meaningful and Fulfilling Work

One of the most effective ways to improve workforce reliability is to offer meaningful and fulfilling work. When employees’ work holds value to them, they are more likely to stay on the job and be reliable. Providing meaningful and satisfying tasks will make them more likely to stay with your company for a longer period of time, which provides much needed consistency in the workforce. By offering opportunities for meaningful work, you can create an environment where employees feel engaged and motivated.

Additionally, your employees need to know that their job is important and that the work they do is making an impact. This leads to increased job satisfaction which improves company morale and motivation. When they know that their work is having a positive effect on the organization, they are more likely to stick around and perform their best.

2. Prioritize Long-Term Employment

Employees become less dependable and don’t put in as much effort when they feel like their position is only temporary. Longer-term placements provide your employees with the financial stability they need, as well as the opportunity for growth and development. This helps you build trust with your employees, as they know that their job is secure and that they can rely on the company for more than just a short-term fix.

Long-term workers are more reliable because they are committed to their jobs, providing a consistent and dependable workforce for businesses. They spend more time learning about their job duties, allowing them to become experts in the field and deliver better outcomes for their employers. Another benefit is that employees get to build relationships with other team members and understand the company culture better.

3. Provide Training and Development

Training and development are key components of successful workforce reliability initiatives. They increase workforce reliability by providing employees with the necessary skills they need to perform their jobs effectively. Investing in your staff’s professional growth not only increases their satisfaction level but also gives them the necessary tools to keep up with the ever-changing demands of the industry. By doing so, employers can create a positive working environment that encourages productivity, trust, and loyalty. Additionally, training and development programs can help employees recognize the importance of their efforts and motivate them to be reliable contributors. Finally, having a well-trained workforce can lead to fewer mistakes and higher overall productivity—making it a win for everyone involved.

Additional training such as mentorship programs can be used to help new employees learn the ropes quickly and to foster a supportive team environment that encourages workforce reliability. By providing guidance and advice, mentors can help newcomers feel comfortable and confident in their roles. This also provides them with the resources and guidance they need to succeed in their roles. This way employees are able to understand expectations and perform to standard. Providing mentorship opportunities for employees can dramatically increase their motivation, job satisfaction, and engagement which, in turn, increases their reliability.

4. Promote Clear Communication

Creating an environment of clear communication and mentorship will allow managers to better understand their workforce, enabling them to create workforce reliability. Establishing open channels of communication between managers and staff is essential for fostering a reliable, high-performing team. This allows employees to feel comfortable voicing their questions and concerns, leading to more feedback on possible areas of improvement and better understanding all around.

Along with establishing open communication, regular check-ins should be held between managers and employees to discuss expectations, address challenges, and celebrate successes. This will help to ensure that everyone is on the same page and that any potential issues are addressed quickly and efficiently. Employees will appreciate that managers are available for support and guidance. By doing so, you’re instilling in them a sense of dedication and motivation to strive for their best.

5. Provide Rewards and Recognition

Rewarding employees for a job well-done is a great way to keep them motivated and committed to their work. This could include thanking them for their hard work or offering congratulations after a big project. Offering tangible rewards such as gifts, bonuses, or a meal are other ways to honor your employees. Providing recognition for employees’ hard work and dedication goes a long way in increasing their morale, job satisfaction, and ultimately, their reliability. This also supports a strong work relationship between managers and team members, which is essential in creating workforce reliability.


By implementing these workforce reliability strategies, employers can create an environment that encourages productivity, engagement, and high quality work. With a workforce that is reliable, motivated, and fulfilled, businesses can experience greater success and growth. So make sure you’re taking the necessary steps towards creating workforce reliability in your organization.

At Award we know a talented and reliable workforce is critical for any organization’s success. Consider offering meaningful work and long-term employment opportunities to attract talented and dedicated candidates that will give your business a step up in today’s competitive landscape. Contact us or view our services to revamp your workforce today.

The Real 6 Reasons Employees Quit (And How You Can Prevent It)

If you’re like most business owners, you’ve probably experienced some turnover in your employee base recently. Unfortunately, it’s a trend that only seems to be rising in today’s workforce.

In fact, it’s estimated that about one-third of all employees will leave their job within the first year, and nearly 50% of employees quit within the first week. Thankfully, by understanding the reasons behind this you can prevent it from happening in your business.

Here are 6 reasons employees are quitting and what you can do to prevent it:

1. Burnout

Employee burnout is one of the main factors of high turnover. When employees feel overwhelmed by their work load, work long hours, or have a lack of control over their job, they may experience burnout. This can lead to decreased motivation and productivity, as well as feelings of exhaustion and detachment from the job. Which ultimately leads to decreased job satisfaction and causes them to find work elsewhere.

To help alleviate these issues, communication is key. Make sure to engage in regular check-ins with employees to get a feel for what their workload is like and how they are coping with it. If it seems like an employee is struggling, try to lighten their load where possible. In addition, open communication can help ensure that employees feel like they have a voice and that their concerns are being heard.

Flexibility is also important. Where possible, try to be flexible with work hours and allow employees to take breaks when they need them. Employees who feel like they have some control over their work schedule are usually more productive and less stressed.

Finally, remember that not all employees are the same. Some people thrive under pressure while others find it overwhelming. It’s important to treat each employee as an individual and tailor your approach accordingly to reduce turnover.

2. Undervalued

One of the top reasons employees quit is because they feel undervalued and not appreciated in their role. This could manifest in a lack of recognition for their hard work or feeling like their contributions are not valued by management.

Showing that you value their input and efforts can go a long way in preventing them from wanting to leave the company. Furthermore, a culture of appreciation benefits businesses by empowering their employees. This could involve recognizing employees for a job well done, providing feedback, or simply thanking employees for their contributions.

Another way to provide value is by giving employees autonomy over their work. This could mean allowing them to make their own decisions, or helping them see how their work contributes to the overall goal of the company. Employees feel more driven and valued when their work is given importance.

3. Lack of Advancement

For others, a lack of career development and opportunities is the main driver of leaving their current role. This could be due to feeling stuck or stagnant in their position.

One of the most important things businesses can do to prevent employees from quitting is to invest in their career development. One way is to develop regular performance evaluations and check-ins with employees to identify any potential roadblocks in their career development. This provides a clear career path and presents opportunities for growth.

Other effective ways to promote career development include offering mentorship opportunities, providing access to training and development resources, and encouraging employees to take on new challenges. By taking steps to invest in employee career development, businesses can send a strong message that they are committed to helping their employees grow and succeed. In turn, this can lead to increased job satisfaction and loyalty, and ultimately help to reduce turnover rates.

4. Unclear Expectations

When expectations are unclear, employees may feel like they are working in the dark. This can lead to frustration and a lack of motivation. Additionally, it can be difficult to meet goals or deadlines when you’re not sure what they are- causing employees to feel like they are not able to do their best work.

In order to prevent this and maintain retention, it is important for management to clearly communicate job responsibilities and expectations. This includes setting measurable goals and providing necessary resources or support for employees to complete tasks effectively. Regular check-ins with employees can also assist in ensuring they understand their role and are able to meet expectations. Employees are much more likely to stay when clear expectations are outlined and reported.

5. Poor Work/Life Balance

Overworking employees and depriving them of a work-life balance will often result in them quitting their job altogether. This is because when workers feel overburdened, they tend to also be unhappy at their place of employment. Consequently, they begin seeking alternative positions that offer a more agreeable work-life balance. Additionally, when employees are overworked, they may not be able to focus as well on their work tasks and may make more mistakes.

Companies can promote a better work-life balance for their employees by offering flexible schedules, remote opportunities, and the ability to work from home. When employees have more flexibility in their hours, it allows them to better manage their time outside of work. Additionally, when employees are able to work remotely, it can help reduce traffic congestion and allow them to get more done during the day. And finally, working from home can help employees save money on transportation costs and childcare expenses.

6. Not The Right Fit

When employees feel they are not the right fit for the job or company culture, it can lead to problems with productivity and decreased morale. They may struggle to perform their tasks effectively and may not mesh well with their coworkers. This can result in failed projects and a decrease in overall team performance.

To prevent this issue and retain employees, take time to get to know them. This will help to address if they will mesh with company culture. Begin by accessing their values and what drives them in their work. For some, this includes feeling like they are contributing to a larger goal and job satisfaction. When employees feel like they are a part of something larger or that their work is important, it can give them a sense of purpose and motivation. A positive work environment that employees feel comfortable in is more likely to make staff want to stay at the company.

Now that you know the top reasons why your employees are quitting, you can ensure higher retention and effectively reduce turnover. To recap: beat burnout with frequent and clear communication to address workload and find solutions. Provide value by empowering employees and creating a culture of appreciation. Utilize training and development to improve employee skills. Set measurable goals to define expectations. Allow for a flexible schedule to provide work/life balance. Lastly, find what motivates employees to determine a good culture fit.


At Award Staffing we are experts on workplace management. One of the ways we do this is by providing meaning and satisfaction to our employees. Reach out to our sales team or check out our services to learn more.