The older worker is here to stay. According to the U.S. Bureau of Labor Statistics, that’s not a new trend and it’s certainly not a bad thing. While some businesses are reluctant to admit it, the numbers tell the story of older Americans working longer.
- Between 1990 and 2010, the number of workers who were 65 or older increased from 12% percent in to 16%. That number is projected to increase to 20% in 2014.
- Older men are working longer than their female counterparts.
- But employment rates for women are higher than they’ve been in 20 years
- According to the Bureau of Labor Statistics, by 2016, 1/3 of the U.S. workforce will be 50 or older.
Rather than asking why older people are working... it’s probably more important to ask why not work? As reported, last year, three quarters of American adults responding to a Gallop poll say they intend to keep working past retirement; 40 percent say it’s because they want to. Americans are living longer and healthier lives so the notion of withdrawing from work at 65 doesn’t make sense. The prospect of prolonged retirement doesn’t necessarily appeal to healthy adults who are still vital and active. So rather than retire, many older workers opt for second careers or alternative employment arrangements that leave them more time for personal pursuits. That’s why contract agencies are among the largest employers of older workers in the United States.
Myths about older workers abound; some people think older workers are likely to be in declining or health. They may be worried about hiring workers with outdated skills or attitudes. However, mature workers have years of business connections and they are often eager to keep their business network fresh. Research shows that work can help older adults stay fit and engaged. Productivity doesn’t suffer with age (far from it!) and workers in their 50s and older have a lifetime of work habits to fall back on. More often than not, their productivity benefits from these habits. Also, mature workers generally have lower absenteeism rates than their younger counterparts, often because they have fewer dependents and fewer unexpected demands on their time.
Many older workers respond well to the challenges of contract assignments. While they appreciate a great place to work, they can also appreciate the flexibility that a contract environment gives them.
So what’s in it for employers who hire older workers? In addition to the ability to scale the workforce to meet demand, hiring contract workers who have a primary career behind them brings a wealth of knowledge to the job. Older workers tend to have higher educational achievement, an established work ethic and the ability to deliver.
Bringing in an older contract employee can add valuable experience into a younger team. Experienced workers have a deep reservoir of knowledge that can actually enhance innovation and boost creative problem solving among younger colleagues.
Staying at work may prove to be good for everyone; good for the older worker, good for the employers who hire them and good for the economy that benefits from their contributions. At The Daniel Group, we employ talented candidates of all ages and all industries, from oil and gas to construction, human resources and more. To view all of our staffing specialties, click the button below!
Chronic employee stress is a growing epidemic in the United States. Stress is an inevitable consequence of work life—but according to the American Institute of Stress, 80% of U.S. workers claim that they experience a significant amount of stress and tension on the job.
While it’s commonly known that small amounts of stress promote motivation and productivity, excessive stress is harmful to not only your employees’ health, but to your bottom line. In fact, it’s estimated that stress costs American companies between $200 and $300 billion in losses per year as a result of increased healthcare and insurance costs, employee absenteeism, turnover and lost productivity.
Why Are Employees So Tense?
A recent study by Harris Interactive has found the following to be the top five sources of employee stress:
1) 14% are stressed out by their amount of compensation
2) 14% stress out because of a heavy workload
3) 11% stress out because of their colleagues
4) 11% stress out because of commuting
5) 8% are stressed because they are not working in their chosen career industry
In addition to the above factors, employees also noted that they were stressed out by a poor work-life balance, the fear that there is no room for advancement in their company and the fear of losing their job.
What Can Employers Do?
While employers can’t do much to change factors like the length of a commute, there are several ways they can help relieve some of the pressure their employees experience at work.
Here are five ways for employers to help reduce employee stress:
Foster a positive work environment — A negative work environment can have a significant impact on an employee, according to the International Journal on Disability and Human Development. A negative work environment can cause insomnia, depression and anxiety. Make a positive difference in the workplace by offering praise and recognition, advancement opportunities, incentive programs and skill-building sessions. It’s important that the workplace is somewhere where employees really enjoy spending their time, because a large amount of their time is spent there.
Listen and engage — Communication goes beyond everyday conversation. Lack of effective communication between departments of staff could result in frustration and tension in the workplace. Keeping employees updated on company manners and making the effort to engage throughout the day during appropriate times strengthens employee morale, which in turn, strengthens staff relationships. Improved workplace relationships reduce stress and foster an overall better company culture.
Encourage relaxation — Taking time off from work resets stress levels and recharges employees, having a positive effect on performance and productivity levels after they return. Vacations allow employees to step away from the workplace and return with a fresh perspective, increasing their motivation to excel. Communicate the importance of taking all vacation time to foster a culture where it’s accepted to take periodic breaks. Even encouraging employees to take small breaks throughout the day will make a difference, such as a stretch break or a quick walk around the office.
Offer Some Perks — Workplace perks can go a long way with employee stress reduction, such as a flexible work schedule. Employees who have more control over their work and personal lives are more satisfied, and also have a better work-life balance, resulting in decreased stress from overtime and increased personal time.
Assess workload — One of the top sources of employee stress is excessive work load. If your employees are clocking in too many overtime hours or show signs of burnout, assess where help may be needed and decide if it’s the right time to hire. If you have specific busy periods during the year or simply need to cover employee absences but don’t have the need to add someone to your full-time payroll, a temporary worker may be used to keep productivity levels up when demands are high.
If it’s time to add more talent to your staff, The Daniel Group will find you a hiring solution for all industries! Our experienced recruiters specialize in national recruiting solutions for oil/gas, administrative, accounting and finance, engineering, technical, construction, light industrial and skilled trades industries. To learn more about our specialized staffing industries, click the button below!
Summer has officially started, and American workers are getting ready for warm days filled with barbeques, fireworks and opportunities to soak up the sun. Speaking of warm weather—are you planning on taking a summer break this year? Chances are that some of your employees are solidifying their plans for a summer getaway—but the reality is that many U.S. workers are reluctant to taking their vacation and all of their allocated paid time off.
Why Aren’t Employees Going on Vacation?
While employees look forward to annual vacation time, a study by the U.S. Travel Association and Oxford Economics found that almost half of American workers who received paid time off did not take all of their vacation time last year. The study concludes that 60% of American workers who didn’t take all of their time off left an average of 3 paid vacation days on the table, for a grand total of 429 million unused days.
This number may be surprising, but there are many factors that explain why employees are not taking as much of a break as they are given. According to the study, the top reasons why employees don’t take all of their vacation time are as follows:
- 28% of employees fear falling behind with their work
- 19% of employees hope to be in favor for a promotion
- 17% of employees fear that they would lose their job
- 13% of employees want to have a competitive advantage over their colleagues
While it is evident that the majority of U.S. workers prefer to not take all of their paid vacation time, it is important that managers encourage their employees to take this time off to relax and unwind.
The Top Benefits of Employee Vacations
According to a study by Adweek/Harris, a shocking almost 50% of workers planned on completing some type of work on their vacation—whether it was just monitoring emails or taking calls and completing projects. Why is it so difficult for employees to unplug, even when out of office? Throughout the article, business coach Tanveer Naseer explains how easy it is to fall into the trap and believe that we should sacrifice our free time for the “greater good” and fear that taking a vacation will cast us in a negative light among our peers.
While employees may feel that taking all of their vacation time may put them behind of their workload, vacations are proven to actually increase workforce productivity. Employee vacations benefit both the company and its workers in the following ways:
Better health — It’s no secret that stress has negative effects on both the mind and body. By encouraging employee to take a break, you can help them rest assured that they won’t be penalized for taking vacation. Communicate that it’s necessary to recharge and relax. In addition, reduced employee stress means less sick time and employer healthcare costs, translating to lower employer healthcare spending.
Increased inspiration and productivity — Vacations allow you to step away from the routine and enjoy new circumstances that you’re not particularly used to. Different experiences can fuel inspiration because you’re not caught up in the typical day-to-day chaos that can cloud your mind. Stepping away from the office for more than a few days can do wonders for having a new perspective and outlook on your career. Also, 77% of supervisors consider employees who take all of their vacation time more productive than those who don’t. While it may seem that productivity is temporarily halted because of an absence, it actually fuels future motivation to meet goals.
Improved employer branding — When employees are encouraged to take vacation, they are confident that their time off will not hurt their career, resulting in an overall happier employee. Since your employees are your number one brand ambassadors, it’s imperative to promote a rewarding work environment. Satisfied employees will help position your company in a positive light, in turn, attracting top talent to your organization. They will also be more inclined to refer candidates to your company.
How to Keep up While Employees are Away
While employee vacations are necessary to increase productivity, employee retention and overall well-being, there are still assignments that need to be completed on time when employees are away. Fortunately, there are many solutions for keeping productivity levels high while they’re traveling. Hiring a contract worker is one solution that many employers rely on when deadlines can’t be missed. To learn more about contract employee services, click the button below.
Chances are that you’ve been hearing more and more about the importance of a strong and powerful employer brand. Yes—your employer brand—not how your customers perceive you, but how your potential employees do. With ever-increasing competition in our job market, it has never been more important to convey a winning employer brand when attracting top talent to work for your organization.
Take a look at Fortune’s most recent report of the best companies to work for in 2014. All of these companies have something in common; they effectively communicate what they have to offer to the best and brightest candidates. From offering unique perks and incentives like charity donations for employee volunteer time or free incentive vacations, these companies know how to brand themselves to reel in talent.
You don’t need a huge budget for an effective employer branding strategy. Here are seven ways to build your employer brand to position your organization as a desirable and rewarding place to work:
1) Educate your recruiters on your brand —It’s imperative that your recruiters are accurately communicating your brand to its full potential. Since they are the most engaged with your candidates, be sure to train your recruiters on the employer brand goals you’re trying to reach.
2) Make sure your company is active on social media — With the power of social media, you can show off your culture and position your company as a thriving place to work. Candidates have access to seek out all the information they’re looking for to get a glimpse into what your company is about, as well as your successes, who works for you and much more.
3) Be flexible — Employees are now looking for increased flexibility with the time they spend on the job. Is telecommuting an option once a week to help employees with demanding deadlines? A busy office setting can be distracting and periodic work-from-home days can do more good than bad. In moderation, of course.
4) Improve the interviewing process — Aim for a more personalized interview experience. A good way to learn if your candidates will fit into your company culture is to introduce them to current key players in your organization. If they can hit it off with them, they’ll most likely hit it off on the job. Also, remember that group interviews can take away from the candidate experience.
5) Improve employee retention — If a candidate has heard about high turnover rates in your company, they may get a bitter taste in their mouth when considering a job at your company. Reducing employee turnover will not only help your employer brand image; it will also save you money and keep up employee morale, creating a more positive work environment. Click here to read our article about retaining top talent.
6) Improve communication with candidates — While it’s understandable that not every candidate will be a good fit for your organization, letting them know your hiring decision after an interview—whatever it may be—will show that you respect their time and effort. If you advise that they should not follow up after an interview, be sure that your team stays in contact as planned.
7) Offer unique employment perks — Many other companies in your industry most likely offer similar employee perks like vacation days and health benefits, but if your company gets creative with incentives, it will stand out above competitors and will be positioned as a more desirable place to work. Unique perks like fitness memberships and summer Fridays are becoming more important to top talent in the job market.
A large part of building your employer brand is staffing your company with those who fit into your company culture. These employees will not only have the right skills to get the job done, but they will also fit into your organization well. If those are the kind of employees that you’re looking for, then The Daniel Group can help. We offer the right staffing solutions for various industries all around the country and have an extensive candidate pool available to provide you with the best culture and skill fit for your organization. To learn more about the unique benefits we present as a staffing firm, click below!
As an employer, you understand that you need a winning workforce to help increase productivity and profit. During the hiring process, you keep an eye out for candidates that have the right skills that can get the job done, but it’s also important to pay attention to candidate personality and attitude. Anyone can qualify for the position on paper, but negative qualities can get in the way of job performance and have a snowball effect on other employees.
While some negative qualities can get in the way of job performance, they can usually be improved with a little training or coaching. However, the following negative qualities are sometimes hard to fix:
- Poor attitude: Is it easy for this employee to bring others down or considered by others as a “Negative Ned”?
- So-so attendance: Does this employee call out sick often? Do they take longer lunch breaks than allowed or constantly miss or show up late to meetings?
- Unsatisfactory follow-through skills: Does this team member frequently not complete projects that they say they will?
- Procrastination: Does the employee fail to complete assignments on time or are they known for pushing off assignments past deadline?
- Lack of ambition: Does this team member lack goals or not make any effort for improvement?
- Lack of integrity: Is this employee unable to be trusted because of poor decisions they’ve made on the job in the past?
- No enthusiasm: Does this employee want to contribute to company success and work well with others?
If any employees come to mind after going through the list, it may be time to topgrade your staff to improve productivity and employee morale. Topgrading is the process of replacing lower performers with “A” players—and your hiring goal should be to staff as many “A” players as possible. Aiming to include more of these employees in your workforce will help your company meet goals and become more profitable.
How exactly can you characterize an “A” player? Here are five common qualities of a top performer in the workplace:
- Initiative — Taking on any new position is a learning experience, but an employee that always has the desire to learn more is invaluable and will continuously initiate success.
- Customer Service — Customer satisfaction is imperative to maintaining a strong business. It isn’t easy to acquire or retain a customer, but teammates that possess customer service skills make it easier for you to do both.
- Communication Skills — It is imperative that your employees are equipped with the necessary listening, speaking, reading and writing skills. We must use our communication skills every day for everything we do, so it’s important that your employees can articulate thoughts and ideas to anyone.
- Flexibility — It’s difficult to come by an employee that will gladly wear many hats and adapt to change with a smile on their face. Especially as technology continues to evolve, your employees must be able to accept new assignments and adapt to changing responsibility with ease.
- Integrity —Integrity is at the heart of every personal and business decision a person makes. The decisions that your employees making during their work day directly impact your business. You must be able to trust that your employees will make the right decisions.
If you realize that a staffing change is needed and it’s time to add more top performers to your staff, consider working with The Daniel Group. We provide quality staffing solutions for all industries, but our specialties include the following:
To learn more about how The Daniel Group can fulfill your hiring needs and help increase your office productivity by providing top talent for your organization, click the button below!
In a recovering economy, companies must stay competitive by staffing their organization with the best and brightest talent. These all-stars, or “A” players, are necessary for a workforce to be able to strike out the competition. Employers understand that the more “A” players they have, the more productive and successful their business will be. However, finding and hiring “A” players is not an easy task.
The value of an employee cannot be determined until after they have spent some time on the job, but there are specific indicators to look for during the interview that can help determine if a candidate is a potential “A” player.
Look out for these eight characteristics that your typical “A” player will demonstrate:
1) 1) Communication skills: We communicate in everything we do, so it’s imperative that your employees can clearly articulate their thoughts whether it’s through speaking, writing, reading or listening.
2) 2) Customer service skills: While interviewing candidates, look for a certain professionalism and a strong understanding of the importance of customer satisfaction. It’s not easy to acquire or keep a customer happy, but a talented employee will help you do both. Remember… your business is no business without your customers!
3) 3) Integrity: Trust is important for any relationship, whether it’s a personal or business connection. You can’t hover over your employees and keep tabs on them 24/7, so you must trust that they will be able to make the right decision, because every decision they make during the work day will directly impact your business. Can you trust that they will know how to best handle a critical client situation?
4) 4)Positive outlook: An employee that keeps a positive attitude will keep you wanting to go to work every day. A good attitude will promote a positive work environment, company culture and motivate others to do and be their absolute best.
5) 5) Enthusiasm: If an employee is enthusiastic about their position, they will strive to excel in their position to meet or exceed goals. They will go above and beyond to ensure that your company is successful and keeping ahead of the competition.
6) 6) Initiative: An employee that has the desire to learn more will continuously initiate success for your company. An “A” player can identify what needs to be done, how it will get done and then they do it.
7) 7) Intelligence: A candidate that demonstrates that they proactively seek out and adapt to new technology and industry trends will keep your company competitive.
8) 8) Flexibility: Employees that are able to adapt to change and easily wear many hats on the job are irreplaceable. Look for candidates that have a work history that includes many different responsibilities—chances are that they can handle it all.
Finding your next workforce all-star can be easy if you have access to sufficient hiring resources. If your business is in need of another “A” player and your company keeps striking out, The Daniel Group staffing can help. We have an extensive candidate pool of “A” players that can thrive in any industry and the experience to identify and fulfill your company needs. Click below to learn more about our staffing services.
We’re well into the first quarter of the New Year, and there’s a good chance that your company has brought in at least one new hire. Of course, you have high expectations and uncertainty when bringing in any new employee. Like any hiring manager, you want your new hires to quickly adjust, be a culture fit and have a positive impact on your company.
While you are aware that there is a learning period for every employee, you want this person to bring something unique to the table. Whether this new employee can contribute a boost in profit, efficiency, innovation or productivity… you want to be confident that they are the right fit for the position. This feeling is natural for any employer, because a lot of time and effort goes into the recruitment process.
You want your employee to succeed, but there is always the chance that they will not work out as well as you had hoped. If some time goes by and it seems like the employee isn’t contributing, it may be time for a company change… before more time and effort may be wasted. Unfortunately, if you have to terminate, you’re back at square one — and you must invest additional resources to find a replacement.
This is why it’s important to assess why new hires don’t work out. Many employers feel that new hires fail because they can’t handle the responsibilities of the job, but that usually isn't the case. An older but informative study by Leadership IQ found that 46% of new hires will fail within 18 months of working at the company. These are the top five most common reasons why a new employee didn’t succeed:
- Coach-ability (26%): Employees do not comprehend feedback from management, coworkers or customers and did not make an improvement
- Emotional Intelligence (23%): Employees lack self-awareness or control over their own emotions and ability to assess others' emotions
- Motivation (17%): Employees do not possess sufficient drive to reach their full potential and excel in the job
- Temperament (15%): Employees lack culture fit and do not have the attitude or personality suited for the environment
- Technical Competence (11%): Employees do not possess technical or functional skills required to do the job
This list shows that four out of the five top reasons are personality-based. Of course, employees must possess the technical skills that are necessary for the job, but this list proves how important it is to hire someone that would fit in your company culture. This brings us back to initial hiring expectations. When seeking out a new employee, keep in mind that you don’t need someone who can just do the job and have the technical competence—you must find someone who is coachable, has emotional intelligence and motivation but also fits into your environment well.
As a hiring manager, keeping these five reasons in mind in the future will help prevent a bad hire. These factors stress just how important it is to have a well-rounded recruitment process, from putting together your job description and looking through resumes to screening employees and conducting the interview.
Our recruitment professionals at The Daniel Group are trained to seek out candidates with the right qualities to fit into your organization. We offer several different staffing options and work with a wide variety of markets and industries so that we can quickly find you the perfect fit that will boost productivity and efficiency in your workplace. We are a trusted U.S. staffing firm with Texas locations in Houston, San Antonio and Sealy, as well as a new location in Shreveport, Louisiana.
Ready to learn more about how a staffing firm partnership can benefit your company? Click below or visit our contact page here.
When it’s time to hire, the last thing that a hiring manager wants to deal with is a long, daunting process of finding the perfect fit for the team. While recruitment can be exciting, it isn’t easy—and if you don’t have a necessary candidate pipeline or talent pool available at your fingertips, it can take a very long time. When a position needs to be filled ASAP, a long recruitment process can cause a plethora of issues with staff workload as well as not having necessary work done on time.
Finding the right fit for your company should never be rushed, but it also shouldn’t take months. Too often, hiring managers find themselves scrambling to fill a position if they unexpectedly lose a key employee or a lot of work comes in all at once. Companies must have a proactive approach in building a pipeline and talent pool to be ready to recruit from once it’s time to hire. This way, you can hire immediately and capture top talent before your competitors do.
Here are several ways that hiring managers can develop a candidate pipeline or talent pool:
1) Dedicate time to your search
You must set aside ample time to search for qualified applicants that meet position requirements. Utilize social media—especially LinkedIn—to seek out top talent in your industry and to also view who’s searching for a job. At the same time, make sure your company is represented as an engaging brand on social media so that you can help attract top talent.
2) Interview Regularly
Set aside a regular time each week to interview candidates that might be a fit for you company. These candidates could be employee referrals, applicants that send resumes or temporaries that are working in your company. Keep your notes in a file for future reference.
3) Consider Culture Fit
If you usually hire for business spikes, take the time to evaluate both the productivity and culture fit that potential hires must demonstrate. If you build your candidate pipeline while keeping both of these factors in mind, these workers can give you a ready, trusted source if a position opens up that must be filled as soon as possible.
4) Be Efficient
If you have a special project you need to complete, you can assign it to a key employee and back fill their position temporarily. This will allow you to develop your key employee, giving them a chance to try something different and also train someone to handle their day to day responsibilities. You also get the added bonus of trying out potential hires and prevent a future hiring crisis.
5) Keep in Touch
Stay connected with your candidate pool. If you keep contact with them and a position opens up that you need filled, they are more likely to take the position. Connect with them on LinkedIn to conveniently keep tabs on their employment situation and to see if they can bring any new skills to the table because of possible new training/education opportunities.
There are many risks when taking on a new hire, even if they possess all the skills and have all the credentials for the position. If you’re looking to expand your candidate pool and have more options when it’s time to hire, consider working with The Daniel Group, a trusted Texas staffing firm. We offer staffing services that allow you to, “try before you buy,” as well as fill permanent positions with highly-qualified talent in a wide range of industries. Click below to learn more about our employer services and the niche industries we specialize in staffing.
As our economy continues to recover, businesses are spending more time strategizing how they will grow their company instead of simply just maintaining it in the New Year. Employers feel that we have all surpassed the worst economic times and that things will only continue to improve in coming years. Even though the holidays are meant to be enjoyed, companies are spending this hectic month putting together budgets for 2014 and thinking of ways that new goals can be reached for success, including reviewing and revising their hiring (and firing) strategies.
Although the start of a New Year is promising and filled with motivation to accomplish big things, the burden of employee turnover exists and must be prevented as much as possible to avoid a road block for success. Employee turnover literally costs us on average at least TWICE the amount of that employee’s salary to find and train a replacement and also has negative morale effects on employees and the workplace. Employee turnover must be stopped—but you can’t always predict the future plans of an employee leaving on their own terms or if that “perfect” candidate that you hired will not work up to their expectations on the job.
There are a few things that employers can do to help prevent employee turnover next year:
Learn from past hiring mistakes
You’ve interviewed several candidates and you think that you’ve found the perfect person that possesses the necessary skills for that position. A couple weeks later, you notice that this person doesn’t really fit in with your company culture or doesn’t demonstrate the skills required for the position. Your next step would be to offer more training opportunities so that this employee has a chance to excel at this position—after all, you hired them, right? What if that doesn’t help them progress and months are spent trying to get this employee up to speed? Only so much time can be spent to move this employee in the right direction, and if it doesn’t seem to be working out, a decision must be made.
If you’ve ever had to deal with the unfortunate event of losing a star employee on their own terms, can you think back to any signs of their discontent? Recognizing the signs and taking notes of past experiences will help prevent these issues from happening again. Communication with your employees is also especially important with identifying any potential issues in the workplace before they worsen, so leave the opportunity open for an employee to feel comfortable enough to approach you if an issue arises.
Invest in your staff
Great employees make the decision to leave their companies (even if they really don’t want to) because of a negative work environment, feelings of a lack of appreciation or morale and not receiving the compensation they believe they deserve. We can’t all receive the salaries that we desire, but practicing simple ways to show employee appreciation has major benefits of employee satisfaction.
Did your company reach an outstanding number of sales in the last quarter or did your employees recently receive a lot of praise from clients? Even something as small as ordering in a favorite lunch for everyone can show that you appreciate the hard work they do for you. Also, conduct employee performance reviews every once in a while to ensure management and employees are on the same page. This will also provide a clear direction for your staff and will help them understand how they can grow professionally. Reviewing and identifying strengths and weaknesses will also help you to determine where training may be necessary and since employees will see this as an investment for their future, they will feel more valued on the job.
Work with staffing firms and other resources to narrow down key employees
There is always a feeling of uncertainty and worry when bringing in any new employee. Working with staffing firms helps to reduce that uncertainty because their candidates are already pre-qualified for certain industries and have already had confirmed references and background checks. Having the pool of candidates offered by staffing firms narrows down skills and saves time on recruitment for employers because staffing firms have already done the recruitment work for you. They are also well-versed in what skills each employee has and what types of companies they would fit well in, so they can quickly pinpoint potential “A players” for your company.
Also, utilizing staffing firm temporary services helps you in making a hiring decision if you’re not ready to bring a full-time employee on board right away. Temporary services allow you to try out a candidate before you permanently buy-in so that you can make sure the candidate is a great skill and culture fit for your company!
While there aren’t many ways that you can predict employee turnover, there are several things you can do to prevent it from the very beginning of the hiring process. If you’ve decided that it’s time for a company change or if you’re looking to hire to jump-start your New Year, check out our staffing options by clicking below. Have a wonderful rest of the holiday season and good luck in the New Year!
The holidays are rolling around and it is indeed the most wonderful time of the year. Of course, we’re talking about spending quality time with family, indulging in holiday delicacies and enjoying time off from work to relax… but we’re also talking about preparing and conducting end-of-the-year employee performance reviews.
Many employers conduct yearly employee appraisals during December to be equipped to have the proper resources that will enable them to hit the ground running as soon as the new year begins. According to a research study by Cornerstone, only 13% of employers do not give performance reviews at some point each year. There are many benefits to conducting these reviews for ALL parts of a company, including both management and employees.
Here are some of the ways that employee performance reviews set up a company for success:
Performance reviews fuel the biggest benefits for employees, even though most team members usually don’t anticipate them. If done the right way, employers are able to help employees understand their contribution to the company as well as their goals and their progress, so they feel like their work and position is more valued. This helps to create a better sense of loyalty to the company, which increases workplace productivity and satisfaction.
Managers reap many benefits from performance reviews because these assist them in defining and clarifying goals that they want their employees to meet to set the criteria to achieve them. They also help management determine where improvement is needed so they can help their employees reach top performance levels and the various ways they can do so.
Appraisals have a positive impact on a company because they are cost-effective and drive improvement. Since these allow managers to communicate how each employee contributes to company success, employee morale is increased. Hiring managers are able to clarify employee daily responsibilities and workload to improve salary accuracy. This improves company retention rates that save money on unemployment claims and new employee training.
Plan Your Performance Reviews Now!
Since the end of the year is approaching, December is a great time to conduct employee performance reviews because companies must put together their staffing strategy to set themselves up for success in the new year. If you're not sure how to measure employee behavior that can contribute to a productive performance review, download our free checklist "20 Red Flags of Employee Behavior" by clicking the button below:
If after performance reviews you decide that it’s time to top-grade your staff or add fresh talent, The Daniel Group can provide you with ambitious professionals that will drive your company to success. Click here to contact any of our offices today!