Small Things to Do Around the Office to Keep Your Employees Engaged

December 5th, 2017

If your employee engagement levels aren’t quite what they used to be, it’s time to swing into action. You might assume this is a temporary lull — and that could be the case — but productivity and quality of work plummet when people become disengaged, and you can’t afford for that to happen.

Since things haven’t gotten too bad yet, there’s plenty of little things you can around the office to ensure people don’t forget why they chose their jobs in the first place.

5 Small Ways to Keep Your Employees Engaged

Set Short-Term Goals

Long-term goals are important because they guide the way to future success, but it can be hard to for people to get excited about an objective that won’t be achieved for several months or even years. Get your team energized by breaking big-picture goals down into smaller, more digestible pieces. When people can comprehend the progress they’re making right now, they’ll become more invested in the process.

Provide Regular Feedback

Many employees have a hard time giving work their all if they think the boss isn’t watching. Keep them engaged by providing them with consistent feedback. This will encourage them to work harder and better because they don’t want to fall short of their manager’s expectations.

Build a Cohesive Team Environment

When employees are close with one another, they do better work, because they don’t want to disappoint peers they respect and care about. Foster a strong sense of team by holding regular team lunches, getting people together for weekly happy hours, and arranging other team-building exercises as needed to help your staff bond.

Encourage Hands-On Participation

From an employee’s perspective, it’s hard to get excited about work when you don’t feel a sense of ownership. Establish this by allowing people to do work their own way, instead of dictating every last step. You hired hard-working employees with brilliant minds, so tap into the resource right in front of you.

Create a Fun Challenge

A little friendly competition is a great way to rouse employee participation. This doesn’t have to be a big, formal event. Simply come up with a challenge, decide if it will be completed on a solo or team basis, and choose a simple prize — i.e. a $5 Starbucks gift card or a lunchtime pizza party. This will make work more fun and encourage people to step up their contributions.

Keeping employees engaged is no easy task, so team up with ECS to ensure you can dedicate the time to your staff that they deserve. We offer payrolling and independent contractor management services to businesses in a wide-variety of industries, including Fortune 500 companies, defense contractors, information technology, accounting, and engineering firms. Contact us today to find out how we can lighten your workload!

Do Your Employees Take Enough Vacation?

November 29th, 2017

You give your employees a certain number of vacation days each year, but chances are, many aren’t taking them. According to a May 2017 survey conducted by Glassdoor, the average U.S. employee has taken only 54% of their paid time off during the past year.

If this statistic reflects what’s going on in your office, it’s time to take action. Your employees might think they’re showcasing a diehard work ethic by forfeiting their vacation days, but they’re not helping anyone in the long run.

4 Reasons Your Employees Need a Vacation

Avoid Burnout

Your staffers are only human. There are limits to the amount of work they can endure before reaching their breaking point, and going nonstop without a vacation can expedite this.  If people reach burnout, their health, happiness, and effectiveness at work will plummet. Anyone in this state is basically ineffective, so they’ll no longer be a productive member of your team.

Promote Cross-Training

Like many companies, several employees probably have tasks only they know how to complete. So far, this hasn’t been a problem, but if they were to quit, your team would be in trouble. When people go on vacation, their peers are forced to step in while they’re away, which creates a culture of cross-training. Not only does this cover your bases so more than one person knows how to do the work, it also opens the door for innovation.

Boost Productivity

Getting out of the office on vacation relaxes the mind, body, and soul. Employees return to work with newfound energy and that allows them to work more efficiently. Feeling refreshed from a few days or a week away from the office puts an extra spring in their step that results in an inflated bottom line for your company.

Incite Creativity

A tired mind isn’t the most imaginative. If your staff is exhausted, they’re working on autopilot to accomplish the bare minimum. You can’t expect them to come up with inventive ideas that will advance your company because they don’t have it in them. Getting away from the office for a vacation allows them to enjoy a fresh perspective. They’ll return to work revitalized and filled with creativity, which will be reflected in their work.

If your employees aren’t taking enough vacation, you probably aren’t either. Get the break you need by teaming up with ECS to streamline your contingent labor workforce and minimize the risks associated with employing contract and temporary staffers. Contact us today to get started!

What To Do When You Have Too Much On Your Plate at Work?

November 22nd, 2017

As a busy manager, you always have a lot on your agenda, but everyone has their limits. Trying to be superhuman might work for awhile, but it will cause you to reach burnout.

Realizing you’re in over your head is the first step in the right direction. Now it’s time to make positive changes, so you can achieve a healthy work-life balance. Find out how to get your endless to-do list under control.

4 Ways to Get a Handle on Your Heavy Workload

Prioritize Your Tasks

Every item on your to-do list doesn’t carry equal weight. Identify the tasks that are most important and focus your efforts on them. There’s no need to waste time on busywork or assignments that can be completed at a later date without issue.

Learn to Delegate

It’s hard to let go of responsibilities, but you can’t do it all. Identify tasks that don’t truly need to be completed by you and assign them to your team. This will free up a lot of room in your day, make it possible to meet more deadlines, and allow your employees to learn valuable new skills.

You might be tempted to hover, but this could actually cost you extra time, instead of saving it. Provide all necessary information and instructions needed to complete the task, then give people the freedom to complete it their own way.

Practice Better Time Management

There’s only so many hours in the day, so you have to use them wisely. Take a look at how you’re spending your workday to find ways to better optimize your time. For example, declining meeting invitations you don’t truly need to be at and only checking your email three times per day can add a significant amount of time back into your day that can be used to accomplish more.

Realize It’s Okay to Say ‘No’

You worked your way to the top because you’re always willing to take on a challenge, but you have to know when to draw the line. If a task doesn’t fall within your expertise or you — and your team now that you’re delegating — don’t have the bandwidth, don’t be afraid to speak up. Other people don’t know the extent of what’s on your plate, so they won’t know you’re at capacity unless you tell them.

Eliminate some of the tasks on your plate by partnering with ECS. For more than 20 years, our team has been providing compliant professional payrolling and independent contractor services to companies of all sizes and industries, including Fortune 500 companies, defense contractors, information technology, accounting, and engineering firms. Get in touch today to learn how we can be of assistance!

 

Why Should You Invest In Your Staff?

November 15th, 2017

You invest a great deal of resources to hire employees, but that should just be the beginning. If you’re not continuing to provide your team with the support needed to advance their skills, you’ll pay a larger price down the road.

Find out what you have to gain by placing a larger emphasis on the people that keep your business running.

5 Reasons to Invest in Your Staff

Stay Ahead of the Curve

The business world is constantly changing, so if you don’t keep your employees up to date, your company will get left in the dust. Feel certain that your competitors value ongoing training and are providing it to their teams. If you don’t follow suit, your staff won’t be informed about new trends impacting your industry and their once-sharp skills will become obsolete.

Attract Top Talent

The best and brightest professionals have a thirst for knowledge, so they seek employers that value continuing education. Top talent wants benefits like tuition assistance, a mentoring program, and regular training opportunities. If your offerings fall short of the industry standard, there’s no way you’ll be able to convince them to join your team.

Grow the Skills of Existing Staffers

You have a great team of people on staff, but they won’t stay put very long if you don’t invest in them. Providing frequent opportunities for consistent growth will boost your retention rates by helping you mold employees into promotable talent. If people know you’ll train them to take the next step at your company, they’ll want to stay put.

Boost Morale

Working for an employer that believes in you feels great, so employees are much happier at companies that provide learning opportunities. Instead of getting the impression they’re just a number, this investment makes them realize you truly care about them. Consequently, morale rises and when spirits are high, elevated levels of productivity and efficiency follow.

Gain an Outstanding Reputation

People don’t want to work for or do business with a company that treats its employees poorly. When you devote resources toward staff advancement, you gain a reputation as an employer that doesn’t just care about your bottom line. This will allow you to achieve an elevated status in the eyes of your peers, customers, and potential new hires.

Your employees are the backbone of your company, so they require a lot of attention. Get the time needed to focus on your staff by partnering with ECS. Contact us today to learn how your company can benefit from our compliant professional payrolling and independent contractor management services.

Important Tips on Interviewing Millennial Applicants

November 8th, 2017

The millennial generation is taking over the workforce, so it’s time to adjust your interview strategy. Loosely defined as those born between 1981 and 1997, these young professionals are very different from their Gen-X and baby boomer peers.

Not only do they lack experience, millennials also have their own set of values and ideals, which can make the interview process a little tricky. Fine-tune your approach by working these four tactics into the mix.

Ask Behavioral Questions

A wise move when interviewing all candidates, behavioral questions can be especially helpful with millennials, because those on the younger end of the spectrum don’t have much work experience. Questions like “Tell me about a time when you had to work with someone who wasn’t pulling their weight” or “Give an example of a goal you didn’t meet and how you handled it” allows them to provide a revealing response without having to draw on situations specific to the professional realm.

Focus on Cultural Fit

Since many millennials might not have experience that stacks up to their more seasoned peers, place a strong emphasis on cultural fit. This is advisable with any candidate, but it’s especially important for young professionals because they don’t have as many bad habits to break. If you find someone with the right personality, you can train them into the best hire you’ve ever had. Plus, they have their whole career ahead of them, so choosing wisely could result in an employee who spends decades on your staff.

Sell Your Company to Them

Unlike previous generations, millennials aren’t just chasing a paycheck. These young workers want to do meaningful work for a company that allows them to strike a balance between their personal and professional life. Make it clear your company is a great place to work by highlighting your top benefits, such as providing regular learning opportunities, offering the ability to work remotely, sponsoring charitable initiatives, and giving generous maternity/paternity leave.

Offer Up the Floor

They were raised by parents who always gave them a voice, so millennials don’t expect to be talked at the entire interview. Allow plenty of time at the end of the meeting for them to ask questions because you can be certain they’ll have plenty. This group doesn’t take well to being brushed off, so answer everything asked to the best of your ability, and promptly follow up with any information you couldn’t provide on the spot.

Need a little more time in your day to focus on interviewing millennial talent? Team up with ECS! We handle back-office, funding, and employer of record service for recruiters and payrolling and independent contractor management services for employers.

 

Top Tips to Attracting Millennials to Your Company

October 26th, 2017

Millennials have been the largest generation in the U.S. workforce since 2015. These young professionals are motivated differently than their baby boomer and Gen-X colleagues, so it’s time to make your company the type of place they want to work.

Get started by making the five initiatives below a reality at your organization.

  1. Create a Flexible Working Environment

Unlike their parents, millennials aren’t into the standard 9-to-5 office job. They’re willing to put in the same amount of time, but they want to choose their own hours and have the option to work remotely. If the nature of the job allows for flexibility, don’t expect to receive too many applications from this group if it doesn’t involve the freedom they crave.

  1. Do Work That Matters

Happy just to have a job, previous generations were willing to do busywork, as long as their paycheck arrived on time. Millennials want to earn a healthy living too, but they also crave work that makes a difference. The allure of getting paid alone won’t cut it, so use the job description to focus on the importance of the position and the impact it has both within the company and externally.

Integrate Learning Into Your Culture

Contrary to popular belief, millennials are extremely ambitious professionals who enjoy learning. In fact, they’re so focused on gaining new skills and expanding their knowledge that they seek companies that share their commitment to professional development. Promoting your tuition assistance program or recent conferences attended by employees will get your company noticed by millennials.

Offer Perks They Want

Your company probably offers a generous amount of perks, but this won’t get you very far if millennials aren’t interested in them. This generation wants incentives like generous maternity and paternity leave, a dog-friendly workplace, paid time off to volunteer, and unlimited vacation time. Revamp your perks to get their attention.

Make a Difference

Millennials want to work for a company doing its part to make the world a better place. Not only is it the right thing to do, but committing to eco-friendly practices or giving back to local charities will get you on their radar. Share updates on your company blog and social media platforms to let them know about all the good your organization has been up to.

More so than their predecessors, millennials crave attention from their boss, so team up with ECS to give them what they need. Contact us today to find out how you can get more time back in your day by delegating your professional payrolling and independent contractor management services to us.

5 Signs Your Best Employees May Want to Leave

October 19th, 2017

Your brightest, most ambitious employees keep the company moving forward, but there’s no guarantee they’ll stay on staff for the long-term. The only thing worse than losing them is being caught off-guard by it, but if you read between the lines, there’s usually plenty of foreshadowing.

 

If you’re able to recognize these clues early enough, you might be able to intervene before the person submits a resignation letter. Learn five telltale signs your best employees are thinking of heading out.

 

  1. Calling in Sick a Lot

When they’re under the weather, top employees often have to be forced to go home and rest. If your previously always-present staffers have started taking a notable amount of sick days — but never actually seem ill — something is up. They’re either interviewing with another company or just really don’t want to come to work.

 

  1. Contributing Less in Meetings

Until recently, your best workers had so much to say in meetings, they frequently talked over one other. You didn’t even have to ask them to suggest innovative ideas or offer feedback because they were always ready with it. More than a coincidence, if they’ve become oddly silent in meetings, it’s likely a sign they’re checked out.

 

  1. Submitting Lower Quality Work

Your best employees worked hard to get to the top, so if the quality of their work has declined, this is highly suspect. Intelligent, motivated people don’t just stop caring about their future for no reason. There’s a good chance they’ve simply stopped focusing on -term opportunities with your company and are now putting their effort into a job search.

 

  1. Becoming More Active on LinkedIn

More so than other social platforms, LinkedIn is the place to make business connections. The world’s largest professional network offers seemingly countless opportunities to get noticed by employers, so if your best workers are unusually active on the site, they’re probably trying to get on another company’s radar.

 

Separating From the Group

Navigating a job search is a huge life event, so it’s hard to keep it under wraps. Consequently, your previously social staffers may disengage, because they don’t want to spill the beans. Feelings of guilt and discontent can cause them to decline invitations to group lunches, happy hours, and other outings with colleagues they previously never missed out on.

 

Join forces with ECS to add more time back into your day to focus on your employees. We provide compliant professional payrolling and independent contractor services to companies of all sizes and industries, including Fortune 500 companies, defense contractors, information technology, accounting, and engineering firms. Let’s discuss a partnership!

Top Tips to Recruit Executive-Level Candidates

October 12th, 2017

Executives have high-powered jobs that hold a lot of weight, but recruiting them is an even bigger initiative. Whether your company is growing and added a new top position or a former leader moved on to something else, this task must be taken very seriously.

You’ve probably hired plenty of employees, but attracting executives is another story. Use these three tips to make the most successful professionals in the field want to be part of your company.

Focus on the Candidate

When interviewing lower-level staff, you probably steer clear of those who push their own agenda, but recruiting executives is a different story. Instead of focusing on ways they could benefit your organization, place the emphasis on what the company can offer them.

Top executives have their choice of employers, so you have to convince them your company is the best move for their career. These people have clearly made very strategic decisions to climb atop the corporate ladder, and you can be certain they won’t make another move without the same due diligence.

Sell Your Company

Your company is a great place to work, so let executive-level candidates know what makes it so special. Share recent accomplishments, detail exciting projects in the works, and brag a little about your amazing employees. Highlight flexible working options, unique company perks, and ways the organization gives back to the local community. More than just a job, make them realize how rewarding it would be to stand at the forefront such an incredible team.

Don’t Delay

The best executive-level candidates are in high demand, so you can be certain other employers have their sights on them. Streamline your interview process to make it quick and efficient, because dragging your feet too long will likely cause them to go with another company. Since these professionals have the power to lead your company to greatness or sink it, push everything else aside and make the hiring process your top priority.

Recruiting executive-level candidates takes a great deal of time and energy, so allow ECS to lighten your workload. For more than 20 years, we’ve been helping employers and recruiters optimize and simplify the process of providing and utilizing contract workers. Find out how we can assist your company with our efficient, compliant, cost-effective services!

How to Onboard an Introverted Employee

October 5th, 2017

New hire training sets the tone for the employee’s tenure with the company, so getting it right is crucial. Unfortunately, many traditional onboarding methods are catered towards extroverts. There’s nothing wrong with these techniques, but extroverts aren’t wired to adhere to them. Forcing them to conform will get them off to a rocky start, and likely cause them to question their choice to accept the job in the first place.

Often miscategorized as shy, introverts prefer solo work over group activities, so create an onboarding program that plays to their strengths.

4 Tips to Onboard an Introverted Employee

Skip the Buddy System

During the first few days and weeks on the job, employers frequently pair new hires with tenured staffers to help them get acquainted. This typically works like a charm for extroverts, but it’s a nightmare for introverts.

Rather than formally teaming an introvert up with another employee, simply let them know who to go to with questions, comments, and concerns, and leave the ball in their court.

Focus on Self-Guided Learning

Introverts don’t want to spend all day being trained by other employees. Offer as much self-guided learning as possible, because this will produce the best results. Due to the way their brain works, introverts become exhausted easily when working with others, so they’ll have a lot more energy if you provide as much solo training as possible.

Provide Regular Breaks When Training With Others

All training cannot be completed alone, so it’s inevitable that introverts will have to learn some of the ropes directly from others. When this happens, balance out the influx of human interaction with regular breaks. For example, if you have them train with a colleague for an hour, make sure the next hour is occupied by alone time.

Opt for Virtual Check-Ins

As a caring boss, you probably stop by a new hire’s desk several times per day to see how things are going. You mean well with this gesture, but this much face-to-face time can be an overwhelming for introverts. It’s great to visit them in person once or twice per day, but check in over email or instant messenger the other times, so they don’t become uncomfortable.

Running a business is hard work, so allow ECS to make your day a little easier. We work with recruiters to provide back-office, funding, and employer of record service and offer payrolling and independent contractor management services to employers. Get started today!

How Social Media Impacts Your Hiring Process

September 27th, 2017

Social media has definitely changed the hiring landscape. These days most employers are using sites like LinkedIn, Twitter, and Facebook to find candidates and learn more about them. In fact, 92% of recruiters use social media in some form during the hiring process, according to the 2015 Jobvite Recruiter Nation Survey.

Find out how social media is changing the way you source candidates.

4 Ways Social Media Impacts Your Hiring Process

Gain More Information on Candidates

Before hiring a candidate, you want to learn as much as possible about them, and it’s never been easier. Social media sites reveal a wealth of information about people, ranging from what they did last weekend to their favorite restaurant.

This makes it easier to determine if a person would fit into your company culture and learn other tidbits that help you decide if this is someone you want on your team. Employers have gotten so used to having this information at their fingertips, that 57% are less likely to interview a candidate they can’t find online, according to a 2017 CareerBuilder survey.

Of course, with all this available knowledge, you have to be careful not to violate state and federal discrimination laws, because some information is protected and can’t be used to make a hiring decision.

Reach a Broader Network

When you announce job openings on social media, anyone who follows your page or someone who shares the post instantly learns that you’re hiring. Many people might not check your HR site or job boards utilized, so this allows the post to get more exposure, increasing your chances of finding your ideal hire.

Your Company Falls Under Closer Scrutiny

It can do great things for your hiring process, but if it isn’t used properly, social media can also be a detriment. Every piece of content published on your social sites is carefully examined by your follower base. If people don’t like something posted, it can easily go viral, impacting both your reputation and your ability to attract top talent.

Adds Time to the Hiring Process

You can spend hours researching one candidate on social media, which adds up fast when multiplied by all top contenders. It’s easy to go into information overload, due to the sheer volume of available data out there. If you don’t know where to stop, this can extend your hiring process past an unreasonable time period.

Need more time in the workday to focus on your most important tasks? Partner with ECS. We provide back-office, funding, and employer of record service to recruiters and professional payrolling and independent contractor management services to companies. Contact us today to discuss your needs!