How to Foster an Entrepreneurial Culture

March 7th, 2017

You may have employees who work for you, but there’s no reason, as an employer, why you can’t foster an entrepreneurial culture. If you can hire entrepreneurial-minded individuals, you will be reaping the benefits of ingenuity, self-starting, and hard work. Here’s how you can foster an entrepreneurial culture:

Give Your Employees Freedom in Their Positions.

If you want to foster this type of culture, you’re going to need to give your employees freedom in their positions. Whether this means allowing them to start new divisions, head up new initiatives, or even make suggestions, you need to be open to it. It also helps if you let your employees know that they have this freedom from day one, so they know exactly what to expect.

Allow for an Open Environment of Communication.

Another great way to foster this type of culture is to allow for an open environment of communication. Part of what entrepreneurs love is refining their businesses to make sure that they’re running smoothly. You can have your employees emulate this feeling by making suggestions and making actionable plans in which you can see their individual strengths and work prowess.

Don’t Micro-Manage Your Employees.

Most entrepreneurs love not having a boss, so if you want to foster an entrepreneurial environment for your employees, you’re going to have to refrain from micro-managing them as much as possible. This can initially be a struggle for bosses who love having the last word and the ultimate say; however, you’ll likely find that there’s a sort of freedom in relinquishing control and letting your employees take over at some point.

If you would like to hire entrepreneurially-minded individuals, contact Olympic Staffing. We have a database of quality individuals who would like to apply their entrepreneurial mindset and work ethic to working with a reputable employer who can put those skills to good use.

 

Books You Should Read to Be a Better Employee

February 28th, 2017

One of the best ways to learn is by reading, but when you’re no longer in school, it can be hard to do that on a regular basis. If you want to be a better employee, there are a few books you should read to learn principles of time management, goal setting, and being responsible. Here are five books you should read to be a better employee.

Lean In.

Lean In, by Sheryl Sandberg, is a great book about leaning into your strengths, fears, and passions to achieve extraordinary results. This book is inspiring if you have just transitioned to a new career path or have made any changes in your career at all; it serves as a jumping-off point for your new bravery.

The Four Hour Work Week.

The Four Hour Work Week, by Tim Ferriss, is a great book that gives insight into automation, hacking productivity, and figuring out how to stop working for the sake of being busy. This book informs employees that it’s okay (and preferred) to be productive as opposed to being busy; the results speak for themselves when you start doing this.

Zero to One.

Zero to One, by Peter Thiel, is a great book that flaunts the act of starting a business. While you may not be an entrepreneur, you can certainly apply the key takeaways to starting a new division, initiative, or conversation at work.

The 7 Habits of Highly Effective People.

The 7 Habits of Highly Effective People, by Steven Covey, is a quick read that details the habits of individuals who are effective. While this can be applied to your personal life, it’s also a great framework from which to view your career. This book is highly recommended for anyone who feels like they’re “stuck” at work and is having a hard time advancing.

If you’ve read all these books and are in need of a new job, contact Olympic Staffing. We can help match you up with a company that values the fact that you’re constantly in search of self-improvement as it pertains to your career.

Ensuring Your Employees Are Intellectually Stimulated

February 21st, 2017

As an employer, you have a lot of things to worry about on a daily basis, such as how much money your business is making, how productive your employees are being, and how much of an impact you’re making in your local community. Something you may have not considered is whether or not your employees are intellectually stimulated, but this is still your responsibility. Here are some tips to get you started.

Ask Your Employees if They Feel Intellectually Stimulated.

The most basic and simple way to ensure intellectual stimulation among your employees are is to ask them simply. While this may be an awkward conversation to have, it’s necessary and straight to the point. If you find that your employee is not giving you a straight answer, there are a few more methods you can approach.

Increase Your Employee’s Responsibilities.

A more passive way to ensure intellectual stimulation for your employees is to increase their responsibilities. This doesn’t mean giving them more “busy” work; conversely, this means giving them intentional work that you know will be intellectually stimulating. It’s always a good idea to seek the employee’s input on their work/career goals. When an employee is doing work they enjoy, it is more stimulating.

Change Your Employee’s Workload.

Another option is changing your employee’s workload. This can be done by either switching your employee to a new role entirely or by simply changing up a few simple tasks at hand. Either way, you will be stimulating a different part of your employee’s brain, which will aid with them feeling intellectually stimulated.

If you want to hire new employees who are smart and want to be intellectually stimulated, contact Olympic Staffing. We will match you up with employees who express a desire to be improving and growing at work constantly.

The Reasons Why You Shouldn’t Job Hop

February 14th, 2017

Job hopping has become all too common these days; it’s common practice for millennials and those who are unsure what they want to do with their career.  While a certain amount of job-hopping can boost your career, too much is too much. Consider these reasons to “stay” before you “hop.”

Shows You Aren’t Reliable.

Too much job-hopping – even for great reasons- can make you come across as unreliable. When you hop from job to job, potential employers can see this on your resume; this doesn’t look good regarding commitment to one job and staying with it. Potential employers will be worried that you will leave them in a matter of months or a year to hop to the next job.

Hurts Your Chance of Being Promoted.

When you job hop, you hurt your chance of being promoted. The reason for this is because instead of working your way vertically, you are working your way horizontally. While it is important to have experience, nothing compares to dedication and hard work in your field.

You Won’t Have Stability.

When you job hop, you don’t necessarily have stability. Your commute, salary, benefits package, and vacation days are all up in the air and can change at any time. While this may be appealing to a young, single employee, this all changes when you have a family for whom you need to provide. Before you switch jobs, make the assessment regarding whether or not you and your family can handle the change in stability.

If you are looking for a job in which you can grow vertically, contact Olympic Staffing. We will be able to help place you in a job that views your horizontal movement as a positive; we will also be able to help ensure your new company that you are here to stay and work hard.