How to Make Your Business People-Centric

August 8th, 2017

Building a culture within your company that focuses on people as much as it focuses on the bottom line can be a potent tool for improving results. Happier people are more impactful, here are some strategies to make sure you are enhancing your human element:

Give People the Things They Need to Feel Happy

Daniel H. Pink says people are looking for three things from work:  “1. Autonomy – the desire to direct our own lives. 2. Mastery — the urge to get better and better at something that matters. 3. Purpose — the yearning to do what we do in the service of something larger than ourselves.”

Empower your employees to control their productivity by focusing on results, not micromanaging the process. Offer continuous education and training, so your employees have skills that allow them to produce for you and advance themselves. And don’t forget to reinforce company culture constantly, so employees feel like they are part of an ongoing story, not just a daily grind.

Hold Employees Accountable-and Respond with Rewards  

Pete McGarahan of First American Title talks about making accountability part of a people-centric workplace culture: “They fostered a work environment that motivated everyone to do their best, and made it clear that they all worked as a team through consistent feedback and communication. Their successful, people-centric work environment became self-fulfilling with numbers to reinforce good behavior.”

By holding people accountable for their performance and encouraging their successful performance, you tie their job satisfaction to their ability to deliver for your customers.

Celebrate Success

According to Mary Devine, “people are driven emotionally and seek validation and appreciation more than anything else. Rewards and recognition are not just about giving big bonuses and arranging weekly Friday afternoon drinks, which only drives temporary satisfaction. It’s about celebrating your employees as individuals and rewarding them in ways that make them feel valued.”

Finding ways to constantly build value in people as individuals, builds value in your company and customers by making them feel like every interaction is as important as they are.

If you are looking to move your career to a company that maintains a people-centric culture, contact Olympic Staffing. We have the contacts and experience to place you in a company that shares the same values you have.

How to Attract Millennial Employees

August 1st, 2017

There is an entire cottage industry built around detailing the frustrations some managers have had trying to integrate millennial employees into the workforce. Here’s a wakeup call: By 2020 Millennials are expected to be fully half the workforce. Attracting millennials isn’t an option when filling job openings, it’s a necessity. Here are some basic strategies for sourcing new talent within this demographic group:

Flexibility and compensation Matter

According to Nancy Altobello, the best way to attract and keep the best and brightest is to pay them well. Millennials want choices about how to deliver a job well done. With the understanding that deadlines and client needs must always be met, they want options about where and when they work–and they want their managers clearly on board. People are looking for approval around flexibility.”

Offer Them a Path Forward

Millennials have a reputation for jumping ship. Usually, they do this to advance their career. This is why one of the most potent tools for recruiting and retaining millennials is to offer them a career map that shows them a clear path forward, including development like training and mentorship and clear opportunities for advancement.

Communication is King

Millennials grew up in the social media culture where everything is out there all the time. They require a lot of information, transparency, and opportunities for conversational give and take to feel comfortable. Give this to them.

Don’t just request an interview, send them an information packet with plenty of links to follow up on and include points of communication to ask questions or make comments. Then schedule a follow-up face to face meeting to discuss the job opening.

Use Other Millennials to Recruit Them

Tracking the ways Millennials communicate, learn, and interact is like tracking pop culture – the further away from high school and college the harder it is to keep up.

You need to use employees who are swimming in the same social media waters as them to find out if you are on the right site, using the right hashtags, meeting the right people.

If you are looking for ways to recruit millennial employees, contact Olympic Staffing. We excel in meeting candidates within that group and helping companies put together the kinds of offers that motivate them for the long term.

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.