5 Ways to Get Ahead at Work

December 29th, 2015

If you’re career-oriented, you likely have a specific set of goals and objectives you want to achieve. It can be hard to stay afloat of those goals and objectives on a daily basis as you keep up-to-date with your current tasks and projects. However, it’s important to consistently be working on your self-growth and development in the company so you can succeed. Here are 5 ways to get ahead at work:

Get Organized.

One of the biggest reasons why people can’t get ahead at work is because they’re not organized. Make sure that you work out a system that works for you to stay on top of your work. This could be as simple as taking five minutes out of your day in the morning or taking an hour at the end of the week to get organized for the following week.

Network Whenever Possible.

It’s hard to get ahead without help from other people. The best way to be helped by other people in your field is to network whenever possible. This will ensure that you not only meet people in your field but that you can establish your work objectives and see who can help you with a particular goal. Remember, of course, that networking is also about you helping others.

Help Out Team Members.

You also need to be helping out other team members. Your team members will remember you if you ever need a favor, and your supervisors will likely take note of the fact that you’re a team player and dedicated to having the whole company succeed as opposed to just yourself.

Put Together an Action Plan.

You need to have an action plan if you want to get ahead at work. This entails making a list of your goals and breaking it down into smaller, achievable objectives that can be accomplished in a reasonable amount of time. By doing this, you will be able to ensure that you’re working on your goals over time.

Stay Late.

Don’t be in such a rush to leave exactly at 5 every day. Make sure that you’re performing your duties and completing your tasks to your optimal perfection. This will help you stay on top of your tasks and signal to management that you’re dedicated to working hard for a good job, even if it means occasionally burning the midnight oil.

By doing any or all of these things, there’s no doubt that you will be able to successfully get ahead at work. If you are currently in a job that isn’t stimulating to you or allows you to get ahead, contact Olympic Staffing. We will be able to help you find a job that lets you put your proactive ways to good use.

Happy Holidays

December 22nd, 2015

and a Prosperous New Year . . .

to all our clients, candidates, and employees from the management staff at Olympic Staffing.

May the food you bring to the office party win acclaim . . .

olympic - recipesSnack Mix
Mix together and set aside:
6 cups corn Chex cereal
1 ½ cups pecan halves
2 ½ cups mini pretzels
1 stick butter and 1/3 cup honey
Pour over cereal mix and stir,
spread on cookie sheet.
Bake 30 min @350*
Let cool, stirring occasionally

Spicy Chicken Dip
8 oz. shredded cheddar cheese,  8 oz. sour cream
8 oz. cream cheese,  8 oz. ranch dressing
4 oz. hot wing sauce,  12 oz. canned chicken
Dump ingredients in crockpot. Heat on low, stirring occasionally.
Serve warm with tortilla chips.

May the gifts you give, be the best . . .
olympic - playable art ball


http://goo.gl/7IVIrM   paper weight


olympic - sudoku cube


Olympic - crumpled-paperweight






And may your social media stay squeaky clean!

We know – it’s busy, it’s hectic, it’s crazy, but the holidays can also be a time to evaluate – and then let go of – the past, moving forward into a well-planned and prosperous future. Stop by Olympic Staffing or contact us today – we connect the right candidates with the right companies. We can help you make 2016 the best year ever.

Should I Freelance?

December 15th, 2015

Many people prefer freelancing to having a traditional 9-to-5 job as it offers increased flexibility and the ability to diversify work tasks. However, freelancing does have quite a few negative implications as it also represents a lack of stability and the potential for a reduced income. There’s a lot to take into account when you’re deciding whether or not to freelance.

Assess Your Finances.

If you have a high monthly financial commitment such as a mortgage, student loans, or car payments, you might want to rethink freelancing. While freelancing can be great for people who are starting out their careers without a lot of financial responsibilities, because of the unpredictability of freelance income, you may or may not be able to justify it based on your unique needs.

Consider the Lifestyle Changes.

On the other hand, as a freelancer, you will enjoy an incredible amount of freedom. Not only will you be able to choose where and when you complete your work; you will also be able to choose the types of projects on which you work. For people who are used to having a boss hover over them and point them in the right direction, freelancing will represent a significant change. You are in charge of your own output as a freelancer, which can be both empowering and incredibly overwhelming.

Do a Cost-Benefit Analysis.

You will need to take all of the costs and benefits associated with being a freelancer into account. In general, the costs associated with being a freelancer are going to boil down to having unpredictable income; the benefits associated with being a freelancer are going to boil down to having increased freedom and flexibility within the scope of work.

See the Demand.

Even if you’ve decided that freelancing is for you, you will still need to see the demand before you commit to it full-time. This could be as simple as asking your current employer whether or not there are any freelance opportunities available or doing a quick scour of a freelancing job portal.

If you have decided that you would like to freelance but don’t know where to start, contact Olympic Staffing. We can help you find short-term or long-range freelance assignments that are perfectly suited for your life depending on your needs. We will also be able to make recommendations on how to balance several freelance assignments at once.

Mediating Conflict Between Management

December 8th, 2015

It’s pretty commonplace for employees to have conflict amongst themselves. As a boss or owner of a company, it’s your job to make sure that conflict is successfully worked through. Conflict is limited to general staff, however, sometimes it spreads to your management team. Here’s how to mediate conflict between management.

Figure Out the Root Issue.

The easiest way to mediate conflict between any two people is to figure out the root issue. Especially if there is an issue between two managers or higher-ups, the root of the conflict can often be convoluted. In order to figure out the root issue of an argument, you will need to direct the conversation to being more about feelings than facts. Though facts are important to assigning fault, feelings are often what get in the way of making good decisions.

Compromise on Solutions.

Because you are dealing with two managers, you will need to compromise on solutions. It’s likely that both think they have a specific way of doing something that’s right. As the owner of the company, it’s your job to make sure they know they are probably both right to a certain degree, but need to reach a solution together. One effective way of doing this is bringing both employees in the same room with the goal of reaching a solution before leaving.

Bring in Team Members if Necessary.

Even though you’re dealing with management, you may need to bring in additional team members for support or to help facilitate the process. You may also need to call on their personal experiences as a way of deciding who to prioritize in the solution process. Objective third parties can often provide valuable insight into understanding why your management team thinks and behaves the way it does.

Mediating conflict between management is crucial because it ensures the success of your company and the well-being of your employees. When seeking new or replacement employees,  contact Olympic Staffing. We focus on listening to your needs and matching you with employees who fit.


How to Decide Who to Promote

December 1st, 2015

For an employee, getting a promotion is a large accomplishment. It usually comes down to added responsibility and a larger paycheck. As a higher-up in company leadership, this is not a decision that should be taken lightly as it will affect your company’s well-being. Here’s how to decide who to promote:

Assess Your Company’s Needs.

What does your company need right now? If your company is in need of a change-of-direction and there’s an employee who can lead that change, you might want to take that into consideration. You may also want to consider internal timing for events when making your decision.

Assess the Employees’ Qualifications.

Above all, the employee will need to be qualified for the promotion. There are a lot of different things you can take into account such as the amount of time in the current position, how many projects he or she has handled, or the different skill sets that are possessed. Overall, you are looking for someone who can grow into their new position with a seamless transition.

Determine a Timeline.

When you’re promoting employees, you will need an internal timeline so you can prepare them for the transition. This will help you decide who to promote as some people may simply not be ready according to the timeline.

Think into the Future.

Who will be best for the position in a month? In six months? In a year? It’s important to pick the person based on the position that they will grow into as opposed to how they are now. If you think into the future, you will likely have more clarity as to who the right person for the job is. If you’re having a hard time doing this, it’s always helpful to make lists to be able to do so.

Picking the right employee for a promotion can be a hard job, but it is necessary for the success of the company. If you feel that none of your current employees are a good fit for the position, contact Olympic Staffing. We will be able to help you find someone who is perfectly suited for that position and represents your company’s ideals.