Does Your Management Inspire Commitment or Compliance?

February 23rd, 2016

When managers create a supportive environment, it can motivate workers to take initiative and be engaged or committed to their work. On the other hand, managers who don’t connect may get compliance, but very little commitment. Why not grade your management by asking these questions about your employees?

Do your employees

  • Fail to understand the reason behind policies?
  • Only fulfil the minimum requirement – nothing extra?
  • Have an attitude of obligation rather than willingness?
  • Disconnect during meetings?
  • Require reminders of even the usual tasks?
  • Need to be told what to do?
  • Rarely seek additional assignments?
  • Fail to interact more than the basics with customers?

If there are multiple yes answer to these questions, it might be time to evaluate your management style.

On the other hand,

Do your employees

  • Show enthusiasm for their work?
  • Demonstrate initiative when tasks are on schedule?
  • Anticipate problems and think of creative solutions.
  • Ask questions when they don’t understand?
  • Approach new challenges with a positive, confident attitude?
  • Understand the reason behind the methods, policies, etc.?
  • Seek upward growth and new experiences?
  • Go beyond what is required?
  • Connect at group meetings?
  • Lend a helping hand when coworkers need one?
  • Initiate connection with customers and leave a positive impression?

If you answered yes to most of these questions, you are on the right track and Olympic Staffing offers a round of applause. We know your management will inspire committed rather than compliant employees, and you will soon be needing more workers to meet company growth. Give us a call today. We will match you with employees who thrive under great management. .




Why You Should Get Rid of the “Biggest Weakness” Question

February 16th, 2016

If you’re interviewing people for jobs, the chances are that you’re going to want to ask the dreaded biggest weakness question. However, you should avoid asking this for a multitude of reasons. If you do so, you will find that your candidate pool will increase significantly. Here’s why.

It Makes People Uncomfortable

People are uncomfortable with this question because it makes them think about their weaknesses. While this is a valid thing to know, asking it during a job interview can often be seen as being inappropriate. Your candidates may act and look uncomfortable if they can sense that the question is coming.

It Provides Canned Responses

Because this question is used so much in interviews, people have had a long time to come up with a canned response. This doesn’t showcase the individual as much as it showcases their ability to research and plan for set situations. Though planning can be a good trait, it might not be the one you’re looking for necessarily by asking this question.

It Doesn’t Give You a Sense of the Candidate Under Pressure

Everyone expects this question, so they aren’t really under pressure if you asked it. If you want to see how the candidate acts under pressure, try asking them about a hypothetical situation or rewording the question, so that it’s slightly different. Even the slight variation would be enough to get them out of their canned response mode.

It Makes You Seem Unoriginal

If you ask this question, your job candidate may be questioning how much effort you are putting into the interview process. Asking about a candidate’s biggest weakness makes you seem unoriginal and like you don’t care about their answer. Once again, try asking another question if this is a part of the interview you would like to explore.

If you need help fielding candidates for interviews, contact Olympic Staffing. We are trained to do pre-screenings for you so that you only have to worry about spending your time with pre-qualified candidates. It’s our job to help you make the best hiring decision for your company.


Making The Most of Your New Hire’s First Day

February 9th, 2016

Hiring a new employee for your company is a big step. To get your new hire on the right foot, there are specific things you should do on his or her first day to set him/her up for success. Consider these tips.

Introduce Them to People

Make your new employee feel like they’re cared about and part of the company. The easiest way in which you can do this is to introduce your new employee to people. While they might have a hard time remembering names, your current employees will remember that there’s a new employee in the coming weeks and will make an effort to include them.

Brief Them on the Company Policies

It’s hard to be the new kid in town. One way you can combat this feeling of being new is to brief your new employee on the company policies right away. Though it might take a few weeks to stick, it would be helpful for them to start learning how to do things the right way from day one.

Don’t Overwhelm Them

Make sure you don’t overwhelm your new hire on the first day. They are going to have to learn names, policies, and rules – all while trying to do a good job for their hired task at hand. If you have a lot, you need to tell them or show them, try to break it down into deliverables that can be spread out over their first week.

Ask for Their Input/Feedback

The best way to make sure your new employee has a great first day is to ask for their input/feedback. Encourage them to speak up if they have any questions or to ask for help if they need it. After the day has concluded, you can ask them what they think about what they have been assigned so far or any other details that are pertinent to the company. Not only will you receive valuable information, but your employee will feel included and start to bond with the company.

Figuring out the right person to hire for a position can be tricky – let us help you. Contact Olympic Staffing and we will find the best and brightest candidates for your job requirements.


E-Mail Etiquette Reminders

February 2nd, 2016

In today’s world, e-mail is used for practically all types of communication. Because e-mail is used so frequently, it’s easy to let professional courtesy slide in situations that demand it. To be a polite and productive employee, you should strive to stay on top of your e-mail behavior. Here are a few e-mail etiquette reminders that everyone in the workplace should keep in mind:

Don’t Send E-Mails Too Late or Early

If you’re working late (or early), it can be tempting to send an e-mail at that time, so you no longer have to think about it. However, receiving a work e-mail during off-hours can often be disruptive and can be construed as being disrespectful. If you write an after-hours e-mail, either save it as a draft or schedule it to go out during work hours.

Only CC in Appropriate Circumstances

There is a simple protocol around CC’ing and when it should be used. If it’s directly related to someone, significantly relevant, or important to keep them in the loop and updated, a CC is appropriate. If it doesn’t fit at least two of those categories, don’t CC it. It will only be an encumbrance.

Be Courteous with Attachments/Links

Before you attach a huge file, think twice. Big files can slow down your recipient’s e-mail processors. Also, be courteous when you send links. It takes two seconds to hyperlink the link so your recipient can easily click on it. Make sure to write links out fully so your recipient can see what s/he is clicking on.

Pause Before Sending a Frustrated Response

If you’re frustrated, pause awhile – maybe even several hours – before responding. This gives you time to think about whatever frustrated you and write a professional, rather than emotional response – or maybe choose to not respond at all.  Often, writing the e-mail and discarding it can have a powerful therapeutic effect if you just need to vent. Either way, sending a heated e-mail is rarely a good idea.

If you feel as though you have great e-mail etiquette and are looking for a job, contact Olympic Staffing. We will be able to help you find work with a company who will take note of your e-mail etiquette and will use that as another reason to hire you.