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Questions to Ask Your Team that Bring Real Answers about Company Culture

May 22nd, 2018

Company culture is a very important part of a successful company. While the idea is tossed around frequently, it’s not necessarily carried out or a focus for companies. This can be a big mistake and without a healthy company culture, progress may stall.

Company Culture Should be Unique

While there are common company culture traits that are adopted by a variety of companies, the best traits are unique to the company and what motivates their employees.

To determine what company culture traits your company should implement, it’s best to ask your employees. You can do this through surveys or interviews. Your best results may come from one-on-one interviews but if you don’t think your employees will be honest with you, you can always bring in a third party to conduct this important interview.

What Questions Should You Ask to Shape Your Company’s Culture?

Here are a few suggested questions you can ask your employees to create a company culture that they will thrive in. Each level of questions will address how an employee interacts with the company and how company culture affects the work environment.

Individual Level

  1. Which activities or tasks bring you satisfaction regardless of whether or not you receive recognition?
  2. What part of your job inspires you?

Team Level

  1. How does culture shape how your team manages goals and responsibilities?
  2. Do you think there are any unintended company values that affect how team members work together?

Company Level

  1. Is the company’s mission memorable?
  2. What actions do you think need to happen to improve the company’s culture?
  3. How is success recognized? How is failure addressed?
  4. Do the leaders and managers of the company behave in a way that’s consistent with the company’s values and culture?
  5. What are some informal practices that leaders and managers use to get work done? Do you find these helpful?
  6. What do you think needs to be done, if anything, to improve the company culture?

Implement Your Company Culture and Run a Successful Office

Unique company culture is so important when trying to manage a successful team. For help on implementing great company culture and other management advice, contact Concorde Personnel.

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Keep Introverts and Extroverts Motivated with a Fair Reward and Recognition Policy

January 23rd, 2018

Both small and large companies are made up of employees who are motivated differently. Introverts and extroverts aren’t always easy to distinguish at first glance, but it’s important that both of them have a fair environment to do their work and grow successfully in their careers.

Common Differences between Introverts and Extroverts

If it doesn’t come up in the hiring process, soon after getting acquainted with the office, your employees will show whether or not they are introverts or extroverts in their working habits.

Extroverts are more likely to receive promotions, raises, or company praise because of their tendency to speak up in meetings and offer more opinions. While they may very well be doing great work, this is an unfair approach to rewarding and recognizing your employees because it dismisses the introverted employees unjustly. An introvert may have profound feedback or suggestions, but they most likely want to think it through before making a comment out loud for others to hear or judge.

Without fair consideration, companies can face unnecessary employee turnover because qualified introverts leave due to feeling overlooked and underappreciated.

How to Be Fairly Reward and Recognize All Employees

To avoid employee turnover and unintentional exclusion of introvert employees, a careful balance and consideration of both personality groups need to flourish at your company.

Consider Brainwriting for Meetings

Meetings are one of the worst settings for introverts to be excluded and overlooked. Extroverts can unintentionally dominate, just because they enjoy speaking out and sharing opinions and feedback. When employees are encouraged to share ideas, consider asking them to anonymously write the ideas on a piece of paper (an approach called “brainwriting”). Then these ideas can be shared with the group. This allows for all opinions to be heard without anyone feeling intimidated, left out, or feeling like it’s a popularity contest.

Offer Different Work Environment Options

Office layout actually makes a big difference for how introvert and extrovert employees are motivated to do their work. While you shouldn’t have to do an office remodel, it is important to have both open work areas and quiet nooks for employees to do their work. The extrovert may find their energy from the hustle of the office and open layout, while the introvert might enjoy a quieter setting to gather their thoughts and focus on the projects they have.

Encourage Employees to Stretch

No, not yoga. While employees function differently based on their personality, they should have to reach outside their comfort zones and work together. Extroverts need the challenge of listening to peers before jumping in, while introverts need to get used to opening up. It’s healthy to require your employees to stretch beyond their comfort so they can become better workers altogether.

Become the Leader Your Company Needs

For more ideas and guidance to help you become the best leader for your company, contact Concorde Personnel.

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4 Ways to Motivate Temporary Employees

April 11th, 2017

Temporary employees are often experts in your area of industry and can provide immense benefits because of their knowledge and also flexibility within your company. For all the positive effects they have on your company, it can be difficult to figure out how to motivate these temporary or contracted employees.

By implementing these four suggestions, you are making an invaluable investment in these workers and their productivity at your company.

Get them onboarded and trained.

The onboarding process is never one that you should just throw together haphazardly – regardless if the employee is full-time or temporary. Making your employees feel welcome is crucial. It sets the tone for how valued they feel within your company and boosts motivation to do their very best work.

They should also receive thorough training, making them feel a part of the team and also ensuring that their work is done to expected standards.

Communicate their potential for the future.

If you begin to realize ways you might need your temporary employees in the future, be sure to tell them. This could help boost their morale, but it also helps you forecast your needs and how they can be met. Ultimately, open communication can help everyone be more productive.

Immerse them in the company.

Including your temporary employees in company events and culture is a sure way to make them feel welcome, valued, and motivated.

It’s also a good idea to pair up every temporary worker with a full-time employee is a great way to help your workforce feel cohesive and keep everyone involved in both big and small goals or tasks. You should choose full-time employees who are excellent trainers, who are organized, friendly and are closely related in departments so they can help monitor performance and also be a resource for questions for your temporary staffers.

Provide simple incentives.

Incentives like gift cards or small cash bonuses is a sure-fire way to motivate your temporary employees. Tie those incentives to performance goals or tasks, and you will see that they value the reward. An extra tip: find out what interests them as an incentive so your plan is effective.

Temporary Employees at Your Company

To learn more about how temporary employees can help your company, contact Concorde Personnel and work with a top temporary staffing agency in Westchester.

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Happy at Work: Best 5 Incentive Ideas for Short-term Employees

September 22nd, 2016


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Employee incentive programs are designed to motivate and inspire employees in workplaces everywhere. Therefore, it only makes perfect sense to provide incentives for both permanent employees as well as temp workers. There are several ways to give deserving workers thoughtful incentives without taking on a time consuming program or spending a fortune.

If you want more productive and happier employees, here are the top 5 short-term employee incentives you can start using now.

Printed Certificates – A super easy (and cheap) way to provide short-term incentives is to print out recognition certificates for your employees. You can design and print free certificates of achievement online, and customize them for each employee. Then be sure to present them, along with a balloon or a coupon for a free lunch to your temps who have demonstrated work beyond their duties.

Gift and Prepaid Cards– One of the easiest ways to provide incentives for short-term employees is to purchase gift cards in bulk from local vendors. Choose retail, restaurant and entertainment cards so that employees can enjoy some quality family time outside of work. For more substantial rewards, purchase prepaid Visa gift cards and present them at the conclusion of staff contests or large projects.

Discount Programs – A great way to add value to your work benefits and a nice incentive for short-term employees is to include them in a corporate sponsored discount program. This can include relationships with local vendors, such as restaurants and retail establishments, fitness centers, daycares, and even housing management companies – who can all offer a substantial discount to your workers.

Paid Time Off – Because short-term employees are not generally able to benefit from paid time off incentives of their full time counterparts, using a PTO incentive program for temp workers can be very helpful. Offer a half hour of time off for every 8 hour shift completed, and allow temps to take much needed time off with pay for important appointments and personal days.

Contract Bonuses – Oftentimes, it can be difficult to keep good workers, particularly those who are temps. Provide an incentive to short-term employees who complete their full contract with an attractive cash bonus at the end. You’ll be amazed at the number of temps who work hard to  ensure they receive this bonus, increasing your productivity and practically paying for this incentive.

Want quality temporary staff to fill key roles at your company? Partner with the career experts at Concorde Personnel today!

 

 

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Advice on Attracting and Retaining Generation Y Employees

June 7th, 2016

August 8th

Businesses today are beginning to understand just how important it is to attract Generation Y employees. These are the employees of the future. Companies that have an aging employee pool may be missing out on staff who are qualified to make the most of the latest technology. Many are struggling with coming up with ideas that will to appeal to the buying public – the Gen Y crowd.

Attracting Generation Y Workers

What makes the Generation Y so different, and hard to attract as career candidates? First off, Generation Y is a little different than the generations past. They are uniquely tied to technology in an intricate and live their lives out loud for the world to see on Facebook, Twitter, and the likes. If you want to get their attention and attract them to the jobs available, you have to introduce your company to them where they spend all their time.

Where, you ask, might that be? On the Internet, of course. Positions announced online are much more likely to be noticed by Gen Y than other generations  and more likely to get a response as well. Online and social network announcements of openings let them know that your company is technologically savvy, forward-thinking, and committed to the future rather than dwelling in the past. It makes a good impression with this up and coming group of talent and with them, first impressions are very important.

In addition to announcing the positions you have available online, you must make it a point to develop and maintain a significant web presence. Create a company blog, consider dedicating one or more members of your staff to social media and/or social networking. Start a Facebook account, and maintain a Twitter feed in order to start things off right when it comes to tech-savvy job seekers. These things, when done well, will create a web presence that attracts the top-tier candidates among the Gen Y pool of potential employees and that should be your ultimate goal.

Retaining Gen Y Employees

Once you’ve attracted Gen Y candidates enough to get their resumes and hire them, the next goal for you to work toward is keeping them. There are several things you can do, but one of the most important is by keeping them engaged in what’s going on in your business. Offer contests or competitions among the employees to keep them on task and on target. More importantly, it keeps them engaged in the work they’re doing. Offer incentives for reaching production goals rather than bonuses for simply being employed. Make the incentives attainable, but ambitious so they don’t become bored or frustrated with the process.

Give all employees, especially your Gen Y folks, a stake and a voice in the future of the company. Don’t patronize them. This will get under their skin in a really big way. Let them know that they are valuable members of the team and take what they have to offer to heart rather than giving it the slightest hint of “ear” service. Help them find the path to advancement, learn new skills, and cross over into other compatible tasks and assignments whenever possible. This is definitely a multi-tasking generation if ever there was one.

Most importantly of all, Generation Y workers grew up with parents who worked 80 or more hours per week and sacrificed a lot for a retirement that’s proving to be far less comfortable than anticipated. They place a high value on time away from the office. They want personal lives rather than to be tied to work 24/7. Give them the time off they want and need in order to recharge, in addition to the other things mentioned above and they are sure to be long-term and loyal employees for your company.

For help in recruiting and retaining Generation Y employees, or those with specialized skills in all generational groups, be sure to work with the experts at Concorde Personnel.

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Are You Sure You Want to Refer a Friend?

March 30th, 2016

May 26

Referring a friend for a job seems like a win-win situation. You help someone you know and like find work while also helping an employer fill a vacancy on their staff. Plus, you could be eligible for a referral bonus or reap professional rewards down the road. Be warned, however, that there could be consequences for you if the person you refer doesn’t perform as well as promised. Always ask yourself the following questions before making a recommendation:

“What is Your Link to the Employer?”

If you happened to come across a random job listing and you think a friend might be well suited, don’t hesitate to let them know about it. You have little-to-no relationship with this employer, meaning that your friend’s performance won’t reflect on you. It’s up to the hiring manager himself to determine if this person is a good fit. If, however, you are closely linked to the employer or currently employed by them, you need to give the referral a lot more thought. Your professional reputation could take a hit if the person you refer doesn’t live up to expectations.

“How Close are You to Your Friend?”

There are different degrees of friends. Some people are merely acquaintances, while others are your oldest, best, and closest connections. For obvious reasons, you will be willing to do more and stake more on the latter than the former. Keep in mind that by referring a friend you also become a part of the recruitment process. You will likely be fielding questions from both your friend and the hiring manager throughout. It may be worth spending that time to help a close connection, but not worth it to help a distant relative or someone you barely know.

“Do You Honestly Know Your Friend’s Work Habits?”

As a general rule of thumb, don’t presume to know or understand a person’s work habits until you have worked with them directly. Everyone claims to be a smart, capable, hard worker, and no one is willing to admit that they are lazy, irresponsible, or unmotivated. If you haven’t actually seen your friend in action, you can’t accurately vouch for their credentials and character. It’s not inappropriate to ask your friend for a copy of their resume and to do some online research before agreeing to make the referral. Remember that you also have something to lose if this doesn’t work out.

It’s never a good idea to rush into decisions that impact you professional life. Find more advice, guidance, and resources to help you throughout your career journey by contacting our team of great recruiters at The Concorde Group. Partner with a leading staffing agency in White Plains today!

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4 Ways to Onboard Temporary Talent

November 13th, 2015

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After weeks or even months of searching for the best candidate for your organization, you’ve decided to choose a temporary employee from Concorde Personnel. This is not surprising because of the high quality of the talent we work with. One of the ways you can get the most out of this arrangement is to offer the temp a positive impression from their very first day on the job. In this case, an onboarding process can work wonders.

Why is Onboarding Temporary Talent Important?

Several studies have led to the conclusion that while each new hire has a unique experience, this can go much better for both sides when there is an actual onboarding process in place. While onboarding temps may be somewhat different than a direct hire orientation, there are benefits of using this same method of welcoming the new hire to your business. Workplace research indicates that:

  • More than half of all new employees who have gone through onboarding program are likely to stick around. (Workforce)
  • Employees who decide to leave an organization do so within the first 6 months on the job 90 percent of the time. (Aberdeen Group)
  • Almost 70 percent of all employees who benefitted from an onboarding process stayed employed for at least 3 years or more. (BTS)

4 Elements of a Good Temp Talent Onboarding Process

Your temp employees can experience a structured onboarding process that quickly brings them up to speed, helps them to become more productive, and assists in retaining them for the length of their contract. Here are the four elements that belong in your temp talent onboarding process.

Communication

When you are brining temps onboard, be sure to communicate with your current staff of their arrival, and stress the importance of treating temps with respect. Communicate well to your new temps by providing a welcome letter, introducing them to your team, and giving them a good overview of the corporate culture and policies. Assign a great work area for your temps so they can connect with others.

Tasks

Provide temps with a written description of each assignment, along with a list of critical tasks and goals. Give them specific deadlines for getting things done and all the resources they need at their disposal.  Let temps know that you are there to support their success and that there is an open-door policy for answering any questions they may have. Remind temps of their progress through daily or weekly project meetings.

Incentives

Your temps will perform better when you provide them with rewarding tasks and incentives for a job well done. Create an incentive program for your temps, with short and long term goals to attain. Since many temps do not have access to regular employee benefits, offer them some unique temporary employee perks such as flexible work schedules, discounts at local vendors, wellness support on the job, and bonuses for reaching goals.

Feedback

Perhaps no other element is as important in an onboarding process as frequent feedback and guidance for temporary employees. Oftentimes, temps worry that they are not working hard enough or because they are limited in time they cannot meet your expectations. Communicate to your temps how important their work is to the success of your company and give them honest feedback often.

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Why it’s Important to Offer Educational Assistance to Employees

October 7th, 2014

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Want to encourage an attitude of life-long learning and advancement in your corporate environment? There are many benefits of offering educational assistance to your employees. From on-the-job training initiatives to tuition assistance programs, your organization can help to elevate both the knowledge and skills of employees in very little time. This can enable your company to launch new ideas, products and services, which translates to more revenues.

If you are looking for reasons to present a plan to offer educational assistance to employees at your next corporate meeting, here are the benefits of this effort.

Shortens Learning Curve with Faster Results

The most obvious benefit of providing educational support to employees is that it reduces the costs associated with learning curves with less experienced workers. In some jobs, this can be a significant savings from the traditional learn as you go approach typically seen with less progressive companies. Instead of taking months to learn a new job responsibility, a corporate sponsored educational program can reduce this by weeks, giving employees the ability to be more productive a lot sooner.

Improves Employee Retention and Encourages Loyalty

When a company offers educational assistance to employees, it can create an atmosphere where employees want to stay on board for a longer period of time to take advantage of this benefit. Having a tuition assistance program in place makes employees more accountable to the organization, and they can use their newfound skills immediately on the job. This improves employee retention and can encourage loyalty by employees who feel they owe their employer something.

Provides Up-To-Date Skills to Compete in a Changing Market

An unseen, but valuable benefit of employee educational assistance programs, is that it gives companies a better chance of competing in a changing industry. Keeping employees educated and providing them an opportunity to become credentialed in their chosen field creates an advantage over stagnant companies. Your employees will be more skilled and able to creatively think their way through any challenge in the market.

Want more tips on how to implement an educational assistance program for your employees?

Check with the career experts at Concorde Personnel today! We also welcome you to follow us on Facebook too! 

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How to Work With the Office’s Negative Nancy

August 27th, 2014

August 25th

There is always that one person in the office that brings everyone else down. A bad attitude, a horrible work ethic, or just  delighting in being a “pain”, these individuals can make a serious difference in the workplace productivity and atmosphere. If you are struggling with such a person, whether you are a co-worker, manager or the employer, it is up to you to take steps to minimize the risks of this one “Negative Nancy” destroying your office success.

Business Owners Stay Close

One of the biggest things busy business owners and managers need to do to impact company morale is just to be a part of it. Sometimes, the owner themselves is creating this negative scenario. In other cases, the owner is so busy he or she is unable to see the office politics playing out. By being aware of the morale present, you already are taking steps to improve the situation.

Know What Motivates People

Perhaps the person is talented enough that you want to keep them around. You may be unable to show the individual the door. In these situations, it is best to find a way to motivate them. To do this, you will need to figure out what motivates them and then to use that as an encouragement to improve their attitude and overall outlook. It is the job of management to know what motivates individuals to perform at their best and to make that possible.

Confront the Problem

Yes, management needs to confront the person that is zapping the morale of the office space and find out what exactly the problem is. Sometimes, all it takes is a long conversation about what is bothering this person to get them to be back on track. In other cases, they just need to be told that it is not working. Use it as a training tool or a step towards ushering the non-team player out of the company if things do not change.

One negative attitude can drop productivity in the office space quickly. That can cost you big time. To avoid this, be aware of what is happening in your office and take actions to improve the circumstances whenever possible.

Replace your Negative Nancy’s with skilled employees who have great attitudes by calling on Concorde Personnel today!

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Proper Employee Benefits for the Position You Are Filling

August 15th, 2014

June 16

Offering an appropriate employee benefits package is a necessity if you want to recruit the best of today’s talent and keep them in your organization over the long term. And it is important to realize that benefits packages can and should include more than just medical coverage. Use these tips to better configure the benefits you are prepared to offer.

Health Insurance

Employers have two options when selecting a health insurance provider – traditional and managed. Traditional health insurance plans typically come with higher premiums but offer a wider selection of doctors and hospitals. Managed plans, by contrast, have lower premiums, but also fewer choices. Keeping your employees happy obliges you to find a plan that offers the widest array of benefits at the lowest cost to your employees, but that is often cost prohibitive for the business. You will have to scrutinize your finances to determine how much you are able to pay, and what level of health insurance benefits you can realistically offer. You can keep your costs down by adding a “wellness component” to your benefits package that encourages fitness and preventative medicine.

Retirement

Even with rising levels of career mobility, appealing recruits will be looking for retirement benefits. Most companies these days choose of to offer a 401K rather than a traditional pension. You can make these plans more appealing by offering matching contributions to the employee’s 401K. It is common for businesses to make a 3% contribution when an employee contributes 6% of his paycheck to his retirement plan, so consider offering a higher matching contribution. Again, it’s important that you scrutinize your finances before settling on an specific number. It’s not worth it to compromise the financial stability of your company just for the sake of recruitment.

Specialty Benefits

Specialty benefits include things like disability insurance, life insurance, and dental and vision coverage. This is one of the areas where you can really differentiate your benefits package from the package being offered by competing companies. Even if employees never or rarely take advantage of these benefits, it is a sign that the employer is making strides to cover them against any possible contingency, which is important for morale and loyalty. Most experts agree that disability insurance should cover at least 60% of an employee’s salary and that life insurance should pay out at least $20,000. You can increase these numbers to help your recruiting efforts, just make sure you educate potential employees about the details. There is a lot of information flying around during the recruitment process, and it is easy to overlook the details of a specialty benefits package.

Learn more about employee benefits and effectively recruiting the very best talent out there by working with the experts at the Concorde Group.

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