As the holiday season approaches, practicing gratitude and being thankful for what you have – family, friends, food, and more – takes center stage. One thing you may not think about being thankful for is your job, and yet, in the current economy and job market, there are many reasons to be thankful for your current role. Let’s take a moment to reflect on some of the reasons you should be thankful for your current job.
According to a recent Gallup survey, 72% of those polled were completely satisfied with their work colleagues and wouldn’t change a thing about them. The emotional weight of the pandemic and the isolation of lockdown has given us a newfound appreciation for coworkers. Whether they sit across from you in a cubicle or across the miles in the windows of a Zoom meeting room, our coworkers and team leaders offer support, encouragement, fulfillment, and friendship.
Speaking of team leaders, having an understanding boss is definitely something to be thankful for. Great bosses provide guidance, leadership, and mentorship. They encourage you to reach for the top through growth and progress. Research shows that team leaders have the most significant impact on company culture as a whole, especially managers. So, if you haven’t thanked your boss for setting high standards and maintaining them themselves, give them some gratitude this holiday season.
Positive Workplace Culture
Whether it’s giving you the flexibility to continue working from home or making the office space more welcoming and inclusive for newcomers and veteran employees, if your workplace culture is positive, be thankful. While some companies have bounced back from the pandemic with regimented structure and unrealistic expectations, others have maintained the flexibility and sense of trust established during that time of upheaval, and their employees have benefited. The companies have benefited, too, since well-rested, stress-free, happy employees are more creative, productive, and likely to stay with the company for years to come.
Meaningful employment has become more important to workers, making the company’s mission and moral compass more influential than ever. If you work for a company that you believe in, that gives you a sense that you’re bettering this world with every day’s work, be grateful for the amazing opportunity to work there.
Stability & Security
In uncertain times like these, nothing is worse than the feeling that your company could leave you in the lurch. A supportive office environment, thorough feedback, clear communication with managers and peers, and considerate health and wellness updates are all things that companies are doing to improve stability and security for their employees. If you’re an employee in this kind of positive workplace, that’s assuredly something to be thankful for.
If you’re still not feeling very thankful for your current role, start your search for a new job with Beacon Staffing!
Take the time this holiday season and reflect on your job and all you have to be thankful for. It’s healthy and productive, and it feels great.
The state of today’s workforce is changing rapidly. In the past, many employers have based their hiring decisions on competence and a veritable laundry list of skills and educational achievements in their quest to find the “perfect candidate.”
There are no perfect candidates, though, and as companies struggle to recruit the candidates they need, being a “good fit” has become more critical. Managers are now asking themselves, “Which is more important: experience or potential?”
Let’s look at some of the benefits of hiring candidates for their potential rather than their experience and education.
Benefits of Hiring for Potential vs. Experience
If a candidate applies for your advertised job opening and doesn’t have the three years of experience you require, you may write them off before even looking at their resume. They may have checked every other box, though, and would be an excellent fit for your company.
Hiring for potential means being open to considering more than years of service as a measurement of what the candidate has to offer.
Sometimes hiring for experience doesn’t equal successful levels of performance. While they may have years of experience, those years may be without any significant results or growth. Knowledge is excellent, but passion is essential, too.
One of the significant benefits of hiring someone with more potential than experience is that they bring a fresh perspective to the table. Candidates with less experience are more likely to ask questions and challenge the status quo, both of which are necessary to stimulate higher levels of passion, motivation, and curiosity. When you’re hiring someone new, you want a candidate that is willing and able to learn new skills that will push your company to grow and provide better service and value to your customers.
Soft Skills and Attitude
The hard skills necessary to perform a job can be easily taught to anyone. Attitude, however, and the personality traits and coping abilities that are known collectively as “soft skills” cannot be so easily learned. If an employee’s personality doesn’t mesh well with the workplace culture of the current team, it can have a costly effect on the whole staff.
If you’re still looking to hire, get in touch with our team at Beacon Staffing today!
Every job seeker has their own set of quirks and perks. Opening your job search to include candidates with more potential than experience improves your chance of finding the elusive “perfect candidate” and enriching your company with fresh perspectives, bold ideas, and renewed enthusiasm for your company’s culture and goals.
The average worker will change jobs a dozen times before retirement. Some changes will lead to bigger paychecks, better benefits, or career growth. Not all of these job changes will be positive, however. Before making a major change in your career path, the key is to ensure you’re doing it for the right reasons. Sometimes, making a career change is the wrong move. Here are five signs that it may not be a good time to make a career change.
1. You Are Overstressed
Change is constant, and sometimes in life, everything seems to change at once. When your personal and professional life is busy and stressful, it may not be a good time to change jobs. While it’s natural to want more stability and security in a stress-filled life, moving from your current job to a new position could cause more upheaval rather than ease it.
2. Your Judgement is Clouded
Your perception may be driving you toward a career change. Whether you’re experiencing personal or professional upheaval, you may be tempted to change things. While that might be the right thing to do, it’s better to make those choices when you are in a more stable, rested, and healthy state of mind and being.
3. You’re Having a Bad Day (or Week, or Month)
Even the best jobs come with bad times. Complex projects, extra hours, and conflicts with co-workers can all take a toll, but these issues are all temporary. Even bad relationships with managers or supervisors won’t last forever.
4. You’re Focused on Money
If your only motivation for changing jobs is pursuing a higher salary, you may want to rethink that move. There’s nothing wrong with wanting to make more money, but it should not be the only reason. You may leave a job you like in pursuit of more money and find yourself in a position that is a bad fit. What’s worse, that higher paycheck may not be so high after taxes are taken out. You may also find that higher pay in the new job means worse employee benefits.
5. You’re Afraid You’re Missing Out
If you are discontented with your job after seeing how happy other people seem in theirs on social media, don’t quit! It is too easy to compare how you feel in your career to how others seem to feel in theirs. Online content is carefully curated, emphasizing the positives and superlatives of people’s careers, not the moments of doubt and failure they have.
Need a change in jobs? Beacon has got you covered. Check out our career portal today!
As more Gen Z workers enter a workforce increasingly dominated by Millennials, it’s essential to understand how workers from both generations view work and approach tasks. Each group has been shaped by the innovations and challenges they grew up with.
In this blog, we’ll look at some of the defining characteristics of Gen Z and Millennials in the workplace, how they differ, and how their unique traits and experiences enhance the workplace.
What is Gen Z?
Gen Z, or Generation Z, is a demographic term for anyone born between 1997 and 2015. This generation grew up with technology and has never experienced a world without the internet, social media, or smartphones. Highly independent, Gen Z is generally aware of economic, environmental, political, and social issues and integrates activism into their daily lives.
Millennials were born between 1981 and 1996, with the oldest millennials in their 40s. This was the first generation to use the internet, have mobile devices, and face the economic hardships of student loan debt and a global recession. Millennials watched the development of many new technologies and watched them become obsolete.
Gen Z and Millennials in the Workplace
Gen Z and Millennials share main characteristics in common, but their differences are noteworthy and can significantly affect how they work together. Understanding these differences as a manager can help you improve your whole team’s ability to collaborate and perform.
Millennials grew up with the pressure to go to college. At the same time, Gen Z pursues knowledge and skills through less traditional methods such as online tutorials, online classes, and real-world experience.
While both groups are comfortable with technology as a part of daily life and work, Gen Z was raised in it. Millennials are eager to learn and adapt to new technology while still retaining the capability to work at high levels without it. Gen Z workers are “digital natives” and find it more difficult to “unplug” when needed.
Millennials grew up understanding that some forms of personal expression, including piercings, tattoos, clothing, and hair color, could prevent them from landing a job. Gen Z, on the other hand, is more likely to value expression over advancement and gravitates toward company cultures that are more casual and open.
Workers within Gen Z have a shorter attention span than millennials. While younger millennials grew up with the same technology as Gen Z, it was less pervasive. Gen Z is used to a bombardment of information, so processing a great deal at once is their strength, while focusing on a single subject is more difficult.
Though these differences, and others, exist between Gen Z and Millennial workers, they create a strong dynamic of experience and innovation in the workplace that improves the mindset and productivity of the entire work team.
Looking for top talent? Contact Beacon Staffing.
We are a staffing agency in Maryland that places qualified candidates with the region’s top employers. Our recruiters in Aberdeen and Baltimore provide exceptional staffing services in the light industrial and administrative industries. Get in touch with our team to learn more about our hiring solutions in Maryland.
Sometimes things happen at work that disrupts the environment and requires management to think fast and act. This doesn’t mean that employees should fix these disruptions. There are things, accidental and otherwise, that management shouldn’t ask employees to do.
Though some “asks” are obviously a no-no, others may not be so clear. Here are four.
Anything You Wouldn’t Do
One of the best guidelines for managers is simply this: Never ask your employees to do something you wouldn’t do. If the duty is part of their job description, fine, but generally speaking, if you aren’t willing to do it, don’t assign it to an employee. Always take the first turn and set the example.
Anything Illegal or Unethical
This should go without saying. Examples of illegal or unethical things that employees should never be asked to do include:
- Falsifying documents
- Lying to customers
- Stealing money from customers or the company
- Stealing information from employees, customers, the company, or other companies
- Harassing coworkers
- Pressuring employees to disclose personal information about themselves or others
Do not pressure your employees to participate in charitable donations or donate their time. Requiring an employee to donate money to any charity is docking their salary. Since you have no idea what their work/ home situation is, requiring them to donate their time to a charity may not be possible either. Offer the option and do not force employees to participate.
Never throw employees under the bus when things go wrong, even if they make a mistake. You are responsible for your department and its employees, good and bad. Even if you did not expressly authorize or request it, take responsibility for it.
Anything Dangerous or Harmful
Don’t ask your employees to do anything that may cause them to risk life and limb or harm them professionally. That includes performing duties outside their job description that could result in harm or death, as well as dealing with an abusive customer or working in a physically or mentally toxic or harmful environment.
Anything That Violates the Employment Package Agreed To
When you hired your employee, you agreed to the job’s parameters, the salary/ benefits package they would receive in compensation, and the terms of work (hours, vacation, PTO, sick days, etc.). Forcing an employee to work outside those parameters, to cancel vacation time, or to work when sick violates that employment package and should never happen.
Management comes with a great deal of responsibility, including looking out for the welfare of your employees. Even when messes happen and the workplace environment goes off the rails, taking care of your employees and never asking them to do anything you wouldn’t do first is essential.
Are you looking to diversify your company with new employees? Contact us today, and we will be happy to help!
Maintaining a healthy work/ life balance is an integral part of your company culture, especially for working parents. Often, working parents feel obligated to choose work over their children and home life because the atmosphere at work is not supportive enough.
When management chooses to support and care for working parents, it positively affects employees, their partners, children, and other family members. Creating a healthy, nurturing environment for working parents in your company isn’t difficult. Beacon Staffing, a reputable staffing firm in Maryland, shares some ways to support and encourage your employees to deliver their best at work in ways that work for them.
Parental Leave for New Parents
The benefits of paid parental leave for employees have been thoroughly researched. When new moms and dads can take 3-4 months off after a new baby, adopted child or foster child arrives, it improves the physical and mental well-being of the entire family. Paid parental leave also lowers stress and pressure for the family regarding their job and financial security during this time.
Paid parental leave is also advantageous for your business. According to the Bureau of Labor Statistics, up to 5 million workers could be added to the U.S. economy if women were provided better incentives to stay in the workforce. That goes for men, too; fathers indicate that the flexibility and financial security of paid parental leave are a stronger incentive to keep than an increased salary.
Family-Friendly Company Culture
Create a company culture that celebrates working parents and gives them the opportunity to care for their families and a sense of belonging with coworkers. This can be accomplished in many ways:
- Flexible time off, including mental and physical health days
- Allow parents to bring kids to work
- Encourage employees to personalize their workspaces with family photos, drawings, and mementos
- Designate a private area for breastfeeding moms
Focus on Results
Many working parents are stressed and frustrated as they struggle to make meetings and deliver work on a schedule that doesn’t factor in children and home life. One of the most beneficial things you can do as a manager is to ensure that your working parents focus on results more than structure and schedules. Increased flexibility and empathy for working parents, coupled with the practical tools and resources to help them complete their work to the highest level, is truly the best support you can provide.
Our perspectives shift when we become parents or caregivers. As a manager, it can be helpful to think of your employees as your family and take steps to understand and encourage them, providing the support they need to deliver their best performance at work and home.
Partner with Us for Staffing Services in Maryland
Beacon Staffing is a temporary staffing firm in Maryland that provides expert recruiting services for the administrative and light industrial sectors. Our recruiters in Aberdeen and Baltimore will source qualified candidates that meet your needs on a temporary, temp-to-hire, or direct hire basis. For more information about our Maryland staffing services, connect with us today.
Ready to expand your employee roster? Contact Beacon Staffing!
Collaboration software, email, and instant messaging have made communication within the workplace fast and efficient. It has also increased the number of distractions and obstacles to getting work done. According to a Workfront survey, workers are interrupted by notifications and other digital distractions an average of 14 times per day! In addition, workers are repeatedly checking their devices and programs, with the majority checking their communication tools every 6-8 minutes.
Most work requires a degree of deep focus and thought, so the constant demands for a response from communication tools and the distraction of email and messages at your fingertips have a negative effect on productivity in the short and long term.
How Digital Distractions Affect Employees
Losing focus may not seem serious but when you understand how the brain works, the problem is clear. When your brain is at work and interruption occurs, it can take a minimum of 20 minutes to regain focus and resume the previous thought process. That’s with just one interruption. When you add in the multiple distractions of notifications, calls, and pauses to check messages and emails, it adds up and has a major effect on productivity.
The sharp decrease in focus and productivity affects your employees’ individual well-being, too. The frustration of not completing tasks or completing them incorrectly leads to increased stress, anxiety, fatigue, and a general state of low morale.
Defeating Distractions: Top Tips
There is no simple solution to defeating digital distractions, but you can take back control with small steps. Here are three top tips to make a big difference in your workplace focus.
1. Use Automation Tools
Many email systems allow you to set up “email triage.” This sorts emails into different boxes so that priority messages are seen first, and other emails can be dealt with at a later time, improving the efficiency of email time, decreasing stress, and increasing productivity.
It is also important for managers to model the behavior they want from employees. Limit emails to business hours only and encourage employees to model their email strategies after your own.
2. Make Use of the Mute
Notifications of messages, emails, and phone calls constantly pull your focus away, increasing stress and anxiety as you struggle to focus on work. Turn off notifications during work hours and check messages and emails at designated break times instead. You can also establish a set notification for others on your message apps and phone to let them know you are focused on work and when they can reach you.
3. Unplug (Almost) Everywhere
If the temptation to check messages is too much, consider logging out of any nonessential websites or apps, or even deleting them from your device. Simply logging out of social media apps or email can be enough to keep you focused on the job at hand.
Escaping digital distractions at work may seem impossible, but with earnest effort and the tips above in mind, you can improve your focus and productivity easily.
Looking to switch positions? Contact Beacon Staffing today!
In today’s job market, showcasing your company culture is more essential than ever for attracting and securing top-notch talent. Job candidates want to know about your company culture before they even apply. In fact, according to a Glassdoor study, over 75% of respondents polled consider a company’s culture before applying for a job, with more than half saying that company culture is more important than job salary.
When it comes to showcasing your company culture, actions really do speak louder than words. Your company’s values are more than words on a website; they need to be seen and felt by candidates, too. Since company cultures vary from business to business, let’s look at some fresh ways that you can prove your company culture to prospective candidates and define the nature of your company so they can adapt more easily.
#1 Choose the Right Words
The first encounter prospective job candidates have with your workplace culture is in the job description, so choosing the right words is essential. Words like “flexible,” “rewarding,” and “supportive” are all words that candidates look for when researching a company. There are also specific words that apply to different industries; a candidate pursuing temp or full-time work in a warehouse or industrial setting will be looking for words like “innovation,” “collaboration,” and “safety.”
#2 Shine a Spotlight on Employees
Spotlighting employees for their work and accomplishments through your website and social media is a great way to promote your company culture to prospective candidates and boost morale among your current employees. Feature an interview with an employee that includes:
- Who they are within the company
- What they do within the company
- How they improve the company and contribute to its successful culture
Allow your employee to be themselves, share unique perspectives and passion projects, and avoid scripted questions as much as possible.
#3 Go Behind-The-Scenes
Candidates love getting insight into the daily world of your company. Behind the scenes looks at teams or individuals within your company provide a window into your company’s culture and present an authentic view of how your values are implemented on a day-to-day basis.
#4 Incorporate Values Training
One of the most effective ways to communicate your company culture and values to employees and new candidates is through formal training and orientation. This ensures that new candidates understand the values and policies of your company from the beginning and that all employees are on the same page when it comes to what your employer brand stands for.
#5 Promote Career Development
Whether it is the potential for a transition from temp to a full-time employee or the chance to continue and expand their education, candidates want to know if a future with your company is possible.
Is your company culture on point and you’re in need of more candidates? Get in touch with Beacon Staffing today!
Inclusivity is more than just a popular buzzword; it is a call to action for every workplace to provide equal access to resources and opportunities for all employees. Inclusion is often coupled with diversity, but the two are quite different. While diversity is more about the members of a team, inclusion is about how those unique team members come together and how their talents and strengths are utilized and realized within the workforce.
So, how can your workplace become a more inclusive environment? In this post, we’ll discuss four basic steps you can take to improve your inclusion score and make your workplace a more accepting, supportive place for everyone.
Set Your Intentions
As a leader of your business, you know that positive change within your workplace begins with you. Inclusivity is not about quotas or forced diversity. Instead, it focuses on nourishing the company by hiring a diverse range of capable, present, and prepared workers to fulfill the roles they are hired for.
Ensure Everyone Feels Safe and Protected
There are laws in place that protect workers and employers but ensuring that everyone in the workplace feels safe to speak their mind and go about their tasks is also an element of inclusivity. When employees feel that their rights and beliefs are respected and protected, they are more likely to remain with the company, improving retention rates.
From including a quiet space for meditation or prayer to allowing flexibility with the workplace dress code, there are many ways to extend comfort and acceptance to everyone in the work environment.
Improve Meeting Inclusivity
Whether your workplace is on-site, remote, or hybrid, bringing workers together for meetings is essential. Virtual and hybrid meetings have become the norm, and it is vital to consider inclusion when conducting them.
Team members may be located in different time zones and may be balancing home and schooling, so consider time and location when scheduling meetings. Also, take the time to get to know your workers and include them in meetings in ways that make them comfortable and allow them to shine.
Ensure Everyone Feels Seen and Heard
There is nothing more disheartening than feeling ignored or overlooked in the workplace. When you produce an environment where people feel comfortable speaking up and expressing themselves, set an example for your employees by actively listening. Amplify others who may be more introverted or soft-spoken. Give others the space and time to process and convey their ideas. By working to understand everyone’s style of working, we can be better peers to them and create a more inclusive environment for all.
Are you looking to diversify and grow your workforce? Get in touch with Beacon Staffing today!
Work stress is not unusual and can even be positive when handled proactively. When work periods are intense, there is always a risk of burnout. This risk increases when your stress levels reach their peak.
The best way to support your team through stressful times is to take care of yourself and learn to recognize the signs of impending burnout.
Signs of Workplace Burnout
Burnout, as opposed to regular stress, has very intense symptoms, such as:
- Inattentive to food/ undernourished
- Difficulty focusing
- Disconnected from relationship
When you’re not getting enough rest, proper nourishment, and emotional support, it takes a severe toll on your health. And it isn’t just you who suffers from burnout. The people around you, at home and work, pick up on your stress and feel it, too.
The best way to help your team handle stress is to manage your own. Begin by taking care of your mental and physical health. Pay attention to your diet, get regular exercise and fresh air, and ensure you rest and sleep enough. Meditation and other tension-management techniques are also essential, and it’s a great idea to share those methods for coping with stress with your team.
Tackling stress as a team, working together to combat stress, and helping each other succeed in reducing stress levels are effective. Group meditation, yoga, and discussion are potential ways to counteract burnout as a group. Remember not to force team members into it; make sure these group “therapies” are options, not obligations.
The surest way to conquer stress and overcome burnout is to recognize why it is happening. Burnout usually results from working through job-related stress, anxiety, and exhaustion. We push ourselves to get through, but that momentum becomes toxic when we don’t handle the issues at heart—revisiting the shared values and connections that bring your team together can boost work positivity and considerably decrease stress levels.
Remember to be compassionate with yourself and with your team. Burnout often feels like a personal failure, but it is far from it. Stress is natural, and the pressure to be perfect in an imperfect world inevitably leads to strain and burnout. Be honest and recognize that everyone is doing the best they can. Be patient and communicate to the team, “We’re all in this together.”
Supporting your team through stressful periods and preventing the trauma of team burnout begin with you. Taking proactive steps to reduce stress in the workplace, foster positive connections within the team, and provide outlets for handling stress daily helps prevent burnout and improve the health and well-being of your entire team, including yourself.