When faced with an employee who is under-performing on some tasks while shining in others, managers have a tough decision to make. Is it time to let that person go? There’s another choice: Consider offering new training.
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Often a go-to for seasonal businesses or retailers who need extra help around the holidays, temporary workers could be a perfect solution during uncertain times. When a company needs extra hands to finish a project, fill a backlog of orders, prepare for a new product launch or to help meet a deadline, temporary workers are just the ticket: People who are available, eager to work, ready to join your team for a short time and then move on to the next job. Temporary work benefits the employees as it’s an avenue for income for a set length of time, plus it gives them new work experiences that can help point them in the direction of a new career (if they so choose). But there are plenty of advantages to managers and companies as well! Consider these benefits of hiring temporary workers:
If your team has not worked remotely before, it can be a big and unsettling change from the routine of working in an office environment. Suddenly there are more distractions and temptations within arm’s reach, to say nothing of pets or kids or noisy neighbors. As a manager, your team will look up to you and follow the direction and example you set. It’s possible to work successfully from home, after making some adjustments in expectations and priorities. Here’s how to establish realistic goals for success while working remotely:
Hiring can be a time-consuming and stressful process, one that managers and team leaders probably don’t have time to do while they’re trying to keep the office running smoothly.
This might sound like the set-up to a joke, but it’s not: What’s the difference between a boss and a leader? Much like squares and rectangles, bosses can be leaders, and leaders can be bosses, but they’re not always the same thing at the same time.
A company is only as successful as its employees. A good manager knows this and wants to do all he or she can to make sure their team feels appreciated and valued. The good news is, appreciating your employees doesn't necessarily mean having to shell out bags of cash in the process. Here are some ideas on how to thank your employees without wrecking the bottom line:
Hiring managers, HR reps, and team leaders know intuitively why it's essential to keep your best workers happy and under your roof. When a good worker goes somewhere else, it creates a bottleneck in production. It hurts efficiency, lowers morale, decreases institutional knowledge, and it brings on a period of reduced productivity until a new person is recruited, hired, trained, and ready to work. But when top talent is being contacted by other companies, or if someone's unhappy and starting to look around, what can be done to retain them? It doesn't necessarily mean cracking open the vault and offering a hefty raise (but that might be something to consider if the person is especially valuable or holds a set of rare skills). Here are some ways to keep your best workers on your team:
Feedback doesn't have to be a dirty or scary word. It's of the utmost importance that employers, managers, and team leaders know what's going on with their subordinates. It's crucial for productivity, morale, and retention. But why? Isn't feedback just another word for complaining? That might be the way it was in the past -- think of those old suggestion boxes that went overlooked and ignored -- but we're wiser now, more considerate and more interested in hearing from our workers.
As you're polishing up the resume in preparation for looking for a new job, you'll want to highlight all the impressive skills and experiences obtained during your career. Most ads will indicate the skills that are key to the job, and for HR and administrative positions, organizational skills will be at the very top of the heap. Keeping things on track, on schedule, and budget could not be more critical for an office, and the sharper your organizational skills, the more you're likely to stand out from the rest of the applicants.
But which skills are most important? And what, exactly, are organizational skills?
The longer a person is in business, and in a position to make personnel decisions, the greater the odds of making a bad hire. A person can look outstanding on paper, make a great first impression and feel like a perfect fit for your team, but after the first few days, it's more a round peg in a square hole situation than hand-in-glove. Bad hires can breed resentment, kill productivity, slow momentum, and foster anger among a team. And after the loss of an employee, hiring a new one that doesn't work out can be very frustrating. It's not the end of the world, though.