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Warehouse teams include employees that work in the warehouse performing inventory receiving and shipping processes, while also managing inventory on hand. A strong warehouse team should work collaboratively and efficiently. A strong warehouse team will also help control your costs.

Since the warehouse is such an active and important part of a business’s operations and success, it’s crucial you build a strong warehouse team. Follow these tips to be successful in your efforts.

  • Hire & Retain Good Employees

Be sure to create a job description that is honest in job requirements and consider the culture during the interview process. Once you find a qualified employee to hire, be sure to devote quality time to train them with all the information they need to know to be successful. It’s important that new and seasoned employees have proper orientation, are able to communicate openly with supervisors or HR, and they have adequate training for all their responsibilities.

  • Create Team Projects

To foster collaboration, intentionally create team projects. Jobs like loading, unloading, moving and organizing inventory are common jobs in the warehouse. These jobs can be enhanced when systems are designed to get the team to work together. When employees learn to rely on one another, it can help each worker be more committed to the job. Another way to bring the team together is to have informal group lunches, especially for reaching a success milestone, or when there is a new hire to welcome.

  • Assess Performance

Just like every job, it’s necessary you assess your workers’ performance on a regular basis. When performance standards start to slide, it can be very difficult to pick it back up. Communicate performance standards to your warehouse team and they will know how they are expected to perform to help the company achieve overall success.

  • Reward Success

While it’s crucial to share performance standards, it’s also important to acknowledge the successes of your warehouse team. This could be in the form of bonuses for teams that achieve efficiency in receiving and shipping processes or avoid errors in shipments. Rewarding the entire warehouse team for achieving goals or meeting standards will encourage workers to hold each other accountable and foster teamwork.

Find Star Workers for Your Warehouse

If you need help finding committed and qualified workers for your warehouse, contact MS-IL Staffing & Packaging.

No matter what business you’re in, it evolves over time. As companies must adapt to the ever-changing demands of their industries, so must leadership.

The evolution from the first cell phone to the newest model of your favorite cell phone brand did not happen overnight. Instead, slowly but surely, technology advanced, companies met the changing demands and you would never again want to purchase your first cell phone.

So, now it’s time to reflect in your position as a manager: Have you evolved since you first became a manager? Here is a list of skills that will help you become a strong leader and drive your company to success, even as the market or industry shifts.

3 Top Leadership Skills to Drive Success

  • Be professionally humble

As a manager, you may know exactly what you want your team to do, or how they want to behave and work throughout the day. The most effective way to help them along the path is to set the example on a daily basis. By demonstrating your own expectations, you are showing your team you respect them and you hold yourself to the same standards.

  • Think with a 360-degree mindset

Every strong leader has some idea about the changes to the industry and growing trends. It’s imperative you keep up-to-date on industry news so as you lead your team to success, you are leading them in the direction that will help you stay competitive in the marketplace.

  • Stay intellectually versatile

While it’s important to stay on top of business trends and stay focused on being the best leader for your team, you also need to balance your time with other interests. Stay involved with friends and family, consider participating in a sports league, and of course, look at what professional skills you could develop to enhance your career and reach your goals.

Find Strong Talent for Your Team

If you’re looking for more strong workers to bring your team success, contact MS-IL Staffing & Packaging for expert assistance.

Engaged employees are easily recognized by their positive energy and enthusiasm. These employees seem to benefit everyone who works alongside them. In fact, when employees are engaged and committed to their work, they can help their team succeed with remarkable results.

Thankfully, every manager has the chance to help each of their employees become focused and engaged, driving their team to success.

As a manager, you play a vital role in helping your employees stay focused and motivated to do their best work. It can seem like a daunting task, but it is important. Here are a few key ideas to engage your workers so they can perform their best.

  • Create a Schedule for Regular Updates

It’s important to stay in the loop with every project happening on your team. As the boss, you should create a schedule and method to receive regular updates from each worker. Each company and team is unique, so do what makes sense for you. You may ask for weekly email updates on projects, then a phone call or in-person meeting on a monthly basis for a more in-depth discussion.

  • Provide Your Employees With the Right Tools for Success

If you expect your team to stay engaged and motivated, you should do your best to give them the tools they need to achieve their goals. This could include training, access to information or even support from co-workers or supervisors. Get in touch with your employees to discuss any roadblocks and together, you can come up with ways to overcome these obstacles, so everyone can progress toward success.

  • Implement Incentive Programs

An easy way to motivate and engage your workers is to offer rewards or recognition for work done well. This is separate from wages and salary or your standard benefits package. From awards to gift cards to special PTO, the options for incentive programs are many. You can implement the kind of incentives that will motivate your employees and still make sense for your company. If you’re not sure what your employees would like as their rewards, just ask!

Don’t forget to regularly provide positive feedback to your employees. Instead of waiting for annual reviews or even monthly meetings, send a quick note of appreciation. This simple communication will make your workers feel valued and will keep them motivated.

  • Utilize Short- and Long-Term Goals to Create Purpose

Every worker wants to feel a part of something bigger than their daily to-do list. By discussing the long-term goals of the company or its vision with your team, you will keep them engaged and united toward that common, big-picture goal. This can be extremely motivating.

You will also want to set attainable short-term goals with each employee to help them stay focused. Not only will this clarify performance expectations, but as they work toward, and achieve, their short-term goals, they will be energized, ready to move on and tackle another short-term goal.

Be a Supportive Boss to Lead Your Team to Success

For more ways to be the best boss for your team contact MS-IL Staffing & Packaging.

Machine operators are vital for a variety of businesses and play a major role in keeping companies productive. They are responsible for setting up, controlling and maintaining machines. This position is prevalent in manufacturing, packaging, production, and filling industries.

With such an important role, you definitely need to make sure you hire an excellent, qualified and motivated candidate. Use this list of interview questions as a guide so you can hire the best machine operator for your company.

In addition to these questions, you will also want to consider specific questions that relate to the machines you use in your facility or any other training requirements.

Operational & Situational Questions

  • What are three things you must do before you start a production cycle?
  • As a machine operator, how would you work towards quality assurance?
  • Imagine two machines break down at the same time. Which one will you fix first?

Role-Specific Questions

  • How do you go through a quality check?
  • Do you prefer working individually or a part of a team? Why?
  • What is your experience with programming machines?

Behavioral Questions

  • Have you ever noticed a hazard in the workplace? If so, what did you do about it?
  • Describe a time when you disagreed with a co-worker. How did you resolve it?
  • Tell me one thing you did to improve quality during your last job.

Partner With Professionals to Find the Right Job Candidates

If you want regular help finding the candidates that will lead your company to success, contact MS-IL Staffing & Packaging.

As a manager, you probably have several meetings to attend on any given day. While this can get tiresome and make you want to trim down on the volume of your meetings, one that is very important to the success of your team is the one-on-one meeting with each of your employees.

One-on-one meetings with your team members are very beneficial and can be your greatest resource to propel each of your employees to success, which will help the entire company perform better as well.

3 Reasons to Have One-on-One Meetings with Your Employees

  • Create Routine

One-on-one meetings are the perfect time to discuss project objectives, progress, setbacks and answer questions. A formal setting to discuss these topics is much more beneficial than on-the-fly conversations or several emails that can get “lost in the shuffle.” By holding one-on-one meetings regularly, your employees will begin to organize their thoughts or questions ahead of time as well, which will increase the efficiency of the meeting and their engagement.

  • Build Relationships

Since each worker is different, as a manager, you should understand how your employees like to work, what motivates them, how they handle challenges, and how they like to communicate. It’s also a good time to briefly chat about their interests outside of work, like hobbies or family. Getting to know your employees on both a professional and a personal level will help you foster strong relationships and build trust.

  • Provide the Opportunity to Speak Privately

Regularly scheduled one-on-one meetings will help your employees feel comfortable if they have an important question come up regarding their work or even possible growth in the company. In fact, one-on-one meetings can help you determine whether or not an employee is satisfied with their position and avoid employee turnover.

Become a Better Manager for Your Employees

If you want to be the best you can be at your job and for your team, contact MS-IL Staffing & Packaging, and you can learn management strategies to take you to the next level.

The interview is the best time to get to know a job candidate. You will be able to find out if they are qualified for the position and also a good fit for your company culture. A job candidate knows there is a lot riding on the interview, so it can be a very stressful event. You should do your best to be welcoming and decrease some of the anxiety while remaining professional. This can help create a positive experience that benefits everyone.

3 Tips to Give Your Job Candidates a Positive Interview Experience

To provide a positive interview experience for job candidates, follow these three tips.

  • Know Who You Want for the Job

Before you even begin having interviews, you should make sure you know what qualifications the job candidates need to get the job done well. First, these requirements should be made clear in the job posting. During the interview, be sure to ask questions that will lead your candidate to discuss how they have the abilities and experience to fulfill the roles and responsibilities of the job.

  • Don’t Miss the Chance to Ask Purposeful Questions

Don’t be too casual in the job interview. This is an important time to determine whether or not the candidate is a good fit for your company and qualified for the job. Ask specific questions about the role and responsibilities, in addition to open ended questions. Not only will purposeful questions help you do your job well, but they will make the candidate feel valued. If the job candidate doesn’t feel like you care about them, they may not want to accept a job offer from you.

  • Answer All Questions With Sincerity

Most interview candidates will come prepared with a few questions. Some may be about salary and benefits, while other questions may pertain to company culture. Still, others might concern the company’s organizational chart. Do your best to take the questions seriously, respectfully, and give them the best answers you can. If you know a colleague could answer their question better, rely on them instead. The last thing you want to do is blow off a candidate’s questions, making them feel unwelcome.

Get Hiring & Interview Advice From the Pros

To learn more best practices for the interview process, contact MS-IL Staffing & Packaging.

A key responsibility for every manager is setting effective and attainable goals for their employees. This is very important to the success of both the employee, the team, and the company as a whole.

When managers set effective goals for their employees, there are a few key benefits:

  • Helps create short-term focus to go in line with the company’s strategy
  • Lays the foundation and guidelines to performance reviews and bonus programs
  • Fosters a deeper relationship with your employees

To get the most benefit from setting goals for your employees, follow these four suggestions.

Align With Company Objectives

Just like each department and every employee should be working in line with the company’s mission, the goals you set for your employees should be aligned with the overall company objectives as well. Not only should you create the goals to align in this way, you should communicate how it ties together. Employees want to feel a part of something greater than just themselves, and this will help your employees stay focused and motivated, even in difficult times.

Set SMART Goals

Avoid setting goals that tell an employee to “do better.” This example is vague and leads to missteps. Either the employee misunderstands the goal and works towards something different than what was intended, or they feel so confused they just don’t change their work behavior to move towards the vague goal.

Set goals that include these criteria:

S – Specific

Goals are clear and specific.

M – Measurable

Progress can be tracked, making it motivational and meaningful for the employee.

A – Achievable

Goals are attainable, but also push the employee a bit beyond their comfort zone.

R – Realistic

Be sure to set goals that are relevant to the employee’s job responsibilities or projects.

T – Time-based

It’s important to make deadlines for each goal.

Emphasize the Attainable

Setting attainable goals is key for success. Both the manager and employee should agree that their goals are attainable in order for greater success. One way to consider whether a goal is attainable is to look at previously set goals. If the same goal in question was not achieved with circumstances being the same, it should be revised to make it more attainable.

An attainable goal will also help motivated an employee to get to work. An unrealistic goal crushes motivation before they even begin, and it only decreases as progress stalls.

Reward Employees

Rewarding employees who meet or exceed their goals is not just a nice thing to do. First of all, rewarding your employees will build morale and keep them motivated. It also sends a message to other employees that you take their goals seriously and for some, realizing there are rewards involved might be the extra push they need to work harder towards their goals.

Be the Leader and Manager Your Employees Need

The professionals and MS-IL Staffing & Packaging can mentor and help you become an even better manager for your employees. Lead your team to greater success and contact us today.

At first thought, maybe the terms “boss” and “leader” seem like the same, but in reality, they are quite different. In the workforce, it’s much better to be a leader for your team, guiding them to success, than a boss who just gives orders without a greater purpose.

Follow These 4 Tips to Be a Great Leader

  • Be a Good Listener

A leader listens to all the members of their team to learn about conflicts, successes and everything in between. Where a boss may only ask for informaiton from a few trusted employees, a leader knows each employee can offer valuable perspective.

By listening to every team member, a leader will hear about issues before anything becomes too big and unmanageable. They will also be in a great position to positively impact worker performance and productivity.

  • Encourage Self-Awareness

It’s important that a leader understands their team members vary in how they will process information. While some people like to discuss ideas openly, others like to communicate them in a private meeting or email. If bad news is delivered, some workers might want a walk to process the information, while others might want to quickly chat with a friend.

Along the same lines, team events should appeal to both types of employees. Bigger gatherings with fun icebreakers are great, but make sure to have some quieter mellow team-building events as well, so everyone feels comfortable to connect.

  • Seek Collaborative Solutions

Unfortunately, a boss tends to think that they know it all. A leader, however, knows that’s not the case. A good leader will seek to collaborate with team members on a variety occasions, especially if they don’t know the right answer or solution to an issue.

  • Show Support

It’s important for a leader to be actively involved with their team. Workers can see their leaders support them if they are working alongside them, truly engaged.

In addition, while a traditional boss might pass along blame, a leader understands they are always held accountable because of their leadership role. This means a leader is ready and willing to share both the ups and downs of projects and tasks.

Be the Leader Your Team Needs

For more advice on how to become a better leader rather than a boss, contact MS-IL Staffing & Packaging to talk to workforce experts.

A slow hiring process has many implications, not just lost time onboarding a new hire and slower office productivity because of this gap. In fact, a hiring process that drags on has economic costs, creates negative candidate issues, damages your company’s brand, and results in bad decision making.

The Economic Costs of a Slow Hiring Process

  • Lower-quality hires

Did you know that a top candidate is only on the market for an average of ten days? The longer your hiring process takes, the lower quality of workers are still on the market. You will get to the point where you simply have to hire somebody and may have to make serious compromises in performance or skills with the talent that is still on the market.

  • Lower productivity

During your slow hiring process, your company is short-handed. Obviously, this will lead to a decrease in productivity which leads to lower revenue or sales.

  • Co-worker stress

As your employees work harder to cover the open positions, they are at risk for burnout, which can take a toll on them emotionally and physically; they may even end up injured or miss work because they get sick. Not only does this cause short-term productivity and morale issues, but your slow hiring process could actually end up being the reason why some of your employees look for other work at a different company.

  • Higher salary demands

If you have a long hiring process, you may end up having to pay more money for your hire. They may get other offers which they can use to increase their salary.

All these examples, and others not listed, contribute to decreasing the competitiveness of your company in the local industry. This can greatly affect other issues, long into the future.

Don’t Create Negative Candidate Issues

Job candidates want companies to be quick to make hiring decisions. Here are some examples of how you create negative candidate issues with a slow hiring process.

  • Candidates will apply elsewhere (and get hired)

This is straight-forward. If your hiring process takes too long, you run the risk of candidates applying to other jobs.

  • Low acceptance rates

When you do make an offer, you may find the candidate has been hired at another company or maybe lost their enthusiasm for your company. They may also think because a company is slow to make a hiring decision they are this way with the rest of their.

Your Company’s Brand is at Stake

The main problem for the company’s brand is a lower application rate because word will get around that your company has a slow hiring process. From negative comments on social media to low reviews on job sites like Glassdoor. These negative comments or reviews, and even word of mouth, will get around and can mean that even a great job posting might attract less qualified applicants because people just aren’t interested in your company anymore.

Avoid Poor Hiring Decisions

A slow hiring process can lead to frustration in the recruiting and hiring department, as well as other departments in the company. Here are some ways that it can lead to poor hiring decisions.

  • Less competition

With a slow hiring process, the pool of candidates diminishes and managers are left with fewer of candidates to truly find the perfect hire.

  • Settling on mediocre

A drawn-out process can lead to a lot of frustration throughout the hiring department and other managers in the company. Eventually, this can cause managers to just end the search and hire a mediocre candidate. This could lead to a bad hire which will start the whole hiring process over sooner than if they had made a good hire, faster.

Streamline Your Hiring Process

For advice or professional guidance on how to speed up your hiring process and improve your company, contact MS-IL Staffing & Packaging.

In the recent years, one growing problem for companies is the rise of employees missing work. Employees who are missing work are often not sick, and this makes the issue even more complicated.

While some companies have an absenteeism policy, most companies do not and these responsibilities tend to fall on the immediate supervisors. This logic is sound, except for when different supervisors implement their own policies, and in the end, workers are not treated equally.

The Importance of the Supervisor

Since the supervisor interacts with their workers on a daily basis, they are first to know if the employee is struggling with work or personal issues. Because either issue could affect their work attendance, the supervisor could help find a resolution quickly.

However, just because they are in the best position to implement an effective resolution does not mean they shouldn’t have any guidance or assistance. In fact, to ensure that a supervisor feels both confident and competent to handle absenteeism, the company should create a policy with the help of the supervisors. Allowing them to contribute will utilize their unique position for creating a realistic and helpful policy as well as giving them power to enforce the absenteeism policy and any disciplinary actions necessary.

What to Include in an Effective Absenteeism Policy

  • Counseling Interview

This is when the supervisor tries to understand why the employee is absent from work. Is it a work issue, family issue or health issue? From here, within bounds, the supervisor can help the worker come up with a plan to deal with the underlying issue while improving attendance and work performance.

  • Verbal Warning

If the employee’s attendance worsens over the next few months after the counseling interview, the supervisor will have another meeting to discuss the effects of poor attendance. Aside from a medical condition, the supervisor can give a verbal warning to the worker that if it doesn’t improve, their job is in jeopardy.

If there is a medical condition which is keeping the employee from coming to work, the supervisor must get HR involved. From here they will determine, with the expertise of a company doctor, whether or not the employee is fit for work.

  • Written Warning

This meeting will include representatives from HR and should review the absentee records of the employee and any previous meetings on the matter. The employee will be given the opportunity to discuss why they have missed work regularly, but if deemed necessary, they will be given a written warning that if they cannot improve their performance, their job is at risk. This warning will go into the employee’s file for a predetermined amount of time.

  • Temporary Suspension

Some companies see success with a temporary suspension if the employee continues to miss work. A temporary suspension is without pay for a short amount of time. From here, the employee can be invited back to work.

  • Termination

Most often, a company will go from the written warning to termination if the situation doesn’t improve. As with all terminations, human resource and company policies must be followed.

Find Dedicated Workers for Your Company

If you are looking to fill your open positions with workers who are hardworking and ready to make a positive difference in your company, contact the recruiting professionals at MS-IL Staffing & Packaging.

 

What’s one of the biggest fears of any hiring manager? Making a bad hire. But, is hiring an overqualified candidate a bad hire? This is often debated by human resources professionals everywhere.

This article won’t answer the question, but it will illustrate a few pros and cons of this debate, so you can decide what makes sense for your company.

The Pros of Hiring an Overqualified Candidate

  • Easier to Manage

A client with extensive experience will feel more comfortable taking initiative and adjusting to a new professional setting than a younger, less-experienced hire. With their experience, they will require less supervision and management over the details, but they’ll still be productive.

  • More Talent

An overqualified hire has plenty of knowledge and skill to add to their job and may raise the standards of their co-workers, too. They may even transform the overall role of the position for the better.

  • Higher ROI

Because the overqualified candidate brings more to the position than required, they immediately bring a return on your investment.

The Cons of Hiring an Overqualified Candidate

  • Unrealistic Expectations About the Job

Unfortunately, sometimes an overqualified candidate has lofty and unrealistic expectations about the position. Once they get to work, they might become bored or bitter if their expectations don’t become a reality.

  • High Turnover

One reason an overqualified candidate might take a job that is lower in rank or pay is because they need the money now, before they move on to bigger job. This reason, in addition to being bored because of unrealistic expectations, can be why an overqualified candidate is quick to leave. Employee turnover is costly to a company and since it happens quickly with overqualified candidates, it’s that much more disheartening and expensive.

  • Expensive

Aside from the expenses of training or even employee turnover, overqualified candidates can be more expensive to their perfectly qualified candidates because they demand more money.

Find the Right Candidate for Your Open Position

If you need help finding the perfect candidate for your open position, contact MS-IL Staffing & Packaging.

Many workers can fall into the vicious cycle of putting their job over their health. Staying up late, working during lunch, and never getting a break from the job can not only contribute to low employee morale, it can take a serious toll on your employee’s health. A good, responsible company should value the health of their employees. And an even better leadership team will take the steps to create an employee wellness program that encourages their employees to live a healthy, balanced life.

A Quick Look at the Benefits of an Employee Wellness Program

So, why should you implement an employee wellness program? Take a quick look at this extensive list:

  • More productive employees
  • Less office stress
  • Less office illness
  • Fewer office-related injuries
  • Happier, positive employees

What Should Your Employee Wellness Program Include?

What exactly is an employee wellness program? Below is a list of different categories for a successful employee wellness program.

  • Fitness Activities

While some companies have the perks of on-site gyms or fitness classes, that is not feasible for most. What is feasible, however, is reimbursement of gym memberships. Some employee wellness programs also invite employees to submit their Fitbit, or other fitness tracker data to create contests and incentives for employees’ activity levels.

  • General Health Benefits

To keep any colds or illnesses isolated, it’s important your employees know that it’s preferred they work from home or take a sick day if they are symptomatic of any illness. Some employee wellness programs offer flu shots during the winter. It’s also a great idea to stock healthy snacks and drinks in your office.

  • Mental Health & Stress Relief

Stress is inevitable at any job, but it can also be the silent killer of morale, productivity and overall health. It’s important to encourage your employees to take time for their personal lives so they don’t experience burnout or mental health distress. Some employee wellness programs include in-office massages by a licensed professional on an annual basis. Other programs require an employee to take a day off if they’ve accrued a certain amount of PTO.

  • Social Activities

Consider offering extracurricular activities for your employees to take part in, such as a book club or running club. Some employees may prefer to exercise alone, but others may be more motivated to get moving with a group.

  • Community Service

It’s important to give back to the community and after volunteering, many employees get a morale boost. Encourage your employees to give back to the community by organizing a volunteer day. Your employees can provide input on the charities and organizations they care about, so they feel even more connected to their community.

Follow These Steps to Create Your Employee Wellness Program

Now that you know what your employee wellness program can consist of, here’s how you can make it happen.

  • Set Goals

Be sure your employee wellness program benefits your employees as well as the company.

  • Form a Team to Create the Program

Not only can each member of the team take on some responsibility, it will also ensure the program is serving the company as well as the employees. It will be similar to providing checks and balances.

Plan the Program

Once you have your team, it’s time to get to work! You must create a budget, delegate research and create a clear program. Once your program is created and approved, you can do a formal presentation with the entire company. This announcement will help encourage participation and is a great time to answer any questions.

 

  • Get Feedback & Optimize Program

A successful program will evolve over time. Be open to feedback and changing health trends to keep your employee wellness program attractive and effective.

Looking for more ways to create a healthy company culture?

If you are interested in learning more about implementing your employee wellness programs or other ways to encourage positive company culture, contact MS-IL Staffing & Packaging.

After carefully selecting your new hire, another important part of your job is just beginning – onboarding and training. Properly training your employee makes a huge impact in how successful that new employee is at their job and can also affect your employee retention rate.

Follow These Four Tips to Train Your New Hire

With so much riding on how well you train your new hire, following the advice of experts is a great way to make sure you are setting up your new employee for long-term success.

  • Give an Office Tour

Take a few minutes as you welcome your new hire to show them around the office. This includes where different departments are located, the bathrooms, break areas, conference rooms and any other space that a seasoned employee already knows about. Making the new hire feel welcome can be as simple as helping them learn their way around the office.

  • Create Key Contacts Sheet

Make sure your new employee knows how to contact the people they will work with. You can make a contacts sheet with employees names, job titles, emails and phone numbers. If you have a full organizational chart, that would also be a great piece of information to help orient your new hire.

  • Check-In Periodically

Make yourself available for questions, concerns and conversation. In the first few weeks of training your new employee, be sure to actively check in and ask them questions so you can help them navigate their new role successfully.

Even after your new employee has been working for a few weeks or months, be sure to reach out and touch base. Employees will appreciate your willingness to make time for them in case they need anything. This simple act of making yourself available will keep your employees satisfied and can lead to better employee retention.

  • Provide Resources

In addition to a contact sheet of employees for your new hire, you also want to be sure you supply them with valuable company resources. Since this resource packet could get quite extensive, break it up so that your new hire doesn’t get overwhelmed. For example, you can give them basic company information along with health benefits, 401(k), and general employee information one day, then go over software and other technical information or databases on another day.

Are You Looking for Your Next Hire?

If you have open positions and need help finding the right candidate for your company, contact MS-IL to find the right fit.

As a manager, one of your jobs is keeping your team motivated, on task and ultimately, successful at their jobs. Obviously, you can’t be totally responsible for how successful an employee will be, but there are a few ways to help them be successful and motivated. One of those ways is through employee recognition and rewards.

The Importance of Employee Recognition & Rewards

Rewards and recognition shouldn’t be handed out for every little thing, but it is important to acknowledge when an employee plays a key role in client happiness or company success.

Recognizing your employees can boost morale and motivation, increase productivity and propel the company as a whole to be more successful.

3 Sure Ways to Reward Your Employees

Recognizing your employees for a job well done doesn’t have to be elaborate or expensive. Here are a few simple and effective ways to reward your employees and help them be even more successful.

  • Provide Flexible Hours

When your employees prove their abilities to stay focused and get their jobs done, it’s a good idea to start giving them more flexibility. Beyond abandoning the urge to micromanage, consider offering your well-performing employees flexible hours or office location. For example, a reward could be working from a remote location a few times a month, or even earning paid personal days.

Remote office days are a great way to show your employees you value their commitment and you trust they will continue to get their work accomplished. Your employees will truly appreciate this reward to work at their favorite coffeehouse, or even in the comfort of their living room.

Rewarding an employee with a paid personal day is another great way to show your appreciation. It won’t really cost the company anything extra.

  • Host Company Happy Hours

After a busy season or long project, reward your team or company with a company-hosted happy hour with refreshments, beverages, and a relaxed evening. Not only will your team enjoy the gesture and the reward, it’s a great way to build camaraderie and boost morale. When employees feel connected to each other, they will work better together on professional matters.

  • Acknowledge Employees in a Company-Wide Email

Another very simple, yet effective way to reward your employees is to send out an email to the company giving a shout-out for their hard work and success. This is so simple yet it goes a long way! Your employee will feel great, the team will feel a little morale boost, and it will help foster the ripple effect for success in your company.

Learn More Ways to Improve Your Management Style & Company Culture

If you are looking for more ways to improve your company culture, or to learn different management techniques, contact MS-IL Staffing & Packaging.

A cohesive team in the office means a more productive and successful company. Even though it’s a valuable piece of workforce management, many leaders struggle to foster teamwork within their company.

4 Ways You Can Foster Teamwork to Get Better Results

  • Hire the Right People

When it comes to creating a cohesive team, you must have the right people in your office. To hire the right people, you need to have specific job descriptions that will attract the missing members of your all-star dream team. As you are in the hiring process, be sure to assess your current team and each person’s strengths and weaknesses. It is completely OK to look for any skills your team is missing, so you can create a strong team that will help propel your company to success.

  • Identify Individual Strengths

Each member of your team has different strengths – you know that because you hired them! As a manager, it is your job to identify each employee’s strengths, and then play to them individually. Assemble your team and each person’s responsibilities to compliment their strengths. This will create an efficient and effective team that doesn’t break down.

  • Plan Goals & Create Timelines

A great way to foster teamwork is to create timelines for projects. Then, use the timeline to plan goals for each employee. This allows each member of your team to see how they fit within the big project and how their work helps to make the project successful.

  • Build Teamwork in Informal Settings, Too

To help build strong cohesion with your team, aim to get them out of the office or workplace setting together. This simple change can help everyone connect better and even open up when talking about work projects. Consider going out for lunch or happy hour, or even holding a meeting in an outdoor space. This change of scenery truly aids in building teamwork without cutting into anyone’s personal time.

Find the Right People for Your Team

If you are looking to build your team with star talent, contact MS-IL Staffing & Packaging for help during the entire hiring process.

Feeling overwhelmed by trying to hire star talent? There’s a reason hiring managers dream about an employee referral program that actually works. It would free up so much time during their days and ensure quality candidates actually apply.

So, how can you build such a program?

5 Tips for Building a Successful Employee Referral Program

  • Determine the Goal

The first step and piece of advice is to decide what the goal of your referral program will be. Believe it or not, the goal may not just be a broad, “get more referrals.” You may want to only get referrals for certain types of job openings. Another way to be specific with is to determine how much you want to increase referrals, such as 10 or 20 percent.

  • Create a User-Friendly Process

When you are ready to implement your employee referral program, follow the basic rule of keeping it simple. To be more specific, your program should require your current employee to do the least amount of work possible.

The more steps your employee has to complete in referring a job candidate, the less successful your program will be. Once your employee gives a referral and contact information, your hiring team should take it over from there.

  • Train Your Workforce

Once you’ve decided on how your employee referral program will work, and you’ve ironed out all the details, it’s time to present and train your workforce. Be sure to go over:

  • The practical information on how to use your program

If there is any software to use or you want specific steps to be completed during the referral process, you must train your employees on how to do this correctly.

  • What your company is looking for in referred candidates

During your training, you should communicate to your employees what qualities you are looking for in any referred candidate. Don’t assume your employees know what you’re looking for. Be specific so you will get quality referrals. Both you and your employees appreciate meaningful referrals because you both want the benefits!

  • What your employees can expect for referring candidates

This last piece of training is extremely important. Employees should be educated on what the next steps are after they refer a candidate. This way, they can communicate your process to their referrals, minimizing confusion and discouragement from candidates waiting for a response.

  • Keep Employees Engaged

If you want your employees to refer candidates, they need to know what positions are open! This could be as simple as sending out weekly or monthly emails updating your employees on open positions.

How to Find the Best Candidates for Your Open Positions

Are you looking to fill open positions at your company? Let the professionals at MS-IL Staffing & Packaging help fulfill your hiring needs. Contact them today.

Even though the reference section on a resume is quite small, reference checking is crucial to a successful hiring process. Candidates may seem amazing on paper, and even have social networking profiles to back it up, but reference checks are the only way to prove that what they say is, in fact, true.

Bad Hires Cost the Company Money

Remember, a bad hire can cost the company a lot of money. From having to face costs to post the job again, to the personnel time it takes to interview a new round of candidates, it’s a costly mistake. Often, hiring and human resources professionals can cut their chances of a bad hire by making thorough reference checks.

Why Is Reference Checking So Important for Your New Hire?

Reference checking is the one time in the interview process you have access to independent information on a candidate’s previous employment positions. You can also ask for experience directly related to the responsibilities of the job position. If you have specific scenarios the position requires, you can ask references if the job candidate has had experience similar to them. This is also a time to clarify any “gray” areas in employment history, if you weren’t satisfied with the answers during the regular interview.

What Should You Ask a Reference?

Be specific and ask concrete questions that can illustrate a candidate’s skills, qualities, and knowledge. You can determine whether or not the candidate’s skills match up with what your job position requires. You can also gain an understanding with the type of worker and personality qualities the candidate has, based on learning how they handled particular situations at their previous job. However, DO NOT ask hypothetical questions. They are not fair to the candidate you are considering. The only exception to this rule is asking if the reference would hire them again.

Take This Opportunity to Determine Whether or Not the References Are Real

Unfortunately, fake references are very real. A true reference should be a manager or supervisor, not just a co-worker or friend. Social media has helped determine whether or not references truly were managers, but if you can’t find the answer on a site like LinkedIn, calling the reference will usually cast away any doubt.

Recruit the Workers You Need

Are you in need of reliable and honest local employees? Let MS-IL Staffing & Packing help you find the workers you need by contacting us.

A forklift operator plays an important role in your company’s success and meeting the demands of the supply chain. A bad hire can not only cost your company money, but can cause delays in important processes that affect the overall bottom line.

How to Hire the Right Forklift Operator

To make sure you hire top talent, be sure to consider these areas during the hiring process.

Key Forklift Operator Skills

When you are glancing over resumes and applications, look for these skills:

  • Experience operating the particular machines used at your workplace, or a similar model
  • Proficiency in math, at least at an eighth grade level with the ability to calculate loads, bills of lading, and freight quotes.
  • Reliability, so your supply chain remains productive and contributes to the company’s overall success.

Training Considerations

Any good forklift operator is trained. In addition to some previous experience, it’s important you also train your forklift operators in-house. To comply with OSHA standards, and ensure a safe and productive warehouse, your training programs should include:

  • facility operations, including surfaces, types of loads and other important specifications;
  • traffic patterns in the warehouse, including machines and especially pedestrian;
  • operation of specific machinery and an understanding of mechanical issues; and
  • hands-on testing.

Looking for Local Top Talent?

If you need help finding the right forklift operator to move your company to greater success, contact MS-IL Staffing & Packaging.

Keeping your employees motivated and happy goes a long way to improve your employee retention. It can be a tiring job to be sure your employees stay motivated through the ups and downs of daily operations, but by following a few guidelines, you will be able to seamlessly motivate your employees, which can keep your top employees around for the long run.

Key Tips to Employee Motivation and Retention

Motivating your employees is not as difficult as it might seem. Your team wants to be lead with purpose and a bit of personal attention. By incorporating these strategies, you will be able to keep your employees motivated and increase employee retention.

Be Clear About Expectations

It’s so important managers and supervisors are clear about their expectations for their employees. People will more often leave a manager, rather than leave a job or company. One of the best ways to keep your employees is to be clear about expectations regarding growth opportunity, daily tasks, wages or compensation, and company goals. When workers know what’s expected of them, they have a greater sense of purpose which translates to overall worker happiness.

Allow Employees to Speak Their Minds

Another great way to achieve higher employee retention is to create an environment where employees feel comfortable speaking their minds. Workers want to be able to share ideas, feedback, or frustrations. When a company allows the proper avenues for open communication, it makes their employees feel significant and valued. Workers will be more motivated and less likely to leave a company when they feel they can speak their mind to their co-workers and supervisors.

Reward and Recognize Your Employees

Employees want to feel their work is appreciated. A company can motivate and retain their employees by recognizing effort and accomplishments, and rewarding those workers who meet or exceed job performance expectations. Sometimes, the reward or recognition can come in the obvious form of an increase in compensation. Other times, small gift cards, or lunch outings are appropriate.

Know Your Employees

While it’s not a good idea to become friends with your employees, it is motivating for employees to feel as though you are invested in them. Getting to know your employees’ hobbies or even some personal goals can help increase their motivation at the office, and also feel more connected to your company, increasing their likelihood to stay at the company for many years.

Create a Healthy Company Culture

There are many ways to create a healthy and positive company culture. This can also help increase your employee retention. For more information on how to enrich your office culture and retain happy employees, contact MS-IL Staffing & Packaging.

 

No good leader has dreams of becoming a micromanaging boss. However, sometimes even a good leader can slip into micromanaging tendencies.

Why You May Be Micromanaging

If it was an accidental spiral into micromanaging, it could be innocent. Here are a few reasons good leaders find themselves trapped in a micromanagement style.

  • Unconscious Insecurities

If you have underlying insecurities about your leadership adequacy, you may actually be doing damage by overthinking your responsibilities.

  • Bad Hires

Hiring unqualified, immature, inexperienced or unmotivated employees is a drain to everyone on the team, and it can also pull any good leader into the habit of hovering over their workers. This type of boss behavior often leads to micromanaging.

  • Striving for Perfection

No one is perfect. While it’s important to have clear expectations of your employees (and communicate them), it’s unreasonable to expect perfection. By striving for perfection, you will only become frustrated, unmotivated and burned out. These effects can turn you into a micromanager and will negatively impact your team as well.

So, are You Micromanaging? Here’s How to Tell

1) Measuring or monitoring too much.

The advances in technology and available data are amazing. It can help offices be more productive, cut costs, reach more customers, etc. However, tracking too much, just for the sake of tracking, leads to micromanaging and confusion. Instead, focus on what’s most important. Measure one or two things for each project or area of the company and only add to those if absolutely necessary.

Where measurement deals with data, monitoring is concerned with behavior. Another point of confusion is when a manager thinks they are mentoring an employee, but in reality, they are just constantly looking over their shoulder. Step back and give your employees the space to do their work.

2) Gathering too much consensus. When making a decision, it’s important to collect input from employees who will be affected by or involved in that decision. Too much discussion, however, can lead to confusion and things not getting done. To avoid this trap, set a deadline to make decisions. If input isn’t gathered by then, move on! 

3) Intervening too much. Don’t be a “helicopter boss.” Your employees are allowed to make mistakes – then they can learn from those mistakes! A manager who always jumps in doesn’t give their employees the opportunity to learn some valuable lessons and bounce back stronger, smarter and more experienced than before. 

4) Creating too many priorities. Many people, including managers, can fall into a trap of trying to achieve too many tasks or goals that aren’t related. If you set too many priorities that fall on the same level of importance, you only create confusion. Plus, employees become overworked without clear direction.

Looking for More Management Advice?

For more help on being a confident leader for your office, and ditching any trace of micromanaging, visit MS-IL Staffing & Packaging.