The Challenge of Motivating the Workforce
Motivating employees to go above and beyond is always a challenge for employers. Sometimes extra money incentives might not be enough even when employees are given bonuses. Besides money, some companies conduct personal retreats and provide their employees other social incentives such as extra days off or work-from-home opportunities in order to uplift and motivate their workforce. “Instilling motivation is a challenge for many business owners. This quality is in a quite short supply in the corporate world, which is a shame considering the benefits all players can reap. Workers who are motivated and satisfied pull their weight and do not hesitate to work their fingers to the bone if need be. “This leads to improved productivity across the board, something that impacts the entire company. Also, businesses that inspire motivation are able to attract more talent and achieve much better retention rates.” – Ricardo Michelangeli, RMG Staffing. But quite honestly, it takes a collective of ideas and solutions to push employees above and beyond. Here are five ways employers can motivate their employees to go the distance. Connect Make sure employees understand each other. Employees don’t follow leaders who they don’t really know or understand. Your team needs to see you as a real person who’s not perfect but who has a real vision for the company. One of the best ways to help people get to know you is by story telling and connecting on a personal level. Financial incentives Employees are employees because they work for money, and additional income will certainly urge them to go that extra mile. Honor and create a professional persona If you create a loyal company culture, you will get loyal employees. No matter what their positions are, or how well they perform at their jobs, all employees want to be respected and valued for their time and contributions. Positive reinforcement Feedback, given to employees and those given to employers by employees is extremely important. Don’t sweat the small stuff Employees do mistakes but eventually they get the job done. Addressing employees’ small mistakes but not punishing them for it, brings about positive output from the employee. Looking for a Staffing Agency in Miami? RMG Staffing can help you! Reach out to us here or call us at 305.890.1562. We love working with our clients, and we’ll love working with you, too.
How Not to Cut Corners: 10 Questions that Improves Human Resource IQ
Oops! is a common word one sometimes use to describe a mistake he or she accidentally did. But when it comes to the hiring process employers go through in interviewing prospective employees or the undertaking staffing agencies partake in when it comes matching the right personnel with the right job, if done incorrectly, a mistake will probably be more than an oops, more like a catastrophe. Worst case scenario is when lawyers have to get involved. If you are in the business of keeping people in business then human resource IQ is something you should definitely ascertain. Looking for a Staffing Agency in Miami? Reach out to us here or call us at 305.890.1562. We love working with our clients, and we’ll love working with you, too. 10 Questions that Improves Human Resource IQ Finding and acquiring skilled candidates for organizational needs, while meeting all labor requirements is a strong and ethical guideline to follow, Teresa Walker, HR Coordinator at RMG Staffing says in reference to elevating one’s human resource IQ. LinkedIn marketing executive Lydia Abbot told Business Insider, “To be a great recruiter [of talent] today, you have to be part artist and part scientist.” It’s an intricate and meticulous process, that is why the staffing industry is a billion dollar industry. Companies pay third parties top dollar to make sure they are equipped with the best personnel to help push profits towards soaring heights. Rather you have an in-house human resource department, you’re a recruiter or a staffing agency, here are ten top topics you should address when it comes to matching the right person with the right job. Constantly Improve Your Screening Process An average job posting tends to get hundreds of responses. If you address requirements and qualifications clearly, then you will be able to limit a number of unqualified applicants. Also, updating the screening process on a consistent basis helps tremendously. Ask the Right Questions The resume is the first insight into a candidate’s work experience. The second and sometimes the best insight may come from asking the right questions. These questions are based on what you see and don’t see on the resume. Also, it’s always good to ask the candidate what he or she would do in certain scenarios. Know what Questions that are ‘illegal’ to ask What country are you from? Where were you born? What is your native language? Which religious holidays do you observe? What religion do you practice? Do you have or plan to have children? How many children do you have? Do you have childcare arrangements in place if we need you to work out of hours? We’ve always had a woman/man in this role. How do you think you will handle it? How far would your commute be? Do you belong to any clubs or organizations? How tall are you? How much do you weigh? Use Google to Verify Resumes Sometimes candidates may stretch the truth in their resumes. Doing proper Internet research helps screen out inconsistencies. Check References Most employees don’t usually check references until the final stage of hiring a candidate, checking references should be amongst the first steps taken. Gather Feedback Asking the candidate if he or she have any questions is always great in improving your process. Stay in Touch with Candidates You Don’t Hire Sometimes a candidate who didn’t match for one job might one day be the best candidate for a future position so keeping in touch with the people you interview is beneficial to both parties. Looking for a team to staff your next event? Reach out to us here or call us at 305.890.1562. We love working with our clients, and we’ll love working with you, too.
The Secrets to Great Staff Coordination
Every business fills a void in the marketplace, and here at RMG Staffing, we like to think the void we fill is helping some of the Magic City’s most beautiful events go off without a hitch. But it’s not just one or two people that get the job done – the real magic comes when we put together an incredible team of talented individuals who, when combined, have all the skills your company needs to bring an event together. Trying to coordinate a team of staff members? Follow our lead and consider the points below. We’ve used them ourselves, so trust us: with this advice, a winning staff is pretty much guaranteed. Let your employees guide you. Whatever staff you hire needs to have a certain set of basic skills, yes; but it’s also in the best interest of all involved to hire employees that are passionate. And when you hire them, apply their skills to an area of the job they’re actually passionate about. For example, if you know a team member loves to organize, put him or her in charge of inventory. If they love to interact with people, make them a bartender or a VIP server. By letting your team members do what they’re actually passionate about, you’ll have both a happy staff and a job well done. Really… it’s not all about skills. That said, hiring someone isn’t always about skill. To be frank, skills you can teach, but smarts you cannot. Instead of looking at what they’ve done, look at what potential employees can do – hire people who are intelligent, competitive and who will learn quickly on the job. Most importantly, as a general rule, try and find staff members who think outside the box. Why? Especially in the hospitality world, you never know what problems will arise, and your staff needs to be able to handle whatever is thrown their way. Hire employees capable of making their own decisions. Thanks to corporate hierarchy, many times, decisions are made at the top by people who have very little hands-on experience in the arena they are making a decision about. Despite the chain of command, decisions shouldn’t always be made by management. If you’ve done what you’re supposed to and you’ve hired a talented team, trust that team to make decisions that apply to their own groups and daily roles. This will not only give your staff a sense of ownership, but it will fast-track current employees into future managers. And if a problem arises, have faith in them. In the hospitality industry, problems will always come up – always. In fact, they’re inevitable, and there’s no telling what those problems will be. Regardless of what it is, however, don’t get involved unless you absolutely need to. If someone is unhappy with his or her meal, trust that your server will handle it appropriately. If a guest needs something, trust that your team members will get it to them quickly and easily. It’s important to remember that we’re all human, so sometimes, complaints will happen for no reason. When it comes to solving problems, especially menial problems, there’s nobody better (or at least there shouldn’t be anyone better) than your own team to come up with the best answer.
Is Your Workforce Growing? Here’s How to Avoid Culture Shock.
Leading your company through a massive growth phase is simultaneously exciting and terrifying. It’s beyond thrilling to see all your hard work pay off — especially if you’ve helped build the organization from the ground up — but you must make sure this rapid expansion is handled properly. From an employee’s perspective, change often brings uncertainty, causing people to wonder about their future with the company. Your existing team is amazing, and causing them to feel apprehensive about their long-term employment is the last thing you want, so use these strategies to properly prepare them for growth in the not-too-distant future. Keep Everyone in the Loop Gossip and rumors start when employees are kept in the dark, so provide regular status updates on the current state of the company. Share your expansion plans with your team so they understand the direction the organization is headed. Make them feel included by celebrating milestones together, letting them know when you’re hiring and announcing the arrival of new employees well before their first day of work. Clearly Define Each Person’s Role You want your existing team to be warm and welcoming to new hires, so make it clear these people aren’t a threat to their jobs. Explain the reasoning for hiring each new employee and the value the newly added position will bring to the company. Prior to the person’s first day on the job, meet with your team to discuss the new hire’s responsibilities and clearly define each person’s role, to ensure no toes are inadvertently stepped on. Give Employees a Voice As workplace change is a very touchy subject for many employees, make yourself available to discuss any questions, comments, concerns and suggestions they have. Allowing people to be part of the process — rather than holding court in a front row seat — will make them much more engaged and willing to adapt. Focus on Preserving Company Culture Company culture defines your organization, so don’t let it get lost in the mix. It’s inevitable that growth will bring about changes, but don’t allow it to shake your team to the core. You’re probably crazy busy right now, but more so than ever, it’s important to hit pause and focus on keeping company traditions alive. Make a point to continue on with practices that give your company its unique personality, such as beer Fridays, weekly lunch-and-learns and a constant push towards innovation. As the most trusted staffing agency in Miami, you can be certain RMG Staffing will always exceed your expectations. Gain access to leading hospitality industry professionals ready to fill your temp-to-hire, direct hire and payroll staffing positions, as well as temporary staffing for banquet events. Contact us today to get started!
Are You Losing Your Top Performers?
Every person on your team contributes to the success of your company, but you probably have a few star employees who never cease to amaze you. Not only are these people trustworthy and reliable, they work circles around everyone else and always produce amazing results. Receiving a resignation letter from even one of these people is enough for you to enter panic mode. If your top performers seem to be making a mass exit, it’s time to make some major changes. People don’t quit without a reason, so take an honest look at your company’s working conditions to find the problem. Get started by learning a few common reasons top talent opts to head elsewhere. Below Average Salaries People who truly love their work aren’t solely motivated by money, but they have to earn enough to enjoy a comfortable lifestyle. The best and brightest professionals know their talents are worth a premium, so if you’re not willing to even meet the industry average, they’ll have no trouble finding a company eager to pay what their worth. Lack of Challenging Work Top performers aren’t content coming into work each day and doing the same mundane job. If you want to keep them engaged, you need to constantly challenge them with interesting projects that really make them think. For these people, work stops being enjoyable when it becomes too predictable. No Room to Grow No matter how much they enjoy your company, the most ambitious professionals aren’t willing to stay in the same position forever. If a highly motivated employee is currently treading water in a dead-end job, don’t expect them to be there too much longer. Create new opportunities at your company for these people to grow their career, so they’re not forced to look elsewhere. Constant Micromanaging Running a business is hard work, so it’s completely understandable you like to maintain control. However, holding the reigns too tight is a great way to send talented employees running. Your best workers have repeatedly proven themselves to you. Stop hovering over their shoulders, and give them the freedom to complete assignments on their own terms. Unhealthy Work-Life Balance Your best employees may really love their work, but that doesn’t mean they don’t need room in their lives for other things. If you constantly force your team to work overtime, veto vacation requests and regularly contact them during their off-hours, you’re not allowing them to enjoy a well-balanced life. If your company has more work than you can keep up with, hire additional staff to share the burden, so your employees don’t succumb to burnout. Searching for quality hospitality employees to staff your Miami business? Contact RMG Staffing. We’re committed to providing top talent who consistently exceed expectations.