Innovate or Stagnate: Brightwing’s Role in Fostering Innovation in Your Workplace

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Fostering innovation has been at the forefront of conversations for many business leaders in recent years. In the fast-paced environment of modern-day business, a commitment to embracing innovative ideas is required to keep you ahead of the curve. By harnessing a company culture that makes employees feel heard and taken care of, employees will feel empowered to contribute to company growth and culture. That can be easier said than done – so where do you start?

Defining Innovation

We can describe innovation at work in much the same way as we describe innovation in the market, by differentiating between incremental innovations and disruptive innovations. Incremental innovations, also known as sustaining innovations, consist of improving your existing offerings in fostering loyalty towards your brand. Disruptive innovations consist of new ideas, products, and adopting cutting-edge technology; this type of innovation usually takes on more risk. These patterns hold true when fostering innovation in the workplace. Assess where you are at: You can either take the existing workplace culture and drive it towards an ever-refined goal or dive into a new status quo with big exciting changes. Let’s consider some variables at play in developing workplace innovation ideas.

If you’re looking for innovative ideas in the workplace, a good place to start is with the talent pool itself. Your workplace culture and standards begin with people having ideas, and those ideas develop and change as more people get to interact with them. In other words, improving your current talent improves those ideas. Incremental innovation at work may involve internal promotions, training, and opportunities for your employees to refine their skill sets and better themselves. Disruptive innovation may involve the creation of new workplace traditions, initiatives, and rewards for your employees, or even introducing new incentives, benefits, and partnerships. You may even introduce new positions to your organization and recruit new talent that is dedicated to innovation and exploring new technology. These are just some examples of ways to demonstrate to your employees how you as an organization are committed to innovation and welcome their contributions to those initiatives. 

Innovation at Work: Leadership and Employee Engagement

When it comes to introducing and fostering innovation, team alignment is key. Leadership must be clear about their goals and solicit employee engagement. On the other hand, employees should be expected to participate. Leadership should prioritize rewarding creativity and welcome opportunities for feedback that can improve the organization. Getting feedback from employees is an excellent way to encourage engagement and learn what areas would benefit most from workplace innovation ideas. For innovation at work to function, everyone has to meet in the middle in a top-down and bottom-up approach. Opening the floor for structured risk-taking empowers your employees to go out on a limb and offer input they might otherwise not. Brainstorming sessions and the aforementioned strategies of open feedback and improving training opportunities grow confidence in your employees, blazing the way for them to drive workplace innovation ideas that were previously out of reach. The real takeaway is to find out what your employees really want and assess whether it will improve your business. Putting your people first will go a long way in motivating them to bring their absolute best to their work every day.

Adapting to Change and Innovative Ideas in the Workplace

The landscape of work in the United States is radically different today. Workplace standards and ideas that would have sounded whimsical and out of place just ten years ago are within reach today, and better yet, they make the workforce happier, more creative, and more productive. Keep an open mind to new practices –  they might be true innovations at work. Some features of the modern workplace pertain to policy and procedures. Contemporary employees often look for parental leave, hybrid or remote work, and other benefits as key indicators for flexibility. Introducing them into your workplace will not only aid recruitment but also retention.

However, other key components of a flexible workplace have less to do with those concrete work policies and more to do with attitude. Devote resources towards staying on top of the latest developments in project management and adjust your management training appropriately. We recommend hosting these trainings regularly and openly. If you maintain the stance that no one in the company is left behind when information changes, your veteran employees will continue to feel valued and included. Most of what we’ve covered so far might fall under the umbrella of incremental innovation, or relatively safe disruptive innovation. We haven’t gone in-depth to discuss one of the strongest disruptive tools for fostering innovation: recruitment.

Recruiting as a Tool for Fostering Innovation

As mentioned above, ideas originate from and are refined by people. Hiring is an essential aspect of running a business and always will be. So why not leverage it as a tool for fostering innovation? When you take your focus off of hiring, you leave talent, innovative ideas, and your future on the table. Working with a recruitment agency is an excellent way to optimize your potential talent to this end. Recruiting agencies specialize in finding the right fit for the job, developing long-lasting relationships with key talent, and increasing the pool of readily available skilled labor. Without having to focus on these aspects of hiring, your company can balance other aspects. This may include developing a respectable brand, building stellar products and services, designing exceptional workplace practices and culture, etc. Depending on the industry, a recruiting agency can give you an even bigger leg up. After all, the readily available workforce may be minuscule. Why waste time when you can easily hire the cream of the crop?

Brightwing for Better Innovations

Traditional job postings do work to find new and innovative employees – most of the time. But if you want your talent pool to be far above average, work with Brightwing. With some of the highest retention rates in the industry, our approach has a proven track record of success. We hand-pick everyone we work with, both candidates and clients. Brightwing specializes in hiring for IT, engineering, financial services, and operations work. Contact us today to start innovating in your hiring processes.

How to Prepare for Starting a New Job

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Ways to Prepare for Starting a New Job

Starting a new job can be nerve-wracking. You might not know exactly what to expect on the first day. Getting new job jitters is normal. You want to learn the ins and outs of your new job as quickly as possible to get into a routine. Plus, you probably want to feel acclimated to the new work environment too. All of the nerves aside, starting a new job is also exciting. You get a fresh start at a new place, where you understandably want to start with your best foot forward. You might be feeling a lot of pressure ahead of your first day. That’s why it’s important to prepare yourself beforehand. To help you approach your new opportunities, here are some tips to help you when you’re nervous about a new job.

How to Prepare for Starting a New Role

The first thing you have to do before you start your new job is to celebrate yourself. Congratulations! You just landed a role at a new company. That’s something to be proud of. Obviously, since you were hired, the company already sees you as an asset. Now, a little bit of self-confidence goes a long way on your first day of work. Try to do something to treat yourself the day before or the morning of your first day. Get yourself that special drink from the coffee shop by your house. Not only do you deserve it for starting a new chapter in life, but creature comforts can help ease any worry prior to starting your new role. 

The First Day of Work

When you’re nervous about a new job, planning can help put your mind at ease. Start by planning out your first day. Pick out your outfit the night before. First impressions matter, so you might want to put some thought into your first work outfit. Make sure to choose something that is both appropriate for the work environment but also comfortable for you. Then you’ll want to plan your route. Of course, it goes without saying that you don’t want to be late on your first day of work. But sometimes directions can get confusing or parking becomes a nightmare. Give yourself extra time to get there so you’re not in a rush. This really can go a long way in easing your nerves.

The most important thing about your first day in a new role is to keep yourself open. It goes without saying that you won’t know everything. That’s why you should be interested in your surroundings, including your co-workers. Asking questions is a great way to learn more about the ethos of your company. Plus, it also shows your employer that you are taking your role seriously. Try to learn as much as you can about the company, the work environment, and your job responsibilities. It also helps to explore and find out where things are in the office. When you’re nervous about a new job, the best thing to do is to put yourself out there on the first day. 

Nervous About a New Job?

While this might not help put you at ease, it’s true that first impressions matter. That’s probably why starting a new job comes with such intense emotions. A lot of anxiety can bubble up about job performance and developing rapport with co-workers. Take it day by day and try your best. The best advice you can follow is not to shut down or shut yourself away in your own space. Throughout the first week, try to get to know the people you’ll be working with. You’ll be seeing a lot of your co-workers, so it’s important to establish a base relationship with them. Some questions you can ask to get the conversation rolling include:

  • How long have you been with the company?
  • What are your current projects?
  • Is there anything I should know about the company culture?
  • Can I help you with anything?

You’ll want to listen twice as much as you ask questions. When starting a new role, you are like a sponge and the office is the ocean. Learn the culture of the company and figure out its structures. Search for opportunities to get involved and ways to take initiative. The most important part of starting a new job is to learn your responsibilities and take care of them. While this is your priority, all of the other little things that go into the company’s culture also matter. We believe that the most important thing for you to do is to keep yourself open to new things. Establish yourself as someone who isn’t afraid to ask questions and will get the job done right. 

Brightwing Talent Experts

Starting a new job can be a whirlwind of emotions. You might be excited and anxious at the same time. The important thing to remember is that most workplaces will welcome you with open arms. Since you’ve been vetted through the interview process, your employers and teammates know that you have something valuable to offer the company. When beginning a new role, always think on the bright side. Staying positive will keep you resilient, even if it can feel tough at first. 

If you’ve just started in a new position, look at our other blog posts. You’ll find answers to important questions about the workplace. Plus, you’re sure to gain some helpful tips about problems you might be facing in the workplace. If you are currently looking for a new role- check out these jobs. We are a team of skilled recruiters and salespeople looking to match candidates with companies. Our top areas of focus are engineering, IT, financial services, and operations. We mainly serve the metro Detroit, Dallas-Fort Worth, and south Florida areas. If these industries and locations are on the list of your preferences, contact us today. We can help you find exactly what you’re looking for.[/vc_column_text][/vc_column][vc_column width=”1/4″][/vc_column][/vc_row]

How to Prepare for Starting a New Job

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[vc_row][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″][vc_column_text]

Ways to Prepare for Starting a New Job

Starting a new job can be nerve-wracking. You might not know exactly what to expect on the first day. Getting new job jitters is normal. You want to learn the ins and outs of your new job as quickly as possible to get into a routine. Plus, you probably want to feel acclimated to the new work environment too. All of the nerves aside, starting a new job is also exciting. You get a fresh start at a new place, where you understandably want to start with your best foot forward. You might be feeling a lot of pressure ahead of your first day. That’s why it’s important to prepare yourself beforehand. To help you approach your new opportunities, here are some tips to help you when you’re nervous about a new job.

How to Prepare for Starting a New Role

The first thing you have to do before you start your new job is to celebrate yourself. Congratulations! You just landed a role at a new company. That’s something to be proud of. Obviously, since you were hired, the company already sees you as an asset. Now, a little bit of self-confidence goes a long way on your first day of work. Try to do something to treat yourself the day before or the morning of your first day. Get yourself that special drink from the coffee shop by your house. Not only do you deserve it for starting a new chapter in life, but creature comforts can help ease any worry prior to starting your new role. 

The First Day of Work

When you’re nervous about a new job, planning can help put your mind at ease. Start by planning out your first day. Pick out your outfit the night before. First impressions matter, so you might want to put some thought into your first work outfit. Make sure to choose something that is both appropriate for the work environment but also comfortable for you. Then you’ll want to plan your route. Of course, it goes without saying that you don’t want to be late on your first day of work. But sometimes directions can get confusing or parking becomes a nightmare. Give yourself extra time to get there so you’re not in a rush. This really can go a long way in easing your nerves.

The most important thing about your first day in a new role is to keep yourself open. It goes without saying that you won’t know everything. That’s why you should be interested in your surroundings, including your co-workers. Asking questions is a great way to learn more about the ethos of your company. Plus, it also shows your employer that you are taking your role seriously. Try to learn as much as you can about the company, the work environment, and your job responsibilities. It also helps to explore and find out where things are in the office. When you’re nervous about a new job, the best thing to do is to put yourself out there on the first day. 

Nervous About a New Job?

While this might not help put you at ease, it’s true that first impressions matter. That’s probably why starting a new job comes with such intense emotions. A lot of anxiety can bubble up about job performance and developing rapport with co-workers. Take it day by day and try your best. The best advice you can follow is not to shut down or shut yourself away in your own space. Throughout the first week, try to get to know the people you’ll be working with. You’ll be seeing a lot of your co-workers, so it’s important to establish a base relationship with them. Some questions you can ask to get the conversation rolling include:

  • How long have you been with the company?
  • What are your current projects?
  • Is there anything I should know about the company culture?
  • Can I help you with anything?

You’ll want to listen twice as much as you ask questions. When starting a new role, you are like a sponge and the office is the ocean. Learn the culture of the company and figure out its structures. Search for opportunities to get involved and ways to take initiative. The most important part of starting a new job is to learn your responsibilities and take care of them. While this is your priority, all of the other little things that go into the company’s culture also matter. We believe that the most important thing for you to do is to keep yourself open to new things. Establish yourself as someone who isn’t afraid to ask questions and will get the job done right. 

Brightwing Talent Experts

Starting a new job can be a whirlwind of emotions. You might be excited and anxious at the same time. The important thing to remember is that most workplaces will welcome you with open arms. Since you’ve been vetted through the interview process, your employers and teammates know that you have something valuable to offer the company. When beginning a new role, always think on the bright side. Staying positive will keep you resilient, even if it can feel tough at first. 

If you’ve just started in a new position, look at our other blog posts. You’ll find answers to important questions about the workplace. Plus, you’re sure to gain some helpful tips about problems you might be facing in the workplace. If you are currently looking for a new role- check out these jobs. We are a team of skilled recruiters and salespeople looking to match candidates with companies. Our top areas of focus are engineering, IT, financial services, and operations. We mainly serve the metro Detroit, Dallas-Fort Worth, and south Florida areas. If these industries and locations are on the list of your preferences, contact us today. We can help you find exactly what you’re looking for.[/vc_column_text][/vc_column][vc_column width=”1/4″][/vc_column][/vc_row]

When to Look for a New Job

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How Do You Know When to Look for a New Job?

Whether you’ve been at your job for a decade or you’ve recently joined a team just to find out it’s not the healthiest working environment, you may find yourself considering when to look for a new job. But where do you start? Luckily, in today’s digital age, there are many fast and efficient ways to look for a new job to seamlessly transition from one position to the next, including talent acquisition firms such as Brightwing. In this article, we’ll describe more signs that you need a new job, the best time to look for a job, and what to look for in a job, so you enjoy your next adventure!

Signs That You Need a New Job

Even if you enjoy where you work, seeing what open positions there are in your field can help you decide if you’d like a change. As we see soaring inflation, one way people have been mitigating its effects is by finding a new but similar job that pays more. Beyond this example, if you’re considering when to look for a new position, here are some other signs that you need a new job:

No Upward Movement

You can love your role, but if your current company doesn’t recognize your talents and won’t promote you, then perhaps you should start looking for your desired promotion elsewhere. If you’ve gotten used to your usual workload and you’re ready to take on more of a challenge, and the pay raise that comes with it, consider getting hired somewhere that acknowledges your skills and experience. This way, you can enter the next chapter of your career feeling appreciated and seen. 

Your Job Is Unfulfilling

Depending on how long you’ve worked at your current job, it is normal to realize that what you’re working on may not align with your interests anymore. This is another sign that you need a new job, and one you look forward to doing! If you’re uninterested in your work, the workday may feel much longer than it is. However, you can explore your interests and see what positions are open to transfer your already-acquired skills. When you work in a field that you enjoy, you’ll often feel happier!

Management Is Disorganized

A healthy workplace environment requires good management, one that employees can trust for effective leadership. When your management is disorganized, it might be time to look for a new job. Disorganized management could look like frequent changes in leadership or inconsistent feedback. Hostile work environments can lead to decreased productivity. Employees thrive in a positive and consistent environment, not when management is in disarray.

You’re More Stressed Than Usual

Everyone gets stressed. It’s normal, especially when some fields have high-volume times of the year, such as retail around the holidays or accounting firms during tax season. However, if you notice that you’re more stressed than usual, this is another sign that you should look for a new job. It could be that you had to take on more work, or your workplace is toxic. Feeling more stressed than usual isn’t fair to you. Consider taking the time to see what other positions are open and if they have a better workplace culture. 

The Best Time to Look for a Job

There are specific times of the year that might be the best time to look for a job! Sooner is better than later, especially if you’re recognizing the signs that it might be time for a new job, but you can also coordinate your job search to the times more employers are hiring.

The best time to look for a job is in January and February. For most companies, businesses finalize their budgets for the new year in Q4. With a new budget for Q1 at the start of the year, these companies are looking to fill the positions that they’ve budgeted for. 

There are also certain days of the week that are the best times to look for a job. Look for job postings near the beginning of the week, like Monday and Tuesday. There are a high volume of job postings on Tuesday. You should also plan to apply to jobs midday around 11 a.m. to 2 p.m. when the day’s new postings are the freshest. Now you know when to apply, but what should you look for in a job?

What to Look for in a Job

You made the decision to find your next job. This gives you a great opportunity to think about what’s important to you in a new role and company. Here is what to look for in a job as you begin applying:

Salary and Benefits

Of course, when you look for a new job, you can use this time to negotiate a higher salary and better benefits than what you have at your current job. Benefits include a signing bonus, better health coverage, more paid time off, stock options, and hybrid/remote working options. 

Onboarding Process

As you interview for jobs, another aspect of what to look for in a new position is what a company’s onboarding process entails. Some onboarding processes can take a long span of time, potentially upwards of a week or month. During this time, your hiring manager or other team leads will train you on company policy, client accounts, and your job requirements. You’ll be able to meet your team and learn more about your new role. While this gives you a dedicated time to learn, this process can be lengthy. 

Other onboarding processes aren’t as lengthy. Companies may hire you, provide a short time of training, and allow you to get working full steam ahead. While this type of onboarding process is fast, it requires swift learning. Depending on your preference, either process can work and has its own set of pros and cons.

Company Culture

Also during your interview, you can inquire about what the company culture is like. Questions such as “What is the work-life balance of your employees?” or “What’s the typical workday look like for someone in my position?” will clarify what the company culture is like. If you don’t enjoy the sense of the company culture from your interview, don’t worry! When you look for a new job, part of the search is to find a company that matches your expectations!

When you start to look for a new job, you should consider companies’ onboarding processes and cultures, as well as similarities to your current job that led you to look for a new position. Going forward, you can use Brightwing’s online job board to optimize your job search. As you apply and interview at new companies, be sure to use your skills and experience to find the best fit and maximize your new salary and benefits. At Brightwing, we ensure that our talent experts match qualified candidates with top employers![/vc_column_text][/vc_column][vc_column width=”1/4″][/vc_column][/vc_row]

When to Look for a New Job

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[vc_row][vc_column width=”1/4″][/vc_column][vc_column width=”1/2″][vc_column_text]

How Do You Know When to Look for a New Job?

Whether you’ve been at your job for a decade or you’ve recently joined a team just to find out it’s not the healthiest working environment, you may find yourself considering when to look for a new job. But where do you start? Luckily, in today’s digital age, there are many fast and efficient ways to look for a new job to seamlessly transition from one position to the next, including talent acquisition firms such as Brightwing. In this article, we’ll describe more signs that you need a new job, the best time to look for a job, and what to look for in a job, so you enjoy your next adventure!

Signs That You Need a New Job

Even if you enjoy where you work, seeing what open positions there are in your field can help you decide if you’d like a change. As we see soaring inflation, one way people have been mitigating its effects is by finding a new but similar job that pays more. Beyond this example, if you’re considering when to look for a new position, here are some other signs that you need a new job:

No Upward Movement

You can love your role, but if your current company doesn’t recognize your talents and won’t promote you, then perhaps you should start looking for your desired promotion elsewhere. If you’ve gotten used to your usual workload and you’re ready to take on more of a challenge, and the pay raise that comes with it, consider getting hired somewhere that acknowledges your skills and experience. This way, you can enter the next chapter of your career feeling appreciated and seen. 

Your Job Is Unfulfilling

Depending on how long you’ve worked at your current job, it is normal to realize that what you’re working on may not align with your interests anymore. This is another sign that you need a new job, and one you look forward to doing! If you’re uninterested in your work, the workday may feel much longer than it is. However, you can explore your interests and see what positions are open to transfer your already-acquired skills. When you work in a field that you enjoy, you’ll often feel happier!

Management Is Disorganized

A healthy workplace environment requires good management, one that employees can trust for effective leadership. When your management is disorganized, it might be time to look for a new job. Disorganized management could look like frequent changes in leadership or inconsistent feedback. Hostile work environments can lead to decreased productivity. Employees thrive in a positive and consistent environment, not when management is in disarray.

You’re More Stressed Than Usual

Everyone gets stressed. It’s normal, especially when some fields have high-volume times of the year, such as retail around the holidays or accounting firms during tax season. However, if you notice that you’re more stressed than usual, this is another sign that you should look for a new job. It could be that you had to take on more work, or your workplace is toxic. Feeling more stressed than usual isn’t fair to you. Consider taking the time to see what other positions are open and if they have a better workplace culture. 

The Best Time to Look for a Job

There are specific times of the year that might be the best time to look for a job! Sooner is better than later, especially if you’re recognizing the signs that it might be time for a new job, but you can also coordinate your job search to the times more employers are hiring.

The best time to look for a job is in January and February. For most companies, businesses finalize their budgets for the new year in Q4. With a new budget for Q1 at the start of the year, these companies are looking to fill the positions that they’ve budgeted for. 

There are also certain days of the week that are the best times to look for a job. Look for job postings near the beginning of the week, like Monday and Tuesday. There are a high volume of job postings on Tuesday. You should also plan to apply to jobs midday around 11 a.m. to 2 p.m. when the day’s new postings are the freshest. Now you know when to apply, but what should you look for in a job?

What to Look for in a Job

You made the decision to find your next job. This gives you a great opportunity to think about what’s important to you in a new role and company. Here is what to look for in a job as you begin applying:

Salary and Benefits

Of course, when you look for a new job, you can use this time to negotiate a higher salary and better benefits than what you have at your current job. Benefits include a signing bonus, better health coverage, more paid time off, stock options, and hybrid/remote working options. 

Onboarding Process

As you interview for jobs, another aspect of what to look for in a new position is what a company’s onboarding process entails. Some onboarding processes can take a long span of time, potentially upwards of a week or month. During this time, your hiring manager or other team leads will train you on company policy, client accounts, and your job requirements. You’ll be able to meet your team and learn more about your new role. While this gives you a dedicated time to learn, this process can be lengthy. 

Other onboarding processes aren’t as lengthy. Companies may hire you, provide a short time of training, and allow you to get working full steam ahead. While this type of onboarding process is fast, it requires swift learning. Depending on your preference, either process can work and has its own set of pros and cons.

Company Culture

Also during your interview, you can inquire about what the company culture is like. Questions such as “What is the work-life balance of your employees?” or “What’s the typical workday look like for someone in my position?” will clarify what the company culture is like. If you don’t enjoy the sense of the company culture from your interview, don’t worry! When you look for a new job, part of the search is to find a company that matches your expectations!

When you start to look for a new job, you should consider companies’ onboarding processes and cultures, as well as similarities to your current job that led you to look for a new position. Going forward, you can use Brightwing’s online job board to optimize your job search. As you apply and interview at new companies, be sure to use your skills and experience to find the best fit and maximize your new salary and benefits. At Brightwing, we ensure that our talent experts match qualified candidates with top employers![/vc_column_text][/vc_column][vc_column width=”1/4″][/vc_column][/vc_row]

[VIDEO] Meet Jeff & Jeff from Brightwing DFW

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contact us:

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Meet Jeff Borra and Jeff Genovich, co-managers of Brightwing’s Dallas-Fort Worth office.

 

What’s most exciting about the Dallas-Fort Worth market?

 

Jeff B: It’s a really diverse market.

 

Jeff G: What isn’t there to be excited about the Dallas market?

 

Jeff B: It actually has one of the lowest unemployment rates in the entire country. It had the most amount of jobs in the last year alone in any city in the country, too. So there’s a lot going on. A lot of growth, a lot of opportunity and a lot of people we can help.

 

What do you love about the Dallas team?

 

Jeff G: I just like how well we get along together outside the office and inside the office. We’re more than willing to have tough discussions with each other and work hard together and hold each other accountable. But at the end of the day we’re just one big happy family. That’s what I love most about our team.

 

What motivates you?

 

Jeff B: When you work with clients, you’re trying to solve problems, you’re trying to solve issues that they’re having. And if you can resolve those by finding that next great candidate, once you do it’s a really rewarding feeling. And even when you’re working with candidates and they may already have a job, they may be in the market looking, but once you find that new opportunity… I mean, your job outside of your family is one of the most important things, and it’s great having a huge impact on people like we do.

 

Jeff G: That’s the candidate and client side, but our team. Just making sure that they can provide for their families and helping them develop and grow and just watching them blossom is very, very rewarding for both of us.[/vc_column_text][vc_btn title=”join the brightwing team” style=”custom” custom_background=”#ffc600″ custom_text=”#0a0a0a” shape=”round” size=”lg” link=”url:http%3A%2F%2Fwww.brightwingbdev.wpenginepowered.com%2Fcareers%2F|title:Brightwing%20Careers||”][/vc_column][/vc_row][vc_row][vc_column][vc_empty_space height=”75px”][/vc_column][/vc_row][vc_row css=”.vc_custom_1585078540319{background-image: url(https://brightwingbdev.wpenginepowered.com/wp-content/uploads/2020/03/yellow-rectangle-scaled.jpg?id=27545) !important;}”][vc_column][vc_column_text css=”.vc_custom_1639422885902{margin-bottom: 0px !important;border-bottom-width: 0px !important;padding-top: 10px !important;padding-bottom: 5px !important;}”]

let’s get to know each other

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3 Ways to Fail at Employee Onboarding (and How to Avoid Them)

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Nearly a quarter of all new employees leave within a year. And up to 20% of turnover happens within the first 45 days of employment. In the war for talent, poor retention is as good as a dull spear.

 

So how do you stem the tide of early exits? Part of the answer lies in making sure you hire the right people in the first place. The other key, of course, is building, measuring, and continuously improving your onboarding program. A good onboarding program gets your new hires productive, faster. A great program helps turn new hires into loyal, longstanding employees.

 

Here are three ways to botch onboarding, along with examples of how to create a better new hire experience… 

 

Mistake #1:   Encourage new hires to focus solely on their own responsibilities. 

 

On the surface, it may sound logical that new hires should have tunnel vision. It may seem like a faster route to productivity. But if you push them to keep their eyes on their own work, new employees will have a hard time getting a sense of context for their role and finding a sense of purpose for their efforts. 

 

Instead, put thought into how to give new hires as much exposure to other parts of the business, as quickly as possible. Invite new employees to sit in on meetings in other departments. Have them observe client meetings or other types of customer interactions. The point is not for them to understand every detail of what they observe. Instead, early exposure to other parts of the business gives new hires access to a bigger picture. In the long run, understanding the greater business context will empower new hires to contribute more.

 

At Brightwing, for example, no matter what kind of position they’re in, every new hire observes a client meeting and a candidate meeting as part of their onboarding. Building relationships with our candidates and clients is at the heart of our business. It’s important that every single team member understands what that looks like, even if their daily tasks will never put them face-to-face with candidates or clients again.

 

Mistake #2:   Forget the small wins. Ignore the milestones.

 

Who cares if a new hire just mastered a process? Or reached their first goal? It’s expected of them, so why make a fuss about it?

 

There are a few good reasons to make a big deal out of small wins, one of which is psychological: celebrating smaller successes is motivating. It helps people to feel valued and like they’re making progress. Another reason is practical: it brings the team together. 

 

At Brightwing, every new hire gets a welcome bag that includes an onboarding “Passport.” You get a stamp for each milestone you achieve: attending your “Meet & Greet” luncheon, having lunch with your mentor, observing a client visit, beginning cross-training, and the list goes on.

 

At the point of your first-year anniversary, you’re asked to give a presentation at the company monthly meeting reflecting on your experience.

 

The first year is charted out in a fun and manageable way, so that new hires can feel rooted in the team and the culture quickly.

 

Mistake #3:   Depend on a new hire’s manager to do all the heavy lifting.

 

The responsibility of ramping up a new hire rests squarely on the manager’s shoulders. It’s their job to support and develop the team, so involving others is unnecessary, right?

 

Wrong. Not only will that approach burn out your managers, but it will also be less effective for your new hires. Onboarding is best tackled as a broader team exercise.

 

For example, Microsoft recently implemented an “onboarding buddy” pilot program where they paired new hires with peers. They found that the buddy system helped provide context, accelerated speed to productivity, and improved new employee satisfaction.

 

At Brightwing, every new hire is paired with a mentor. The formal relationship lasts for 6 months, but many extend informally beyond that. Mentors and mentees meet once a week so that new employees can get a better understanding of Brightwing’s values and how we live them out. It’s also an opportunity to dive deeper into how the organization functions. We’ve seen that the deliberate relationship-building helps new employees feel more comfortable and confident, faster.

 

At Brightwing, we’re focused on helping our clients build teams that perform at high levels and last for the long haul. Let us help you find amazing people that fit your culture. Let’s partner up. We can’t wait to hear from you.

Why Our Employees Stay 75% Longer Than The Average

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You’ve got an incredible Systems Engineer. As a sole contributor, his performance is stellar, and his manager couldn’t be happier. The only problem is, your prized Systems Engineer has his sights set on next steps. He wants to become a program manager and then a people manager.

 

Losing this engineer’s output would be a tough hit for the team. And his manager knows how difficult it would be to replace him. To avoid the expense and lost time, his manager whisks his career ladder away and out of sight. So, Mr. Systems Engineer is trapped in his role with no way up.

 

Naturally, he begins to look for ways out.

 

 

Poor retention begets even poorer retention.

 

Companies don’t promote high performers to management roles because they don’t want to lose their contributions. Those same high performers leave because they want career advancement but can’t get it. Because companies no longer tend to invest in robust training and development programs, there is no rising cohort to take on the vacant roles. Instead, the vacancies are filled by peers poached from competitors. And the cycle goes on. (HBR)

 

The absence of development programs creates a vicious turnover cycle. It also leads to a growing epidemic: employee disengagement. The problem of employee disengagement is far spread and costly: “Gallup estimates disengagement runs companies about a third of the disengaged worker’s salary in lost productivity. Actively disengaged employees cost the U.S. economy $483 billion to $605 billion each year in lost productivity.” (Gallup)

 

 

Breaking the cycle.

 

Organizations stand to gain a lot from improving their engagement and retention rates. When managers feel they have growth opportunities, they become more engaged, which in turn increases their productivity. What’s more – good managers are not only likelier to stay themselves when they’re engaged, but they’re also likelier to keep their team on board.

 

We may never return to a point where people spend their entire careers at one corporation – we may not want to – but we should aim to extend average tenure. The median tenure for employees age 25 to 34 is just over 3 years. Extending that median to 5 to 10 years not only saves organizations on the cost of turnover, but it also makes it easier for organizations to grow. The sales pitch to prospective employees is so much stronger when you can point to teams of people who value your mission and culture enough to stay longer than just a couple of years.

 

 

brightwing employees

How Brightwing does employee retention.

 

When prospective employees find out the average tenure of a Brightwing team member is 8 years, they’re often surprised and intrigued. What is it about Brightwing that keeps people engaged enough to stick around so long?

 

Jason Hochstein – Brightwing’s Talent Acquisition Director – was recently asked that same question. Here’s how he tells the story (see his original LinkedIn post here):

 

 

 

[Full text of Jason’s post]: “The other day I was catching up with a recruiter from another firm. She stopped me mid-sentence: “People usually stay for a year or 2. How is it even possible that people stay at Brightwing for 8 years ON AVERAGE?”

 

The sound of her curiosity (& anger) made me pause.

 

Good question. “We keep the beer fridge stocked at all times, KAREN.”

 

Just kidding. Didn’t say that.

 

I’ve been thinking about it, though. A lot of orgs pay lip service to the same core values. But most DON’T hire & fire by them. Most DON’T reinforce them except at yearly review time. At most orgs, the core values are framed on the wall, but have nothing to do with our lives.

 

When we say “Always be Growing” is a core value, we mean it. It’s baked into the way things work. Managers have regular 1:1s with their people to tackle not just the immediate workload, but also to ask the bigger questions. Where do you want to go? How can we get you there? I see colleagues nominate each other for awards for going out on a limb. I see leadership working with team members to carve out a path that makes sense for them.

 

I think the way we practice “always be growing” keeps people at Brightwing.

 

What keeps you at a job? What prevents you from staying for more than a few years?”

 

Jason captures the essence of how we approach employee retention and engagement. Here’s a little more about our approach to developing our employees:

 

 

We customize development opportunities to fit the needs of each individual.

 

As an organization, we’re committed to our people. That means we invest in them. All of our managers consistently talk to their team members about opportunities to grow.

 

What do these growth opportunities look like? Well, that depends on the person.

 

We have one marketing coordinator, for example, who was performing above and beyond expectations. In their 1 on 1’s each week, her manager gauged her feelings about her weekly tasks and asked her to think about a skill she’d like to focus on developing. Turns out, when she faced limitations with website design in the past, she’d really enjoyed teaching herself how to adjust the CSS and HTML here and there. And she’d gotten the hang of it pretty quickly. So, together with her manager, she identified web development as a key area to focus on. Because they knew she learned best by doing, they found a self-paced online coding course she could work on every Friday. Thanks to her training, she was able to design and launch a new website – an accomplishment she refers to today with pride and satisfaction.

 

A pair of recruiters arrived at a development path quite differently. After being promoted to team leads, these two recruiters were ready for leadership training. We identified a training course that we could bring in-house, and the pair sat down with our Director of HR every week to digest the material and discuss real-life scenarios they encountered as they began to manage their teams. 

 

We have a business development manager who has embraced one-on-one coaching with a sales trainer. We have directors who have chosen to attend seminars on how to have critical conversations with their employees.

 

The point is – professional development is not a one-size fits-all program. Weekly or bi-weekly check-ins allow managers to understand their team members’ goals and progress, and a flexible approach allows us as an organization to find the best focus area and delivery mechanism to suit each individual.

 

 

We embrace non-linear growth paths.

 

What does “career path” mean in today’s market? Most often, there’s not an obvious answer. Depending on the individual’s strengths, interests, and circumstances, each recruiter or business development manager could go one of many ways forward. Whether they’re headed toward a leadership role or not, it’s important for that person to have open doors in front of them.

 

We understand “growth” to be a mindset, rather than a goal you can check off your list. That means as leaders we need to be open to possibilities in whatever form they appear to us.

 

One of our lead recruiters started at Brightwing as an intern 14 years ago. She transitioned into recruiting, then sales, then marketing, and then back into recruiting where she rose in the ranks. Her path was a zig zag. And that’s not an accident. By learning about herself and the business through this variety of roles, she became the incisive, high performing lead recruiter she is today. Her growth as an individual didn’t take an obvious course, but both she and Brightwing benefited from her creativity and flexibility as a professional.

 

 

We give our people the opportunity to put their learning into practice.

 

Professional development is pointless if you don’t give people the opportunity to use it. Theory can only take your organization so far – you need to trust your people to practice it in ways both big and small.

 

Take the case of these two Brightwingers. A business development manager and a recruiter had 10 years at Brightwing between them. An ambitious pair, they wanted to manage and grow a Brightwing branch. Completing a leadership training program at a local university helped them on their way to realizing that goal. The leadership team recognized their potential, and today, they run a fast-growing, fast-paced, and fun branch office.

 

Developing your people is certainly a long-term endeavor. But the return is well-worth the investment. Movement up and around the organization helps our people stay engaged. High employee engagement helps us stay successful in an evolving marketing. And for that all to work, we’ve found a customized approach to employee training and development to be key.

 

 

 

LOOKING TO FIND A JOB WORTH COMMITTING TO? JOIN A COMPANY THAT GIVES YOU THE SUPPORT TO REALIZE YOUR POTENTIAL. BECOME A BRIGHTWINGER! CHECK OUT OUR CAREERS PAGE TODAY FOR MORE INFORMATION ABOUT WHAT IT’S LIKE TO WORK HERE.

 

 

Does Employer Brand Outweigh …Comp Packages?

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two thirds of candidates scrutinize your brand

 

 

Our brains are designed to compute split-second impressions of people and things. We then drop those impressions into one of many preset categories as a way to shortcut decision-making.

 

In the wild, for example, bright colors usually mean poison. We could take the time to work out the logic every time we come across a bright color in nature. (What do those bright red berries, poison dart frogs, and vibrant snakes have in common? Poison and bright colors!) But instead, our brains make the leap: Bright colors? Stay away!

 

These snap judgments are how we discern what to trust and what not to trust quickly enough to avoid danger.

 

The interesting thing is, we think this way even when our survival does not hang in the balance. When we come across brands, the same almost subconscious process unfolds. Indicators of culture — both subtle and obvious — stir certain instinctive responses in us. 

 

Long before you’re even aware of their existence, a job seeker either accepts or rejects your company based entirely on your brand and reputation. 

 

A job seeker’s first impressions of your company will make or break their decision to accept a job offer — or to even apply to an opening at your company.

 

The results from our recent Brightwing Talent Insights Survey confirm this. 62% of professionals rank brand and reputation as the most important factor while they decide whether to apply to a job or accept an offer.

 

And the internet has multiplied the number of opportunities everyone has to make judgments about your brand.

 

How Your Employer Brand Impacts Your Recruiting

 

The rise in popularity of social platforms like Instagram and Snapchat, on top of mega-networks like Facebook and LinkedIn, has raised the stakes when it comes to employer branding. Social media is where most candidates are already “hanging out.” So, it’s the first place they’ll look for your brand when applying to or interviewing with a company.

 

If your social brand is engaging, you’ll certainly catch their eye. If, on the other hand, your social brand is unappealing or, worse, nonexistent, you’ll be out of the running almost immediately.

 

These platforms enable you to showcase your employer brand in action. Sharing fun photos of company events, timely memes about the state of your industry, or insightful articles can help you appeal to your audience of potential employees.

 

Social media isn’t the end, though. Your website (especially your careers page) and the messaging your talent acquisition team uses in emails, ads and job postings are all reflections of your brand.

 

What Role Candidate Experience Plays in Your Brand

 

Research shows that a large majority of candidates believe the candidate experience indicates how a company values its people. Yet less than half say employers treat candidates with the same level of respect as their current employees. This is a massive disconnect that poses a risk to a company’s overall employer brand.

 

From the moment a candidate interacts with your company via email, phone, or social media, the experience must be positive, respectful, and engaging. This should continue throughout the screening and interview process, all the way through to a candidate’s first day and beyond.  

 

How do these interactions impact your brand? Consider how and where candidates may share their experiences of your hiring process. According to our Brightwing Talent Insights survey, the second most important factor for professionals considering a potential employer is online reviews, via sites like Glassdoor and Great Recruiters. Job seekers will often leave transparent reviews of their candidate experience on these websites. If their experience was less than stellar, that will be a red flag to future candidates, negatively impacting your brand.

 

How Your Brand Is Reflected in Your Company Culture

 

Your company culture is what brings everything full circle. From how it is showcased in your social media accounts and via online review sites to how it is perceived during candidate interviews, your culture is inextricable from your brand.

 

You could have the best marketing in the world with a beautiful website, social feed, and messaging, but if your culture is unappealing, your brand is still negatively impacted. If you’re struggling to attract and retain top talent, it may be time to reevaluate more fundamental aspects of your culture: how do your teams function? how are your core values lived out day-to-day?

 

When components like compensation, benefits, and career path are comparable, it’s your brand and reputation that may make or break a job seeker’s decision. Where do you stack up against the competition?

 

At Brightwing, we advocate for your business, finding you amazing people that fit your culture and delivering the insight you need to truly shine as an employer. Let’s partner up. We can’t wait to hear from you.

4 out of 5 Employees May Switch Jobs in 2019: What Does That Mean for Your Organization?

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4 out of 5 Employees May Switch Jobs in 2019

 

Want to take these insights with you? Download the PDF.

 

Brightwing Talent Insights Survey Results 2019

Brightwing recently invited its talent network to participate in a survey to gain an inside perspective of the candidate market. For employers, this is important data to help them understand what candidates are looking for in a new opportunity and how companies should adjust their processes accordingly. Read on!

 

We like to get inside people’s heads. Find out what makes them tick, what makes them jump for joy or groan with boredom.

 

Nowhere is this truer than when it comes to jobseekers.

 

Making the perfect match between a professional and their future employer isn’t a game of throwing resumes at the wall to see what sticks. It’s about getting to the core of what really matters, building a relationship based on trust and intuition.

 

That’s why we reached out to our talent network to find out more about their experiences, hopes, and strategies in the job search. Turns out, this is profound information to help employers shape their recruitment strategies in ways that truly engage top talent.

 

Let’s dive in.

 

Only 1 in 5 employees are committed to staying at their current job

So, there’s good news and there’s bad news.

 

Only 1 in 5 employees are committed to staying at their current job

The good news is that if you’re actively hiring, there may be more available talent than what appears at first glance.

 

Chasing down those “passive” jobseekers – the 40% of people who are interested if an opportunity presents itself – will be particularly valuable in this case. If your employer branding game is on point and you know how to market your company and open positions in engaging ways, the chance you’ll be able to attract the right people is strong.

 

However, the bad news is that you may need to be concerned about retention. Most companies probably have a few employees who are either actively searching for a new job or at least willing to entertain a new opportunity should it present itself. Can you afford to lose them? Are you prepared to hire replacements? Can your team cover the gap if someone leaves? These questions probably make you nervous, but a strong retention strategy should reduce the chance that you’ll actually need to face these questions head-on.

 

Job boards, recruiters, and social networks are popular job search resources

 

Job boards, recruiters, and social networks are popular job search resourcesWhere are you looking for candidates to expand your talent pool?

 

Posting a job description to your website is simply not enough. Neither is posting to CareerBuilder, Monster, Indeed, or any of the other prominent job boards out there. While you could make the accurate assumption that many candidates are searching these job boards, more than 3 out of 5 are actually looking in other places.

 

Many candidates are connecting with recruiters in their industry. This is often the case with those “passive” job seekers who are employed full-time and don’t have the spare hours to search on their own. They also recognize that a recruiter’s network is much deeper than their own and they have the tools to gather information that the candidate couldn’t obtain on their own. Have you considered working with a staffing company to gain access to their candidates?

 

Another significant resource that candidates are using in the job search is social media – especially LinkedIn. Complete with its own job board, LinkedIn gives jobseekers the power to research companies, connect with peers and leaders, and showcase the details of their resume, skills, and accomplishments. Are you reaching candidates where they are?

 

56% of Jobseekers Prefer Email Communication

 

56% of Jobseekers Prefer Email Communication

 

A decade ago, employees everywhere feared for their job in the wake of the economic recession. At that point, they probably had little preference how a potential employer contacted them.

 

Today, we’re all too aware that it’s a candidate’s market. Top talent is regularly inundated with messages from both corporate and agency recruiters. Plus, they’re simply busy. So, it’s little surprise that they’re picky about which messages they give their attention.

 

More than half of surveyed talent are more likely to initially engage with a potential employer through email.

 

With subscriptions and spam typically sent to secondary folders (thanks Gmail), people have more control of the content of their inbox than any other avenue. Algorithms control their social feeds, telemarketers won’t cease their phone calls, but your inbox is your own. That said, 2 out of 5 candidates do still prefer a phone call. In this case, then, your method of communication depends a little bit on trial-and-error for each individual candidate. Your choice.

 

Two Thirds of Jobseekers Are Checking on Your Reputation

Two Thirds of Jobseekers Are Checking on Your ReputationThere are plenty of opportunities out there for most candidates these days. As such, they’re not applying to every job they see or accepting the first job offer that comes their way. They’re doing their research first.

 

What makes a company attractive to apply to or accept a job with?

 

Almost two thirds of survey respondents view the company’s brand or reputation as the most important factor. Quite frankly, that’s a massive number. If a company isn’t on top of brand/reputation management, they may be falling short without even realizing it. Every factor that builds a brand – website, social presence, advertising, partnerships, thought leadership, quality of products/services, customer service, and more – must be aligned with how a company is portraying itself as an employer. If a piece of the puzzle is missing or damaged, candidates may dismiss the thought of ever applying for a job.

 

The second most popular factor in applying to or accepting a job with a specific company is their Glassdoor (or similar) reviews. The insights of both current and former employees (and any responses from the employer themselves) tell a candidate what it’s like to work there. This information is gold. Do you know what people are saying about you? How are you responding?

 

Jobseekers Crave Skills Growth and Opportunity

In today’s competitive candidate market, many companies are willing to pay top dollar to win talent. However, money isn’t always the answer. In fact, compensation ranks a joint third place (with company culture) as the most important factor in accepting a job offer.

 

Jobseekers Crave Skills Growth and Opportunity

Candidates crave growth more than money.

 

Skills development and a projected career path are critical to engaging your employees – and attracting new ones. Without these opportunities, employees grow stagnant, bored, and disengaged. They don’t want that – and neither should you. Smart jobseekers ensure that these opportunities will be available to them before they sign the employment contract. Can you deliver?

 

Almost as important is an employee’s work-life balance, and this ranks second in the survey. How are you providing your teams flexibility? Consider remote work opportunities, flex hours, unlimited PTO, or other alternatives. Make sure you regularly evaluate each team member’s workload to diminish burnout and ensure they don’t feel overwhelmed.

 

Follow Up Within One Week or Risk Losing Top Candidates

Even though top talent can seem scarce, that doesn’t mean you won’t be inundated with resumes and applications the minute you post a job description online – a majority of which will be underqualified. It’s no wonder that sorting through and screening those applications can take days if not weeks to find the right people.

 

 

Unfortunately, you simply don’t have weeks. More than one third of survey respondents said they were willing to wait no longer than one week for a response after they’d applied. And two out of five responded with 3-5 days! A more generous 30% replied with 2 weeks, and, in the minority, 12% said 3+ weeks. It’s clear, then, that prompt follow up is critical to retaining top candidates before they move on to other opportunities.

 

Flex Time and Healthcare Benefits Are Equally Important

 

Flex Time and Healthcare Benefits Are Equally Important

 

An almost identical number of people ranked flex-time/work-from-home and healthcare as the number one most important employer benefit. Though these benefits are very different in nature, they both speak to an employee’s sense of wellbeing – both mental and physical. These are followed by paid vacation and retirement benefits in 3rd and 4th place. Can you meet their expectations?

 

 

Counteroffers Rarely Work

Counteroffers Rarely WorkIf you’re worried about losing top employees – or if you’re worried about losing top candidates to their current employers – you need to know that only 6% of survey respondents are very likely to accept a counteroffer after they’ve given their resignation. A quarter of them may consider a counteroffer only if it’s significant. But about two thirds of jobseekers are unlikely (though that’s not to say not tempted) by a counteroffer.

 

This confirms that most people are simply not motivated by money. While everyone has bills to pay, when it comes to spending eight or more hours doing the same job in the same place with the same people, there are several more important factors prompting them to either stay or leave.

 

Brightwing Talent Insights 2019

With four out of five employees open to new job opportunities this year, it’s likely that if you’re not already hiring, you will be soon. We hope this survey data helps provide some insight for honing your recruitment strategy, as well as any employee engagement and retention initiatives.

 

Finally, with two out of five candidates choosing to use a recruiter in their job search, we can’t help but ask whether you’ve considered partnering with a staffing and recruiting firm. At Brightwing, our talent acquisition approach is one-part relationships, one-part insight, and one-part results. We know it’s a recipe that can work for you.

 

Let’s partner up. We can’t wait to hear from you.

Save these insights straight to your desktop by downloading the PDF. 

Brightwing Excited to Be a Crain’s 2018 Cool Places to Work Winner

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Brightwing Crain's Cool Places to WorkBrightwing, a nationwide recruiting and staffing company headquartered in Troy, MI, is happy to announce that they have been named to Crain’s 2018 Cool Places to Work in Michigan list. This is the third consecutive year that Brightwing has won this award.

 

The Coolest Places award program was created to recognize companies that go above and beyond to create and nurture a great company culture. The list of winners consists of 100 companies in three size categories, ranging from small, medium, and large. Companies nominated for Cool Places to Work in Michigan went through a two-part process. The first was a survey to evaluate each company’s benefits, policies, best practices, and demographics. This was followed by an employee survey to gauge their engagement and satisfaction. A third-party group managed and evaluated the data to determine the final awards rankings.

 

“We’re honored to be continually recognized as one of the coolest places to work in Michigan,” comments Aaron Chernow, CEO of Brightwing. “Our core mission is to champion human potential, and we’ve worked hard to create an environment that empowers our team to grow and achieve great things.”

 

In this year’s Cool Places to Work in Michigan, Brightwing was recognized for their customized training and leadership development program, as well as other perks, like half days before holiday weekends and games during lunch breaks.

 

 “Brightwing has an incredible culture,” said Adam Stern, Lead Recruiter at Brightwing. “It’s really the reason I come to work every day. They’re like my extended family. Brightwing is incredibly supportive; they support me every day, making sure that I’m the best that I can be.”

 

Beyond its collaborative, innovative culture and great benefits, employees are also able to enjoy the perks of an on-site fitness room, weekly yoga classes, team lunches, and more.

 

“At Brightwing, our motto is ‘Recruiting, Reimagined,’ which describes our commitment to relationships and genuine partnership with our clients and candidates. But we know that these values start within our own walls,” adds Chernow. “The business landscape, particularly in staffing, has become overly transactional, which is anything but ‘cool.’ This award is proof that we’re trying to change that.”

 

About Brightwing

Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Plano, TX; Davie, FL; and Pittsburgh, PA.

The Power of Company Culture in Your Talent Acquisition Strategy

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The Power of Company Culture in Your Talent Acquisition Strategy

 

If you build it, they will come. An excellent company culture goes a long way in attracting candidates, and at a time when chasing talent for weeks and months on end is the norm, it can make all the difference in landing the right professionals quickly. According to a survey of over 615,000 Glassdoor users, culture is the workplace factor that matters most to employees, ranking well above compensation. But building a great culture is only part of the battle. Let’s take a look at the power of an outstanding company culture and how to leverage it to improve your talent acquisition strategy.

 

 

How a Great Company Culture Attracts Candidates

It’s not necessary to reach the heights of Google or Facebook before your company culture can attract candidates and boost the hiring process. As consumers, we are increasingly seeking out reviews and the opinions of peers for even the smallest of purchases. Job seekers approach career opportunities the same way, which is a major reason culture is so vital to talent acquisition.

 

Positive word of mouth cannot be bought. If your employees truly enjoy their workplace environment and being around their coworkers, they tell their family, friends, and professional peers. A great culture creates an army of promoters who sing your praises when the inevitable “so how’s work been?” conversations arise. When your employees have something positive to respond with, it resonates with those working within subpar cultures. As 60% of today’s talent are passive job seekers, a contagious culture becomes an effective tool for capturing their attention.

 

Whether or not they are tipped off by a current employee, candidates considering applying for a role with your organization are assessing company culture right away. If they see positive signs everywhere they turn, from your Facebook page, to your website, down to your hallways and amenities if they have come in for an interview, then their desire to work for you grows. Existing employees who go out of their way to introduce themselves, along with those in the background who are clearly enjoying their jobs, make a big difference.

 

 

What Makes a Great Culture?

Company culture is made up of the dynamic between employees and their surroundings, but improving culture takes more than just remodeling a break room. A great company culture equates to a sense of comradery, acceptance, and encouragement. Opportunities for team building and collaboration should be abundant. Likewise, fostering a healthy work-life balance where employees feel in control of their day rather than confined to rigid procedures helps increase employee engagement, which in turn can make a business 21% more profitable.

 

Finally, a desired company culture is one that allows employees to grow in their careers. 87% of Millennials and 69% of other generations rate professional development and career growth opportunities as very important. Businesses that focus on career pathing, implement professional development, and check in with employees regularly can improve engagement and contribute to a positive culture.

 

 

How to Spread the Word

Building a fantastic culture isn’t something to be quiet about. While your employees will generate positive word of mouth, you will want to take action to see the biggest impact on your talent acquisition strategy. Since 79% of job seekers utilize social media in their job search, show off your culture on LinkedIn, Facebook, Instagram, and Twitter. Sharing fun images from events like monthly lunches, awards ceremonies, or weekly bowling leagues is a good start, but also consider showcasing the everyday things that make your culture great.

 

Further, take a hard look at your website. Does it accurately represent your awesome culture and environment? Is it regularly updated with new videos, photos, and blogs that recap the events going on in your office? And does it reflect community or charity involvement? Job seekers will undoubtedly be combing through your website when deciding whether or not to apply for one of your roles. When they find signs of an excellent culture, they will be much more interested in working with you.

 

 

The Power of Company Culture in Your Talent Acquisition Strategy

An outstanding company culture, when leveraged, can provide numerous benefits to your organization. Not only will it help attract the professionals you need most, but it will ensure that your current employees perform at their highest level since engaged employees are 60% less likely to make an error. With the potential for thriving productivity and a flourishing talent acquisition strategy, it’s not hard to see why so many organizations are placing an emphasis on improving culture.

 

Looking for the right talent who can mesh perfectly with your unique culture? Brightwing can help. Contact us today.

 

 

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How to Ensure Successful New Hires

 

Hiring new employees is extremely costly—don’t lose them after a few months! In today’s world, it’s important to pay attention to every step of the hiring process to secure successful new hires. Follow Brightwing’s top 4 strategies on how to hire and retain great employees.

 

 

1. Establish a High-Quality Hiring Process

Go beyond a resume; it takes more to get the job done. Of course you want new hires with the right skillset and experience. However, if you rush the screening process and fast-forward through the interview, you run the risk of settling for a candidate who only looks good on paper. Instead, develop a strategic process for vetting candidates to ensure the fit is good for both of you.

 

 

2. Develop a Structured Onboarding Process

Once you hire the best candidate for the position, take measures to ensure he/she feels empowered to get the job done. Develop a structured onboarding process designed to introduce new hires to the company, access relevant tools, and navigate the building.

 

 

3. Invest in Your Employees

Brightwing places a premium on the human element. Employees work hard to develop the skills and experience needed to qualify for high-quality roles. Once hired, take time to recognize their achievements and contributions to the company.

 

 

4. Build a Strong Company Culture with Creative Benefits

Today, more than ever, company culture impacts employees’ overall job satisfaction. Consider creative benefits you can offer to provide a positive, encouraging environment. For example, a gym membership, time off for volunteer work, flex time, and discounts on healthy meal delivery services.

 

What’s Your Company Culture?

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Whats Your Company Culture

 

Company culture is everything. It turns an ordinary business into something extraordinary! but what exactly makes up a company culture? To keep it simple, we’ve narrowed it down to two main ideas: People and Vision.

 

People

We believe that people make all the difference! This is why our entire business is based on going beyond a resume and matching the right talent to the right companies. We’ve seen it time and time again — those who excel in a company, tend to be those who match the company culture. These people love their job, and that excitement is what makes them go above and beyond on their everyday tasks. It’s a crucial step for us to find a job that our candidate will love, and an employee that will contribute to the success of a company.

 

Vision

Having a purpose is infectious. It motivates people to do their job because there’s a bigger reason behind it other than “becoming the leaders in x industry…”. Take Google for example, people all around the world apply to work there everyday! Going beyond their fun office and benefits, people know their work is impacting the world through the advancement of technology and offering new opportunities. Having a meaningful vision, is what pushes all of us to give the best part of ourselves everyday.

 

A few of our favorite company cultures:

 

4moms

Speaking of revolutionary products, 4moms has introduced a variety of products that have made parents’ lives a little bit easier. In their own words, they “accomplish great things, and have a great time doing it.” Their values, similar to ours, include innovation, passion and people, which resonates with everything that they do! From corporate events to their philanthropy “4moms cares”, their company culture stands out. Checkout just how awesome their team is from their 2015 yearbook.

 

Deeplocal

Their company purpose reads “To be a place where amazing talent can invent, create, and inspire”. While many people may have the talent, Deeplocal looks for individuals who hold the same values as they do. By doing so, they’ve built a team who continues to strive with their clients such as Nike, Netflix and Google.

 

Brightwing — One of Crain’s 2016 Cool Places to Work

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Brightwing--One of Crain's 2016 Coolest Places to Work

 

TROY, MI – Brightwing, a recruiting and staffing company headquartered in Troy, MI, is one of 75 companies named to Crain’s 2016 Cool Places to Work in Michigan list. The Crain’s Detroit Business’ Cool Places program recognizes employers that go above and beyond to make employees feel appreciated. Brightwing was named to Crain’s Cool Places to Work in Michigan list in 2009, 2011, and 2012.

 

To be eligible, companies must be a for-/non-profit business or government entity with a facility in Michigan that has at least 15 employees. The business must be publicly or privately held in operation for at least 1 year. Brightwing was among 31 companies honored in the Medium Employee Category (50 – 249 U.S. employees).

 

“It’s an honor to be recognized as one of the coolest places to work in Michigan,” said Aaron Chernow, CEO of Brightwing. “Brightwing is about people; it’s about championing human potential and creating a work environment and culture around helping employees realize and achieve their true personal and professional potential.”

 

Crain’s hired Harrisburg, PA-based Best Companies Group to gather data and survey employees. The employee part of the process, an 80-question survey used to determine, for example, whether employees are aware of the company’s long-term strategy and whether they feel the company invests in their professional development, accounts for 75 percent of the final ranking.

 

“Brightwing wants its employees to succeed – and employees are genuinely passionate about giving their best every day to help Brightwing succeed,” said Justin Hochstein, Sr. Recruiter at Brightwing. “Brightwing is a family-centric, work hard/play hard environment; we truly care about each other and work hard every day to support each other. It’s an awesome place to work.”

 

In addition to benefits, flexibility, ice-cream runs, on-site fitness room, weekly yoga class, and team lunches, Brightwing goes above and beyond to encourage collaboration and innovation throughout the organization.

 

“We created an innovation room to provide a comfortable space where employees can openly discuss ideas, current projects, and future goals,” Chernow said. “We turned a large wall into a wipe off wall, brought in sofas, foosball table, bubble hockey, and large-screen TV and meeting area to make the room welcoming and versatile to meet a wide range of needs.”

 

Ultimately, being honored as one of Crain’s 2016 Cool Places to Work in Michigan speaks to Brightwing’s passion: people.

 

 

About Brightwing

Founded in 1973, Brightwing is a recruiting and staffing agency dedicated to championing human potential. Brightwing serves engineering/design, information technology, finance/accounting, and human resource positions. Brightwing is headquartered in Troy, MI with offices in Dallas, Texas, Weston, FL, and Pittsburgh, PA (Winter, 2016).

Are You Too Loyal to Your Employer?

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Are You Too Loyal to Your Employer

 

Employee Loyalty: Value vs. Obligation

What? Is there such a thing as being too loyal to your employer? Yes, there is: when it interferes with your professional development. In general, employee loyalty is a valuable quality; there’s nothing wrong with owning your role and enjoying your job. However, when employee loyalty evolves from a mutual value-add for employer and employee into a feeling of obligation, opportunities are missed and careers become stagnant.

 

Keep Employee Loyalty in Check

Regardless of your degree, chances are there are various opportunities available that you haven’t considered. Of course we all love a stable job where we know the people, the company, and what to expect from day-to-day. However, being too loyal or too comfortable may prevent you from pursuing new opportunities.

 

Forbes published a great article, Five Ways Your Loyalty To Your Job Can Hurt Your Career, that offers advice for keeping your employee loyalty in perspective. For example, the article recommends taking time once or twice a year to ask yourself:

 

  • What do I want from my career?
  • Is this job taking me in the right direction?
  • Have I learned anything important and marketable over the past 12 months?
  • Am I paid what I am worth here? Do I know what my skills are worth?
  • What is the next career step for me? Can I take that step in this company, or do I have to move on?

 

Balance Employee Loyalty and Your Career Path

It’s a fact– A manager’s priority is to maximize profit; Hence, to grow their own business. Likewise, while it’s good to be loyal, your priority should be to grow your career. Even the best of employers cannot offer you endless opportunities to help you reach your highest potential. Even if they wanted to, it’s not realistic. Employee loyalty is overrated and you can’t let it determine your career path. Define where you want to go, what you want to do, and take the steps necessary to get there. After all, your career is your responsibility and you have to be loyal to this first.

The Best Hiring Managers Focus on Who, not What

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We have all known a leader who’s struggled trying to fill an open position because they wanted the perfect combination of hard skills and really weren’t persuaded by exceptional soft skills. These leaders are holding out for a candidate’s work experience that includes a particular previous employer, or an unusual technical skill, or a certain project experience.

 

hiring manager tipsSurprisingly, when these same hiring managers are asked whether or not they would have been better off hiring a smart, energetic person to whom they could teach the hard skills, they answered “yes” — especially when they’ve been waiting for those elusive hard skills for months.

 

To make matters worse, in almost every case in which a hiring manager was seduced by some particular hard skill for which they’ve hired, they fired for misaligned soft skills. Rarely do we hear of someone being fired for not having a hard skill they professed to have. Yet, how often have we heard someone fired for poor work ethic, no initiative, poor people skills, or they just don’t fit?

 

So why are hiring managers still so hung up on searching for candidates with ideal hard skills when they know most (not all) critical hard skills can be learned? One reason is these leaders aren’t sure how to screen for those soft skills. Another reason may be the IBM syndrome: the leader stands a better chance of being criticized for taking a risk on an unknown than for going with someone who has a “proven” track record. The flaw in that reasoning is we don’t know if the candidate’s perceived success is due to their own skill, others on their team, the environment, or just a perception created by this candidate.

 

When hiring managers review candidates, they should challenge their bias towards hard skills and ask themselves what someone with good soft skills can learn. One of Jim Collins’ most important leadership principles is “first who, then what.”

 

Empowered hiring managers focus on “who” and the successful “what” then comes.

 

This post originally published by The Metiss Group here.

Hiring for Cultural Fit: An Organizational Necessity

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At Brightwing, we believe that in today’s competitive world you cannot be successful in the marketplace without first being successful in the workplace. It’s at the core of everything we do, and the reason we invest so much in the culture of our organization. That being said, we pride ourselves on hiring employees who are the right ‘fit’. In this blog, we will answer 2 questions:

 

How will hiring cultural fit employees benefit my organization?

How do organizations go about recruiting employees who are culturally fit?

 

[Blog Inspiration: 7Geese]

 

cultural fit

Before we dive into the brass tacks of cultural fit importance, see if these numbers speak to you like they speak to us. According to a recent Career Builder survey:

– 66% of U.S. employers reported ‘bad’ hires
– 37% of U.S. employers lost productivity because of a bad hire
– 27% of U.S. employers reported a single bad hire cost more than $50,000

 

Not only can hiring for cultural fit save your organization loads of money, but it can also lead to higher motivation and productivity. When employees align with your culture and the core values it stands for, they’re typically intrinsically motivated to work at full capacity towards organizational objectives. For that reason, it’s important for hiring managers to focus on candidates who are a good cultural fit, rather than just a good job fit. In essence, you’re saving money and improving company morale every time you hire someone who is culturally fit.

 

Now that you know the importance and benefits to hiring for cultural fit, we will discuss the best practices, proposed by Development Dimensions International, for recruiting employees who are culturally fit.

Describe the Values in Behavioral Terms

Using behavioral-based questions is a great way to assess suitability in the screening/interviewing process. Furthermore, you can identify candidate competencies that align with the organization’s core values by asking situational questions. For example, if one of your core values is dedication, you may ask the candidates to discuss a time when they went above and beyond on a particular work or school project. Past behaviors are often good predictors for the future, so asking good questions is key.

 

Ensure that Hiring Managers are Adequately Trained

Often times, the toughest tasks for hiring managers is avoiding biases during the recruitment process. It’s easy to like someone who has a similar background and interests to you. This is why it’s important that hiring managers are trained to hire based on the interviewee’s core value compatibility to the organization, and not necessarily the manager. Furthermore, they need to know what they’re looking for in candidates, and how to interpret and evaluate interview question responses.

 

Help Applicants Better Understand Your Culture and Core Values

Organizations should brand themselves around their core values. If done correctly, potential candidates can evaluate their suitability with your organization. For example, a company’s website, videos, and social media are all outside resources that may be utilized to examine cultural fit. If your organizational culture fits the criteria of a job-seeker, they may just find you before you find them.

 

We’ve discussed the the benefits of hiring for cultural fit, along with some of the best practices to hiring the right people. If your employees can fully represent your core values, your organization will more than likely encounter higher morale, profitability, and likelihood of avoiding recruitment process failure.

The Honest Road to Balancing Work and Family

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If we are honest, some seem to do it better than others.  Balancing work and family while striving to advance your career can seem like a 25 hour project in a 24 hour day.  Sometimes, it just doesn’t seem possible. Yet, as mentioned earlier, some people seem to be masters at the craft of discovering lost time in the day.  However, if you were to sit down with these masters of time, you would likely find out that they are but mere mortals with a little bit of honest about what is important to them. And here in lies the key to your path down the same road.

What Do You Value?

People are amazingly self-actualizing.  Namely, they do an excellent job of pursing what they value with amazing resiliency. However, the conflict in the busy employee often comes from not being clear about what they value.  Moreover, if they are able to list out their priorities, they must then ask themselves if they were truly being honest.  If you are having trouble identifying what you truly value, then simply look back over the past 60 days to examine where you spent your time and money.  That might have produced an “ouch” moment in you, but the path to balance goes through an honest road.

You see, if you are going to start prioritizing limited time you have with family, it’s important that the time is spent in the ways that give you the most bang for your buck.  Do you value eating dinner with your family every night or getting home in time to read stories to your children before bed? For it has to be considered, that if work is only going to give you a few precious hours every weeknight with your family before bed, then making them count is step number 1.  Then, when you find joy in these limited hours, you will be amazed at how you start to find more way to grow that time.

Contribute to the Whole Person

When you start evaluating what you really value, you will come to the realization that you are more than who you are the 8 to 10 hours you might work every day.  Consequently, the question of finding work/life balance begins with contributing to this whole person.  Franklin Covey would identify it as “Sharpen the Saw”, but the premise of contributing to these often neglected parts of yourself will help both work and family.

When you are at work, it will always seem like a draining experience if you feel that the job has nothing to offer you as a whole person. Moreover, the joys of family can easily become burdensome if there little attention given to the other parts of your life that bring you joy. Consequently, an essential element in balancing the work and family balance is ensuring the version of you that shows up to each place is whole and complete.  The truth will always be that no more than 24 hours exist in a day.  So if you have chosen a career path that is going to put work and family in a constant competition for those hours, then you simply must evaluate how to maximize the time you spend with each. Showing up a complete person who knows what they value will be a huge step in the right direction.

5 Tips for Better Work Eating

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Don’t let poor eating habits stand in the way of health, productivity and morale.

  1. Respect Lunchtime
    Don’t be a mealtime martyr. “I didn’t have time to eat” may sound like a badge of honor to some, but it’s problematic on at least two counts: first, it suggests poor time management skills and, sadly, it shows a basic disregard for the fact that you need to eat well to live and operate at your optimal level. Your body and brain need a robust and regular dose of nutrients to keep your decision-making abilities, alertness and focus sharp. If at all possible, block out 30 minutes on your schedule every day for lunch, and your colleagues won’t unknowingly schedule meetings during that time. There will always be exceptions, sure — just don’t let starvation be the rule.
  2. BYOL: Bring Your Own Lunch
    Even if you’re not a world-class chef, bringing your own lunch to work is the way to go. Not only is it significantly more economical (do you know how much you spend on lunch each year?), but it’s typically much healthier – plus, it’s a chance to impress your colleagues and a great way to reduce leftover spoilage in the fridge at home. If you don’t have the time or desire to cook for yourself, consider asking your partner, your kids, or even a willing and able neighbor – perhaps for a small fee. You’ll still come out ahead fiscally.
  3. It’s a work desk, not a dining table
    The Oxford English dictionary added the phrase “al desko” in 2014. Sadly, eating lunch at one’s desk is the norm at many offices, even ones that have cafeterias or ample outdoor seating (weather permitting). Eating alone in front of the computer screen is an example of multi-tasking at its worst: chances are you’re not fully enjoying your meal or chewing it properly, and you’re also not fully processing the emails or work tasks you’re trying to complete at the same time.
  4. Less, More Often
    You are not a machine, but rather a living, breathing human being. Unlike your computer, which can run for hours without a pause, you should consider taking regular breaks from your work to keep your concentration sharp and your creative juices flowing. The act of walking to the office kitchen or pantry gets you up from your desk and moving (an added health benefit if your job is sedentary). Plus, the snack will boost your energy and mood, so when you return to your desk, you’ll be ready to continue the task at hand. Just avoid the hidden sugars; opt for water or tea in place of juice, which typically comes saturated with sugar – empty calories. Nuts and whole fruits are also a great snack, depending on dietary restrictions and personal preferences. Most experts agree: eat less, more often. Spacing out your snacks in small increments keeps your energy level optimal without overwhelming your digestive system or spiking your blood sugar levels.
  5. Friday Fundays
    Although homemade lunches are ideal, it’s a good thing to get out of the office once in a while. If there’s one day a week when your workload calms down a bit (e.g. Friday) consider heading out for lunch with a coworker or your department. This will be great for team-building, and you’ll get to try a new restaurant. It’s also a great networking opportunity if you invite colleagues you may not know well, or who work in other departments: you’ll learn about their hidden talents and hobbies, you’ll hear about important company projects, job openings, promotions, and other goings on. And you may make a long-lasting friend.

Bonus Tip:
Sometimes people bring donuts to work, take one every once and a while, it won’t kill you!

5 Tips to Boost Your Workplace Happy

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A few simple ideas to increase your level of happiness at any job

  1. Count Your Blessings
    When your job’s got you down, it can be difficult to find a silver lining, but the effort will be well worth it. Instead of focusing on the endless negatives at work, take a moment to list the top 5 favorite aspects of your job, no matter how large or small. Reminding yourself of “the good stuff” will act as an instant mood boost, and can create a much-needed shift in perspective. Perhaps a drawn-out project finally ended, an impossibly demanding client sent you positive feedback, a new assignment forced you to learn a new skill, or a menial data-entry task gave you a breather from talking to people… Every challenge can be a blessing in disguise, if you let it. Acknowledging the good in your workplace will give you the energy to tackle the not-so-good. If you’re skeptical, give it a shot anyway.
  2. Play Devil’s Advocate
    You can’t completely ignore the most unpleasant aspects of your job hoping they’ll disappear on their own. If you ever feel stuck, and you think there are no viable solutions in sight, try the following mental exercise: make a list of the major challenges of your job, and then pretend a coworker came to you with the same list asking for your advice. What would you tell them? Now go ahead and put some of that wisdom to the test yourself. You may not be able to cross everything off the list right away, but you’ll surprise yourself by how much you can accomplish if you address the pesky work issues head on.
  3. If You See Something, Do Something
    Often, a work grievance continues to persist as a problem because, with the exception of complaining about it, no one does anything concrete to improve the status quo. If you enjoy discomfort, let the problem persevere. Otherwise, take stock of the issue and bring it up to management – but make sure you come up with a plausible solution first. Doing so will make you appear proactive and responsible in the eyes of your boss. Being proactive will, in turn, increase your sense of agency and self-worth. Ultimately, your proposed solution may not be accepted or implemented, so do remain open-minded. But your general initiative to enhance the workplace will be appreciated, and it will be considered the next time a promotion’s at stake.
  4. Recognize Others
    If you’re stuck in a rut at work, consider focusing on others for a change. By recognizing your colleagues for their contributions and talents, and praising them — privately or publicly — for a job well done, you’ll be doing yourself a service, too. You’ll be perceived in the workplace as someone who is perceptive, benevolent and a key team player. You’ll make someone’s day, and you’ll feel better about it, too. Plus, there’s always the karma boomerang to consider.
  5. Accept Reality
    If all else fails, accept that sometimes a job is just a job. Some folks are workaholics, addicted to long hours at the office, deeply passionate about everything they do; they simply live to work. But plenty of people work to live, earning money to pay the bills at jobs they don’t necessarily love to be able to enjoy their free time any way they like – and that’s okay. If you don’t enjoy your job, you can attempt a long-term shift in mindset and tough it out until retirement; or you can take the necessary steps to seek a different job. The only person who gets to decide the next step… is you.

 

6 Crummy Work Habits to Avoid

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Bad habits are hard to change, but make sure to carve out time regularly to reflect on your behavior — not just your work — at the office. Your reputation and employment may be at stake.

  1. Being Tardy to the Party
    Just because others are a few minutes late to the meeting, doesn’t mean you should conform. Instead, try arriving 5 minutes early — you can use the peace and quiet to clear your head and review the agenda, so that when the meeting starts you’ll be ready to roll. Consistent punctuality drastically improves an employee’s reputation — you’ll be perceived as organized, in control, responsible and reliable, everything that a professional aspires to be.
  2. Procrastinating Like a Boss… When You’re Not the Boss
    Unlike tardiness, procrastination may fly under the radar for some time, but it will bite you in the rear sooner or later — well, probably later if you’re a procrastinator. By leaving large projects or even small tasks to the very last minute, you rob yourself of the chance to edit your work or, worse yet, you don’t give your colleagues ample time to provide valuable feedback. Living life on the edge may give you a thrill in the moment, but you won’t enjoy when the deadline comes rearing its ugly head, and all you have is a half-baked, error-rich deliverable. When procrastinating on a major task, you maintain a constant unpleasant feeling in the back of your mind which can actually detract from the quality of any lesser tasks you may be doing at the moment. It’s a lose-lose scenario.
  3. Yelling Just To Be Heard
    Depending on where you work, yelling may be a commonplace occurrence or it may be totally unheard of. Either way, avoid the urge to yell at all costs. Yelling is the adult equivalent of a child throwing a tantrum. When you can’t think of a more mature way to handle a situation gone wrong, your best bet is to step away for a moment — take a walk around the office, have some tea, and take a few deep breaths. Otherwise, you risk being perceived as domineering, unprofessional, even insecure and overcompensating for something. Sadly, it only takes one incident of poor judgment that you’ll then have to carry with your for months, even years, until you find your next gig.
  4. Gossiping Harmlessly
    Sure, most people gossip to some small degree. Then there are the pros who turn it into an art form. Folks who exert so much energy worrying about the work or behavior of colleagues are wasting the company’s time and money, and are likely to become topics of gossip themselves. It’s one thing to vent to a spouse or friend outside of work, but another thing to risk your reputation within your office walls. The next time you sense an urge to say something petty about a colleague, think about how you’d feel if they found out. Or imagine how you’d feel if you discovered someone was nit-picking what you wore to the office yesterday. Think before you talk. Shift your focus by listening to one of your favorite songs (if your job allows), or work on an easy task to boost your sense of accomplishment and move on with the rest of your day.
  5. Spreading Yourself Too Thin
    Being a workaholic-martyr is not something to be proud of, though every office has a few. If you are blessed with a hectic job and a ton of work on your plate, it’s especially important to understand the power of saying “no.” If you take on too many items and spread yourself too thin, you’re doing everyone a disservice: your boss, your coworkers and business partners, your friends and family, and most of all yourself. Even if you manage to achieve some semblance of external success, you’ll be burning out inside. More than likely, though, you’ll be running from task to task like a chicken with its head cut off, while your judgment, decision-making, creativity and empathy suffer.
  6. Throwing Bodies Under the Bus
    Much can be said on this topic, but it can also be summarized briefly: don’t do it! Throwing colleagues under the bus is a recipe for disaster. It drains team morale and productivity, and places a target on your back for the future. Instead of wasting your precious energy on the blame game, refocus your thoughts on how you can improve communications and processes so the mistake doesn’t recur. You’ll be the unsung office hero, rather than the silently hated villain.

 

3 Ways Multitasking is Killing Your Productivity

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On the surface, multitasking seems like a good idea. Why not do two, or even three things at the same time, instead of one? It may sound like a good idea in theory, but when it comes to real life, multitasking isn’t effective. In fact, it is probably killing your productivity without you knowing it.

Here are a few reasons why you should not try to multitask.

  1. Our brains are not wired to multitask
    You might think you’re a great multitasker. You probably even put it on your resume. But science says otherwise. It’s a fact – our brains are not wired to multitask. We fool ourselves into thinking we’re a multitasking extraordinaire because we can text a friend and watch football at the same time.In the world of work, you’re probably engaged in higher-level tasks than watching the big game while texting. In other words, your multitasking technique won’t translate into increased productivity on the job.Studies show that multitasking is ineffective because the brain is designed to focus on one thing at a time. Switching back and forth between tasks causes you to miss important details and never allows you to concentrate on a singular task. Studies show it can take as long as 20 minutes to get your mind fully reengaged into a task after being interrupted.
  2. You’re not really multitasking
    We may be able to multitask physically (chew gum and fold laundry), but there’s really no such thing as multitasking when it comes to cognitive tasks. What you’re doing is known as task-switching. Back and forth. Back and forth.Task-switching depletes your mental energy at a quicker rate and never allows you to “get in the zone.” The bottom line, it’s draining and inefficient. Experts say it’s best to do things in batches. Give all your attention and focus to that report, then check email.
  3. You’re prone to mistakes and stressed out
    Switching back and forth between tasks at a rapid rate while trying to focus on more than one thing at a time is a recipe for disaster. Your brain and body are in a state of chaos, which leads to errors and stress. Two things that certainly won’t earn you that big promotion you’re working towards, right?Researchers at the University of California Irvine showed that chronic multitaskers had elevated heartbeats compared to their more calm, singularly focused co-workers. The multitaskers were in a constant state of high alert. This state wears on your physical and mental health.

 

The lesson is simple – multitasking is overrated. Stop doing it. You’ll be happier and more productive.

 

10 Ways to Win the Fight for Happy at Work

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Let’s be honest.  Work is not always synonymous with happy.  Whether it is just the daily grind or a career that is less than your passion, happiness doesn’t always flow naturally.  Regardless, this doesn’t mean you have to put it off.  The true masters of the workplace can find happiness amongst it all.  So here are 10 easy tips for staying happy at work.

  1. Start your day in a good mood
    Now this might seem obvious, but you would be surprised how many people have miserable morning routines and then blame work for not cheering them up.  If you can’t find a way to at least on the best of days walk into work happy, then you putting a heavy burden on your actual job to do that for you.
  2. Avoid toxic co-workers
    On the off chance you did happen to make it to work in a decent mood, let’s not ruin it by spending time next to the people who didn’t and never seem to try. You know exactly who I am talking about in your office when I say toxic co-worker.  If someone’s desire is to bring you down to their mood, then you don’t need them.  And if you don’t know who that toxic person is in your office, then consider it might be you!
  3. Make someone laugh
    It is hard to find too many people who can walk away from having just made someone laugh and not feel happy.  Take it upon yourself to spread a little joy and see how that lifts your spirits.
  4. Always be nice to the new guy  
    Everyone feels good when they have done a charitable act and let’s be honest, some new guys are not always a social hit. Take it upon yourself to be a welcoming face and feel the joy that follows.
  5. Eat a healthy snack
    Yes, you could raid the vending machine for those cupcakes, but they never really make you feel that good afterwards.  Stocking your office with nuts and fruits can provide you mind and body with the feel good boost it needs.
  6. Squeeze in something physical
    Now if your job is inherently physical, then you might need to alter this tip.  However, for much of the office world, sitting is the norm.  Squeezing in a few office exercises can stimulate the body and brain and refresh your spirit mid-day.
  7. Be Productive
    Now this should really be obvious.  People can malign the work they do all day long, but a human soul knows when they are being productive or not.  Everyone takes some joy in the completion of a task whether it is tedious or grand.  You don’t need your boss to motivate or malign you over productivity.  It is a path to your immediate joy, so pursue it on your own.
  8. Work for yourself  
    You will spend a great portion of your life working, so why not do a little bit for yourself. The meaning is that your current job doesn’t have to be all about your employer.  Whether you utilize it as a means to gain valuable experience, foster key relationships, or simply pursue your passion, contemplating what you can get out of the work can get you through some particularly dry seasons at work.
  9. Don’t neglect the whole person
    Remember you are more than who you are the 8 hours you are at work.  If you neglect who you are outside of work, then very few jobs could ever actually make you happy.
  10. If at all possible, step outside
    It doesn’t happen as often as it should.  However, stepping outside for some fresh air once or twice a day can be, well, a breath of fresh air.  Just try to be sure it’s not just for a cigarette.