Organize Your Work for These 4 Quick Wins

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We all know that organization is the key to success. Here are some concrete tips to help you get there. No rush — try out one per week over the next four weeks.

  • Make Prioritization a Priority
    Whatever you hope to accomplish in a given day or week, you’ll need to make it a priority, and approach it with relentless laser focus, otherwise it will be pulled under the current of countless requests, emails, text messages, IMs, tasks, blogs, etc. – you get the gist. If you’ve resolved to get better organized at work, that decision is a great first step – now you’ll need to put the below steps to work.
  • Clean Your Desk
    If you’re OCD when it comes to cleanliness, you can probably skip this section. For everyone else: make sure your physical desktop is clean and clutter-free. You may be a slob at home, but at work your professional reputation is always on display, so put your best foot forward. Having a clean, mostly clear office desk will allow you to quickly find what you need; otherwise, the mess will keep nagging you in back of your mind and can even prevent you from fully focusing on your work. To get a handle on the chaos, come to work 30 minutes earlier than usual, and divide the stuff into two piles: things to keep, and junk to discard. Once you’ve thrown out the latter, start organizing the remaining pile, at the very least into two more piles: active projects and archived material. Each of those piles, in turn, can be sorted into subfolders by project name or date, depending on your needs and preferences. Like any other, organization is a skill that gets better with practice.
  • Don’t Forget Your Digital Workspace
    Depending on your industry, most of your work and materials may be digital, not physical. So even if your work area is super neat, you may still have a lot of organizing to do with your virtual desktop. Think back to the last time a manager requested a document from you, and you scrambled to find it on your computer desktop or shared drive. Chances are, poor folder organization was the time-sucking culprit. Get a handle on the issue once and for all by carving out some time (perhaps a Friday afternoon) to reorganize and rename folders, and delete or archive any inactive documents – just make sure to communicate your process to anyone who may be impacted to mitigate confusion.
  • Make Time For Your Calendar
    Part and parcel with a clean digital and physical workspace is an organized calendar. While you may not always be in full control over your schedule, you probably have more agency than you realize. One way to keep your work life organized is by thoughtfully scheduling your tasks each day and week. Be mindful of your energy and creative levels: if you’re someone who is sharp and alert in the morning, plan your toughest tasks in the AM. Think about the natural rhythm of work in your department: if Wednesdays are always crazy, schedule a buffer to help you handle the pandemonium (e.g. a 30 minute block of time in the AM and PM). And always have a list of back-up tasks (in order of priority) on the off-chance that the day is quieter than expected. At all costs, avoid multi-tasking like the plague. Focusing on one task at a time will help you get things done faster, will increase your sense of accomplishment, and will demonstrate to others that you indeed have the laser-like focus and determination that are so characteristic of successful people.

5 Characters to Avoid at Work

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Trying to get ahead in the workplace? Hoping for an end of year bonus or key to a corner office? The first step in advancing your career is building solid relationships at work, with colleagues and supervisors. Just as there are those in the office to build rapport with, there are also characters who should be avoided at all costs. Here are five people to avoid at work.

  • The Office Gossip
    A splash of work-related chitchat is typical, but steer clear of those that like to spread gossip about the boss or co-workers. Avoid getting caught up in the noise and never lose sight of your work goals. The first action in preventing negative gossip from getting out of hand is to approach the gossiper one-on-one. Let them know where you stand without being overly confrontational. Everyone will appreciate your firm stance, including your boss.
  • The Debbie Downer
    Watch out for the person who never looks at the bright side. The constant pessimist doesn’t bring a lot of hope and inspiration to the workplace. Whether the company wants to implement a new policy or promote a co-worker, Debbie Downer will always find something negative about the experience. This is not the person you want to associate with if you are trying to maintain good rapport or your sanity. The workplace may be negative enough without scratching for more things to complain about.
  • The Whiner
    The office whiner is often known as the complainer. No matter how positive the vibe is at work, this character always has something to whine about. While it is important to remain empathetic to problems and situations co-workers face, be careful not to waste valuable work time listening to complaints. Steer the conversation toward solutions rather than winding down a negative rabbit trail. Remember, someone is always watching.
  • The Class Clown
    Every classroom has one, and so does the office. The problem with the office goof-off is that no one takes him or her seriously, including supervisors. And, if you associate with this character, you may be seen as their counterpart. While it is fun to joke around and pull a prank from time to time, avoid branding yourself with a reputation you may not want by associating with this person. Examine your work goals and pursuits. Always ask yourself if someone else’s bad behavior will bring you down.
  • The Backstabber
    Backstabbers in the workplace are common. These are the characters that will do anything to advance their reputation and career. Unfortunately, they cannot be trusted and always have ulterior motives. Instead of palling around with the backstabber, keep your distance. Maintain healthy relationships with colleagues who are trustworthy, dependable, and pursuing the same success you are.

 

 

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.

 

5 Surefire Ways to Stress Less At Work

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Stress in the workplace is inevitable. But chronic, debilitating stress is not, even if you work in an inherently stressful profession. Research shows that ongoing pressure accompanied by increased demands contributes to stress at work. In order to keep your sanity, there are surefire ways to assist, even at the most stressful times.

Consider following these tips to help manage your stress level, ultimately improving your career.

  1. Surround yourself with positive people
    The people you surround yourself with at work can make a huge impact on your level of peace, satisfaction, and positive outlook. Hanging with the “chain gang” can contribute to stress, especially if the crowd you are with likes to complain. Choose who you associate with wisely. Find supportive and relaxed individuals who are fun to be around and nurture rather than hinder your mindset.
  2. Take care of yourself
    Reducing stress at work is often contingent on what you do outside the workplace. Pay attention to your physical and your emotional needs. When these needs are met, you are stronger, wiser, and more resilient to stressful situations. Regular exercise provides stress relief and improves the mood. Healthy food choices and plenty of rest also make you more resilient. Remember to put yourself first and meet your basic needs.
  3. Prioritize and organize
    The first-things-first rule is one that allows you to regain control over stressful situations at work. You may face a hundred pressing emails every Monday morning or an inbox full of managerial requests. To survive you must be able to prioritize and organize by level of importance. Try making a list of to-dos on a daily basis. Tackle them by priority level and do the difficult ones first. Be willing to compromise if you are unable to complete everything you wanted to in a day. Remember, tomorrow offers another 24 hours.
  4. Avoid over-committing
    Whether it is scheduling things back-to-back, double-booking appointments, or trying to fit too much into a single day, over-commitment can leave you stressed out. Many times we underestimate how long a project might take us. We set personal goals that go unmet simply because we underestimate time. Blocked goals may result in added stress. Focus your attention on the shoulds and musts and drop tasks that are unnecessary. Avoid overcommitting and find yourself more at peace during the day, and night.
  5. Focus on what you love about your job.
    It is easy to get wrapped up in complaints and what is wrong with the workplace. A healthier focus allows you to reconnect with what you like about your job, rather than what you dislike. Maybe your job highlights a skill you enjoy, such as writing or computer programming. Rather than focusing on the deadline of the project, live in the moment. Focus your attention on the happiness the job brings and what you are contributing by doing it. When you focus on what you love about your job you are happier and more content while doing it.

 

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.

2015 Job Forecast Predicts More Hires from Coast to Coast

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job forecastThe United States job forecast for 2015 is predicting its best outlook in nearly 10 years. Hiring managers and human resource professionals from coast to coast are expecting to hire more this year, and many companies will be increasing salaries. Permanent full-time and contract hires are both trending upward. A few of the many hot areas for hiring in 2015 include Engineering, Information Technology, and Math.

 

Show Me the Numbers

36% of employers plan to increase full-time hires

31% of hiring managers plan to create jobs in the hot areas of Science, Technology, Engineering, and Math – Up from 26% from last year

46% of employers plan to hire contract workers in 2015 – Up from 42% last year

56% of these employers plan to transition their hires to full-time, permanent roles.

82% of employers plan to increase compensation for existing employees – Up from 73% last year

64% will offer higher starting salaries for new employees – Up from 49% last year

 

Trends to Expect in 2015

Education Requirements will Become More Strict
Many companies will hold employees to higher standards, requiring continued education and Master’s Degrees for Executive and Management job openings.

Work Environments will be More Collaborative
A lot of companies are implementing open space floor plans, and doing away with cubicles to easily collaborate and share ideas with employees.

More Small Businesses will be Hiring
To meet the needs of increasing market demands, small businesses are expected hire more this year. 29% of businesses with 250 or fewer employees are expected to add full-time, permanent workers. This is an encouraging statistic, as it has increased 7% from last year’s expected hires.

 

Getting Off on the Right Foot

The job forecast for 2015 is encouraging for both job seekers and employers. There isn’t a better time than now to obtain a new job. Whether it’s a full-time and permanent position, or a contract position, there are many industries that are hiring now! If you are currently in pursuit of a new opportunity in an industry on the rise, starting your job search now would be smart.

Data Source: Harris Poll – A sample of 2,192 hiring managers and HR professionals across industries.

Brightwing Wins National Award – Best Company to Work For

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We are happy to announce that we have been voted one of the best companies to work for in Metro-Detroit! We participated in The Nation’s Most Premier Awards Competition and Gala to showcase our dedication to the people we work with.

Award Pic 2014

Over the last 40 years, we have had a commitment to excellence in our human resource practices and employee enrichment. We have found success in reaching out to our staff at Brightwing, where everyone has a voice.

To win the award, we executed in better business practices, richer lives, and stronger communities. It was not easy, as we competed against many reputable organizations, but we take pride in competing to be among the best and brightest companies to work for.

Our company culture is built around how we treat people. We are family, and we continue to grow as one.

 

Contingent Workforce Management: Determining the Right Model for You

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Contingent Workforce ManagementThere is no question that the contingent workforce continues to grow.

And, why wouldn’t it?  A contingent workforce offers organizations a litany of benefits.  If you want to help reduce liability, manage costs and simplify the tracking and accounting of your workforce you have traveled down the right path.

So, as a conscientious corporate executive you do your research and find a VMS/MSP to manage the process.  But, don’t be fooled!  Most of the current MSP/VMS models seem to have come woefully short of truly delivering exceptional value to their end clients.  But why?  Well, although the intentions are audacious, most of the time the execution falls short with the setting of unreasonable expectations coupled with a dramatically poor communication program.

The typical MSP/VMS solutions count on the system to manage a workflow, but are usually understaffed or unqualified to manage the interactions required in a high performing recruiting model.  Couple this with unrealistic restrictions and expectations put on the “vendors/partners” who are actually the delivery engine of the whole process, and you have a flawed system.

Quick vs. Great

In reality, among a majority of hiring managers, staffing vendors and many of the organizations who continue buying these contingent workforce management solutions there seems to be an underlying lack of satisfaction with the results of their programs. Here are some facts:

  • A recent SIA survey of buyers and users of MSP/VMS recorded “Net Promoter” scores of 25% or less – essentially not a ringing endorsement of the solutions.
  • A similar SIA survey of vendors to MSP/VMS solutions recorded a “Net Promoter” score of minus 50%, yes minus and they are the actual delivery engine to these solutions.
  • Brightwing’s own survey, sent to over 4,000 users, represented similar results with 52% of the respondents desiring a solution that incorporates the high touch of specialized recruiting or staffing firms.
  • Finally, over 90% of those surveyed responded that for critical positons they actually had to find a work around the existing MSP/VMS processes.

Attracting the best and brightest into an organization takes a high-level of communication, understanding and nurturing. So, why does it seem that in most of these MSP/VMS delivery models one of the first and most important process they implement is to limit communication  as opposed to enhance it? The truth is, the expectation is to view and categorize people as nothing more than commodotized widgets.

There is a simpler, more cost effective and value driven alternative.

  • There are available technologies today that can drive the consolidation and management of time keeping, invoicing and even the security (who is actually in your facility and when).
  • Managing issues regarding compliance and liability are structural issues where processes don’t have to eliminate communication.
  • There are also simple answers to tracking expectations and results (quality) that actually can be delivered using the same technologies that are being used but very seldom applied.

Talent drives innovation and success in any top-performing organization. Leading organizations understand that when they are discovering and acquiring talent, it’s an investment in their future and a statement about their potential.  Let’s work towards helping our clients and our candidates reach their full potential as opposed to putting systems and processes in place that are not conducive to attracting and delivering the best.

Contingent Workforce ExpertAuthor: George Albert Optiz, President of Brightwing

The Science behind Recruiting Millennials

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Recruiting MillennialsWhen it comes to recruiting Millennials, it’s a whole different ball game. Also known as Generation Y, Millennials were born between the early 1980s and the early 2000s. This new generation of workers is already starting to reshape the workplace. They have grown up with more information at their fingertips than any other generation and have a unique perspective on what they want out of their career.

The key generational differences listed below are changing the way we recruit Millennials, and ultimately retain this growing segment of the workforce.

 

Tech-Savvy & Socially Minded

Having been raised with laptops, smart phones, social media and instant messaging, Millennials love technology and are fiercely independent. Not to mention, connected 247.

  • Stay up to date on technology and utilize social media to recruit Millennials.
  • Make sure your career site is mobile-optimized.
  • Work your network. Get employees to share job postings and talk about your employer brand. For example, taking your staff to a baseball game? Post pictures of the game and tag employees.
  • If your employees love working for you they will tell everyone. The opposite is also true, if they hate their job they won’t hesitate to complain to their networks.
  • Encourage employees to openly talk about interesting projects they are working on, better yet, video tape them talking about it. Then share it.
  • Improve the technical skills of your existing workforce. This is an opportunity to engage Millennials by having them teach more seasoned colleagues how to leverage tools like social media in the workplace.

 

Growth & Recognition

Millennials strongly believe in continuous training and are motivated by positive recognition. According to PwC, 35% of Millennials consider excellent training programs to be the top benefit they want from their employer.

  • Communicate opportunities for training, growth and advancement internally and externally.
  • Design a blended training and onboarding approach utilizing tools like web-based learning, mobile apps, gaming, as well as traditional classroom training.
  • Recognize and praise Millennials for their accomplishments publically. This increases job satisfaction and motivates this generation to work hard.
  • Be proactive about transferring institutional knowledge to your millennial workforce.  After all, they are the future of your company.

 

Flexibility

Most Millennials have a work hard, play hard mentality and aren’t willing to sacrifice their personal life in order to advance their careers. They also don’t respond well to cookie-cutter management approaches.

  • Tell candidates how your organization values work-life balance and talk about your employee sponsored events, charity and volunteer work, health and fitness programs and any other benefits provided to employees.
  • Show employees how the work they are doing contributes to the overall goals of the organization.
  • Millennials want instant access to information so leverage technology to give employees 24-hour access to company information.

 

Have a “Why”

Recruiting Millennials involves digging deep. They want a challenge and a sense of purpose.

  • Share your corporate vision and provide a career path of empowerment and self-discovery. When candidates and employees feel connected to your why, they are much more likely to dig deep, work hard and be loyal.

Beyond Employee Engagement: 8 Steps to an Effective Culture

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Employee Engagement Culture CycleThe greatest predictor of profitability for businesses is customer loyalty and the greatest predictor of customer loyalty is employee engagement. Thought leader and author of The Culture Cycle, James Heskett, demonstrates how an effective culture can account for up to half of the differential in performance between organizations in the same industry.

Today the intangible assets of a company, including brand, customer relationships, leadership, ability to innovate and the talent management practices and culture of the organization,  comprise 65% to 85% of its total value. This is a huge shift from the 1980’s when over 60% of a company’s total worth was based on its tangible assets – equipment, technology, facilities, equipment and resources. This shift in the way companies are valued is forcing organizations to focus on their culture, and more specifically, how they attract, align and retain their most valuable resource, their employees.

Southwest Airlines, Wal-Mart, IBM, ING, 3M, and Proctor and Gamble are some of the organizations experiencing success and growth due to their highly effective cultures and employee engagement practices.

In his book, James Heskett describes the 8 cyclical steps in what he has termed, The Culture Cycle:

1. Mission, Shared Assumptions and Values — Alignment with Strategies and Methods of Execution
2. Setting Expectations
3. Behaviors Consistent with Shared Assumptions and Values
4. Expectations (e.g. leadership, recognition, job opportunity, personal development)
5. Core Phenomena (Trust, Employee Engagement, and Ownership)
6. Policies, Practices, and Behaviors (e.g. self-direction, accountability, transparency, collaboration)
7. Organization Learning (e.g. continuous improvement, adaptability, agility, and speed)
8. Results (Four Rs, innovation, growth, and profitability)

The 4 R’s in step 8 can be thought of as your culture’s key performance indicators. “The results of an effective culture can be (but rarely are) documented and tracked:

  • Referrals: A higher proportion of potential employees recommended by current or former employees.
  • Retention: Lower recruiting, hiring, training, and lost productivity costs because of greater employee loyalty.
  • Returns to labor: Greater productivity per dollar of compensation.
  • Relationships: Better customer relationships, resulting in greater loyalty, lower customer acquisition costs, and more sales.”

Heskett is not alone in his viewpoint that in today’s competitive world you cannot be successful in the marketplace without first being successful in the workplace. Today’s ever changing business environment demands attention to the way we attract, align and retain the employees that are most vital to the success of our organizations.

Author: George Albert Opitz

5 Key Tips for Recruiting and Hiring High-Demand Candidates

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Recruiting and Hiring High Demand CandidatesIt’s no secret; it’s a candidate’s market. The more competition there is for a group of candidates, the more recruiting effort is required to attract and hire them.

Here are the top 5 tips for recruiting candidates in high demand:

1. Know your product

The first step in the recruiting process is getting to know everything you can about the open position. What is the culture of the team, what hours will they work, what problems will you need this person to solve and how can the position progress?  The better you are at communicating and answering questions, the clearer the picture you can paint for candidates. Know your stuff.

2. Know your target audience

Creating a detailed profile is the first step in hiring an employee who will be with you for the long haul. It’s not enough to just define the level of experience and talents you are looking for, you also have to identify the type of person who will thrive in your environment.

3. What makes your job stand out?

The 3 most important differentiators:

• Your company’s cutting edge or innovative projects
• Your people (because people do business with people that they like)
• Your company culture

4. Let current employees tell your story

Content is king, but it is more effective when communicated by a relatable source. Your current employees are your best sales people and recruiting tool .

5. Promote, promote, promote!

This is a recruiting step that takes planning and strategy.  Search for events, forums, conferences, and meet ups where you will be able to tell your story to the right audience. You can also attack the market socially: post videos, blogs and other materials on social communities where your audience is most likely to see and share your job opportunity. Most importantly, reach out to your current employees. Referrals are the number one way to recruit great employees.

7 Key Statistics from the May Employment Report

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Employment Report MayToday, the Bureau of Labor and Statistics released the Employment Situation Summary for May 2014. Overall, the unemployment numbers have held at 6.3 percent, but there are increases in employment industry wide.  Here’s a quick summary:

1. Employment in temporary help services continued to trend up (+14,000) and has grown by 224,000 over the past year. This is consistent with the U.S Department of Labor’s previous reports that the contingent workforce is among the fastest growing segment of workers and the Department predicts a 23% increase by 2020. Our clients currently have numerous opportunities for contract workers, search our open jobs.

2. The total nonfarm payroll employment rose by 217,000 in May, and the unemployment rate was unchanged at 6.3%. Employment increased in professional and business services, health care and social assistance, food services and drinking places, and transportation and warehousing.

3. The unemployment rate held at 6.3 percent in May, following a decline of 0.4 percentage point in April. The number of unemployed persons was unchanged in May at 9.8 million. Over the year, the unemployment rate and the number of unemployed persons declined by 1.2 percentage points and 1.9 million, respectively.

4. Professional and business services added 55,000 jobs in May, the same as its average monthly job gain over the prior 12 months.

5. The health care industry added 34,000 jobs over the month, twice its average monthly gain for the prior 12 months.

6. Manufacturing employment changed little over the month but has added 105,000 jobs over the past year.

7. The employment status of the civilian population 25 years and over rises significantly if the person has a Bachelor’s degree or higher.

employment rate may 2014

View the full May Employment Report.

Employee Engagement: Why Your Happy Employees Are Looking for Jobs

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Employee Engagement Fail: Why Your Happy Employees are Looking for Jobs

Click on infographic to enlarge

This year’s employee engagement forecast results are in from  Salary.com. According to the popular site, your employees are 23% happier with their  job than they were in 2013, but 83% say that they will still actively look for a new position in 2014. The January Job Seekers survey, taken by over 1,200 people, asked how currently employed people felt about their employers, reasons to stay and reasons to leave. The results spoke volumes about the amount of employee engagement that their workplace provided, as the main reasons to leave could have been addressed during the hiring process. Here are the top ten reasons why they are not only keeping their resume updated, but also sending it out while on the job:

Low pay: 16%
Of the respondents who plan to look for a job, 50% were given a raise in 2013. While pay will always be a factor in job seekers list of priorities (29% said that a pay raise would keep them with their current employer), it is clear in 2014  that employees are making the switch for other reasons.

No possibility of advancement: 15%
Depending on  company structure, employers may not be able to create new positions but what they can focus on is how they engage their employee. Continued learning or training can really help an employee grow professionally, leading them to a position that they may not have been qualified for previously. A few cited reasons for employees to stay that may help in this area are clearer career goals or moving to a new team. Continued learning can help employers engage with their employees to achieve this.

Underappreciated: 13%
Part of feeling under appreciated can be tied to low pay, however there are also other reasons. 3% of respondents said that more recognition could make them happier at work, which can be as simple as team lunches, a call out at company meetings and making sure that you are aware of achievements made by your team members.

Not challenged: 8%
This is a clear sign of a disengaged worker. Lack of challenge leads to boredom, and while they may like your work culture they will most definitely be looking for something new.  One way to foster employee engagement is to take a look at the training that your company offers, or could offer, and make employees aware. It is in your best interest to help employees grow.

Hate boss: 5%
When employees have issues with their manager, it’s important to look at your own hiring process. This issue could be prevented up front by making sure that the candidate fits in with the managerial style during the interview process. However, if you have already hired the employee, 9% said that switching to a new boss would be preferable if at all possible.

Work/Life balance: 5%
10% of respondents said that if work/life balance were improved, they would consider staying, and 5% said a flexible schedule would be preferable. If you’re able, work with your  HR department on ways to make your team’s schedule fit their lifestyles.

Job stress: 4%, Overworked: 3% and Benefits: 2%
I’ve lumped these three together not because they are similar, but because they can be prevented during the hiring process. Painting a very realistic picture of your workplace is incredibly important in the interview process. Remember that while you are interviewing them, and expecting the candidate to give specific and honest answers, you must also be up front about expectations, level of stress they may encounter and also make sure that they are very aware of the benefits that you will be providing.

Bad coworkers: 1%
Like confrontation with management, this is also something to think about during your hiring process. If you don’t already, introduce candidates to their potential future team. While it may not entirely show how this person would get along in an actual work setting, it is one way to see the dynamics of what could be.