Preparing Your Team for Seasonal Demands

September 18th, 2017

Fall is here! Your summer hires have packed up and your fall hires are in place, you’ll already need to think about the next big challenge: the holiday season. If your business model involves any kind of seasonal element, or touches on industries that move through staffing cycles during the year (like tourism, travel, academia, construction, and even healthcare), you’ll need to be ready for each of these cycles as they arrive.

Prepare for your seasonal demands—the packed rush of the high season and the quiet lulls of the low—by engaging with a temporary staffing firm and taking on seasonal help. A staffing agency can help you fill your open positions in short order with high quality experts. Here’s how.

We hire employees so you don’t have to.

When we present you with candidates or likely matches for your open position, you can bring them onboard as quickly as you like. They’re already insured, tax reporting has been taken care of, and they’ve already been vetted and reviewed, because they’re already working— for us. During their contract period, your employees are our responsibility, not yours. So you just have to show them the ropes and welcome them to the team.

Goodbyes can be painful, but not when you work with temporary talent.

When the season ends, some of your goodbyes may be cheerful occasions. Students returning to school and employees leaving for other positions will be taken care of. But what about those who aren’t? An annual cycle of lay-offs can be upsetting for both parties, but when you no longer need your temporary workers, we simply assign them to other jobs. No worries.

If you want full time hires, we can do that.

After your contract period ends, you’re free to hire your temporary employees full time if you choose. In this fashion, both employer and employee can test-drive the relationship to see how well it works for each of you. If you get along and appreciate what the other has to offer, you can easily hire your temporary employee for a full-time, permanent role.

We can stay at your side as your business grows.

If you see no end to your seasonal hiring cycle and you know you’ll need to deal with this aspect of your business model over and over, year after year, form a trusting partnership with your staffing agency. We’ll be here for you at the start of every season, no matter what future brings.

For more on how to manage the ups and downs of a cyclical staffing model, turn to the Cleveland County staffing experts at PSU.

Flexible Work Opportunities: Keeping Employees Happy

May 5th, 2017

To keep your company in motion, you need to attract and retain top talent. And to attract top talent, you have to be willing and able to offer the perks and benefits that talented employees want. Of course your salary offers will need to be competitive, but how can you move beyond salary? And how can you choose offerings that appeal to the types of employees you’re looking for?

Driven, brilliant, focused and self-sacrificing employees often have one trait in common: they have busy lives. Their attention is typically pulled in multiple directions by personal passions, family obligations, an interest in lifelong learning, and a desire for growth. So the best way to keep such people or you team can often be expressed in one word: flexibility. Keep these considerations in mind.

Let them manage their schedules.

Nothing irritates a passionate, high-achieving person more than being tied to a desk for no apparent reason. If your employee has no meetings scheduled at the moment but needs to remain in the office despite pressing obligations elsewhere, this can wear away at her patience with the company and increase her desire to work somewhere else. She’s an adult; you can trust her to leave the office for a dentist appointment and still complete her work on time.

Remote work typically means more work.

Despite what some inexperienced managers believe, allowing employees to work remotely can actually increase their output and productivity. Talented employees tend to overproduce, not underproduce, in the absence of oversight, so turn them loose and let them figure out what needs to be done and when.

Rigidity limits problem solving.

If you require a talented employee to work in only one place, in only one way, under strict supervision and within the limits of a rigid set of policies and procedures, you may reduce the potential for mistakes (sort of). But you’ll also reduce the kind of growth and learning that can result from mistakes and risk. Encourage positive outcomes, but demonstrate flexibility when it comes to how the work gets done and where it happens.

Trust begets trust.

Allowing your employees to work off site or manage their own schedules (or both) can demonstrate trust and respect. This can become a symbolic gesture that may result in immeasurable benefits for your organization. When employees and managers work in an environment of trust, they can stop looking at each other and start looking in the same direction.

For more on how to provide talented workers with the leeway, respect, and flexibility that can help them thrive, contact the Cleveland County management experts at PSU.

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