Interpreting the Latest Workplace Jargon and Working Towards Its Demise 

Apathetic employee

Quiet quitting, silent vacationing, and fauxductivity are examples of just some of the newest workplace jargon. What do these words mean and why have they come to be? Let’s explore the new nefarious terms of today’s workplace, their toxic origin, and how we might go about putting them in our jargon rear view mirror. 

Quiet Quitting  

Quiet quitting refers to employees fulfilling only the duties and responsibilities listed in their job descriptions and declining to go above and beyond to benefit their employers. They may refuse new tasks or projects, decline to contribute to meetings, and avoid engaging in learning and development opportunities. 

Quiet Vacationing  

Quiet vacationing refers to going on a trip without telling management but being online just enough to give the appearance of working from home. 

Fauxductivity 

Fauxductivity is exactly what it sounds like, faking productivity. Whether this means employing a mouse jiggler or falsifying a timesheet, work is not getting done. According to a recent survey, almost four out of 10 C-suite executives and nearly the same percentage of managers acknowledged they pretended to work.  

Revenge Bedtime Procrastination 

Revenge bedtime procrastination refers to individuals deliberately delaying going to bed to gain some sense of control or freedom at the end of the day. This behavior often stems from feeling overwhelmed or lacking personal time during the day, leading to staying up late at night as a form of rebellion against the demands of one’s daily routine.  

What’s Not Working  

According to a 2024 study on workplace empathy, half of US workers report having experienced a mental health issue over the last year. Employees who say their workplace is toxic are 47% more likely to cite a mental health issue compared to those who do not cite a toxic workplace. What are the characteristics of a toxic workplace? A toxic workplace is an environment where unhealthy behaviors, poor communication, and detrimental dynamics negatively affect employees’ well-being, productivity, and overall workplace culture. Characteristics of a toxic workplace include lack of work-life balance, bullying, lack of or unclear communication, absence of recognition for accomplishments, employee burnout, and gaslighting or causing employees to doubt their own perception of situations.  

Aspects of a toxic workplace have spurred the need for the latest workplace terminology. For example, lack of work life balance can lead to quiet vacationing. Why would anyone need to quiet vacation? Because they are not taking PTO. Eight in ten US workers do not take all their PTO which constitutes a lack of work-life balance. In a survey of more than 1,200 workers in the U.S. and Europe, about 33% of Americans said they feel guilty about taking time off compared to just 18% of Europeans. A recent report indicates those who work during their vacations are twice as likely to take a quiet vacation day. 

Poor communication can create a lack of transparency around goals, expectations, and changes, thereby creating an untrustworthy environment. Trust in the workplace impacts employee engagement. Employees who feel management trusts them are more likely to strive to exceed expectations. A recent survey found trusted employees maintain better focus, higher productivity and are more satisfied with their jobs. Conversely, the same survey found one in four desk workers do not feel like they are trusted by leadership at work and report higher levels of anxiety as well as a lower sense of belonging.  

Chronic stress caused by heavy workloads, poor leadership, or constant pressure to perform results in burnout. Employees in toxic environments often feel physically, mentally, and emotionally exhausted. Burnout reduces job performance and can lead to quiet quitting or fauxductivity.  

How to Repair Work-Life Balance 

Between equipment to dupe employers into thinking work is getting done, or at least a mouse is moving, and outright vacationing without telling anyone, there must be something better. How do we repair broken workplaces?  

Encourage Time Off 

Ask employees why they are not taking their time off and work to address the issues. A recent survey found multiple contributing factors for neglecting vacation including heavy workload, difficulty coordinating time off with coworkers, lack of support from management, and stigma around being out of the office. Leadership should model taking time off, encourage employees to vacation, and respect employees’ time when they are out of the office. Management may consider mandatory time off, use or lose time, a shorter work week and shutdowns to encourage time off. Companies must ensure sufficient staffing or cross-training, so individuals feel comfortable taking vacation without fearing chaos upon return. 

Not only does extended time off improve work-life balance. Taking breaks is key to avoiding burnout. By allowing yourself time to recharge and relax, you come back to your work with a fresh perspective and renewed energy. Breaks are a wonderful way to reduce stress and increase productivity. Employers who prioritize breaks show their commitment to staff well-being. 

Market Mental Health Benefits 

Beyond encouraging time out of the office, market mental health benefits including training on recognizing signs of burnout and how to seek help. Offer resources like mindfulness workshops or counseling to address underlying stress and encourage healthy time management. In addition to formal workplace benefits, offering a support structure by showing empathy and creating a means of employee feedback/ability to voice concerns encourages a healthier workplace.  

Redesign Roles 

Employers may also consider job redesigns to restore or build a healthy workplace. Redesigning roles to focus on company goals can result in less errors, an increase in productivity and improvements in employee engagement. Reshaping roles is also linked to a reduction in turnover and better employee well-being, as it can eliminate redundant tasks, balance workloads, and improve job clarity and autonomy. 

Recognize and Reward Employees 

Acknowledge and compensate employees who go beyond their standard responsibilities, whether with raises, bonuses, or career development opportunities. Whether financial rewards or development opportunities, rewards and recognition play a crucial role in fostering a motivated and high-performing workforce. This approach not only encourages employees to take initiative but also strengthens employee engagement, boosts morale, and fosters a culture of continuous growth and achievement within the workplace. 

Building Healthier Workplaces 

The rise of terms like quiet vacationing, quiet quitting, fauxductivity, and revenge bedtime procrastination signal deep cracks in many workplace environments. These terms are less about employees being problematic and more about dysfunctional workplace systems. By addressing the root causes of these behaviors, whether it is overwork, lack of recognition, or poor prioritization—organizations can create healthier, more fulfilling environments where such jargon becomes obsolete. 

Need to add to your workforce to support staff taking time off to recharge? Contact Peoplelink today for expert hiring help! 

Last-Minute Staffing: Fill Gaps Quickly Without Compromising Quality 

meeting new staff

Peak season is high stakes for many businesses, and unexpected staffing shortages can spell trouble. From increased customer demand to tight deadlines, this time of year requires all hands-on deck to keep operations running smoothly. However, when your staff are suddenly unavailable or demand outpaces capacity, finding quality talent fast can be challenging.

This article explores how businesses can address last-minute staffing needs without sacrificing quality, leveraging strategies and tips that can help keep things on track during the busiest time of year.

Understanding the Impact of Staffing Shortages During Peak Season

During peak season, labor shortages can significantly affect your bottom line. When there aren’t enough people to handle the workload, service quality can suffer, productivity may drop, and employee morale often declines as current staff work overtime to compensate. Customers are particularly sensitive to delays or disruptions during this time, so ensuring adequate staffing is crucial for both business continuity and customer satisfaction.

Common reasons for last-minute staffing shortages include illness, unexpected departures, and surges in demand. Addressing these challenges promptly and effectively can make the difference between a successful peak season and a stressful one.

Assess Immediate Needs

Before rushing to fill gaps, identify which roles are most critical to maintaining operations. Evaluate your teams to see where labor is essential and where temporary adjustments could relieve the pressure. Ask yourself:

  • Which roles directly impact revenue, customer satisfaction, or productivity?
  • Are there tasks that can be temporarily postponed or reassigned?

Prioritize filling the gaps in “must-have” roles and consider delaying or redistributing non-essential duties. A clear assessment of immediate needs can help you focus on the most impactful staffing solutions.

Leverage a Staffing Agency for Quick Placements

Partnering with a staffing agency is often the fastest and most effective way to fill gaps with skilled talent during peak season. Here’s how a staffing agency can help:

  • Access to Pre-Vetted Talent: Staffing agencies have a pool of pre-screened candidates ready for immediate placement, saving you time on recruiting and vetting.
  • Speed and Flexibility: Agencies specialize in quick turnarounds, allowing you to minimize downtime and get skilled workers on-site faster.
  • Quality Assurance: Reputable agencies prioritize finding the right fit for your needs, even on short notice.

When choosing a staffing agency, look for one that has expertise in your industry and can provide reliable, flexible solutions. Streamline the process by preparing job descriptions, key requirements, and any necessary paperwork in advance. A solid partnership with a staffing agency can make a world of difference during peak season.

Focus on Flexible Staffing Solutions

Adaptability is key to meeting fluctuating peak-season demands. Here are a few ways to approach flexible staffing:

  • Temporary Workers: Bring in temporary staff to handle specific projects or tasks that require minimal training.
  • On-Demand or Gig Workers: Leverage part-time or gig workers to fill short-term needs without committing to long-term contracts.
  • Cross-Training Existing Staff: Cross-training enables current employees to cover multiple roles as needed, allowing more flexibility when specific skills are in short supply.

Flexible staffing allows you to address immediate needs without compromising quality, and it also ensures you’re prepared if further adjustments are needed.

Implement a Streamlined Onboarding Process for Rapid Integration

Effective onboarding is essential for getting last-minute hires up to speed quickly. While onboarding can sometimes be lengthy, focusing on essentials can make it both fast and effective:

  • Clear and Concise Training: Prioritize key tasks and responsibilities, ensuring new hires understand what’s most important from day one.
  • Assign Mentors or Team Leads: Pair new hires with experienced employees who can answer questions and provide guidance, reducing the learning curve.
  • Use Technology to Speed Up Administrative Processes: Streamline paperwork and onboarding tasks through digital forms and online training modules to save time and boost efficiency.

A structured onboarding process that emphasizes essentials can help new hires hit the ground running and reduce the risk of costly mistakes during their early days.

Maintain Communication and Support Across the Team

Effective communication is crucial during peak season, particularly when integrating new team members. Make sure to set clear expectations and keep all staff informed on their roles and responsibilities. Regular updates help prevent confusion and keep everyone on the same page.

  • Set Expectations: Clarify objectives, especially for new hires, so they understand their contributions to the team’s success.
  • Offer Regular Check-Ins: Frequent check-ins allow managers to gauge how new hires are adapting and give employees an opportunity to ask questions.
  • Provide Support to Maintain Morale: Recognize the extra effort that goes into peak season and celebrate milestones to keep morale high.

A supportive, communicative environment helps both temporary and permanent staff feel valued and motivated, even during high-stress times.

Monitor Performance and Adjust as Needed

Regularly evaluate how your staffing solutions are working. Are the new hires meeting expectations? Is there still a gap in any critical area? By actively monitoring performance, you can make adjustments and ensure smooth operations through the rest of the season.

  • Conduct Regular Check-Ins with Supervisors and Team Leads: This feedback loop helps quickly identify and address any performance issues.
  • Adjust Staffing Levels Based on Real-Time Needs: Some areas may require more resources than anticipated, while others might need less.
  • Implement a Feedback System: Gathering input from new hires and existing staff can help improve the staffing process for future peak seasons.

By monitoring and adjusting as needed, you can make the most of your staffing resources and stay responsive to any additional changes.

Plan Ahead for Future Peak Seasons

A proactive approach to staffing is the best way to reduce stress and optimize results during future peak seasons. Once the current season is over, use the experience to plan ahead. Consider creating a staffing plan that includes:

  • Anticipating Demand and Talent Shortages: Identify peak demands and create a plan for sourcing talent well in advance.
  • Building a Reliable Talent Pool: Establish relationships with temporary workers and staffing agencies to ensure quick access to skilled talent next time.
  • Strengthening Retention Programs: Retaining your best employees year-round helps reduce turnover and ensures experienced staff are available when demand surges.

These insights can improve your staffing process and ensure you’re better prepared for the challenges of next year’s peak season.

Conclusion

Peak season doesn’t have to be a time of constant scrambling to fill labor gaps. By partnering with a staffing agency, leveraging flexible staffing solutions, and implementing a streamlined onboarding process, you can keep your business running smoothly and meet customer expectations.

Quickly addressing staffing needs with a strategic, quality-focused approach can help you make it through the busiest time of year with less stress and better outcomes. Consider reaching out to a trusted staffing partner to help you build a comprehensive plan—both for the remainder of this year and for peak seasons to come.

If you are currently experiencing an unexpected staffing shortage or would like to get a head start for the new year, we can help. Contact Peoplelink Group today!

10 Tips for Managing Seasonal Hiring Like A Pro

With the holiday season just around the corner, businesses across the country are getting ready for their annual seasonal hiring frenzy. Whether you manage a small boutique or a large company, finding the right seasonal employees can make all the difference in keeping your customers happy during this busy season. Read on for ten tips and tricks for navigating the world of seasonal hiring. 

1. Start recruiting early 

Seasonal hiring can be a challenging task for businesses. This is especially true when it comes to securing the best candidates. To ensure that your company has a successful seasonal hiring process, it is key to start recruiting early. By starting the recruitment process early, you can get a head start on attracting top talent before your competitors do, resulting in a greater pool of qualified candidates having a direct positive impact on production and sales. 

2. Clearly define the roles and responsibilities 

By clearly defining the roles and responsibilities of each seasonal hire, managers set proper expectations, ensuring new hires understand their tasks and duties and streamlining the onboarding process. Businesses must grasp the job requirements and expectations for each role before beginning the hiring process. Clearly outlining these responsibilities during the interview and onboarding process will eliminate any confusion and, hopefully, unqualified workers from the application process. 

3. Offer competitive pay and benefits to attract top talent 

To attract the best seasonal employees, employers must offer competitive pay and benefits. While these hires may only be with your company for a brief period, make sure that they feel valued and compensated fairly for their work. Consider offering incentives such as bonuses, employee discounts, or flexible scheduling, enticing top talent to choose your company over others. You will attract better candidates and increase the likelihood of retaining them throughout the busy period.  

4. Communicate with seasonal staff 

Business owners and managers must maintain open lines of communication with seasonal staff to ensure a successful and smooth hiring process. By regularly soliciting feedback from your seasonal employees, you can address staff concerns, preventing them from becoming larger problems. Regular check-ins are the hallmark of a supportive work environment where employees feel valued. Feedback gained from regular communication with seasonal staff can also inform improvements in the hiring and training process for future employees. 

5. Show appreciation for seasonal employees 

Recognize the valuable contributions of seasonal employees. Employees hired to help manage increased workload play a significant role in ensuring a successful season for the company. To show appreciation for their hard work and dedication, consider offering incentives. Incentives like bonuses, gift cards, extra paid time off, or even small gestures of appreciation can go a long way in creating a positive work environment and motivating seasonal staff. 

6. Provide training 

Provide proper training and make sure seasonal employees are prepared for their roles. This training should include information on company policies and procedures as well as job-specific responsibilities. Companies gearing up for a rush of seasonal hires to meet the demands of increased business must not only hire fresh staff but also invest time and resources into training, to minimize the learning curve for new hires and reduce the risk of human error and wasted resources. 

7. Consider hosting job fairs or online hiring events 

The recruitment process can be time-consuming and overwhelming. Hosting job fairs or online hiring events is an effective way to streamline recruiting. Hiring events allow companies to connect with a large pool of potential candidates in a short amount of time. Job fairs provide a physical space for employers to show their company culture and interact with interested applicants. Through online hiring events, hiring managers can benefit from the convenience of virtual recruitment from the comfort of their homes. In-person and virtual events can attract a diverse range of candidates and help companies find the right fit for their seasonal positions. 

8. Use social media and online job boards 

One of the best ways to reach a larger group of candidates is by using social media and online job boards. With the rise of technology and the widespread use of social media, these platforms have become tools for recruitment. By posting job listings on popular social media platforms, companies can reach a wider audience, attracting potential candidates who may not have otherwise come across their job openings.  

9. Offer flexible scheduling 

During peak seasons, businesses often experience a surge in demand and need more help to keep up with the workload. This is where seasonal employees come in. They provide temporary support during busy times. However, these employees may have other commitments or obligations that limit their availability. To attract and retain top seasonal talent, businesses need to offer flexible scheduling options, allowing employees to work within their preferred hours and accommodating any conflicts they may have. Through flexible scheduling, businesses can ensure that their seasonal workers are happy and motivated, leading to increased productivity and better results. 

10. Provide opportunities for advancement 

Be on the lookout for standout talent with a strong work ethic. Reward exceptional seasonal staff with opportunities for advancement or permanent positions. Offer training programs and development opportunities for seasonal hires to enhance their skills and knowledge. By doing this, companies not only keep the top talent but also create a sense of motivation and loyalty among their seasonal employees.  

Hiring seasonal employees can benefit businesses in many ways. From filling temporary gaps in staffing to increasing productivity during busy seasons, seasonal workers play a crucial role in the success of a company. By following these ten tips and strategies, businesses can attract top talent, retain seasonal employees, and create a positive and productive work environment for everyone involved. 

Are you an employer looking for seasonal help? Contact Peoplelink today! 

Are you a job seeker who wants to learn more about seasonal employment? Check out our blog on seasonal work and reach for us today! 

Untapped Talent: Creating an Inclusive Hiring Process for Autistic Workers

According to a recent study, the unemployment rate for U.S. adults with autism is around 40%. An estimated one million autistic Americans will be reaching adulthood in the next ten years. With a possible labor shortage on the horizon, employers looking to expand their workforce should consider making their hiring process more inclusive. By taking steps to ensure the hiring process is welcoming and supportive for autistic individuals, employers can attract, hire, and retain an often-overlooked group of candidates with unique and valuable skills.

Benefits of Hiring Autistic Workers

Facilitating the hiring of autistic candidates as an untapped resource can benefit companies, as autistic workers are often exceptionally detail-orientated and strong problem-solvers. Their ability to focus on tasks with precision and accuracy can make them invaluable assets in roles that require analytical thinking. A supportive and inclusive work environment can help autistic employees thrive and contribute meaningfully to the team. Harnessing the unique perspective and creativity of autistic individuals can lead to innovative solutions and fresh approaches to challenges in the workplace, driving company success.

Employers prioritizing neurodiversity by hiring autistic workers benefit from a more inclusive work environment that fosters understanding, empathy, and collaboration among all employees. By creating a supportive and inclusive environment, employers can empower all employees to thrive and succeed. By recognizing and embracing the diverse skills of autistic workers, organizations can not only enhance team dynamics but also cultivate a more dynamic and adaptive organizational culture that thrives on diversity of thought.

Tailoring Job Descriptions and Interviews for Autistic Candidates

Tailoring job descriptions is key to adjusting the traditional hiring process for autistic candidates. Hiring managers should focus role descriptions on specific skills and competencies rather than ambiguous traits to help candidates better understand position requirements. Based on their understanding of keywords and the responsibilities of the job, autistic candidates can better highlight their abilities and potential contributions to the organization.

During interviews, hiring managers should focus on clear communication styles and reducing sensory distractions. Employers should phrase and explain questions as clearly as possible, using real-life scenarios. In addition to detailed, clear communication, supplementing the traditional interview process with hands-on activities such as game-based assessments allow autistic candidates to showcase their skills. Finally, employers should remember not to interpret body language when interviewing autistic candidates as they may find behaviors like making eye contact to be challenging.

Providing Support and Resources for Successful Integration

Employers can create a welcoming environment by implementing autism training for managers and coworkers. Training can include strategies for effective communication, information on sensory sensitivities, and education on behavioral patterns to ensure a smooth integration process for autistic employees. As a result, autistic candidates can bring unique perspectives and skills to the table, benefiting both the individual and the organization.

Offering mentorship programs within the organization can provide ongoing support to autistic employees, helping them navigate social interactions and job responsibilities, ensuring they feel valued and supported in their roles. Autistic individuals often struggle with interpreting body language and social cues, making it challenging for them to thrive in traditional workplace environments. By pairing them with mentors who understand their unique needs and communication styles, companies can help other team members learn how to better communicate and collaborate with neurodiverse individuals.

Creating an inclusive hiring process for autistic workers is not only the right thing to do, but it also benefits companies by bringing in diverse perspectives and talents. By following the steps outlined in this blog post, companies can help ensure that individuals on the autism spectrum have equal opportunities in the workplace and feel valued for their unique abilities. Embracing diversity and making accommodations for diverse ways of thinking and working will ultimately contribute to a more inclusive and successful work environment.

Are you looking to expand your workforce? Contact Peoplelink today for expert advice!

Navigating Business Uncertainty: The Role of Staffing Companies 

Peoplelink Group, August 2024 

Introduction 

In the realm of business, uncertainty is a constant. Yet, certain events, such as an upcoming presidential election, can amplify this uncertainty to unprecedented levels. This article explores the multifaceted impact of political uncertainty on businesses and how they can strategically leverage staffing companies to navigate these challenges. 

Economic Policy Uncertainty 

Political uncertainty often translates into ambiguity surrounding future economic policies, tax regulations, trade agreements, and government spending priorities. Such ambiguity breeds cautious decision-making among businesses, particularly in terms of long-term hiring commitments. Staffing companies offer a solution by providing flexibility in workforce management, allowing businesses to adjust staffing levels as needed without the constraints of permanent hires. 

Market Volatility 

The correlation between political uncertainty and market volatility is well-documented. Fluctuations in financial markets can erode business confidence and disrupt investment decisions. To mitigate risks associated with market turbulence, businesses increasingly turn to staffing companies for assistance. These agencies specialize in managing workforce costs and can adeptly navigate changing market conditions, providing a stabilizing force amid uncertainty. Littler reports that 77% of businesses expressed concern about how the uncertain economic outlook will impact their workforce management and planning.  

Regulatory Changes 

Anticipated shifts in regulations or labor laws under a new administration further compound uncertainty for businesses. In response, businesses seek guidance from staffing companies with expertise in compliance and employment law. By partnering with such agencies, businesses can navigate regulatory changes seamlessly, ensuring compliance while maintaining operational continuity. According to a survey by The Journal of Accountancy, on March 6, 2024 Leaders shared trepidation over regulatory requirements and changes, a challenge that ranked fifth on the list after being outside the top 10 the previous quarter.   

Delayed Decision-Making 

Political uncertainty often prompts businesses to defer major strategic decisions, such as hiring and expansion plans, until after the election to gain clarity on the potential impact of the new political landscape. In the interim, businesses rely on temporary staffing solutions provided by staffing companies to meet immediate staffing needs without committing to long-term obligations, thus preserving agility in a volatile environment. 

Specialized Expertise 

Certain industries or sectors are particularly sensitive to political changes and regulatory environments. In such cases, businesses benefit from partnering with staffing companies that specialize in providing skilled professionals with expertise in navigating specific regulatory landscapes or policy environments. This strategic collaboration ensures access to specialized talent capable of navigating uncertain terrain. 

Cost Management 

Uncertainty breeds caution, particularly regarding fixed overhead costs like salaries and benefits for permanent employees. By outsourcing staffing needs to a company, businesses gain better cost control, paying for labor on an as-needed basis without incurring the long-term financial commitments associated with permanent hires. This cost-effective approach to staffing allows businesses to adapt dynamically to changing economic conditions. 

Conclusion 

In conclusion, political uncertainty surrounding a presidential election presents formidable challenges for businesses across various industries. However, amidst uncertainty lies opportunity. By strategically leveraging the expertise and flexibility offered by staffing companies, businesses can navigate uncertain economic and regulatory environments with confidence. In doing so, they position themselves not only to survive but to thrive in the face of uncertainty. Is economic uncertainty impacting your workforce planning? We can help. Contact Peoplelink Group today!

What are Job Seekers Looking for During the Application Process? 

Your application process is critical to bringing the best talent aboard for your company. The Great Resignation is in the past. The US quit rate has remained at a low of 2.2% for several months. Knowing what job seekers are looking for when determining where they want to work and applying this knowledge can make your organization even more attractive to job seekers reluctant to take the risk of changing roles in the first place. So, what are job seekers looking for in 2024?  

Competitive Salary Range, Benefits, and Perks 

Many candidates expect higher pay. According to a recent survey, 81.2% of respondents felt similar or worse about their finances than in 2023 despite some of them having received a raise in the past year. Because their knowledge, skills, and experience can add increased value to an organization, job seekers want employers to compensate them accordingly. They also desire attractive benefits such as health insurance, retirement plans with employer matches, and paid time off. These incentives increase the value placed on a worker’s time. Benefits such as flexible schedules, remote work options, and paid leave are also beneficial. The more flexibility offered, the easier it is to integrate personal and professional responsibilities. 

Attractive Company Culture 

Job seekers want to know how your company’s mission, vision, and values impact the work environment, which is why demonstrating your culture is so important. For instance, share photos and videos of employees at work and company events on your website and social media platforms. Also, highlight employee stories and testimonials on employer review sites. Additionally, discuss in your job postings what a typical day in the role may include. Plus, talk about company culture during interviews. 

Beyond evidence of the company’s mission, vision, and values, hiring managers should emphasize the opportunity for engagement and collaboration in the workplace. Job seekers want to connect with fellow employees socially. A recent survey found over 70% of job seekers prioritize forming connections with coworkers, with 69% of those surveyed saying they are more likely to stay at a company that promotes social connections and teamwork. 

Quick Application Process 

Candidates expect to apply for a role within minutes. Your online application should be clear and concise. For instance, ask only for the minimum required information, including general contact and background information. You can learn more during the interview stage. Also, make it easy to upload a cover letter and resume, which is much faster than manually entering education, skills, and work experience. 

Visible Career Paths 

Job seekers desire clear paths for career growth within an organization. This includes opportunities to gain the knowledge, skills, and experience needed for promotions. Be sure to talk about on-the-job training, company-sponsored professional development, and other opportunities for career growth. Point out how managers help employees with goal setting, provide stretch assignments, and delegate tasks to elevate their careers. 

During this time of uncertainty about the economy, job seekers are more focused on compensation, company culture, and job stability as they are unsure about the future. Companies need to improve their hiring process to appeal to job seekers who may otherwise decide to stay in their current roles to protect themselves in a time of vulnerability.  

Need to expand your workforce? We can help. Contact us today to get started. 

Promoting Safety in the Workplace: Celebrating National Safety Month 

work safety image

It was just another day in the office, and I was working on my usual tasks, catching up on emails, putting together witty newsletter content, and unboxing promotional items. I am not going to claim I knew the safe way to open a box back then, but I had been opening boxes for twenty years and never had a problem, so why would today be any different? Except, it did turn out to be different. As I sliced through stubborn paper tape, I ended up doing a way better job of slicing open my thumb than the box. A cut thumb changed the course of my day and the level of my personal commitment to safety in the workplace. 

Ensuring the safety of employees in the workplace, regardless of whether they are on a manufacturing floor or working in an office, is critical every day. National Safety Month, observed every June, provides an excellent opportunity to reaffirm a company’s commitment to workplace safety. National Safety Council focuses each week of June on a different safety topic with this year’s topics including safe engagement, risk reduction, slips, trips, and falls, and roadway safety. Let’s define each topic and explore strategies for making sure your workplace is as safe as possible through the joint efforts of employers and employees.  

Safe Engagement 

Safe engagement involves creating an environment where employees feel valued and are actively involved in safety initiatives. Fostering a culture where safety is a shared responsibility, management encourages everyone to contribute ideas and solutions is key. 

Strategies for Safe Engagement: 

  • Training and Education: Regular safety training sessions keep employees informed about best practices and new safety protocols. Interactive training methods, such as workshops and simulations, can enhance understanding and retention. 
  • Open Communication: Encourage employees to voice safety concerns without fear of retaliation. Implement a system for reporting hazards anonymously if necessary. 
  • Recognition Programs: Recognize and reward employees who demonstrate a commitment to safety. This could be through formal awards or simple acknowledgments during meetings. 

By engaging employees in safety efforts, you create a proactive safety culture that can identify and address potential hazards before they result in accidents. 

Risk Reduction 

Risk reduction is about identifying potential hazards and taking steps to minimize their impact. This proactive approach is crucial for preventing accidents and ensuring a safe workplace. 

Key Steps in Risk Reduction: 

  • Hazard Identification: Conduct regular inspections to identify potential hazards. Involve employees in this process as they can provide valuable insights into risks that may not be immediately apparent. 
  • Risk Assessment: Evaluate the identified hazards to determine their severity and the likelihood of occurrence. Employers should prioritize the risks that pose the greatest threat to employee safety. 
  • Mitigation Strategies: Implement measures to eliminate or reduce risks including engineering controls, administrative controls, or personal protective equipment (PPE). 
  • Continuous Monitoring: Safety is an ongoing process. Regularly review and update risk assessments and mitigation strategies to adapt to changing conditions and current information. 

Effective risk reduction requires a commitment to continuous improvement and a willingness to invest in necessary resources and training. 

Prevention of Slips, Trips, and Falls 

Slips, trips, and falls are among the most common workplace accidents, causing nearly 700 fatalities per year in the workplace according to the Bureau of Labor Statistics. Preventing these incidents requires a combination of good housekeeping, employee awareness, and proper equipment. 

Preventive Measures: 

  • Housekeeping: Maintain clean and orderly workspaces. Promptly clean up spills and remove clutter from walkways. Ensure that floors are in good condition and free of hazards. 
  • Lighting: Adequate lighting is essential for preventing slips, trips, and falls. Ensure that all areas, especially stairwells and hallways, are well-lit. 
  • Signage: Using clear signage warns employees of potential hazards, such as wet floors or uneven surfaces. Be sure signs are visible and easy to understand. 
  • Footwear: Encourage employees to wear appropriate footwear with good traction. Provide guidance on selecting the right shoes for different work environments. 
  • Training: Educate employees about the importance of being vigilant and taking care when walking in the workplace. Highlight common hazards and how to avoid them. 

By taking these steps, we can significantly reduce the risk of slips, trips, and falls, creating a safer work environment for everyone. 

Roadway Safety 

For businesses that involve driving, whether for deliveries, transportation, or commuting, roadway safety is a critical concern. Injuries resulting from roadway incidents involving motorized land vehicles is the leading cause of work-related deaths. Ensuring the safety of employees on the road protects them from harm and reduces the risk of costly accidents. 

Roadway Safety Practices: 

  • Driver Training: Provide comprehensive training for all employees who drive as part of their job. This should include defensive driving techniques, safe driving practices, and the proper handling of vehicles. 
  • Vehicle Maintenance: Regularly inspect and maintain company vehicles to ensure they are in safe operating condition. Address any issues promptly to prevent breakdowns and accidents. 
  • Policies and Procedures: Establish clear policies regarding safe driving practices, such as prohibiting the use of mobile phones while driving, requiring seatbelt use, and setting speed limits. 
  • Fatigue Management: Recognize the dangers of driver fatigue. Implement schedules that allow for adequate rest and breaks and educate employees on the importance of staying alert while driving. 
  • Monitoring and Feedback: Utilize technology to monitor driving behavior and provide feedback. GPS systems and telematics can track speed, braking, and other driving habits, allowing for corrective action if needed. 

By prioritizing roadway safety, you protect employees and other road users, and reduce the risk of accidents and associated costs. 

Conclusion 

National Safety Month is a reminder of the importance of creating a safe work environment. By focusing on safe engagement, risk reduction, the prevention of slips, trips, and falls, and roadway safety you can foster a culture of safety. Let’s use this month as an opportunity to evaluate current practices, implement necessary changes, and recommit to the safety and well-being of the workforce.  

Is understaffing becoming a safety issue for your company? Contact Peoplelink today. We can help!  

Revenge Bedtime Procrastination 

As a parent of two young kids, I’ve developed several less-than-optimal habits, including hiding in a corner eating chocolate, yelling “I’m in the basement” when I’m really lying in bed trying to get a moment of peace, and staying up late to try and claim some “me” time. Do you find yourself staying up late at night to relax, even when you know you should be getting to bed earlier? In other words, are you sacrificing a clear head tomorrow for alone time tonight? Until now, I did not realize the formal name for this phenomenon – revenge bedtime procrastination. And as delicious as it is to revel in that “me” time, I pay for it at work the next day. After all, getting a good night’s sleep is critical for optimal performance. Without good sleep, I tend to be grouchier, which isn’t fair to my coworkers, and I’m more easily stressed, and that’s no good. In this beginner’s guide, we will explore what revenge bedtime procrastination is, why it happens, and most importantly, how to stop it. 
 
What is Revenge Bedtime Procrastination? 
Revenge bedtime procrastination refers to individuals deliberately delaying going to bed to gain some sense of control or freedom at the end of the day. This behavior often stems from feeling overwhelmed or lacking personal time during the day, leading to staying up late at night as a form of rebellion against the demands of one’s daily routine. 
 
Why Does it Happen? 
Revenge bedtime procrastination can be a result of various factors, including a busy or stressful schedule, poor time management skills, or even underlying psychological issues such as anxiety or depression. Oftentimes, individuals use this extra time at night to engage in activities they enjoy, such as watching TV, scrolling through social media, or reading a book, as a way to unwind and decompress from the day. 
 
The Consequences of Revenge Bedtime Procrastination 
While revenge bedtime procrastination may provide a temporary sense of relief or control, it can have detrimental effects on one’s overall well-being in the long run. Lack of sleep can lead to a variety of health issues, including fatigue, mood swings, decreased cognitive function, and an increased risk of developing chronic conditions such as heart disease and diabetes. Additionally, poor sleep quality can negatively impact productivity, relationships, and overall quality of life. 
 
How to Stop Revenge Bedtime Procrastination 
If you find yourself struggling with revenge bedtime procrastination, there are several strategies you can implement to help break this harmful habit and improve your sleep routine: 
 
Establish a Consistent Bedtime Routine 
Creating a bedtime routine can help signal to your body that it is time to wind down and prepare for sleep. This can include activities such as taking a warm bath, reading a book, or practicing relaxation techniques such as deep breathing or meditation. Make going to bed and waking up at the same time every day a habit to regulate your body’s internal clock. Keep in mind the importance of getting  to sleep before midnight when the sleep hormone, melatonin, is on the rise. 
 
Limit Screen Time Before Bed 
HEV light, otherwise known as the blue light emitted from screens, can disrupt your body’s natural sleep-wake cycle and make it harder to fall asleep. 90% of Americans report using an electronic device within an hour of bedtime. As much as possible, avoid using electronic devices such as smartphones, tablets, and computers at least an hour before bedtime. Instead, engage in calming activities that promote relaxation and prepare your mind and body for sleep like progressive muscle relaxation. 

 Create a Relaxing Sleep Environment 
You can promote restful sleep by creating a relaxing sleep environment. Make sure your bedroom is conducive to sleep by keeping it cool, dark, and quiet. Consider purchasing a comfortable mattress and pillows, using blackout curtains to block out light, and using a white noise machine to minimize distractions.  

 Practice Healthy Sleep Habits 
In addition to establishing a bedtime routine and limiting screen time, you can promote healthy sleep in several other ways. Avoid consuming caffeine or alcohol close to bedtime, exercise regularly but not too close to bedtime, and avoid eating heavy meals or snacks late at night. These habits can help regulate your sleep-wake cycle and promote better sleep quality. 
 
Seek Professional Help If Needed 
If you have tried implementing these strategies and still struggle with revenge bedtime procrastination, it may be helpful to seek professional help from a healthcare provider or therapist. They can identify underlying issues that may be contributing to your sleep problems and provide personalized recommendations for improving your sleep routine. 
 
Conclusion 
Revenge bedtime procrastination is a common behavior many individuals engage in to reclaim personal time at the end of the day. However, this habit can have negative consequences on your health and well-being overall. It can make you less effective on the job because you might feel sluggish, fuzzy-headed, and irritable. It can make routine job issues feel more stressful than they need to be. 

Instead of grabbing one more piece of chocolate or picking up your phone, establish a consistent bedtime routine, practice healthy sleep habits, and seek professional help if needed. You can break the cycle of revenge bedtime procrastination by making your sleep a priority in your daily routine. Say goodbye to revenge bedtime procrastination and hello to restful, rejuvenating sleep. Your body and mind will thank you for it. Good night and sweet dreams!  
 

Losing sleep over your next career move? Contact Peoplelink today and rest easy! 


 (Disclaimer: The information provided in this blog post is for educational purposes only and should not be considered a substitute for professional medical advice. If you have any concerns about your sleep habits or overall health, please consult with a healthcare provider or therapist for personalized recommendations.) 

The Power of Giving Back: Benefits of Volunteering for Workplace Culture 

volunteers workplace

Volunteering is beneficial not only for the community but also for workplace culture. In today’s competitive job market, companies are constantly looking for ways to attract and retain top talent. One way to do this is by encouraging employees to participate in volunteering activities. In Fortune’s top 50 most admired companies, 96% have highly engaged employee volunteer programs. By volunteering as a workplace, employees can not only give back to the community but also improve their own skills and well-being. Let us explore several benefits of volunteering for workplace culture. 

Building Camaraderie and Teamwork 

Volunteering as a workplace helps build camaraderie and teamwork among employees. 64% percent of employees who volunteer said it improved their work relationships (Forbes). This can lead to improved communication, collaboration, and trust within the team. By volunteering together, employees can see each other in a different light and appreciate each other’s strengths and contributions, leading to a more positive and cohesive workplace culture. 

Enhancing Employee Engagement and Motivation 

Volunteering can also enhance employee engagement and motivation. When companies offer employees the opportunity to give back to the community, they feel a sense of purpose and fulfillment. 74% of respondents to a volunteerism survey think volunteering improves 
their sense of purpose (Deloitte). Engaged employees are more likely to be motivated, productive, and committed to their work. Companies that volunteer as a workplace boost employee morale and create a more positive work environment. 

Developing Leadership and Soft Skills 

Volunteer projects provide employees with more opportunities to develop important leadership and soft skills. When employees volunteer, they often are in situations where they need to take initiative, make decisions, and work effectively with others. This can help employees build confidence, improve their communication, and people skills, and develop their ability to adapt to different circumstances. 92% of respondents to a Deloitte survey agreed that volunteering is an effective way to improve leadership skills. These skills are valuable in the workplace and everyday life, enhancing personal and professional growth. 

Promoting Diversity and Inclusion 

Another benefit for workplace culture is how volunteering promotes diversity and inclusion within the company. Employees coming together to volunteer, collaborating with colleagues from diverse backgrounds, experiences, and perspectives can help break down barriers, foster understanding, and create a more inclusive workplace. By encouraging employees to volunteer, companies can show their commitment to diversity and create a sense of belonging for all employees, leading to a more innovative and collaborative work environment. 

Improving Well-being and Work-life Balance 

Volunteering together disrupts the normal workday which can improve employee well-being and work-life balance. When employees engage in volunteering activities, they take a break from their daily routine, reduce stress, and focus on something meaningful outside of work. Employees recharge and rejuvenate, leading to increased energy, creativity, and resilience. This supports their employees’ overall health and well-being, resulting in a more engaged and productive workforce. 

Enhancing Company Reputation 

When companies give back to the community, customers, partners, and potential employees view these companies more positively. This can help attract top talent, build loyalty, and differentiate the company from competitors. By highlighting their commitment to social responsibility, companies can strengthen their brand and create a positive image in the marketplace, leading to increased customer loyalty and business success. 

Encouraging Personal Growth and Networking 

Volunteering encourages personal growth and networking opportunities for employees. When employees volunteer, they have the chance to learn new skills, explore different interests, and step outside of their comfort zone resulting in personal development, self-discovery, and a sense of accomplishment. Additionally, volunteering can provide employees with valuable networking opportunities, allowing them to connect with like-minded individuals, build relationships, and expand their professional network. This can open doors to new opportunities and career advancement. 

Conclusion

Volunteering has numerous benefits for both employees and companies. By promoting volunteering activities, companies can boost camaraderie, increase employee engagement and motivation, promote diversity and inclusion, improve well-being and work-life balance, and encourage personal growth and networking. All these things lead to happier and more productive employees, which is good for businesses and individuals alike. Overall, volunteering can create a more positive, collaborative, and inspiring workplace culture. So, why not start volunteering as a workplace today and reap the many rewards it has to offer? 

Do you need to build your workforce? Peoplelink Group offers a range of staffing services that can help any business, big or small. Contact us today to get started. 

Women’s Work – Changing the Connotation Over Time 

As National Women’s History Month draws to a close, we would like to reflect on women’s role in the workforce throughout history, including challenges encountered along the way and progress in overcoming those challenges. Understanding this history is not only important for recognizing the contributions women have made to economic growth, but also for appreciating the diverse perspectives, skills, and ideas women bring to the table, which have driven innovation and productivity in various sectors. 

Supporting Family and Community 

During early agricultural societies, women played a crucial role in family-based economic activities such as farming and cottage industry manufacturing. Women actively participated in agricultural work, including planting, harvesting, and tending to livestock. They played a vital role in ensuring food security for their families and communities. In addition to farming, women engaged in various cottage industry manufacturing activities. They crafted textiles, made pottery, and produced goods such as candles and soap. The economic contributions made by women were essential for sustaining households and supporting local communities.  

Enduring Factory Work 

The Industrial Revolution marked a pivotal turning point in women’s work experiences. With the mechanization of production processes, there was a significant shift towards factory employment for women. The demand for female factory workers surged due to several factors, including employers’ view of women as cheap labor, women’s perceived adaptability to monotonous tasks, and women’s availability for employment due to societal norms dictating they focus on domestic work.  

As part of the workforce, women faced many challenges including poor working conditions. Long hours, minimal breaks, and unsafe working environments were common. Additionally, women strived to balance their work responsibilities with traditional domestic duties. Women have played a crucial role in the labor movement, fighting for improved working conditions as part of their larger battle for gender equality. Notable figures in this fight include Sarah Bagley, a champion for reform in factories.  

World War I had a profound impact on women’s employment opportunities, opening new fields of work that were previously male dominated. The war created a demand for workers in various war-related industries, such as munitions manufacturing, shipbuilding, and textiles. With millions of men being drafted, women stepped in to fill these roles. This shift challenged gender norms and pushed the boundaries of women’s roles in society. The significant contributions made by women during World War I helped challenge societal perceptions about women’s capabilities and undermined the notion that certain jobs were only suitable for men. This shift laid the foundation for future advancements in women’s rights and equal opportunities in the workforce. 

The Backbone of the Staffing Industry 

The expansion of women’s employment during World War I was a turning point in history, providing a glimpse of what women could achieve when given the opportunity. While women embraced these new employment opportunities and contributed significantly to the war effort, their roles were often seen as temporary. Once the war ended and men returned home, there was pressure for women to leave their jobs and resume their traditional roles as wives and mothers. It was during this time the staffing industry began with female employees. In 1946, a business owner “loaned out” one of his two office workers to a frantic customer who needed urgent but temporary help. He thought if one of his clients needed help, other companies could use this service as well. With a labor pool of women who had lots of experience working in many industries during the war, the idea took off. Women, now returning to more domestic pursuits, liked the idea of part-time flexible work hours which would allow them to be homemakers as well.  

Striving for Equality 

The second-wave feminist movement of the 1960s and 1970s brought issues of workplace discrimination to the forefront of public debate. Eventually, this led to legislative victories such as the Equal Pay Act of 1963 which prohibited discrimination on account of sex in the payment of wages by employers engaged in commerce or the production of goods for commerce. Even with these advancements, women continue to face challenges in the workforce today. 

Despite considerable progress over the years, women still encounter obstacles when it comes to moving up the corporate ladder. One such barrier is the infamous “glass ceiling”, which refers to the invisible barriers that prevent women from reaching top-level positions in organizations. Another major challenge for women is striking a balance between their professional aspirations and family responsibilities. Potential strategies to address these challenges and create a more equitable working environment include promoting inclusive leadership practices and implementing family-friendly policies such as flexible work arrangements and parental leave. 

A Personal Perspective 

Today at Peoplelink, women comprise over 70% of the corporate workforce. We asked Shannan Manix, SVP of National Sales and Services, to share her thoughts on working in the staffing industry. 

What challenges did you have to overcome, if any, that arose from being a woman in this field?  

As a woman who started in the staffing industry 25 years ago – Advancement opportunities for women in leadership positions were often limited, and breaking through the glass ceiling required determination, perseverance, and proving myself repeatedly in a male-dominated industry. Balancing the demands of a career in staffing with family responsibilities as a single mom was often challenging. The industry’s fast-paced nature and long hours sometimes made it difficult to maintain a healthy work-life balance.  

What do you consider your greatest accomplishment?  

Watching women whom I had the privilege to mentor become successful in this industry or in their careers in general. I want people to see if she can do it, I can too.  

How have you seen the industry change over time with regard to women working in the business?  

Women are now occupying more executive roles, including CEOs, presidents, and founders of staffing firms, demonstrating greater gender diversity at the top levels of organizations. The industry has become more inclusive, offering greater opportunities for women to advance in their careers and take on leadership roles. Companies are increasingly recognizing the value of diverse leadership teams and are actively promoting gender diversity and inclusion initiatives. 

Studying the history of women in the workforce is essential for the understanding of economic development and the contributions made by women throughout history. From early agricultural societies to the Industrial Revolution and beyond, women have played vital roles in sustaining households, local communities, and various industries. By supporting women-owned businesses, participating in mentorship programs, and advocating for policy initiatives that promote inclusivity, individuals can advocate for equal opportunities. 

Do you need to build your workforce? Peoplelink Group offers a range of staffing services that can help any business, big or small. Contact us today to get started.