As one of Spokane, Washington’s top staffing firms, we know that the middle of the holiday season is probably one of the least productive times for many companies. Employees have their minds elsewhere – on parties, gifts, visiting family members, vacation plans – and are probably pretty distracted.

But the week doesn’t have to be a total wash. You can get work done if you take the right approach. Here’s how:

Set a good example.

If you want your employees to actually get stuff done, then you have to do the same. You’re the manager, after all, and your employees will follow your lead. So if you take extra long lunches and leave early everyday, expect your employees to want to do the same.

Be flexible.

That said, understand that employees minds are elsewhere this week and that they may have a lot of family obligations to attend to. So be more flexible. For instance, close the office at 3 pm, rather than 5 pm each day.

Set goals and offer rewards.

Set specific goals for your employees and offer a reward for achieving those goals. For instance, if they get X, Y and Z done, they can have a ½ day on Friday.

Get the “housework” done.

Use the week to have your employees get the less important, but still necessary, tasks done, like cleaning out file cabinets, purging email inboxes, and tidying up workspaces.

Don’t start important new projects.

The week when half the staff is gone is not the time to be starting new and important projects. Instead, wait until after the New Year, when your company is fully staffed.

As one of Spokane, Washington’s top staffing firms, we know you need to face the fact that the holidays probably won’t be your company’s most productive time. But if you expect that each year, and follow the steps above, you can still get work done without feeling like a complete Scrooge.

As one of Coeur d’Alene’s top employment agencies, we know that there are some people in this world that actually look forward to performance reviews. These are the same people who enjoy going to the dentist and proofreading Chinese food menus.

However, if you’re like most people, you fall into the former category, not the latter – and prepping for a performance review can be stressful.

But rather than dreading your review, look at it an opportunity to improve performance and strengthen your position within the company. Here’s how:

Keep an open mind.

Even if you’ve done a great job, you’re not perfect. Therefore, your boss will probably have some constructive feedback to offer you. If he or she does, take it with an open mind. Don’t get defensive and dismissive. Instead, view it as an opportunity to shore up your weaknesses and build on your successes in the future.

Prove your worth.

Before your performance review, put together a summary of accomplishments and goals you’ve met throughout the year. Give specific, concrete examples of how you’ve contributed in a positive way to your company. Toot your own horn a little bit. Your boss may not know about every piece of positive client feedback you’ve gotten, or an instance when you put out a fire with some quick thinking, so now’s the time to show how you’ve gone above and beyond.

Demonstrate growth.

If in your last performance review, your boss pointed out a weak spot, then be prepared to show how you’ve overcome it throughout the course of the year.

Be proactive.

If you know areas where you need to improve, then develop a plan for how to overcome those issues and meet expectations before you go into the meeting. Your boss will be impressed with your proactive nature and likely relieved that you’re already aware of your weaknesses.

Avoid nasty surprises.

As one of Coeur d’Alene’s top employment agencies, we know there’s nothing worse than going into a performance review thinking it will be a positive experience, and then walking away stunned due to all the negative feedback your boss gave you.

To avoid this kind of situation, seek input from your boss throughout the year. Check in with him or her periodically; offer a status report on your progress and ask for thoughts or feedback. Use that as a guide to address – and hopefully overcome – any shortcomings before your performance review.

Unless you live on another planet, you’re likely aware the Steve Jobs, former CEO of Apple, recently passed away. While he was creative, innovative, and had an innate understanding of what consumers wanted, he could also be kind of a jerk, according to reports. More specifically, he was a human resources nightmare, oftentimes swearing at employees and going on tirades.

Despite his “Bad Steve” side, it’s no wonder that many managers look to emulate Jobs given his wild success. If you’re one of them, though, you may want to think again. As one of the top staffing services firms in the Northwest, we know that those nastier traits could have a swift and significantly negative impact on your company in the form of:

• High Turnover – You might be able to hire good employees, but if you don’t treat them with respect, then they will jump ship as soon as possible.
• A Bad Reputation – If you treat enough employees poorly, your company will develop a reputation as a bad employer. As a result, top talent won’t want to come work for you. In fact, they won’t even want to interview with you.
• Red Ink – Being a bad boss can seriously hurt your bottom line, whether you’re a non-profit that depends on donations, a consumer product company that sells to the public, or a B2B service oriented company that depends on good employees to get the job done.

Of all the mission-critical tasks your company is faced with, the most important is hiring the right people; that is, being able to hire them. And if you treat employees badly, and develop a reputation as such, then you won’t be able to attract good candidates and hire good employees. Instead, the best people will go to work for your competitors.

At this point, you’re probably thinking that Steve Jobs and Apple had no problem hiring good people. Yet, Jobs was kind of a genius. He had an uncanny ability to sell people on his ideas, be on the forefront of innovation, and make all the right decisions at all the right times.

Do you have those same abilities? Probably not.

So don’t try to be like him. Be yourself. Be a good boss. Be a good listener. Empower and motivate your employees. Make them feel good about working for you. You’ll reap the rewards and positive results in the end.

And if you need help with the hiring process – and finding great people to add to your team – let us know. As one of the top staffing services firms in the Northwest, we know how to source, screen, test, and verify candidates – all so you can make a terrific hiring decision. Contact us today to get started.

Thanksgiving has come and gone, and the holiday season is rapidly approaching. You’ve probably got a lot to do from shopping to decorating to baking – and it might be temping to press the pause button on your job search until the holidays are over. But this time of the year is actually a prime time for finding new jobs in Spokane, Washington. Here’s why:

1. There’s less competition.

Many people stop looking for jobs in Spokane, Washington during the holidays because they’re too busy or don’t want to deal with the stress of the job search during the holidays. As a result, there’s less competition.

2. There are plenty of networking opportunities.

If you’re like most, you’ll be attending your fair share of parties. These are great opportunities for networking. Obviously, your first order of business at a holiday party is to socialize and have fun – not grill your family members, friends or neighbors about job leads – but keeping your job search in mind could result in some valuable connections being made. So be sure to bring business cards with your contact information to all the parties you attend.

3. Hiring managers are working on next year’s budget.

The end of the year is a great time to get in front of hiring managers. They’re likely finishing up the hiring budget for next year and once the New Year arrives, may have funds available to make new hires. In addition, hiring managers sometimes have to fill openings early in the year or face losing the money altogether that’s set aside for the position.

4. Hiring managers need to exhaust this year’s budget.

On the other hand, some companies have money left over that they must spend before the end of the year. Hiring managers may also want to make a hiring decision before the end of the year so they can begin the New Year full staffed.

5. Take advantage of the end-of-year giving mood.

For much of the year, hiring managers are trying to stem the tide of resumes and job hunters that come their way. At the end of the year, though, that tide has typically thinned and some may be in a more giving mood – making it a perfect time for you to reach out to them.

If you’re a job seeker in search of jobs in Spokane, Washington, give us a call. We work with some of the leading employers in Spokane, and the Northwest, and can give you access to a variety of rewarding opportunities. Contact us today!

When we look at the world around us, it’s easy to focus on the negative. Between a stagnant job market and high food and gas prices, there’s a lot of uncertainty and stress out there.

But as one of the top Northwest staffing agencies, we’re actually quite optimistic about the future.

We see the many challenges we’re facing as opportunities, rather than problems. We still have a variety of clients who come to us every day in search of help with recruiting and hiring. Likewise, we have a multitude of job candidates who walk through our doors each week, in search of help finding a rewarding job opportunity.

While things certainly have changed – more and more companies are looking for more strategic and flexible staffing options, for instance – the more they stay the same. In 2011, companies still need to find good employees, and job candidates still want to land good jobs.

And when they come to us to help with those challenges, we are always grateful.

As one of the top Northwest staffing agencies, we love what we do and we are passionate about it. Whether it’s filling a last-minute temporary administrative need, sourcing skilled professionals for a mission critical position, or locating job openings that fit our candidates’ backgrounds and lives, we are committed to getting the job done and exceeding expectations.

So to our clients and candidates, we just want to say “thank you.”

Thank you for turning to us when you need help hiring or finding work, thank you to being open to our suggestions and recommendations, and thank you for giving us the opportunity to do what we love.

Happy Thanksgiving!

Confucius said: “Choose a job you’ll love and you’ll never have to work a day in your life.” But can doing what you love have a dark side?

If you spend all your time at work, and little time doing or thinking about anything else, then the answer could very well be “yes.”

And if that’s the case for you, you’re certainly not alone. As one of the leading staffing and employment firms in Spokane, Washington, we know that in today’s economy, more and more Americans are becoming workaholics. This is due to many different factors, one obviously being that they feel pressured to do more with less – including work more hours and take on more responsibility – at their companies.

However, some people would be workaholics regardless of the state of the economy. And while they may climb the corporate ladder faster, they could also burn out quicker and hurt their careers in the process.

So are you a workaholic, or just a hard worker? Here are some signs of workaholism.

• You think about work all the time.
• You only want to talk “shop,” even at social engagements.
• You take work with you on vacation and to bed.
• You don’t understand people who have priorities other than work.
• You can’t delegate tasks; you must remain in control.
• You live to work.

If these signs sound familiar, then it may be time for a change. Otherwise, if you continue your workaholic ways, then you could put yourself at increased risk for stress and health-related problems.

To help you achieve more balance in your life, you should:

Delegate more.

Workaholics have a hard time delegating because they have issues with control. However, realize that there are other people within your company that are competent and can take on certain tasks if you let them.

Carve out personal time.

You don’t have any issues scheduling work-related meetings and events. So treat your personal time the same way. Schedule it in and stick to setting aside a certain amount of time each week to doing something that is not work related.

Turn off your phone.

With today’s technology, it can be hard to completely disconnect from work. But it’s critically important to do so in order to attain a more balanced life. So commit to turning your cell phone off between certain times and instead, focus on your family or other activities you enjoy.

If part of your workaholism is due to a high-stress job, or an understaffed company, give us a call. As one of the leading staffing and employment firms in Spokane, Washington, we can give you access to the top jobs – and the top job candidates – in and around the city.

As one of Coeur d’Alene, Idaho’s top staffing firms, we know that most employees at one time or another face personal problems at home that could impact their job performance. However, with the economic crunch and the cost of living on the rise, more and more of today’s workers are facing some seriously stressful situations – and sometimes it’s hard to keep those feelings out of the workplace.

Some signs of trouble include:

• Regular tardiness
• Excessive absenteeism
• Patterned absenteeism (such as calling in sick every Friday and Monday)
• Spending too much time on the phone to deal with personal issues
• Outward signs of stress and anxiety
• Tearfulness or emotional outbursts
• Defensiveness
• Changes in relationships with co-workers

If you see some or all of theses signs demonstrated by an employee, how should you, as a manager, cope?

Understand we’re all human.

If Mike, who’s typically even-keeled in his temperament, has an emotional outburst one day, don’t presume he’s having personal problems or take his attitude personally. Just ask, “Are you ok today?” Then listen to his response. Maybe he’s simply stressed out by a big project and needs an afternoon off, rather than pushing through.

Maintain boundaries.

That said, you are not a psychologist, nor are you a marriage counselor. So if Mike tells you he’s having problems at home, then it’s important to maintain boundaries.

If there is something you can do to make his work environment less stressful, such as pushing back a deadline, then discuss those kinds of solutions. However, if he is truly having personal issues, refer him to HR, who can determine if he is eligible for a leave of absence under the Family and Medical Leave Act, or to your company’s Employee Assistance Program if you have one.

Mind your language.

Don’t characterize an employee’s emotional or physical state by saying something like “You seem depressed,” or “You seem drunk.” The Americans With Disabilities Act covers both alcoholism and depression and if that employee is terminated, they could sue under ADA by claiming they were fired due to a perceived disability.

Don’t be overly sympathetic either.

While it’s natural to be concerned about an employee who’s facing personal problems, don’t let that lead you to make statements like “Your job is safe, don’t worry.” If that employee has to be let go, they can use those statements as evidence in a lawsuit.

As one of Coeur d’Alene, Idaho’s top staffing firms, we know that how you deal with the situation really depends on the severity of the problem or problems the employee is facing. Perhaps they simply need a few days off work; if they are facing medical problems, maybe they do need to take a leave of absence (Read this post about tips for fighting FMLA abuse); or possibly they’re simply unable to separate work from home and therefore incapable of delivering the results your company requires.

From 2000 through 2009, the number of employees that worked remotely tripled in size – and that number is expected to continue to grow rapidly. In addition, in 2011, 10% of workers reported telecommuting at least once a week, up from 8% in 2007.

But despite this increase, the challenge remains: How can supervisors properly manage virtual workers to deliver positive results?

The answer is simpler – and more complicated – than you might think. It’s all about trust.

As one of the Northwest’s top staffing firms, we know that virtual teams aren’t unlike on-site teams in that trust is a key component of success and productivity. Many workplace experts agree that trust is perhaps the most important element of a harmonious and efficient work environment – and that attitude holds true for employees working remotely, as well.

In fact, in the book, Virtual Team Success, authors Darleen DeRosa and Richard Lepsinger shared findings from a global study, which concluded that top performing virtual teams reported higher levels of trust than teams that were less successful. According to the authors, trust is an essential ingredient for virtual team success.

While it might only take seconds to destroy, building trust can take a while, especially in a virtual environment, where there isn’t nearly as much personal interaction. But it’s definitely possible and will ultimately contribute to the team’s overall success. To help you get started, here are some tips to keep in mind.

• Establish clear and open communication from the beginning. Make sure that all team members have each others’ contact information and preferred means of contact.
• Set the ground rules. This is critically important before the start of the project so that everyone is clear on expectations. For instance, let each member know you expect a progress report via email by the end of the day Friday.
• Use online tools, like video conferencing and Facebook, or similar sites, so that team members can actually see each other, and learn about backgrounds and experiences of each member.
• Meet face to face whenever possible. This is especially important in the very beginning of the team’s formation in order to build relationships.
• Recognize positive results and accomplishments openly and regularly with all the team members, even if it’s simply an employee offering to work extra hours to complete a project.
• Empower team members to make decisions and act on them. People who are successful at working virtually are disciplined and self-motivated. They don’t want to be micro-managed or have to consult with you on every minor decision.

Also, if you don’t currently employ virtual team members, but are thinking about letting employees telecommute, read this post for a look at the pros and cons.

And finally, while building trust is a critical component of any successful virtual team, it’s also important that your team is staffed with qualified and dependable people who can get the job done. That’s where Provisional comes in. For more than 15 years, we’ve been one of the Northwest’s most trusted staffing firms thanks to our ability to source, screen, and deliver top talent. Contact us today to learn more.

When you’re busy working, it’s easy to daydream about time off and all the ways you’d spend it. But if you actually have some time off from the working world – whether it’s due to a layoff or resignation – the last thing you’re probably doing is enjoying it.

Unfortunately, as one of the leading employment agencies in the Northwest, we know that many times unemployed individuals tend to go to one extreme or the other. On the one side, they’ll spend every waking minute on job boards or scouring the classifieds, searching relentlessly for Northwest jobs. On the other hand, they’ll procrastinate, and put off the job search, not wanting to deal with it or face reality. Neither approach is healthy and can cause a lot of stress in the process.

So how can you make the most of your search time, without driving yourself crazy? Here are some tips for spending your time wisely:

1. Create a “work” schedule.

Set a schedule similar to a schedule you’d have at work. Commit 30-40 hours each week to searching for new jobs. But when you’re done for the day, you’re done. Don’t keep going back to the computer every night to search for “just one more” job lead.

2. Set goals.

Set goals for yourself each day, such as the number of new leads to contact or the number of resumes you’re going to send out. That said, your goals shouldn’t be 100% focused on your job search. Now that you have the time, set a personal goal for yourself, as well. Always wanted to take a creative writing course? This is the perfect time to do it. Getting outside of your job search – and your comfort zone – can have a positive impact on your life overall and possibly even your job search directly.

3. Get moving.

Exercise not only benefits you physically, but emotionally and mentally, as well. One of the easiest ways to get moving is to find an activity that you like, whether it’s walking, biking, or basketball. You don’t have to join an expensive gym to reap the benefits of physical activity.

4. Get out there.

Don’t forget to make time for your family, friends, and social life. Now that you’ve got a more flexible schedule, meet up with friends for breakfast or lunch. Make plans to get together on the weekends. Not only will you boost your overall happiness, but you might hear about a new job lead in the process.

5. Keep perspective.

Whatever you do, try and do it with a sense of purpose, not out of stress and fear. This bad economy will eventually be behind us and soon enough you will find a job. And when that happens, you’ll probably be yearning for the days when you had more time on your hands!

If you’d like some assistance in finding a new job, give us a call. As one of the leading employment agencies in the Northwest, we can give you access to a variety of opportunities that may not be advertised elsewhere. Contact us today to learn more.

If you’ve been reading the news at all recently, you know our economy isn’t exactly the healthiest it’s ever been. But, as one of Spokane, Washington’s leading employment agencies, we know that just because the economy is still experiencing a slump, doesn’t mean you should be settling for less salary than what you’re worth.

That said, the thought of asking for a raise can certainly be an intimidating proposition. To help increase your confidence level, here are some tips to follow:

Look around you.

If your company is currently laying off employees, now may not be the best time to ask for a raise. Check back and reassess the situation in 6-12 months.

Be realistic.

What are you worth? If you don’t know, check out websites like Salary.com to see what the average salary is for people in your occupation, location, and with a similar education. You might not be worth as much as you thought – or you could be worth more. You won’t know unless you check, though.

Ask for feedback.

Do you have a couple of co-workers you’re especially comfortable with? If you do, ask them for feedback on how you come across and whether they think you deserve a raise.

Create a brag book.

Well, it doesn’t have to be an entire book. It can just be a list of your most recent – and biggest – accomplishments. Increase sales by 10% last month? Include that on the list. Get some terrific feedback from your biggest client? Put that on your list too. This is ammunition you’ll need to prove to your boss you’re worth more money.

Practice, practice, practice.

Terrified of asking your boss for a raise? Don’t worry, most people are. But the worst that can happen is your boss says “no.” So prepare yourself for that possibility. Also, to help you feel more at ease, practice exactly what you’re going to say to your boss. Make sure you think about potential objections your boss may have and how you will overcome them. For more on what to say, read our post on one small word that can help you land a promotion.

Keep it short.

While you need to sell yourself and why you deserve a raise, don’t ramble. Make your point and then let your boss respond.

Don’t get emotional.

If you’ve worked really hard and know that other companies are paying employees like you more, it can be tempting to get angry when your boss denies your request. However, it won’t do any good and it can actually harm how your boss perceives you. Instead, ask what you can do to secure a raise in the near future.

But if your boss denies your request because there isn’t room for advancement at the company, it may be time for a career move. And Provisional can help. As one of Spokane, Washington’s leading employment agencies, we can offer you access to a variety of new opportunities that are a better match for your skills, personality, and career goals.

Start your job search now.