Provisional Blog

Did you know that federal law requires that companies with 15 or more employees have an employee handbook? What’s more is that failure to comply with this law can be expensive, especially in today’s litigious society.

The good news is that, as one of the top staffing services firms in Spokane, Washington, we know that creating an employee handbook isn’t rocket science. There are a few steps you can take to streamline the process, while also ensuring your employees have access to the information they need.

Here’s a look:

Step #1: Use clear language.

Some employers have a tendency to write out their employee manuals as complex legal documents, only decipherable by highly trained attorneys. The problem with this is that the handbook is for your employees – and unless your company is a law firm, this approach won’t get you anywhere. So be succinct and use everyday language.

Step #2: Include policy information first.

Most questions from employees typically revolve around policy issues – like health care benefits, holidays the office is closed, vacation and bereavement time, sick leave, and payroll procedures. So put that information first so it’s easy to access.

Step #3: Communicate your expectations.

Use your handbook to outline important work rules, such as rules of conduct, dress code, terms of probation or termination, and policies relating to electronic communications and confidential information. Although most employees don’t like to read about causes for termination, it’s much worse for you if you don’t inform them of your expectations, before an issue arises. In addition, employees come from a variety of work environments and it’s important to define your standards to ensure consistency in your particular work environment.

Step #4: Don’t forget the legal stuff.

Use your employee handbook as the place to put important legal information, such as how to file a complaint and the company’s policies on sexual harassment, discrimination, and workplace violence. You may want to work with your attorney or an HR expert in order to iron out the details.

Step #5: Don’t let fear of forgetting a detail stop you.

Keep in mind that your handbook is a work in progress; it will go through many changes in the future, but you have to start somewhere to get anywhere.

And if you need help creating your employee handbook, give us a call. As one of the top staffing services firms in Spokane, Washington, we can take some of the hassle out of your staffing and HR duties, so you can focus on running your company.

As one of the top staffing agencies in the Northwest, we know that there are a plethora of good candidates out there; unfortunately though, there are also many willing to lie on their resumes or in the interview to get the job.

While many of these can be easy to weed out through effective hiring and screening techniques, sometimes a bad candidate makes it through the process and winds up on your payroll.

In certain cases, the situation can be rectified with proper training and performance management strategies; however, often times, a bad hiring decision results in lost productivity and lower morale, while also increasing your cost of doing business. That’s why it’s so important to spot a sub-par performer early on – so you can take steps to rectify the situation and keep your team moving forward.

To help you, here are some signs of trouble:

They have a bad attitude.

Starting a new job is a stressful experience. So if your new hire seems a little stressed during the first few days on the job, don’t take it to heart. But when they seem personally insulted when you ask them to take on a project or perform a certain task, then you’ve got problems.

You can start off by talking to them. Make him or her aware of their attitude with specific examples. Sometimes being made aware of their attitude is enough to induce better behavior in the future.

They don’t ask any questions.

This can mean a variety of things:

• They’re in over their heads and don’t even know what to ask.
• They don’t care that much.
• They’re not good communicators.
• They’re afraid of looking silly.
• They think they have all the answers.

Any way you slice it, it’s not good. To deal with this situation, strongly encourage your new hire to ask questions. Pair him or her up with a company veteran who you think is a good match for them personality-wise. Your new employee may simply feel more comfortable asking a co-worker for answers rather than the boss.

They’re disrespectful.

You need your team to operate as a well-oiled machine that delivers positive results. But when one of those components is nasty to another or treats a co-worker or subordinate with disrespect it can upset your operations. Not only can it result in reduced morale and infighting, but if the new employee is acting in a harassing or discriminatory way, it can result in a claim against your company. That’s why it’s so important to deal with this issue immediately.

Schedule a private conversation with the new employee and offer specific examples of the bad behavior, making it crystal clear that it won’t be tolerated.

In the future, if you’d like some assistance in hiring for your company, let us know. As one of the top staffing agencies in the Northwest, we know how to attract top candidates and what red flags to look out for that indicate a poor performer. Get started now.

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.

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.

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.

As one of the leading staffing services firms in Coeur d’Alene, Idaho, we know that firing an employee is never something an employer looks forward to. However, sometimes, it’s simply a necessary evil in order to make the company more efficient and profitable.

With that said, there is a right way and a wrong way to go about terminating an employee. The right way involves being direct, confidential, and compassionate; the wrong way, on the other hand, involves the following 4 mistakes, which could lead to hurt feelings and ill will:

Mistake #1: Not documenting bad behavior.

You may need to let an employee go because you simply can’t afford to keep them on staff. Or you may need to let them go because they’re not performing well. If it’s the latter, then be sure you’ve been documenting specific instances of the employee’s poor performance in order to protect yourself in case of a lawsuit. These should include copies of performance reviews and any disciplinary actions taken, as well as any notes or emails that document the behavior at issue.

Mistake #2: Not getting to the point.

When an employee is called into the boss’s office, they know something is up. So don’t beat around the bush and make them squirm by engaging in small talk. Get to the point as quickly as possible.

Mistake #3: Not giving them easy access to resources.

Once the deed is done, be sure to give your now former employee access to the resources they need to make the transition. For instance, put them in touch with HR to obtain information about the continuation of their benefits. Not only will this help ease the pain for the employee you’ve fired, but it also shows your existing employees that you are caring and compassionate.

Mistake #4: Going public.

If an employee has really screwed up, you could be tempted to make an example out of them by letting everyone know what they did and that they were fired. But it’s not necessary and will likely backfire in the form of hurt feelings and retaliation. So don’t talk about why you fired the employee to the staff at your office or gossip about him or her. Simply state that the employee is no longer with the company. Also, don’t escort the employee out of the building like a criminal, unless absolutely necessary. Doing so will create a sense of anger toward your company.

And if you’ve recently had to let an employee go, and are looking for a replacement, Provisional can help. As one of the leading staffing services firms in Coeur d’Alene, Idaho, we know where to look to find top candidates in Couer d’Alene and beyond, and we have the processes in place to properly screen them and uncover weaknesses. As a result, you can reduce your risk of making hiring mistakes in the first place. Contact us today to learn more.

Not that long ago, websites like YouTube, LinkedIn, Facebook, and Twitter were completely unheard of. Most employees didn’t use these social networking sites in their personal lives, let alone at work.

Fast forward just a few years, and things of changed dramatically.

As one of Spokane, Washington’s leading staffing firms, we’re seeing more and more individuals and employers using social networking sites. In fact, a recent report from eMarketer found that nearly half of Americans use Facebook. And according to an Employee Engagement Survey conducted by the International Association of Business Communicators (IABC) and Buck Consultants, 79% of employers are using social media to connect and communicate with their employees.

So if you have yet to take the plunge into communicating with employees via social networking, how can you go about leveraging its true potential? Here are 4 ideas to get you started:

1. Train via YouTube.

Create and upload training videos to YouTube. Videos are relatively easy to produce and can prove to be quite cost-efficient. For instance, rather than having to conduct all aspects of orientation in-person with every new hire, you may want to create several videos that cover different topics. That way, new employees can view them on their own time, as well as access them again, if needed.

2. Create wikis.

A wiki is a collaborative website that comprises the collective work of multiple members. Wikis can be especially helpful for large projects with a lot of information and data to keep track of. It lets approved members add to or edit the information, while also tracking their changes for accountability purposes. It also offers document storage and version control. While wikis do offer many benefits, there is a bit of a learning curve associated with them.

3. Implement private discussion groups.

Using a website like Facebook or Yammer, you can create private group discussions and then invite individuals to join the group. This idea can help improve collaboration on projects and can also provide a paper trail for online conversations.

4. Develop an internal blog.

Rather than having to send out multiple email blasts, create a blog that employees can subscribe to for news that impacts them. Share new company policies, product information, upcoming sales initiatives, news of promotions and new hires, and other important information.

The bottom line is that more and more people are communicating via social networking. And with the ideas above, you can use it to drive engagement and productivity at your company.

If you already use social media in your company’s internal communication efforts, we want to know! Tell us your thoughts and whether you think your efforts have improved communication at your company.