July 31st, 2015
A survey last year found that the top three reasons employees leave their jobs were low pay, limited opportunities for advancement, and work stress. Organizational issues often prevent managers from being able to do anything about the first two, but there are low- and no-cost steps managers can take to reduce stress at the office.
Share Information With Employees
Have an open-door policy, literally. Employees need to know they can bring any issue to you, so be open to subject matter as well. And don’t wait for employees to bring all their concerns to you. Chatter on the grapevine and rumors cause a great deal of stress, as well as distracting employees from completing their jobs. Whenever possible, let employees know what’s going on with respect to internal changes like reorgs and restructuring.
Avoid Blaming Sessions
It’s hard to discuss issues openly when there’s an environment of criticism and blame. Feedback is necessary, but it should be given in a beneficial manner that can positively shape future behavior, not focused on placing blame for bad results. Be prepared for a two-way conversation, and be open to genuinely hearing the employee’s point of view.
Encourage Interaction Among Staff
Be sure to encourage communication within teams as well as up and down the corporate ladder. Make sure to include real-life social interactions. In a company where the only communication between staff members is via email, nobody really knows anybody and the work environment remains impersonal. Casual interactions let employees get to know each other as people, and encourage a supportive environment that reduces work stress. Management can plan departmental outings, but grass roots, spontaneous interactions are more meaningful, so look the other way next time you catch your team shooting the breeze instead of cranking out code.
The increased work level when someone quits increases the workload and stress on everyone else in the office. Minimize the extra stress by replacing the employee as quickly as possible. Work with an experienced staffing agency like InReach IT Solutions to find a large pool of qualified candidates. Contact us to find out how we can help you make a new hire and reduce the stress of your existing employees.
May 29th, 2015
Bringing in a permanent employee means making a commitment. Even though there’s much less loyalty between companies and employees than there used to be, you generally want employees to stay for a long time. Finding the perfect employee you can commit to can mean a long recruiting process. But if you have an immediate need, bringing in a contract-to-hire worker lets you and the employee decide if you’re a good fit for each other, without making a long-term commitment in the early stages of your relationship.
Contract-to-Hire Offers Flexibility
When you bring in a contract-to-hire worker, you get the opportunity to see the person solve real-life problems — solve your real-life problems — and see if they’re a good fit for your firm. The new worker may be especially motivated to impress you, so they’re likely to work hard to get the job done.
Money matters can also make a contract-to-hire employee the right staffing solution. Before you turn the worker into an employee, you won’t be providing benefits, so the contract-to-hire worker may be less expensive than a full-time employee. This can be especially useful if you need to add staff in the middle of the year, when you may have less budget flexibility, or if it’s late in the year but you aren’t sure of next year’s budget yet. You may need to staff up to be ready for an expected new project — but need flexibility in case the project doesn’t come to fruition.
If you’re fortunate, you and the contract-to-hire worker will both agree the position is a good fit, and decide to make it permanent. At that point, converting them to full-time staff is mostly an administrative matter; the new staffer can just keep doing their job.
Contract-to-Hire is Low Risk
If the position doesn’t work out, there is little legal risk in terminating the worker, unlike with permanent employees. Although contract terms will vary, there is usually no need for a long notice period or severance pay. You can work with the staffing agency to find another worker to try in the position. The feedback you give about the contractor who didn’t work out can help clarify what you’re actually looking for in your new employee.
Work With a Staffing Agency to Find Your Next Employee
InReach IT Solutions can help you consider all your options, including contract-to-hire, in order to find your best new employee. Contact us to find out how we can help.