- 7 Ways to (Always) Leave Work on Time
- 1. Begin the Day With the End in Mind
- 2. Tell People When You Have to Leave
- 3. Allow 20 Minutes to Transition
- 4. Do the Most Important Work
- 5. Stop Wasting Time During the Day
- 6. Pick Up the Phone
- 7. Use Technology to Help You Focus
- Photo of man leaving work courtesy of Shutterstock
- All About Staffing Agencies
- What is a staffing agency?
- Popular staffing agencies
- 1. Adecco
- 2. Aerotek
- 3. Creative Circle
- 4. Green Key Resources
- 5. Insight Global
- 6. Integrity Staffing Solutions
- 7. Kelly Services
- 8. PrideStaff
- 9. Randstad
- 10. Robert Half
- 11. Roth Staffing
- 12. Spherion
- Medical staffing agencies
- Engineering staffing agencies
- Staffing agency vs. temp agency
- How much do staffing agencies take from your pay?
- How do staffing agencies make money?
- The bottom line
- 5 Strategies for Recruiting Hourly Employees
- Engage with SMS and Messaging Apps
- Embrace CRM Software and Talent Acquisition Software
- Automate Interview Scheduling
- Several Apps to Choose From
- Reduces Human Error
- Add AI to Your Hiring Process
- Automate Your Referral Programs
- Next Steps
- 12 Tips for Happy Employees (Without Boosting Pay)
- 1. Prioritize work-life balance
- 2. Make employees part of the big picture
- 3. Be transparent and honest
- 4. Offer more vacation time
- 5. Encourage communication in common areas
- 6. Create a career pathway
- 8. Build employees up
- 9. Set the example
- 10. Always say 'thank you.'
- 11. Recognize and reward employees frequently
- 12. Offer benefits beyond the basics
- Why is employee happiness good for business?
- 1. Happy employees are smarter workers
- 2. Sad workers quit
- 3. Happy employees are more creative
- 4. Happy employees provide better customer service
- 5. Dissatisfied workers work less
- 6. Happiness is infectious
7 Ways to (Always) Leave Work on Time
We’re a funny breed. We’re well aware that working long hours has been directly correlated to stress, anxiety, and heart disease—but in spite of that, we continue to give our jobs more and more of our time.
Last year, the average American worked over 45 hours in a given week. One in three professionals work more than 50 hours per week.
As if that’s not enough, research shows that 80% of workers spend time “after hours” answering emails and returning phone calls. And all this, for what? It turns out, working longer hours actually doesn’t contribute to higher productivity.
In fact, consistently working more than 40 hours a week can make you less productive. Translation: Work more; accomplish less.
Knowing this, why is it so hard to leave work on time?Maybe you get distracted easily, fail to prioritize, or let last minute requests push you into overtime. Maybe, instead of aiming to get everything done within the eight-hour workday, you’ve bought into the idea that you’re supposed to be always on.
Whatever your reason, it’s time to reevaluate. So, stop logging those extra hours and use these seven tips to get out the door on time.
1. Begin the Day With the End in Mind
This sounds basic, but I’m convinced that many people don’t leave work on time simply because they don’t set the expectation that they will.
Instead, they simply go with the flow of the workday, working on whatever comes their way and neglecting to block time on their calendar for priority work.
Then, at the end of the day, there’s still a pile of work to do—all because they didn’t plan for 5 PM.
So, when you arrive in the morning, identify the time you want to leave that night. Put it on your calendar, set an alarm on your mobile phone, or simply make a psychological commitment to that departure time.
It can also help to join a class or social group that meets at a set time after work, which will give you an extra incentive to manage your day to get work on time.
2. Tell People When You Have to Leave
If you start telling people you need to leave at a certain time, you’ll be much more ly to do so. Make the commitment to yourself, and then share it with others: As you discuss plans and assignments throughout the day, tell your colleagues, “I’ve got to be here on time tonight, so if you need something, let me know by 3 PM.”
By encouraging your co-workers to give you as much notice as possible for any requests and setting the expectation that you won’t be available in the early evening, you’ll avoid unnecessary last minute assignments or meetings.
Try this method one day, then another, and then the next. Eventually, you’ll retrain your colleagues to expect you to leave on time every day. Plus, saying it out loud and owning your goal to leave on time will help you feel more empowered in your ability to do so.
3. Allow 20 Minutes to Transition
Once you’ve set your departure time, give yourself some practical help achieving it: Block out the 20 minutes prior to that time on your calendar to clean up any last daily details (e.g., filing papers, organizing your workspace, and making sure all essential email is cleared out) and get ready for tomorrow.
Treat these last few minutes an important meeting with your boss or a client—i.e., don’t let anything interfere with it, and don’t let anybody schedule in one last meeting with you. This is a priority time slot that’s non-negotiable.
4. Do the Most Important Work
Next, make sure your critical work is getting done—and getting done early. Do you work on a C-priority project because it’s more fun or less difficult than an A-priority project? I know—working on email may feel you’re getting things done, but it doesn’t help you finish the monthly report that’s due or the agenda for the big meeting next week.
To make sure you’re on track, here's a quick check: Create a list with two columns. On the left side, list the three to five most critical priorities you’re responsible for. On the right side, list all the activities you do during the day. At the end of the day, match it up. How much of what you accomplished on the right side was in direct support of your key priorities on the left?
If you don’t have a stellar match-up, you should re-evaluate the work you’re choosing to do throughout the day. Getting your most important priorities done will not only make it easier to leave on time, but will also help you feel more satisfied about the work you accomplished.
5. Stop Wasting Time During the Day
If you constantly find yourself at the office late at night, also take a few minutes to evaluate your work practices during the day. Do you check your email every five minutes? Respond to every text immediately? Leave your instant messaging on all day?
While it may seem necessary to constantly stay in touch with your colleagues, constant distraction can seriously undermine your productivity and focus, and all of these habits can work against you to keep you at work longer.
Instead, challenge yourself to check email only at a few designated times during the day and block time on your calendar when you’ll turn off all your incoming distractions and hunker down to work on your key priorities.
6. Pick Up the Phone
Speaking of productivity: Email is a great tool for many things, but it can also easily become a time-consuming crutch—because often, a phone conversation takes less time and can be more effective.
So if your inbox is cluttered with ongoing strings of messages that never seem to reach a resolution, and it’s holding up your work, then it’s time to change your strategy: Pick up the phone. With a simple call, you’ll save hours of email reading, sorting, and responding.
7. Use Technology to Help You Focus
Yes, some technology can certainly be a productivity killer, but there are also hundreds of apps and online tools that can help keep you focused.
For example, 30/30 helps you stay on task for a specific time frame, and Freedom disconnects you from the internet to allow you to work without distractions. (When I first tried Freedom and turned my internet off for 45 minutes, something clicked.
Because I knew getting online wasn’t an option, I focused differently—and it completely shifted the way I approached my work.)
At the very least, turn off the dinging alerts and visual icons for your email, texts, and social media messages. Getting work on time is about managing that workflow on your timeline, not the other way around.
It’s pretty simple: Life is short; time is precious. Doing great work and giving your job 100% doesn’t have to mean spending hours of overtime at the office. The solution? Prioritize your responsibilities, minimize distractions, set the right expectations—and then, leave work on time.
Photo of man leaving work courtesy of Shutterstock
All About Staffing Agencies
Job seekers and employers a may consider using staffing agencies to locate new opportunities or talent for vacant positions, contract work, or temporary roles. No matter where the candidate is in her career—or if she’s looking to change careers or explore her options—a staffing agency can be enormously helpful in finding opportunities for which the candidate is qualified.
So, what exactly is a staffing agency, and how does it work? Read on to learn the ins and outs of the process and how it can benefit both job seekers and employers.
What is a staffing agency?
Also known as employment agencies or recruitment firms, staffing agencies employ recruiters who work on behalf of employers looking to fill positions or workers hoping to find positions.
These positions range in levels from entry level to executive level and often require specific skills and knowledge.
The staffing agency’s job is to find qualified candidates on behalf of a company or, in the case of representing workers seeking jobs, appropriate positions for the candidate.
Many staffing agencies specialize in a particular industry, experience level, or type of work. The work may be temporary, part-time, short-term, or full time.
Popular staffing agencies
There are many large and well-reviewed staffing agencies throughout the United States and the world. Here are 12 top agencies in the U.S. (in alphabetical order):
Specialties and industries covered: accounting and finance; call center and customer service, creative and marketing; engineering and technology; hospitality; human resources; industrial and manufacturing; medical and science; office, clerical, and administrative; retail and sales; transportation; and warehousing
Locations covered: California, New York, Ohio, Pennsylvania, Texas, and Florida; also operates in 12 other countries
Specialties and industries covered: office and clerical, accounting and finance, engineering, industrial and skilled trade, and clinical and scientific
Locations covered: operates across the United States and in 11 other countries
3. Creative Circle
Specialties and industries covered: account service, copywriting and editing, design and art direction, user experience, development, marketing, production, project management, and motion and video
Locations covered: operates across the United States
4. Green Key Resources
Specialties and industries covered: accounting/finance, alternative asset management, creative/digital, financial services, healthcare, hospitality, human resources, information technology, legal support, office support, and pharmaceutical
Locations covered: New York City; Long Island, NY; Chicago, Orlando, FL; Rockville, MD; Marlborough, MA; Cary, NC; Eagan, MN; Tampa, FL; Columbus, OH; Indianapolis; and Philadelphia
5. Insight Global
Specialties and industries covered: IT, accounting and finance, engineering, healthcare, government
Locations covered: operates across the United States and in Ontario, Canada
6. Integrity Staffing Solutions
Specialties and industries covered: warehouse and industrial, finance and professional, and administrative and clerical
Locations covered: Arizona, Connecticut, Delaware, Georgia, Indiana, Illinois, Kansas, Kentucky, Maryland, Minnesota, Nevada, New Jersey, North Carolina, Ohio, Pennsylvania, South Carolina, Tennessee, Texas, and Virginia
7. Kelly Services
Specialties and industries covered: education, engineering, finance and accounting, government, information technology, law, manufacturing and logistics, marketing, office, and science
Locations covered: operates across the United States and in 36 other countries
Specialties and industries covered: Office support, finance and accounting, light industrial, legal support, telemarketing, and customer service
Locations covered: operates across the United States
Specialties and industries covered: accounting, administration, call center, engineering, healthcare, human resources, information technology, manufacturing, medical, pharmaceutical, science, teaching abroad, and warehouse
Locations covered: operates across the United States and in 37 other countries
10. Robert Half
Specialties and industries covered: accounting and finance, office and administrative, technology and IT, creative and marketing, legal, and executive
Locations covered: operates across the United States
11. Roth Staffing
Specialties and industries covered: Covers a range of specialties including administrative and clerical, accounting and finance, technology and engineering, and legal
Locations covered: Orange, CA; Tempe, AZ; Addison, TX; Downers Grove, IL; Frederick, MD; and others
Specialties and industries covered: administrative and clerical, customer service, light industrial, non-clinical healthcare, accounting and finance, engineering and manufacturing, sales and marketing, IT, and mortgage banking
Locations covered: Operates across the United States
Medical staffing agencies
Since healthcare is a high-demand industry with busy periods and fluctuations in labor, many staffing agencies specialize in filling positions for medical personnel.
Medical staffing agencies may further specialize in a particular profession, such as nursing, or type of position, such as temporary or permanent.
Others staff a wide range of positions, including registered vocational, and practical nurses; physical, occupational, and speech therapists; OR, ER, CT, and radiation technicians; social workers; home health aids; administrative and office personnel; and many others.
Some staffing agencies do hire physicians although not as frequently as other medical professions.
Engineering staffing agencies
As with medical staffing agencies, engineering staffing agencies specialize in filling positions in a high-demand field—in this case, of course, engineering.
Staffing agencies may focus on specific niches or types of engineering or cover a range of fields, such as aerospace, agricultural, biomedical, chemical, civil, computer and software, electrical, environmental, industrial, manufacturing, mechanical, nuclear, pharmaceutical, project, solar, structural, systems, and telecommunication, among many other specialties.
Staffing agency vs. temp agency
While many people confuse the two terms, a temp agency is actually a type of staffing agency specializing in temporary work.
Temp agencies exclusively find employees to fill short-term positions, many of which arise at a moment’s notice because of illnesses, maternity leave, and other absences. Employers may also engage temp agencies to find extra help during busy seasons.
For instance, a department store may hire extra workers during the holiday season and use a temp agency to find temporary employees.
Meanwhile, a staffing agency may find temporary positions and workers, but employers and professionals may also use one to find longer-term work depending on the needs of the client.
As an employer, you will look for a staffing agency that specializes in or covers your industry. In your initial meeting, you’ll share the requirements for the job and any other needs you’d to specify.
The staffing agency will then create a job description your input and share it across several channels, including their own website and other job boards. Depending on the nature of the work, representatives may also actively recruit candidates from LinkedIn and other professional channels.
Once the staffing agency has located appropriate candidates, the recruiter will perform one or more screening interviews and narrow down the pool further.
Again, depending on whether the work is temporary or permanent and other qualifications, you may ask the agency to conduct the entire hiring process, or you may choose to interview the candidates yourself as well.
Either way, you will be involved in the hiring process and will have the ultimate say over which candidate is selected.
When you’re looking for work, you may meet with a recruiter at a staffing agency. She will discuss your skills, knowledge, and background and identify appropriate positions that employers need to be filled. You can also browse job listings and apply for positions on staffing agency websites.
In the case of positions that are temporary or temp-to-hire (the company hires the employee on a temporary basis but will consider hiring her for a more permanent position if it works out), the staffing agency usually handles the entire recruitment and interviewing process. For permanent positions, the staffing agency generally functions a traditional recruitment agency and finds and screens candidates for the employer to interview.
If the position is temporary, the agency will pay the worker directly. If the position is permanent or becomes permanent, the employer will handle or take over payroll for the employee.
During your job search, the staffing agency will probably give you feedback on what kinds of jobs would be most suitable for you, input from companies who are considering or have considered you as a candidate, and general professional advice, such as skills or certifications you might want to acquire.
How much do staffing agencies take from your pay?
The percentage of your salary a staffing agency deducts varies your location, the overall salary for the position, and other factors.
Often, the agency’s fee will come in the form of a markup to the company for which you’re working, so you may not even be aware of the total fee the employer is paying.
For instance, if you’re making $20 an hour, the company might be paying $30 an hour to the staffing agency for each hour you work (this would be a 50% markup). Markups usually range anywhere from 25 to 100 percent of the employee’s salary.
In some cases, the employer will also pay a fee to the staffing agency for filling the position in addition to a regular percentage. If the position is a salaried, full-time charge, the employer will probably pay a one-time fee rather than regular deductions, because the staffing agency won’t be handling the employee’s payroll in this case.
The money an employer pays a staffing agency is generally in lieu of the cost of conducting the hiring process. Rather than spending money on in-house recruiters, job board ads, and other recruitment resources, the business is choosing to outsource its hiring.
As a job seeker, you won’t have to pay any fees. In terms of the portion of your paycheck that goes to the staffing agency, you don’t need to see this a loss to you, because that money is really coming from the employer.
In other words, if your employer is paying the staffing agency $25 an hour and you’re receiving $15 an hour, it’s unly that you’d receive much more than your cut if the employer hired you directly since it would have spent the rest of the budget on the hiring process.
If a staffing agency does charge you a fee to use its services as a job seeker, be on guard. It could be a scam. Make sure you investigate the agency thoroughly before committing—or just use another service.
How do staffing agencies make money?
Many staffing agencies receive a cut of the pay the employer delivers, the hourly salary of the employee, as in the model described above. Others may charge a flat fee once they fill the position.
Again, the variation of the payment model usually varies whether the position the staffing agency is filling is temporary or permanent.
In almost every case, the employer is only required to pay the staffing agency once the agency fills the position.
Because payment depends on the agency successfully finding a qualified candidate to fill the position, staffing agencies vary a great deal in terms of how profitable they are. They are often more successful in areas in which demand for work is higher, such as New York, Washington, D.C.
, San Francisco, and other large cities, although many staffing agencies thrive in smaller cities as well, particularly if they specialize in an in-demand field of work.
Staffing agencies that specialize in industries in which salaries tend to be higher may see greater earnings as well since they are earning a percentage of the salary for the position they are filling.
The bottom line
Both employers and professionals looking for work can benefit from using a staffing agency. A job seeker can find opportunities she might not have discovered on her own at no extra cost to her.
Plus, a staffing agency can be helpful in locating new positions for job seekers who are looking to change industries or positions, and a temp agency will allow them to gain experience in the new industry and decide if the position is the right fit before committing long term.
Employers will save time and energy they would normally spend on the hiring process.
Additionally, experienced recruiters are working on their behalf to actively find qualified talent—candidates who might not have applied for the position through a job board or company website.
Staffing agencies also act as screeners, so a business wouldn’t have to worry about wasting time interviewing unqualified candidates. For temporary hires, the staffing agency will also handle other logistics, such as the employee’s payroll—again saving time and labor.
5 Strategies for Recruiting Hourly Employees
The majority of employers hire hourly workers. Despite hourly workers making up the majority of the workforce, employers have challenges hiring hourly employees and retaining them for a long enough time to make the hiring processes worthwhile.
When hourly employees do not stay long, employers lose money having to recruit and hire new employees. The cost of replacing an hourly worker can cost up to 30% of their annual earnings. For employers, hourly-worker turnover is a costly expense that takes away from the bottom line.
The problem with hiring hourly employees stems from the demographics of the people applying for these positions. Employers often think they are recruiting hourly employees under 25, but the majority of hourly workers are over age 25, with a third of them being over age 45.
Fortunately, technology is making it easier for employers to find and retain their hourly workers. Unemployed, underemployed, and employed people use technology to look for work. If you aren’t engaging them in the digital world, you miss out on many people who want a job and want to keep it.
Engage with SMS and Messaging Apps
Many employers ask that their candidates provide an email. Then, employers only communicate through it. Unfortunately, email is no longer the preferred method of communication by candidates. While they might rely on email to share files or photos, when it comes to quick conversation, they rely on SMS and messaging apps.
To meet candidates where they are, employers who are hiring need to engage with them through the apps they use. People are quick to check their SMS text apps and messaging apps. But, they aren’t as quick to check email, simply because emails add up, and businesses bombard people with spam and advertisements.
With text and messaging apps, candidates and employers can use technology to
- Communicate one-on-one in real-time
- Quickly address questions about the hiring process
- Use collaboration tools, video
- Schedule interviews and other time-sensitive events
With email, the process slows as the real-time speed drops. Yes, mobile phones and computers can send notifications when new emails arise, but so many are spam messages that the notifications are often overwhelming.
Embrace CRM Software and Talent Acquisition Software
Another useful tech tool that helps employers streamline their hiring practices is whole-business software, CRMs and talent acquisition systems. Offices use CRM, customer-relations management systems, to organize their interactions with customers and vendors better. But, the systems also help businesses manage their hiring, too.
With a CRM, businesses can put all of their customer information in one easy-to-access location. CRM systems can be accessed via the web or through closed systems. When it comes to hiring hourly workers, CRMs can store candidate information so all employees who need to fill positions in their departments can use the same database.
Using a CRM to store and organize candidates takes pressure off of all departments, including human resources. Managers can sift through resumes and make decisions within their departments.
CRMs can be used similarly to dedicated talent acquisition software. TAS helps recruiters and human resources managers organize their talent information. The software systems automate the hiring process to better source, screen, interview, hire, and train their employees. Large employers often use these. CRMs can fill the same need for smaller businesses.
Automate Interview Scheduling
Most employers include interviews as a part of their hiring processes. But, scheduling interviews the traditional way can be time-consuming. Playing phone tag is annoying for all parties. Rather than relying on phone calls to schedule interviews, employers can automate their interview-scheduling process.
Several Apps to Choose From
Several apps allow businesses to automate their interview. The automated systems work with email, messaging apps, and text messages for communication. They integrate with calendar apps, so both the interviewer and the candidate have a record of the upcoming meeting.
Considering that many of the best candidates might already have jobs, making a phone call during the workday is tough for candidates who need to arrange interviews. Automating the process lets candidates arrange interviews privately.
Reduces Human Error
Automated systems this take human error the equation. By clicking on a date and time, the app sends a confirmation and blocks time automatically on each party’s calendar.
People do not have to do anything with their calendars, other than go to the interview at the set time. Without automation, people often miss their interviews because they made a mistake when adding it to their calendars.
Add AI to Your Hiring Process
Artificial intelligence (AI) is changing the way that companies are moving through their hiring processes. There are already several large companies that have automated most of the hiring process. Their AI systems sift through the plethora of applications they get, and they conduct quick interviews of top applicants.
Those short interviews help the automated systems decide which candidates should move on to meet with a human employee. With automated hiring processes, businesses can speed up the entire process and fill open jobs with qualified applicants.
AI can take care of several processes, from keeping track of open jobs, assessing applications and resumes, and conducting interviews. Some AI systems run candidates through personality tests and skills tests to determine who would be the best fit. AI systems do it without bias and human error.
AI systems can also take care of gathering paperwork with digital systems. These systems also can conduct background checks and record video interviews so stakeholders can watch them later. They also integrate with learning management systems (LMS) for onboarding and training sessions.
Hiring managers can use AI to answer candidate questions. AI chatbots can manage frequently asked questions, just they do with customers who are shopping online. The chatbots are available 24-7, un employees who are sitting at desks answering calls over the phone.
The beauty of using an AI chatbot is that candidates and employers have a record of the conversation. Most chatbots can send a transcript to an email, so employers can see what their candidates know, when they want to know it.
Automate Your Referral Programs
Your employees are one of your most useful tools for finding new candidates. They know people who want to work, and they take pride in sharing job opportunities with their friends and family. If you’re going to get the most your employee referral programs, you need to automate them.
Employees may not know how to help their friends and family find job opportunities. They may not even know that opportunities exist. But, when employers have one central location that is easy for employees to access, they are more ly to refer the options to the people they know.
When sharing job opportunities, employers need to share them regularly. Sharing them once isn’t enough. Employers need to share open positions when their employees are in a spot to look at them.
To track referrals, some businesses are turning to gamification. Employees who refer candidates can earn points and work their way up leaderboards. Automated systems keep track of the referrals, and how many of them turn into new hires. Publishing leaderboards incentivizes employees to start talking to their friends and family about job opportunities.
The referral leaderboards can be connected to talent acquisition software. Hiring managers do not need to use any sort of manual tracking because the software does the job for them.
When you adopt high-tech strategies for hiring hourly workers, you will find that your worker quality improves. Employees will stick around, and you might actually start to build a database of highly qualified candidates. Rather than waiting until the last minute to fill a position, you can turn your database and call candidates you want.
If you aren’t ready to fully automate your hiring process, there are small steps you can take. Try communicating through text or messaging apps first. If all goes well, then prioritize employee referrals and automating that process. Eventually, your comfort level will increase.
Employees and candidates will see that your business is a place where they want to work. Then, word will spread, and your business will become the place that everyone wants to work. Isn’t the goal to be the employer who never needs to place a help-wanted ad because your positions consistently stay filled? This is a good goal for any employer and one that is achievable.
12 Tips for Happy Employees (Without Boosting Pay)
- Happy employees are more creative and productive. They're also less ly to quit.
- Being transparent and honest with your employees helps them feel valued and respected.
- As an employer, saying “thank you” is a simple but effective way to show your appreciation.
While more money can help put a smile on your employees' faces, it's not the only way to keep them cheerful.
Boosting work-life balance, being transparent, offering better benefits and saying “thank you” more often all help boost employee morale.
Here are 12 ways to keep your team happy withfering raises.
1. Prioritize work-life balance
“To engage the workforce and remain competitive, it's no longer sufficient to focus solely on benefits.
Top employers create an environment where employees feel connected to the organization and have a positive work experience that's part of a rich, fulfilling life.
” – David Ballard, assistant executive director for applied psychology at the American Psychological Association
2. Make employees part of the big picture
“The best benefit you can provide to your employees is the opportunity to make a difference through their work and help guide the course of the company.
Benefits such as clear and frequent communication on company happenings, individual and department direction, and big-picture company direction make all the difference in employee happiness.
” – Anthony Smith, CEO and founder of Insightly
3. Be transparent and honest
“Feedback and the ability to understand employee concerns is important, but it's what you do after that's critical to retention. You should always be transparent by sharing what you've learned and a course of action for addressing the issue.
For example, after a recent companywide engagement survey, we chose to share our results with all employees. We not only communicated our top areas of success but also our areas for improvement and how we planned to address them moving forward. Transparent communication and a simple acknowledgment that we heard you can go a long way.
” – Laura Grieco, HR and administration director at ParkMobile
4. Offer more vacation time
“Reward your highest performers with incremental vacation days. These employees are your superstars, so you can be confident they will get their work done as well as enjoy a few extra days of well-deserved time off with family and friends.” – Stacia Pache, founder and CEO of ItBandz
5. Encourage communication in common areas
“Businesses should take steps to create spaces where employees can easily communicate and share ideas. Casual conversations in the break room can become collaborative conversations. Make it inviting and effective, with nice furniture, tables, and snacks and beverages, if possible.” – Tom Heisroth, senior vice president at Staples Advantage
6. Create a career pathway
“We found that providing developmental support, such as training opportunities and career mentoring, to employees who do not believe there are attractive career opportunities for them within the company led to such employees leaving the organization.
It's critical for businesses to have regular career planning discussions with their employees. As part of training and development, make sure employees are aware of the different types of career paths or job opportunities throughout the company.
” – Maria Kraimer, business professor at the University of Iowa
“Happy employees make for a happy company. Within the office, we'll publicly acknowledge accomplishments, provide a group lunch, reserve a prime parking space or change a title.
We'll also help employees to grow and develop, whether by taking on new desired responsibilities or challenges, taking courses to learn new skills, or furthering knowledge of the company by traveling on company business trips.
” – Jakki Liberman, president of Bumkins
8. Build employees up
“If you're looking to keep an employee by giving him/her a raise, it's already too late.
Find people who share the operational values of your organization from the outset, test for fit early, and allow growth opportunities to express that value. We're fanatics about initiative and constructive impact.
Our team members are consistently rewarded with higher-value projects following a constructive initiative.” – Zachary Watson, CEO at HoneyCo
9. Set the example
“One can't underestimate the importance of walking into the office as the boss with a smile on my face and making sure I give the same feeling of importance to everyone.” – Jon Sumroy, CEO and inventor of Mifold
10. Always say 'thank you.'
“In my experience, employees rarely become unhappy or leave solely over money. When they do become disenchanted, it is usually because they don't their boss, aren't engaged or feel they have stopped learning.
Having a positive culture and workplace environment helps a lot, as it encourages teamwork and communication, which increases engagement and opportunities for teammates to learn from each other. We also do periodic shoutouts to people at all levels of the organization for great work or superior effort.
These kudos cost nothing but provide important public recognition for a job well done, effectively compensating people in the form of social currency, which is highly valued.” – Gary Beasley, co-founder and CEO of Roofstock
11. Recognize and reward employees frequently
“Reward frequency is more important than size.
Business feedback indicates that smaller, frequent positive feedback and rewards will keep people happy longer than a single large, infrequent happy event.
Even the biggest awards or raises 'wear out' in less than a year, with most employees responding better to small doses every few days.” – Ron Friedman, author of The Best Place to Work
12. Offer benefits beyond the basics
“There are many ways to supplement salary by assisting employees in other areas of their lives. You can offer an extra level of life insurance or disability insurance for employees to protect their incomes.
Other ancillary benefits, such as dental, optical and wellness, are all well received by employees. And gym memberships and transit benefits are great perks to keep employees happy and healthy.
It is important to provide higher benefits so your employees know that you truly care about them and their families.” – Bobby Hotaling, president and CEO of The Hotaling Group
Why is employee happiness good for business?
Employees with positive attitudes are valuable assets for you and your team. Here are six reasons why it's worth your efforts to improve employee morale at your business.
1. Happy employees are smarter workers
Workers make better decisions when they're not bogged down by fear and anxiety, according to a Swarthmore College study.
When employee morale is high, employees take educated risks compared to stressed-out workers, who tend to be more distracted.
Part of what inspires this clarity and behavior is the confidence that you, as the employer, instill in your team through respect and appreciation.
2. Sad workers quit
Unhappy workers are more ly to leave for a new job. When a workspace is unhealthy, it impacts employee retention. This makes employee turnover inevitable, which places additional stress on your business as you must then direct your resources and efforts to interviewing candidates and training the new replacement.
3. Happy employees are more creative
Adobe's State of Create study found that satisfied employees are more innovative, which is extremely beneficial for the growth of your business.
4. Happy employees provide better customer service
Clients appreciate interacting with upbeat employees – they tend to be attentive and deliver a higher quality of service. When interactions with your staff are positive, customer satisfaction increases, which can improve client retention and business profitability.
5. Dissatisfied workers work less
Displeased employees tend to get less work done than happy employees, according to the Social Market Foundation's happiness study. Researchers found that the group that was treated to snacks and 10 minutes of watching funny videos was not only more engaged when it was time to work, but was 12% more productive than the group who wasn't treated.
6. Happiness is infectious
Happiness spreads and affects the energy of the entire team. When you create a pleasant company culture, it maximizes the positive impact throughout your business. This boosts overall employee engagement and strengthens comradery among your staff.
Additional reporting by Marci Martin and Nicole Fallon. Some source interviews were conducted for a previous version of this article.