Navigating the Office Holiday Gift Giving Obstacle Course

It’s December! Bring on the office gift exchange!

As we move into the 2018 gift-giving season, many of us may wonder: Do I give my boss a gift? Do I have to purchase holiday wrapping paper from my colleague’s son’s Scout fundraiser? Can I opt out of the office gift exchange?

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The answers to these questions are – frankly – important because office interactions do impact career success. What’s more holiday gifting traditions at the office often can be fraught with landmines. Here’s how to navigate them successfully while also enjoying this lovely time of year at work.

  1. Should I give my boss a gift?

In a nutshell: you don’t have to. In fact, it’s probably best that you don’t, because it could come across as toady-ish: as if you’re trying to curry favor with your supervisor. If you really, really want to, it’s best if you go in a group gift with your department.

If you feel you must give your manager a gift because he/she expects it and will not look upon you favorably if you don’t, you may want to think about getting another job and another boss…

By the way, many bosses often give gifts to their team members. (Such holiday gifts often are flowers, movie tickets, food, gifts that are the same for everyone, etc..) This is appropriate and in no way obligates you to reciprocate. Even if the boss gives different gifts to everyone (the boss has taken note of his/her team members’ likes and dislikes), accept the gift graciously.

  1. Do I have to give my coworkers gifts?

If you feel that one or more coworkers is a true friend (that is, you’re personal friends outside the office and you want to give a personal gift), then do so. Just make sure you give the gift outside the office.

As for giving coworkers with whom your professionally friendly? It’s appropriate to do so with those with whom you interact daily or with those in your department. If you feel uncomfortable giving individual gifts, consider asking if there’s a formal office gift exchange event such as a white elephant gift exchange (often hilarious) or Secret Santas.

If you’re hard up for funds and you don’t want to provide gifts for colleagues, you should never feel ashamed (or shamed into doing so). If people give gifts as a matter of course and you don’t want to come across as Scrooge, consider baking cookies or bread and giving those as gifts.

If you plan to give gifts to some, but not all of your colleagues, present the gifts privately so that the co-workers who are left out don’t have hurt feelings.

  1. Do I have to purchase items during holiday school fundraisers?

No, you do not. Yes, it can be very hard when a colleague asks you to purchase flavored popcorn or wrapping paper for his/her child’s school fundraiser. If you don’t want to, say so politely. A simple “No, thank you” should suffice.

  1. Can I opt out of the office gift exchange?

Probably not. The good news is that full-office gift exchanges often come with price points (you don’t have to spend more than $10, $20 or $25, for example) and you often only have to purchase one gift for one person.

In addition, office holiday gift exchanges often come with office parties and are festive and usually loads of fun. (Look up white elephant exchanges, for example….)

But refusing to play along if your department holds an “official” gift exchange? You could hurt your reputation as a team player. Probably best to play along, follow the stated budget guidelines (or make your own) and enjoy the fun of the exchange itself

Why not give yourself a great holiday gift by taking a look at Helpmates’ current opportunities and then following the instructions within each job description to apply and/or contact the Helpmates office nearest you to register with us.

Making the Most of the Holiday Season

The holiday season is here! Times of good cheer, holiday parties (at the office and friends’ homes), gift purchasing and giving/receiving….and a GREAT time to finally get some work done!

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Work in December often slows down as you and your colleagues think ahead to the 25th. That’s why this month can be a terrific time to focus on what you need to do to improve your skill sets, catch up on networking, revamp your resume, and so on.

Take a look below for how to use the slower days at work this month to improve your job/career prospects.

  1. Use holiday parties to best networking advantage.

While you won’t want to network blatantly for new job opportunities at your office/professional parties, you will want to ask people what they do for a living, maybe talk shop if it interests you and (most importantly) get their contact information so that you can follow up with them later.

Just about everyone is in a great mood at holiday parties and well may be in a “giving” mood, so don’t be shy about asking to meet later.

(Important tip: don’t drink too much – or at all – at your company’s holiday hullabaloo or at networking events. It may be a party, but you’re there in a professional capacity.)

In fact, instead of “networking,” think of the parties as a way to make new or build upon existing relationships. Relationships, after all, are what truly make the world go round, whether in our personal or professional lives.

  1. Update your resume to include recent accomplishments.

The slower times could be the perfect opportunity to update your resume. However, while it may be slower at work, be very careful: don’t write your resume at work. Don’t print it out there, either. Take notes, writing them down for working at home later when you’ll do the actual revamping.

You may be too busy when home with holiday preparations (why is it the holidays seem so jam packed at home but slow at work….) but if you have time off between December 25 and January 1, use the quiet break in the hubbub to think about what you want to accomplish professionally in the coming year.

  1. Updated your skills.

If things are slow at work, ask your boss if you could take an online course, certificate program, etc. during office hours. Your boss/company may be happy to pay/help pay for these courses. If not, there are many free ones online.

  1. Look for work.

If the idea of returning to this particular employer in 2019 is ruining the holidays for you, start looking for a new opportunity (during your off hours, of course)! It’s a big myth that “no one hires during the holidays.” Instead, hiring managers often have to fill empty positions before the end of the year or they lose their budget for the positions (the ol’ “use it or lose it” budget policy).

So, go ahead: enjoy this lovely time of year, full of hope and good feelings. And consider extending those great feelings for yourself by contacting the Helpmates branch nearest you and registering as one of our associates. We look forward to meeting you!

Negotiating Salary? Don’t Say This!

So you’re in the salary/pay rate part of the hiring process. (Congrats on getting to this point, by the way!) And you and your soon-to-be-employer both want pretty much the same thing, but with a BIG variant: each of you wants to come to a number both are happy with but you want as much as you can get and your employer pretty much wants to give you as little as you will accept while still keeping you happy.

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So while we’re going to discuss what you shouldn’t and should say in a salary negotiation, understand this: your salary is only part of your cost to an employer. Benefits, taxes insurance and so on add about another 30 percent to your employer’s salary outgo. So if your salary is $50K, understand that your employer’s cost to have you work for him actually is $65K.

Also remember that your main job as an employee is to provide value to your employer. If you made $40K at your last job and want to make $50K at this one, understand that your possible employer sees that as $65K. So keep this in mind: will you bring in $65K in value? If so, make sure you’ve been showcasing that value (particular education, experience, skills) during the job interview.

Say This, Not That

  • Never give a number first.

Employers no doubt will ask you almost right away what your current salary is and what salary you’re looking for. It sounds like an innocent enough question, but you give yourself little wiggle room when it comes time to negotiate if you answer. Instead, say something like this: “I’d like to focus on the value I bring to you and I’m certain we’ll come to an agreement both of us are happy with.”

If the employer refuses to continue if you don’t give a number, give a range. (And if the employer refuses to move forward even with a range, reconsider this employeer. A salary negotiation should be a good-faith, true negotiation. You may want to rethink working for someone with such a “my way or the highway” attitude, especially in this market, where employers are hard up for great workers.)

  • Be positive.

Avoid saying no. For example, aim to say “I would be more comfortable with” instead of “that doesn’t work for me,” or other negative-type words, including no.

  • Polite assertiveness is a good thing.

Never apologize for negotiating. As mentioned above, an employer who absolutely refuses to look at your value rather than his previously set number, probably is not the employer for you.

Yes, many employers have real constraints when it comes to salary. Government agencies, for example. But most have some room to compromise. And that said….

  • Negotiate benefits.

If an employer truly can’t budge and explains why with a legitimate reason, see if you can negotiate benefits such as vacation time/PTO. Or ask about returning in six months to discuss a raise. Mention that you’ll have proven without a doubt why the value you bring is worth it. (And then make sure the value you bring is worth it!)

Bottom line: if you’ve already been through at least one interview, the employer wants you; she wouldn’t be talking salary if she didn’t. You do have some power in this negotiation; don’t be afraid to wield it in a respectful, professional  manner. It’s exceedingly rare for an employer to stop speaking to you because you try to negotiate: most employers expect to negotiate, especially in today’s candidate market.

If you’re looking to make a move to a new position, check out Helpmates’ latest job opportunities. We have several direct-hire, temp-to-hire and temporary jobs that just may suit your needs. Contact us today.

Help Your Team Members Stay Excited About Work

As a supervisor, a big part of your job is to ensure that your team members stay excited about work….but without working so hard and so fast that they become burnt out:

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  • Your newly hired college grad is so excited about her first job in a career she loves that she’s willing to work 10 or 12 hours a day and on weekends because “it’s not work; it’s fun!” .
  • Your department has just been tasked with an exciting new initiative, one that will be a game changer for your company; perhaps even for humankind. Everyone – absolutely everyone – on your team is extremely excited and also happy to work through lunch, work until 8 p.m., volunteer to work on weekends, and so on.

And then it happens: in a few weeks or (more likely) a few months of nonstop high engagement and toil, you notice your team members:

  • No longer are excited.
  • Don’t automatically volunteer to stay late or work weekends and if “volunteered” by you, they look dejected and let you know quickly that they’ve already made plans.
  • Start becoming sick more often. Possibly a lot more often.
  • Stop meeting deadlines.
  • Are becoming cranky and snappish.

This, of course, is natural: the human body can only take so much adrenalin and employees always pumped, always “on,” always moving at time and a half and you can rest assured that that adrenalin is pumping. A lot! Workers they will become sick and possibly seriously so. At the very least they will have more colds/fevers, head and back aches, become “testy,” experience insomnia, and a host of other ailments, all that indicate burnout.

Ensuring employees stay excited…enough.

Remember when an employee, when asked to work over the weekend, mentioned she had plans and couldn’t come in? How it surprised you, because she’d happily worked after hours/weekends for several months. Taking that time off is what she should have been doing all along and it was your job as her supervisor to make sure she did so, whether she wanted to at the time or not.

Making sure workers work no more than 40 or 45 hours a week helps ensure that they do their best work possible: they are rested, recharged. They have a much better chance of staying healthy. They will remain excited and interested in coming to work. They will, in short, be more productive by taking time off regularly.

So when your eager beavers tell you they want to stay late and work weekends, tell them no. It’s not possible. You won’t allow it. You’ll end up doing both of you a favor!

If one of the reasons you would like your team members to work longer hours is because of a major project or you’re short staffed, call upon Helpmates to fill the gap in the workload to help your team get it all done. You’ll be a hero and will demonstrate to your team that you’re serious about their well-being. We look forward to hearing from you.

The Wisdom of Creating Your Own Brain Trust

CEOs have them. So do entrepreneurs. What they have is a small group of people – possibly five or so – that they go to when they need objective advice and strategy. This group is known as a brain trust and you should have one for your career.

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A brain trust is something akin to having mentors, but not quite. Mentors often work in the same field/profession as their mentee but have much more experience. Members of a brain trust, however, have experience in a different field/profession. The idea is that all of you receive input and knowledge from people at your level who know things you don’t. In other words, a marketing professional may want a brain trust that includes an attorney, an accountant, an HR professional, and so on. Having such a network allows all of you to tap into each other’s expertise and help each other out when needed.

Finding Your Brain Trust

As mentioned above, you don’t really want people in your field, but individuals who share the same type of vision for their careers in different fields.

Chances are good you already know several people who could become members: your neighbors, former school mates, former colleagues, current employees of your current employer but in another department, and so on.

Your brain trust can be quite informal: just ask if people want to join and if they’d be available quickly for their input when any of your trust’s members need input, advice, knowledge, a shoulder to learn on, etc.

It’s Best to Ask for Advice Instead of Favors

Brain trusts aren’t really “scratch my back and I’ll scratch yours.” Instead, your trust is a group of people you go to for knowledge and ideas, not for introductions and favors. Referrals eventually will come from your trusts’ members naturally, but it’s best to approach them by asking for input rather than asking them to do something for you.

If, by chance, you hear that one of your trust’s members is facing a problem but hasn’t reached out to you, it’s perfectly OK to reach out yourself. Don’t assume you know what your fellow trust member needs; just let him know you’re there, just in case

You Don’t Even Have to Create an Actual “Brain Trust”

Many people have people in their professional network that they often go to when they need advice/input. In fact, chances are good that you already may have a brain trust of sorts if you find that you have two or three people that you often call upon to “get their input.” And you may find that the same handful of people call upon you every now and then.

It’s wise to actually think about people you’d like to add to your trust (formally or informally) as you find people whom you automatically think of when you need some type of input.

The point is: always look outside your department/employer/profession “bubble” for people you can turn to when stuck, when you need input, or when you need a fresh take on an old problem. Doing so can help you progress in your career while also growing a network of people with a (more than likely informal) vested interest in your success.

If you’d like some new input regarding career possibilities, take a look at some of our current opportunities and either follow the instructions to apply when one or more pique your interest or contact the Helpmates branch nearest you.

When Following Your Passion is a Bad Idea

We hear over and over to “follow our passion” when it comes to careers. But this may not be a good idea. After all, our skills and natural abilities must align with our passion in order to be successful within it. For example, if we have no sense of rhythm but still love to dance, do we really think competing on – let alone winning – So You Think You Can Dance? is a viable possibility?

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In addition, think about the times you’re doing whatever it is that really floats your boat. Often it’s every now and then for a few hours a time. What if you had to do it eight hours a day, five days a week? Then it becomes work and work is something we must do about 40 hours a week, whether we’re “in the mood” for it or not.

Plus, no matter how great a career or job is, there’s always something about it that is tedious. Take, for example, the woman we know who is a physical therapist. She loves working with her patients. But then – oh, then! – there’s the paperwork. About one hour of paperwork for each patient. She generally sees four patients a day and then needs to get four hours of paperwork done. And she hates the paperwork. HATES IT!!! And yet the paperwork (patient notes and insurance forms) takes up half or her work day. Is this a career/job she enjoys? Is it worth it to love – or at least really like — what she does half the time when the other half is absolute tedium?

What we love changes over time.

This, unfortunately, is far too true: we as humans are really, really, really bad at predicting now what will make us happy in the future. If you’re 21 chances are the thought of sitting at home reading a book or watching Amazon on a Saturday night sounds like the last thing you want to do (FOMO and all). But – and it’s hard to believe, we know – by the time you’re in your mid-30s or so, going to a club on a Saturday is all “been there, done that.”

In your 20s , 30s and even 40s, all you can think about is getting to the top of your career. But as you age, that desire fades. Big time. So much so that puttering around in the garage or hanging around the soccer field watching your kid play community soccer is your idea of a great time! And this holds true for both women and men. So working 80 hours a week to build a business probably isn’t going to be all that enjoyable once you hit 40 and beyond.

Making a contribution/a difference leads to the most career satisfaction.

Studies show that the key to happiness for humans in relationships/connections. What’s more, a feeling of mastery and a feeling of purpose/meaning – of contributing to something greater than ourselves – is truly what makes for satisfaction at work.

In other words, find the things at which you’re good (bonus: you probably enjoy doing them) and figure out what type of career/job involves using those skills. Using the physical therapist example above, she always loved working with people, she’s always enjoyed learning how the human body “works,” she’s interested in fitness and health, and she enjoys making her patients’ lives better.  The  loathsome paperwork? It’s a real bear. But she figures half a day of happy and meaningful work makes up for the other half. Overall she’s quite happy.

What are you good at? Take your skills and make a real contribution to businesses throughout Orange County and Los Angeles. Look at the opportunities we currently have open here at Helpmates and contact us/apply if one or more look interesting. We look forward to hearing from you.

 

Having Difficult Conversations….with Your Boss

It’s natural – so work hierarchy goes – for a supervisor to call in a subordinate and have that conversation:

  • You’re performance has been lacking lately.
  • You come in to work late too often.
  • You’ve missed two project deadlines in the last month.
  • And so on.

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But sometimes it’s the subordinate who needs to bring up a difficult topic with the boss:

  • I’ve noticed you didn’t assign me to the new project.
  • You provided me only a “meets expectations” rating on my annual review and I disagree with your assessment.
  • You refused to let me take Friday off when I worked the last three Saturdays in a row.
  • And so on.

Notice all the topics mentioned above have to do with the employee’s performance. Many people may be wary of bringing up such things to a manager: “If the manager had an issue with me, surely she would bring it up? No news is good news, right?”

No.

Being proactive in all things that have to do with your performance always is best when it comes to succeeding on the job and in your career. Speaking up in a professional, respectful manner puts you on a more even footing with a supervisor and helps the esteem a manager feels for you rise.

In addition, mentioning something that troubles you about your manager’s interactions with you allows you to find out if your boss does have an issue, or – and far more likely – discover that the “new” way of interacting with you is a fluke: the boss was distracted,  worried, stressed, etc.

Still, bringing it up is a very good thing. You may not want to do so at the first instance of a change in your manager’s interactions with you, but if it continues, gird yourself and ask.

Here’s how to have this conversation.

  1. Ask for permission to meet. When your boss appears calm and open, ask to meet to discuss. You should be somewhat specific, but don’t go into detail: “I’d like to discuss my review.” “I’d like to ask you something I’ve been wondering about.” And so on. You also can request a meeting in an email. Regardless of which method you choose, make it a brief request.
  2. Be clear. Don’t go into detail. Don’t whine: “I gave up three Saturdays to work here because I knew how important this project is for you. You mentioned a couple of weeks ago I could take a Friday off. Yet when I asked Wednesday, you said no. May I ask why?”
  3. Ask for your manager’s perspective. “I don’t remember any negative aspects of my review. Perhaps I missed something?” Or “Did something come up of which I’m not aware?”
  4. Listen closely and ask questions. If you’re confused about something, ask for clarification Remember, don’t whine/complain. Don’t make excuses. Explain your thinking in more detail but don’t become defensive.
  5. The goal isn’t for you to “win” and your manager to “lose.” Instead, your goal should be to arrive at a resolution about which both of you will be satisfied. For example, perhaps your boss gave you only a “meets expectations” rating because she believes your work has been better in the past and she noticed a decline. The two of you could work out an agreement that if your performance rises back to its previous level by a certain date, she will change her assessment to “exceeds expectations.”

Yes, chances are good you’re going to feel uncomfortable asking for a meeting/during the meeting.  But careers are made and broken on one’s ability – or lack of – to have difficult discussions. Look at this as an opportunity to exercise your ability to deal with discomfort.

When looking for a new job or career, check out the opportunities here at Helpmates. For more information on how we can help you find work, contact the branch office nearest you.

Embracing the Up, Backwards and Sideways Career

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No one’s career moves straight up. Most successful people see their share of failure and even simple treading water (no movement up or down). Just a few examples of people who failed on their way up:

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  • Walt Disney was fired from a newspaper because he “lacked imagination and had no good ideas.”
  • The University of Southern California School of Cinematic Arts rejected Steven Spielberg several times.
  • The first book Theodore Geisel (Dr. Seuss) wrote was rejected by 27 publishers.

Yet putting aside these famous folks’ failures, all of us should know: especially today, careers almost never move ever upward and/or always in a straight line. There will be detours, failures, false starts and mistakes.

And understanding this is a very good thing. After all, think about the possibilities:

  • Embracing the fact that a non-linear career path means you won’t be blinded – and trapped by – the idea that you must always move up. This hyper focus on an ever-upward trajectory can blind you to the many other opportunities for growth that taking a different path can give you.
  • Failing at something means you get to build your resilience muscles: dusting yourself off and standing back up proves to yourself that a) you can stand back up, b) that it gets easier each time and c) you’ve undoubtedly learned a ton because of the failure. In other words, you’ll know at a deep personal level that the old saying is true: those who experience and then overcome difficulty are stronger and better for it!
  • If you you’re willing to take risks, knowing that failure often is the absolute best teacher available when it comes to life and careers can transform the risky move easier to make.
  • You may find that you actually enjoy a different industry more than the one on which you had your sights set.
  • Embracing a squiggly career trajectory (up, down and sideways) means you’ll let yourself do the things that interest you, thus helping you learn what you don’t want to do. This can be as important as learning what you do want to do.
  • What’s more, you’ll understand that you don’t always need to continue doing something when it’s not working. For example, if you find that the career you just knew would make you happy doesn’t actually do so, you can unashamedly look into a new path.
  • You may actually find that promotions, higher pay and more responsibility aren’t the be-all and end-all for you. You may find that your definition of success instead entails spending more time with family and friends rather and/or creating art and/or volunteering for a cause in which you believe than working 60+ hours a week for the glamour (and almost certain stress) of being a person of importance in your field of work. (Or you may find the opposite: you discover that you want to be the boss!)

Just remember, careers today rarely move up and up and up. Embrace the failures. Look for opportunities to move sideways. Consider jobs you never have before.

And think about registering with a staffing agency such as Helpmates. Why? Because if you’re at all interested in exploring different career paths or industries, working for a firm such as ours allows you to “try on” different industries and positions without committing to any. Then, if you do find a position or industry you enjoy, there’s a good chance it can become permanent: more than one-third of people working on assignment received an offer of regular employment with the staffing company’s client.

To learn more about the many career-exploring opportunities we offer, contact the Helpmates branch office nearest you.

Looming Shortage of “Middle Skill” Healthcare Workers

Are you already noticing a shortage of medical coders, billers, patient intake admins, and other “middle-skill” healthcare pros here in Southern California? If not, you will soon.

The Pasadena Star News reported last year that 42 percent of the demand for these types of “middle skill” workers (and others) won’t be met by 2022.

In fact, the LA Economic Development Corporation (LAEDC) predicted 125,000 healthcare job openings by 2022 for all levels of medical positions. These positions pay well and are a great way for people to find in-demand careers after just one or two years of training.

What is your Los Angeles/Orange County healthcare organization doing to prepare?

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For example, what do you currently pay your medical billers, coders, and admins? We believe healthcare organizations are going to have to raise salaries to attract these hard-to-find workers.

Here’s what Indeed.com reported as the average hourly rate for these workers for #LA and #OrangeCounty (as of early September):

  • Medical biller: Anaheim, $16.15. Los Angeles, $16.46
  • Coding specialist: Anaheim, $25.38. Los Angeles, $27.66
  • Medical transcriptionist: Los Angeles, $42,720 per year
  • Practice manager: Newport Beach, $67,243 per year

If you’re not able to raise pay rates, here are some ideas you could try to attract middle-skill healthcare professionals:

  • Offer current medical clerks and receptionists fully paid-for training to become coders, transcriptionists, etc.
  • Offer remote work/telecommuting options.
  • Recruit outside your traditional talent pool/adjust your skills and experience requirements. For example, instead of requiring six months of experience for an entry-level position, take someone out of high school and train him in medical billing.
  • Consider hiring contract/freelance workers.
  • Partner w/ a # healthcare staffing agency.

Helpmates provides healthcare staffing services for Orange County and Los Angeles employers. From medical clinics, private practices, hospitals, nursing homes, and more, we provide coders, transcriptionists, insurance billers, office managers, receptionists, and more.

Contact the branch nearest you when you need healthcare staffing help.

Should You Start a Telecommuting Program?

Employees tend to love being able to work remotely/telecommute. In fact, it’s a sought-after employee benefit for candidates and offering it as a perk of employment definitely can help attract top talent.

But it’s not always a win-win for a company – or even for the worker.

Take a look below for the pros and cons for of a telecommuting program for both a company and its workers.

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Pros for the Employer

As mentioned above, offering flexible work schedules (including telecommuting) definitely can help a company become an employer of choice. In fact, many people say they would leave a current employer for another that offered a telecommuting perk.

Companies with a national/regional presence can save considerably on overhead, as they no longer will need to rent or lease office space, furniture and equipment for employees who work from a company’s headquarters.

Employees who telecommute do tend to be more engaged and productive.

Telecommuting Pros for Employees

Being able to work where employees want allows much more flexibility in their personal lives. For example, workers could work late at night and then take a parent or child to a planned doctor’s appointment the next morning without losing time “at work.”

Telecommuting can improve employee productivity because workplace interruptions are greatly reduced. There are fewer meetings to attend, no one stopping by a desk “just to chat,” and so on.

Employees can eat healthier (no access to the donuts in the break room) and exercise more (workers could go for a run/walk or to the gym instead of commuting to work). They could volunteer at a child’s lunch party at school.

All of the above adds up to telecommuting’s biggest perk of all: having more control over one’s day-to-day schedule.

The Problems with Telecommuting for Employers.

As terrific as telecommuting workers can be for companies, there are some problems inherent within it:

Employees can take advantage of their telecommuting situation.

Workplaces can lose the collaboration and camaraderie that often occurs when everyone is in close proximity to each other. There will be no brainstorming meetings together and ideas simply don’t seem to flow as easily when people “meet” via video chat.

Cybercriminals can take advantage of employee connections from home computers. Unless employers provide completely secure Internet access, companies may be putting private and/or proprietary information at risk of theft.

Why Telecommuting May Not Be as Great as Employees Think

Telecommuters do report feelings of isolation. This may not be a problem for those with families, but it can be a real problem for many people. Many of those who telecommute say they miss the camaraderie of being around colleagues they enjoy.

When it comes to promotions, etc.: out of sight out of mind. It’s true. In fact, one study found that half of those who worked from home  asked to return to the office due to loneliness and a sense that they were missing out on promotion and career opportunities.

If your company does decide to start a telecommuting program, make sure you set regular check-in opportunities for employees and their managers. Make expectations as to deliverables and how often employees need to check in explicit from the very beginning. You may also want to require that employees travel to the office at least once a week.

You also want to make sure telecommuting employees have an extremely secure Internet connection.

If you’re a company located other than Southern California and are looking for workers in the Anaheim or Los Angeles area, contact Helpmates to help you vet and place top talent. Contact us for more information.

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