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:

Santa Fe Springs Staffing

  • 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.

Five Ways to Get Great Temporary Employees

Did you know that high performing employees produce 25% to as much as 1,000% more than their peers? And that includes temporary employees!

With temporary employees, getting the best results doesn’t happen by chance. But it does happen, and you actually have a lot more control over the quality of the contingent staff you hire.

So what can you do to get great temporary employees–every time?

Tip #1: Create job descriptions
If you want to hire a great employee, you first need to define what a great employee looks like. With temporary employees, you need to create job descriptions that accurately define the goals, duties, and responsibilities of each job. Ideally, your job descriptions should include specific performance goals and standards.

Tip #2: Benchmark performance
When creating job descriptions, go beyond a list of required skills and experience, and provide measurable goals for technical skills. One thing you can do is ask your staffing partner to conduct benchmark assessment tests with your current top performers. Then when they hire, they can compare new candidates against your company’s benchmark scores.

Tip #3: Allow more lead time
While last minute staffing needs will happen, the more time you can give your staffing partner to source and evaluate talent, the better they’ll be able to do.  And when you can’t provide much lead time, prioritize the skills and traits that are most critical for the assignment.

Tip #4: Set clear expectations
It may seem obvious, but if you want employees to do something, you have to tell them what you expect. And this includes temporary employees. Too often, temporary employees are given a list of duties to perform, but performance expectations are never discussed. Your quality and productivity expectations should be part of your job descriptions. They should also be discussed with each new temporary employee during their first day on the job.

Tip #5: Provide feedback
Performance feedback is essential to any employee’s success. Make sure your temporary workforce is given feedback on their work, especially in the first few days and weeks.  But with temporary employees, performance feedback can be a little tricky. To minimize co-employment issues, lean on your staffing partner to provide any needed discipline. While casual feedback directly to the worker is encouraged, formal performance feedback and discipline can be provided by your staffing partner.

If you are happy with a temporary employee’s work, it’s fine to tell them they are doing a great job. You should be specific about the things the person is doing well.  However, if you are not happy with a worker’s performance, tell your staffing partner about the problem.  If you want the worker terminated or replaced, ask your staffing partner to do it.

Want more ideas on temporary staffing?

Contact Helpmates today!  As one of the leading staffing agencies in Southern California, we match the area’s leading companies with outstanding temporary employees.

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