Leadership – The Staffing Stream Your pulse on the staffing industry Wed, 19 May 2021 15:04:08 +0000 en-US hourly 1 https://wordpress.org/?v=5.7.1 The Five Most Dangerous Phrases in Business /2021/05/19/the-five-most-dangerous-phrases-in-business/?utm_source=rss&utm_medium=rss&utm_campaign=the-five-most-dangerous-phrases-in-business /2021/05/19/the-five-most-dangerous-phrases-in-business/#respond Wed, 19 May 2021 15:04:08 +0000 /?p=8950 Regardless of how buttoned up your company’s communication strategy is and how clearly your vision, mission and values have all been defined, there are still some dangerous phrases that occur in a team setting. When they are uttered, they can literally strike fear into the leadership of any company. These are familiar to everyone and yet they continue to play out, many times unchecked. Let’s take a look at each one.

1. “We’ve always done it this way.” Change is at the heart of all healthy, growing companies. At the same time, we can all recognize how difficult change can be. Inevitably, someone, somewhere counters with “We’ve always done it this way. “

This is a clear indication that the reason for the change – the “why” – has not been communicated and/or understood clearly. There’s also a strong chance that they were told to “do it” without any explanation or opportunity to learn why the change is necessary and what the benefit will be.

2. “That’s not my job.” Reporting relationships and organizational hierarchies are vital for maintaining order or making team-based decisions and generally getting things done. But rest assured, no matter how detailed the job descriptions are, some task or function will fall outside the scope of the collective job descriptions. More times than not, someone will recognize this and take the initiative to address it. There will, however, be instances where the deficiency is noticed but the next words spoken are “It’s not my job.”

What is this telling you? If you’re hearing this phrase often enough to take note, a thorough examination is most likely needed to get to the root cause.

PREMIUM CONTENT: Introducing Programmatic Job Advertising

3. “I’m afraid of making a mistake.” Business is highly organized. Systems are developed. Processes created and implemented. Methods support efficiencies, and all of these lead to improved outcomes, defined as “quality” and “productivity.” Many corporate missions include the word “excellence,” and a great deal of attention is paid to getting it right, as it should be.

What happens, though, when this message is interpreted by the employees as intolerance for making a mistake? It’s important for leadership to differentiate between mistakes that result from carelessness and those that come from responsibly trying a new method or approach.

4. “Surely someone already thought of that.” For decades, the debate about quality has been whether to build accountability into each individual job or relegate it to a dedicated team. Regardless of how you structure this responsibility, a lack of initiative to speak up can be very dangerous. The only way to overcome this dilemma is to foster a mindset of open communication throughout your entire process.

5, “Boss, we have a problem.” We are all familiar with Murphy’s Law: Anything that can go wrong will go wrong. The system that has always worked suddenly doesn’t work. Or a unique, unprecedented situation presents uncharted challenges. In many cases, we jump to solve the problem only to create one or more “unintended consequences.”

The good news is that the problem is noted and the person or team accountable for where the problem now lives is identified. The next step responsible management or leadership takes is to report it to their supervisor. “There is an issue I need to bring to your attention. We have a problem.” How can this be avoided? Simple. Reward problem ownership and problem solving. Encourage responsibility for taking on a problem and doing the hard work to solve it.

Swift Action

This article is not to suggest that these are the only phrases that can cause serious damage to organizations, but these five, like cats, tend to have multiple lives and continue to plague businesses both large and small. They are strong indicators of a crack in the culture and, if not addressed with a permanent solution, will open the organization up to deeper problems that can seriously impact its future. Swift and sure action should be taken to eliminate these five dangerous phrases from your organization’s vocabulary.

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In a Rut? Change It Up! /2021/05/18/in-a-rut-change-it-up/?utm_source=rss&utm_medium=rss&utm_campaign=in-a-rut-change-it-up /2021/05/18/in-a-rut-change-it-up/#respond Tue, 18 May 2021 12:00:03 +0000 /?p=8936 Sometimes, no matter how much we try as leaders, we can get STUCK. Stuck in a personal rut; stuck with a strategy that is not working or not producing results fast enough; stuck with a team member that is performing below par; stuck in a difficult client relationship; stuck with a challenging relationship with a boss – you name it – it happens.

Here are some tactics to try if you feel yourself or someone on your team is trapped in the same cycle or “stuck”:

  • Assess what is working | what is not | reflect on this information.
  • Change your approach – try a new way to get your message across.
  • Put yourself in your stakeholders’ shoes – figure out the outcome they need – or better yet ask them!
  • Take a break from the situation.
  • Bow out of the situation if you feel you are the roadblock and give responsibility over to someone else on your team.
  • Focus on the areas that are really working for you.
  • Do not feel pressure to make a decision, a delay sometimes means it is simply not the right time to act.
  • Call a mentor/coach.
  • If appropriate, talk it through with your team.
  • Gather more intelligence – more diverse opinions.
  • Change up your schedule – do things in a different order.

TAKE A BREAK and if you can, get a change of scenery. Often a simple change of your physical area can do the trick.

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How To Promote Productivity in the Workplace /2021/05/13/how-to-promote-productivity-in-the-workplace/?utm_source=rss&utm_medium=rss&utm_campaign=how-to-promote-productivity-in-the-workplace /2021/05/13/how-to-promote-productivity-in-the-workplace/#respond Thu, 13 May 2021 20:25:45 +0000 /?p=8932 Managing a group of individuals in a way that supports the overall efficiency of the team is no easy task. Any organization’s success depends on the collective work of all of its employees. Consider a few things you can do to help your team grow increasingly more productive — on an individual basis and collectively.

Set clear goals. One of the most important things a leader can do to encourage employees to work hard is providing goals. It’s essential that these goals be concrete, realistic and time-sensitive. They should be  something that is measurable and that can be assessed within a reasonably short amount of time. This way, staff members have a tangible objective to work towards each day they come to the office.

Regularly post results. Another way to boost your team’s productivity is to consistently inform employees of the outcomes of their work. After all, how can they adjust their approach to certain tasks if they don’t know whether they have met, exceeded or fallen short of a goal?

There are practically countless ways you can share results with your team. Some managers may wish to post a hard copy of data in the office, whereas others may prefer to provide this information via email or the company site. For instance, if you manage a sales team, you could look into sales dashboard examples that allow you to organize the number of sales made, the number of total customer interactions and other statistics. However you choose to share these outcomes, be sure to do so on a weekly, monthly or quarterly basis so employees receive feedback in a timely fashion.

Provide incentives. When workers meet the goals you set, it can be beneficial to offer some sort of reward. These incentives can be handled in myriad ways. For instance, you could provide incentives that affect the whole team, such as holding an office party or ordering lunch for everyone. Alternatively, incentives may apply to individuals who complete the most work that period. You could even devise a point-based system that allows employees to earn prizes on a graded scale. These individual incentives may offer everything from a monetary bonus to a paid day off.

PREMIUM CONTENT: Introducing Programmatic Job Advertising

Offer useful resources. One reason that a team may not meet its goals is that staff members need additional tools to work with. These resources may include training sessions, up-to-date technology and even the opportunity to ask questions. It’s critical that employees feel they are supported and have what they need to accomplish the tasks they are assigned. Otherwise, your team may grow frustrated, dampening productivity.

Encourage cooperation. Much of staffing involves teamwork and collaboration, so it’s essential that you create an environment that fosters this sort of cooperation. One way to accomplish this is to adjust the physical layout of your office. Try providing spaces that encourage coworkers to sit together rather than in separate cubicles. Additionally, your staff may benefit from team-building activities. These can be as organized as sharing personal fun facts on a bulletin board in the workplace or as simple as a social gathering after work.

Make time for breaks. One final way to increase your team’s efficiency is to be generous with break time and days off. While this may seem to be counterproductive, people are usually able to focus much better when they are well rested. One way to encourage staff members to take advantage of their break time is to provide a break room or similar space that they can relax in while at work. Additionally, if your team works especially long hours during a certain season, consider offering a long weekend once the hectic period is over.

Your team is what enables your company to thrive, so make sure each individual is thriving, as well. With a few changes to your staff’s normal routine, you may be able to boost their productivity and make work more enjoyable at the same time.

 

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Progress at Work Means Moving Forward Together /2021/05/10/progress-at-work-means-moving-forward-together/?utm_source=rss&utm_medium=rss&utm_campaign=progress-at-work-means-moving-forward-together Mon, 10 May 2021 13:12:11 +0000 /?p=8877 Change is all around us. Transformation is happening within the workforce, and we are moving forward together as businesses adapt and advance at a greater scale and faster pace than we’ve experienced over the last two decades. I know that leading through change can be challenging. However, it’s necessary for continued learning and growth. One consistent lesson I’ve learned throughout my 25 years in the staffing industry is that change is a constant. We are perpetually thinking ahead to adapt to evolving workforce needs. The resources people rely on at work like health benefits, technology and safe, collaborative environments are always progressing, and so must we.

While it may feel like in-demand skills can be acquired in an instant thanks to virtual environments, the competition for talent is as fierce as ever.

With business transformation as a chief priority for many organizations in 2021, it’s no surprise that human resources teams are feeling the pressure of change initiatives. The extended workforce is growing in popularity. As employers plan for their changing staffing needs, many are embracing the benefits of contingent labor strategies. At the same time, corporate social responsibility is on the rise and corporate agendas are uniting talent acquisition and diversity, equity, and inclusion (DE&I) initiatives to their overarching business strategy. In addition to refining temporary and direct hire recruitment objectives, the rapid adoption of remote work and digital communications are removing even more barriers to work. It is an exciting time to grow possibility for employers and employees!

PREMIUM CONTENT: Introducing Programmatic Job Advertising

By leveraging the power of new resources and expanded expertise, we have great potential to revolutionize business.

 Despite all the progress, there are still many unknowns to face. Balancing the diverse needs of people ─ including the type of work they want and for how long ─ can make finding and retaining qualified skills for growing project work complicated. It’s not insurmountable, especially with the right tools and strategy in place. With the growing demand for flexibility, many modern workforces are relying on continued engagement of in-demand talent and niche skills. Whether through technologies or strategic partnerships, we’re seeing our industry momentum grow as we continue solving for evolving employment/nonemployment/co-employment challenges.

Now is the time to move away from disparate systems and toward centralized management.

With the increasing adoption of remote and hybrid work models, many are growing their investments in workplace individuality and flexible employment solutions. For companies without a physical workplace, managing a contingent workforce is still possible. However, without streamlining your systems, “flexible” can feel daunting. Labor guidelines vary by geography, so understanding headcounts, payments, contract terms and pay expectations fully, accurately and at any given time, requires efficient communication and processes. Paying careful attention to each worker classification and understanding each regional distinction to assure accurate compensation is necessary to remain compliant. More so, it’s integral to maintaining positive relationships with the independent contractors, freelancers, and project workers upon whom your business depends.

It’s an incredible time for change; change that can result in problem solving, innovation and moving forward together.

Staying ahead of change is important. Businesses depend on us to remain flexible, so flexibility is a must at Atrium. With a great deal of uncertainty, change can feel risky. It’s a delicate balance. While I have learned not to allow fear of the unknown to dictate decisions or impede progress, it’s still vital we calculate risks and fully understand the changes that are happening in the workforce. As businesses and governments continue to adjust to modern work models, new regulations are emerging. Familiarizing yourself and your team with potential labor legislation, either internally or with the help of a firm that specializes in compliance, can help you better communicate and lead through changes as they arise.

Above all else, I believe we have the power to overcome most obstacles if we remain adaptable. The same holds true for workforce strategies, and we are seeing first-hand that flexibility is essential for continued scaling.

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Three Defining Business Themes for 2021 and Beyond /2021/04/29/three-defining-business-themes-for-2021-and-beyond/?utm_source=rss&utm_medium=rss&utm_campaign=three-defining-business-themes-for-2021-and-beyond Thu, 29 Apr 2021 15:00:49 +0000 /?p=8867 As a business owner and CEO, I’ve always made it a priority to be as informed as possible about as many issues as possible that impact our industry, company, and customers. I’ve doubled down on those efforts during the pandemic, especially by spending a lot of time talking with clients, colleagues, candidates, board members, peers, and business partners to make sure we fully understand their situations and that our company is serving them well.

Through those recent conversations about current conditions and future outlooks, as well as my own perspectives, three consistent themes have emerged to define today’s business environment.

1. Optimism. The first, optimism, is far-reaching. People are feeling optimistic about the economy, their business, and their opportunities.

These sentiments are seen in national surveys as well. The Business Roundtable’s Q1 2021 CEO Economic Outlook Index was up 21 points from Q4 2020, for example, while an article in Chief Executive about a poll it conducted in April indicated that CEO confidence in business conditions 12 months from now reached its highest level since May 2018.

While businesses continue to face challenges and uncertainty because of COVID-19, legislative policy issues, cybersecurity threats, and more, there’s clearly a solid and growing sense of optimism.

2. Resolve. The second theme, resolve, reflects a strong determination and focus to achieve normalcy, whatever that looks like at a particular company. For us, one priority has been to move toward more in-person meetings among staff and customers. The thinking is that when these types of meetings can be done safely and people are comfortable, there are times when in-person provides significant benefits and advantages over meetings that take place as calls or teleconferences.

PREMIUM CONTENT: US Staffing Industry Pulse Survey Report: April 2021 Selected Highlights

3. Adaptability. The third theme is adaptability. While this attribute has always been the hallmark of a successful company, it’s more important than ever that your business is able to quickly change course and make adjustments in response to external conditions. The need to pivot could be driven by an unplanned event such as the pandemic or a more gradually-developing circumstance such as a customer market that will decline significantly over the next year.

There are plenty of stories online about how companies adapted and survived over the last 12 months. At TalentBridge, we pivoted by making several changes to how we operated that enabled us to both make it through the past year and position ourselves for a strong future. The biggest pivot was going to all remote work in just a few days.

A business strategy that makes us adaptable is consistently diversifying our portfolio, both in terms of the services we provide and the markets we serve. We regularly take a 360-degree view of our clients’ businesses, including industry outlook, HR trends and skillset needs, to ensure we have the capabilities to deliver the right resources and solutions they need today and tomorrow.

We also annually look at the verticals our customers operate in to understand whether the market is projected to grow, hold steady, or shrink. Similarly, we assess sectors we don’t currently serve to determine if there are ones we should move into and develop expertise. This “mutual fund” approach of consistently diversifying our offerings has helped us adapt and grow over the years.

The US economy is expected to grow as we move through 2021. Businesses buoyed by optimism, resolve, and adaptability are in the best position to reap the benefits.

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This Is the #1 Leadership Development Tool Your Organization Needs /2021/04/26/this-is-the-1-leadership-development-tool-your-organization-needs/?utm_source=rss&utm_medium=rss&utm_campaign=this-is-the-1-leadership-development-tool-your-organization-needs Mon, 26 Apr 2021 12:00:49 +0000 /?p=8873 A year of pandemic living and working changed our perspectives in many facets of life. We’ve come to realize certain assumptions about our jobs or lifestyles were incorrect. People who thought remote work was impossible for them found it feasible, or even easier than working in an office. We realized that while in-person connections could not be replaced, videoconferencing with friends and relatives was more of a comfort than we expected.

For many, however, our perspective adjustments were rooted in a deeper level of reflection. Many of us began rethinking what was most important to us, and contemplating what our core values might be.

Core values dictate everything we do. Once a person understands and can articulate their personal core values, they will start to consider how those ideals might impact their preferred work environment or career path. Companies can better serve their employees, and help them get better results for the organization, by helping them identify, articulate and apply these core principles in work and beyond it.

What are core values? Core values are the non-negotiable principles that are most important to you. These are the guideposts that key you on track in life; consciously or unconsciously, they drive your most important decision-making. If you do the work to discover your core values, everything in your life makes a bit more sense, and your most important decisions are easier.

To be clear, your core values aren’t marketing slogans that present you in the best possible light. They aren’t aspirational declarations; they describe who you are, not who you want to be. If you can help your employees clarify these core principles, you can help them unlock their best potential, to their own benefit, and your organization’s.

PREMIUM CONTENT: US Staffing Industry Pulse Survey Report: April 2021 Selected Highlights

We’ve seen this at our own company, Acceleration Partners. We’ve made finding core values a key part of our leadership development curriculum, because we’ve found the most effective leaders are those who know who they are at their core and can lead authentically according to those values. Not only will doing this improve the leader’s performance and fulfillment, but it will help them get that high performance from their teams as well.

Unlock your team’s values. In the wake of a life-altering pandemic, there’s a good chance your employees have been reflecting on their priorities in their lives and careers. They’ve probably been considering whether they are fulfilled by what they do, and may be evaluating their own perspective on big components such as family, where they live and their overall health and wellness. If you help your employees identify their values and serve these big picture aspects, they will perform better in all facets of life, including at work.

A good starting point is for you, as a leader, to do this work yourself. It’s difficult to coach others on what their core values are if you don’t have that clarity for yourself. Once you have taken the time to create and refine your own list of core values—either through careful self-reflection, or by consulting a tested resource, you can coach your team through the process.

Your employees are confronting big questions about what matters most to them in work and life. As a leader, you can help your employees do this work. In the process, you will help them excel, be fulfilled, and deliver better results for your organization. If you get clarity on your core values as a leader, you can help your team do the same, to the benefit of everyone involved.

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How to Start a Tech Staffing Company /2021/04/13/how-to-start-a-tech-staffing-company/?utm_source=rss&utm_medium=rss&utm_campaign=how-to-start-a-tech-staffing-company Tue, 13 Apr 2021 15:07:02 +0000 /?p=8829 Breaking through a highly competitive industry that involves competition between thousands of other recruiting companies can seem daunting. But there are a few lessons for new entrepreneurs to heed when starting their own staffing company focused on positions in technology and growing your company.

Leverage your experience. A few years of experience in recruiting is obviously a great starting point. Having a mentor, years of training, and experience through trial and error can help present an “a-ha” moment. It’s the moment of entrepreneurial realization and acknowledgement that you have the chops and the passion to start your own staffing company. This experience lays the groundwork for the early stages of your business.

The experience gained before starting your staffing company includes relationship building. You’ll rely on existing relationships to bring business in early, build your reputation, and grow your client base.

Lastly, having knowledge of the tools and resources you’ll need to start or continue growing your staffing company is crucial. Starting out, you may only need a computer, a phone line, and internet connection but branding, a website and a Payboard subscription or two is very helpful if you can afford it. As your client base and successes build momentum, you’ll identify when to bring on more recruiters, account managers or business developers to maximize its full potential.

Find your niche. A new staffing company should pick a niche in terms of the kind of jobs and companies they’re targeting and staff according to that niche. Doing so will focus your time, effort, and resources. For example, a technical staffing company should find recruiters who are technology oriented. And with specializing in a specific technology vertical, it is best to target a broader geography. For example, a general technical recruiter would work on any technical position within a smaller region, where as an SAP specific recruiter may need to service a national (or international) clientele in order to cast a wider net in the SAP market.

PREMIUM CONTENT: SIA | Bullhorn Staffing Indicator – April 8, 2021

Identify the right people to work with. There are different roles that have different skillsets in the staffing industry. While it’d be ideal to bring in recruiters or staff that can handle a recruiting job from start to finish, these types of successful hires aren’t very common.

Be realistic and play to the capabilities required of the function. If your company needs a specific area of expertise—be it a business developer, account manager, or recruiter—consider the skills, experiences and personalities that best succeed in the role. Learn and gain an understanding of what job functions work well with each of these areas of expertise so you’re able to find the right hire for the right situation in your company.

The reality is when you’re first starting your staffing company, you’ll need to identify your areas of weakness so you can hire to fill in those gaps. To make room for your core competencies (whether it be sales, recruiting, business development, etc.), outsourcing areas like payroll can be a huge benefit and saver of personal bandwidth.

Conclusion

At the end of the day, you can’t be everything to everybody as a staffing company. Being too limited can keep some potential clients with unique asks away but being too broad doesn’t reinforce your capabilities as a specialist in specific disciplines. Find your niche.

As a start-up technology staffing company, the priority is to do right by others so clients can see your company follows through on ethical approaches other competitors may not always follow through with themselves.

Through the lessons of trusting your experience, finding your niche, maintaining focus, and surrounding yourself with the right people (clients, candidates and team members), you can create a successful foundation for your business.

 

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Returning to Mid-to Long-Term Strategic Planning /2021/04/07/returning-to-mid-to-long-term-strategic-planning/?utm_source=rss&utm_medium=rss&utm_campaign=returning-to-mid-to-long-term-strategic-planning Wed, 07 Apr 2021 15:10:55 +0000 /?p=8835 Last year marked the beginning of a new decade and most of our five- and 10-year plans were set aside immediately due to the global pandemic, which has had transformational effects on our organizations. We have been living day to day, month to month for over a year now, while adjusting to constant change. Living in the NOW has become the norm. But the time has come for organizations to return to setting mid- and longer-term strategies to be ready for a newly awakening economy.

Strategic plans provide the framework for success, uniting the team in common goals while working together to determine how to achieve them. The best plans also have a measurement component and a mechanism to hold each other accountable by assigning ownership of actions and timelines. It is also the most valuable tool to reach your potential as an organization, and plan for success.

It is true we still face many uncertainties, and we may now truly understand ‘change’ is the only constant, yet you can choose to design mid-to-long term plans that factor in multiple scenario features, and provide maximum fluidity. All strategic plans are in fact living documents that will change as internal or external factors emerge and they serve an extremely useful purpose.

PREMIUM CONTENT: Most Attractive Staffing Markets Globally 2021

Consider relaunching a strategic planning process to reflect what you want to achieve in the next three, five or 10 years. This process has many benefits in addition to the most obvious one – to drive your business forward. These include team building; reality testing; potential for a paradigm shift in thinking and business modeling; the opportunity to leverage collective intelligence in new ways; to create the possibility for new innovative ideas and to also foster big picture thinking.

Now is the time to act, think big and invest in your future and your organization’s future.

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The Importance of Celebrating While Navigating /2021/04/05/the-importance-of-celebrating-while-navigating/?utm_source=rss&utm_medium=rss&utm_campaign=the-importance-of-celebrating-while-navigating Mon, 05 Apr 2021 21:42:13 +0000 /?p=8799 As we move through the first months of 2021, a sense of measured optimism about the Covid-19 pandemic coming to an end in the coming months seems to be occurring. While it can be hard to see light at the end of the tunnel, the increasing availability of vaccines certainly provides cause for hope as the year unfolds.

At the same time, the anxiety and uncertainty that practically everyone has felt for the past year won’t go away anytime soon. That’s why helping employees navigate through the challenging situations and circumstances brought on by Covid-19 remains a critical issue for staffing firms and organizations in practically every industry.

At TalentBridge, one of the approaches that we’ve followed to help employees through these extraordinary times might seem a little counterintuitive at first. Yet, it’s a perspective we believe is essential to supporting our team members’ mental health, well-being, and productivity: encouraging and fostering celebration.

Our philosophy is that there are plenty of reasons to celebrate, every day, for each of us individually and for our company collectively. And during these unprecedented times, celebrations are needed more than ever to keep spirits up and inspire motivation. We focus on three reasons to celebrate.

PREMIUM CONTENT: North America Internal Staff Survey 2021: Remote work prevalence, staff experience, and how to support it

Celebrating Recent Successes

Let’s face it. This has been the toughest, most unpredictable period that any of us have had to work through. Across the board, everything has been more difficult. That’s why we make it a point to celebrate each and every success and recognize our team members for their contributions.

Whether it’s partnering with a client to fill a big order, bringing a new customer on board, placing a batch of candidates in jobs, putting in extra hours to meet deadlines, helping colleagues with a project, or any other achievement of any type, we want to always acknowledge and thank the teams and individuals who made it happen. We do that in a number of ways.

For example, we celebrate wins at every all-staff weekly town hall meeting. Successes are also celebrated at each department meeting and companywide through our popular Feel-Good Friday emails. Every Friday morning, a colleague begins the process by sending out an email recognizing a colleague for a job well done. Others join in with similar words of praise and appreciation for team members, creating a string of emails that often becomes very lengthy.

And, our top performers are awarded and rewarded at our annual President’s Conference, which celebrates individual and team accomplishments over the preceding twelve months. 

Celebrating What’s Next

 While managing through the here and now challenges of the pandemic, we’ve also kept our team firmly focused on the bright future ahead and how we can support employees today to help ensure a strong tomorrow. As part of our commitment to the overall well-being of our staff, we recently expanded our health and wellness programs to include more offerings, incentives, and reimbursements.

From a professional growth and development standpoint, we’re adding more modules for remote training and creating customized training offerings. We’re also expanding our mentoring program as well as helping facilitate more peer-to-peer learning.

Another important way that we’re preparing to achieve future successes is by including everyone in the process of determining what the company will look like when we move into the post-Covid era. What are some of the practices we implemented because of Covid-19 that we want to continue? How do we take what we learned and experienced to help our business survive over the past year and apply it to our future? What are the things we did well before Covid that we want to be even better at going forward? Are there ways of doing things that were in place prior to Covid that we don’t want to bring back? These are the types of questions we’re asking employees to weigh in on as we plan for the future.

Celebrating Every Day

Perhaps most importantly, we encourage team members to make time to celebrate something that’s personally meaningful to them. Taking a few moments each day to reflect and appreciate good health, loved ones, or anything else that you’re grateful for goes a long way.

During Covid-19 and beyond, celebrating while navigating is a sure way to make this journey a success.

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Broadening the Leadership Scope: How female leaders are driving for success /2021/03/24/broadening-the-leadership-scope-how-female-leaders-are-driving-for-success/?utm_source=rss&utm_medium=rss&utm_campaign=broadening-the-leadership-scope-how-female-leaders-are-driving-for-success Wed, 24 Mar 2021 13:00:32 +0000 /?p=8792

Red Businesswoman Silhouette, Black Business People Group Team Concept Vector Illustration

Over the past year there has been a great deal of discussion of women in work, including concerns that the pandemic has driven equality levels back to those of the 1970s. However, despite the challenges — new and old — to workplace equality there remains a great deal of momentum behind how female leaders and entrepreneurs are driving forward for success, broadening out what it means to be a leader in business today.

Female leadership. Listed firms where at least a third of the bosses are women have a profit margin in excess of 10 times greater than those that don’t. Volt’s own executive levels are intentionally gender diverse. Linda Perneau is the Volt CEO and has more than 25 years’ experience as a senior executive in the staffing industry. She has a reputation for strategic and entrepreneurial thinking and has proven experience in delivering outstanding results — which helped her land on Staffing Industry Analysts Staffing 100 list for 2021, singling her out as one of the most influential leaders in staffing.

Broadening the scope of leadership. Research carried out by McKinsey identified that many organizations still rely on a traditional, stereotypical, masculine definition of leadership that focuses on itative decision making, control and corrective action. However, research from McKinsey has also established that these factors are the least critical to future success and businesses are much more likely to go on to be more productive, creative and profitable where other traits are being prioritized. Narrow leadership models that choose successive leaders on the basis of traditional masculine characteristics — now identified as least critical to success – could be holding organizations back while those that have embraced women at all levels tend to engage with the most critical factors for success and, as a result, simply do better.

PREMIUM CONTENT: North America Internal Staff Survey 2021: What should be automated?

Where do the obstacles lie? McKinsey also found that women are often hesitant and unwilling to identify the barriers that exist in the workplace to their success – and, as a result, many employers are simply unaware that there are structures within their organization that are holding equality back. There is also plenty of evidence of employers who will penalize those who complain as well as others who might view this as weakness. This is incredibly problematic, particularly as women often face obstacles and challenges that male dominated management simply may never have encountered by virtue of not being female. This could be anything from the reality of juggling billable hours targets after giving birth to the potential cultural issues of being a young female employee alone with a male mentor. Biased leadership models and hesitation when it comes to speaking up against obstacles that prevent women from rising can disadvantage not just the women themselves but organizations as a whole. There is a desperate need to create cultures where feedback is valued – and used to introduce real change in organizations – and where employers are more proactive when it comes to removing obstacles to equality.

The benefits for business of broadening leadership scope

  • Women are strong leaders in times of crisis. If the pandemic has shown us anything about women in positions of leadership it’s how female leadership has stood out during the past year. From empathy, to multitasking and effective decision making key areas of female strength are vital in crisis periods. Leaders such as New Zealand’s Jacina Ardern, Germany’s Angela Merkel, and Taiwan’s Tsai Ing-Wen have all demonstrated this to be the case.
  • Women bring more emotional intelligence into the workplace. Women tend to score up to 15% higher on EQ tests than men, which not only creates a working environment more conducive to collaboration and satisfaction but has an impact on results too. Those companies that demonstrate strong financial performance tend to nurture employees with high levels of self awareness, one of the most obvious EQ traits.
  • Businesses with more women tend to be more inclusive overall. Women are more likely to stand up for racial and gender equality at work, to mentor other women and to sponsor those coming up behind them.

The traditional view of leadership is changing, not just in response to the impact of the pandemic but the conflict that has existed for some time between the way old fashioned masculine leadership perspectives impact people within an organization and how much more could be achieved with a different approach. Increasingly, for those businesses with ambitions for growth and profit, female leadership is no longer just a nice to have — it is essential.

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