Want Fewer Employees To Call In Sick? Make Them Happy

July 24th, 2015

When an illness makes its way through your office, the effects can be devastating. But what happens when the illness isn’t so much physical as it is mental? Regardless of the policies that you have in place surrounding sick days, you may find that many of your employees are taking them to avoid coming to work rather than to recover from an illness. What is causing this epidemic in today’s workplace? Experts suggest that if you want to curb the misuse of sick days then it is important that you focus on making your employees happy and excited to come to work. Here are some tips you can implement now.

Create wellness initiatives.
If you want to keep your employees happy and engaged, one of the best ways is to offer wellness programs right in the office. Provide tools to reduce overall stress. Offer health screening clinics or vaccination drives to prevent the spread of common viruses like the flu. If employees see that you are making time to consider their health, they will also make time for themselves.

Offer flexible schedules.
If sick days are becoming a problem, rather than instituting a number of new more restrictive rules you can try and make them more relaxed. Many companies are finding that eliminating sick days are actually helping employees by keeping them happier and engaged with the job. If they need to take time off for a sick child or a personal errand, they won’t feel threatened with violations or termination.

Offer work from home options.
Some companies have additional flexibility including the ability to allow employees to work remotely. If this is possible, consider embracing it even for just a day or two a week. Chances are your employee already has the right connectivity from home to be able to handle their duties so give it a try. Remote employment is a great benefit that can be earned, with more trust coming as the employee shows they can be productive from their home office.

Provide incentives for results.
Lastly, another way to ensure that your team is happy and interested in coming to work regularly you should make sure they feel appreciated for the work they do. Create incentive programs to specifically reward your employees for their hard work and results. Presenting those incentives and then rewarding the behavior will really get through to employees and show that management is being serious.

At Meador, our solutions help employers cut costs, improve workforce flexibility, and find top candidates for their unique needs. Contact one of the best staffing agencies in Pasadena today!

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Promote Yourself with an Online Brand

July 17th, 2015

In today’s digitally connected world the best tool you can have in your job seeker’s tool belt is a strong online presence and digital brand. When you’re positioning yourself on social media, keep consistency in mind and create a brand that will engage potential employees and set you up as a subject matter expert and industry leader. Here are four steps you can take now to establish your brand and promote yourself.

Own Your Online Identity

The first step is to buy your own domain name. Websites all have unique addresses. Don’t let your name get associated with another product. Go to Google Domains or Go Daddy to buy your website name. Use the common combination of your first and last name. If that is used, try your first and middle initial. If you can’t buy a .Com, go for.Net or .Me. Create accounts on social media using this name as well. Consistency will help people find you across a number of mediums.

Showcase Your Knowledge

Once you have a website, you should use it to create a platform to show what makes you different than your competition. Set yourself apart by creating an online portfolio and resume. Include a blog where you can consistently update information to position yourself as an industry expert. Many recruiters today are finding candidates through their blogs so you don’t want to miss out. This will also be a great way to keep your skills sharp as you search for a job. Remember, when you create a blog, don’t fall off. Create a schedule and make yourself stick to it.

Create Shareable Content

When you write on your blog, it is your job to make sure people see it. Few things go viral without some kick start to the process. Use social media that is in line with your ultimate purpose. LinkedIn will be essential, especially for business content, and Facebook is very good at making content go viral. Consider whether or not Twitter, Pinterest, Instagram, or other formats are right for your message. Don’t just post content to post content. Have a plan and leverage it to your advantage.

Have Consistent Branding

Once you’ve created a brand, make sure it is consistent across all of your platforms. Use the same profile photo, banners, logos, and colors. This will cause new readers to associate your brand with these images. Go ahead and work with a designer who can use their expertise to create a brand that will be something memorable. Put this on your business card as well as your online media.

When you partner with Meador, you’re gaining a career advisor, someone who is genuinely invested in your success. One of the top staffing agencies in Texas, Meador has a great team that is ready to hear from you today!
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New Branch Managers for Meador Staffing

July 15th, 2015

Meador Staffing is planning for the future, for the next 50 years of service to the communities where they are rooted. Leadership within the company is busting at the seams and the company has taken action to recognize that in the promotion of new branch managers in Austin, Clear Lake, Deer Park, Pasadena, Pearland, and The Woodlands, Texas.

Our Austin branch is now overseen by Robin Melitz, a bona fide Austinite with a strong background in relationship management within the staffing industry. As branch manager, she also fulfills duties of account manager, calling on companies in the Austin territory. Robin came to Meador with 15 years of experience that ranges from branch management to regional account direction. Developing and growing business is a thriving force in Robin.

Clear Lake is now under the management of Caryn Martinez. Caryn was promoted from a staffing consultant to branch management, supported by her 10 years of recruiting and staffing experience. Her professional drive, dedication, and extensive background in human resources, training, quality assurance, and recruiting make Caryn a valuable team member as well as a huge contributor to the success of the Clear Lake office.

Shirley Feeback, branch manager of Deer Park, joined the Meador team in 2005 as a member of our staff support team. She has climbed the ranks within the company, growing in her strengths in every role. In the years 2007, 2008, and 2009, Shirley received Team of the Year award. Her passion is helping others and assisting her colleagues and clients. She is a loyal and dedicated team player, who thrives on being thorough, precise, and hard working.

The Pasadena Temp team operates out of the corporate office. Ricki Langford has been promoted to branch manager of this team, having served the past few years as senior staffing consultant. She specializes in building solid partnerships with her clients by matching candidates to company culture and creatively solving issues that arise throughout the hiring and temporary employment period.

Keri Campbell now serves as branch manager for our Pearland office. She began working at Meador as a staffing consultant in our Clear Lake office in 2011. In September of 2014, she was promoted to senior staffing consultant and joined the Pearland team. Keri has over 10 years of recruiting and staffing experience. She enjoys building relationships with clients and providing excellent customer service.

In 2014, our Woodlands office gained a valuable employee in, now, Branch Manager Mae Vela. She started at Meador in the role of a staffing consultant. Mae’s staffing background is in accounting, administrative, and industrial arenas. She is motivated to provide exceptional customer service and support by carrying out her work with integrity.

Meador Staffing is excited for the 2015-2016 fiscal year and our employees are encouraged about the changes made internally, the direction the company is headed. Our company subscribes to the highest ethical and professional standards in managing a diversified and profitable human resource firm. We are engaged in providing excellence and quality service to candidates and employers relative to temporary staffing, contract staffing, direct hire placement, and recruiting. We have stood by our mission since 1968 and it inspires our corporate vision. For more information, contact Morgan Sheen, Vice President of Brand Management, at msheen@meador.com.

Endorse a Wellness Plan to Get Better Results

July 10th, 2015

The costs of healthcare and employee stress are not unrelated. As an employer, it is your responsibility to ensure that your staff is safe and free from unnecessary tension while on the job. One of the most popular ways that companies are embracing this mindset is to establish wellness plans in the workplace. They don’t have to be overly expensive and often the smallest gesture can go a long way to helping your team get on track with their health. Here are some ideas to start with.

Flu Shot Clinics

While flu season won’t start for a few more months you can plan now by making arrangements to offer flu vaccinations in your office. Contact a local clinic to find out the best way to provide them to your employees. The flu can cause your team to lose days of productivity. It will also spread like wildfire among your staff. If you can’t host a clinic or your insurance doesn’t cover it, offer to reimburse your team for the cost. You also can work with local drug stores who offer free flu shots through insurance plans. Make it easy for your employees and eliminate as many excuses as possible.

Education on Healthy Subjects

Another popular event for some offices is to bring in wellness instructors during lunches or for company-wide meetings. Consider teachers who specialize in healthy eating, yoga, or stress management. While the programs shouldn’t be mandatory, they can be rewarded with incentives (free, healthy lunch) for attending. You will be surprised at how receptive your employees are to learning new things about health and wellness.

Rewards and Incentives

You have probably been encouraged to provide incentives for productivity but have you thought about initiating a reward program for meeting healthy goals? Many companies find it worth their investment to reward healthy behavior in the workplace. Smoking cessation programs and weight loss programs are some examples. It’s not about a competition but about becoming more healthy and feeling better about yourself.

Stress and Mental Health

Many adults are under a lot of stress that can be impacted by their work environment. Stress is also the leading cause of conditions like heart disease and hypertension. Stressed individuals have a hard time sleeping and engage in other unhealthy habits. Don’t leave mental wellness out of the equation when designing your wellness program. Encourage your employees to meet with management to talk about workplace situations that are causing stress.

At Meador, a leading Houston staffing agency, we maintain and cultivate high expectations in our workplace, and do our best to help those we work with recognize and perform to their highest potential. Contact our staff today to get started!

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Consider These 6 Things Before A Job Relocation

June 26th, 2015

Do you want to leverage your career to help you move to a new city? Job relocation is a great way to shake up your routine, give your family more resources, or simply find a change of scenery. Before you sign on the dotted line or book the moving van, there are a few things you should know about the process of job relocation that can help enhance your experience. Let’s take a closer look.

  1. Does this affect your relationship or marriage? Are you in a relationship? If so, your partner’s feeling on the effects of moving is as important and valid as yours. Are they excited about the opportunity? Will they be leaving a stable job? Will they, or you, be leaving family or friends who are your primary support system?
  2. How old are your kids and how will this impact them? Once you add children to the equation, the dynamic shifts drastically. How old are the kids? Will they need to be taken out of school? Are the schools in the new area a good match for their learning styles? How will they feel about leaving friends and family behind?
  3. What is the company’s financial outlook? Before you decide to take the new job and move, at your expense or theirs, look at the long-term financial viability of the company. If there is any concern at all about the stability of the organization or whether or not this move could put you in a bad position, it may be time to walk away.
  4. What is the cost of living in the new city? You also need to compare and contrast your current living expenses with the cost of living in the new place. Evaluate this against your salary and any raise you expect, or have been offered, in conjunction with the relocation. If you can’t at least break even, then this might not be an advantageous move.
  5. Have you visited the area to get a feel for locations? Before you accept an offer officially, take a business trip to the new area. Look at locations where you may want to rent or buy a house and how that fits in with the commute to the new office. Look at social activities that you like to do and find out how accessible all of these things are to your lifestyle.
  6. Have you talked to others who have made this move? Lastly, ask the company for names and contact information of others who have successfully made this transfer. Strike up a conversation and find out what they think about the opportunity, their new city, and their work with the company. This firsthand information can be invaluable when it comes to making a decision.

Contact the team at Meador Staffing, now hiring for jobs in Austin TX, to learn more today about any of your employment questions. We are glad to help and our great team will be a valuable asset to your job search!

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Set Expectations with Your Employees to Ensure Clarity

June 19th, 2015

When something is miscommunicated in the office, it can be the small snowball that causes the avalanche. As a manager it is up to you to ensure that your instructions are clear and easy to follow. Part of this process is managing your employees’ expectations so they know not only what they are supposed to do but also what is expected from them. Here are some ways you can set your expectations for employees to ensure clarity in the office.

Create structure.

The structure may be different depending on your corporate culture, but you do need some sort of framework. If you goal is innovation, design a structure around that. If it is productivity, it will look very different. Look into other businesses similar to your own and see what kind of structure they put in place to help set their employees’ expectations.

Be clear about results.

You also want your team to know what kind of results you’re expecting so you can manage your own expectations. Never be vague when assigning projects when you know what result you’re expecting. Otherwise, if the end result is more fluid then indicate those to the team when you give them the task. Encourage communication from your employees if there is any discrepancy.

Set goals.

They should have production goals that they need to hit along the way. This will not only give you a sense of what is being accomplished but it can also provide motivation to the team as they see their work pay off. Benchmarks throughout projects also provide a guide on timeline and the possibility of future deadlines being met. Reward them for good work including finishing ahead of schedule or exceeding expectations.

Provide feedback.

Finally, you need to provide feedback along the way to continue to manage your expectations and theirs. Don’t only talk about the mistakes or problems, but be sure to praise your team for their accomplishments as well. Avoid slipping into micromanagement during the process and allow your team to complete their work as they see fit as long it is completed correctly.

Meador has has been matching quality candidates with top employers across the United States in direct hire, contract, temporary, and temporary-to-hire arenas. Contact our great team today to get started!

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What You Need to Ask before Accepting a Job Offer

June 12th, 2015

Congratulations! You have had a successful interview, and the company is interested in making you an offer. All that’s left is to say is “yes,” right? Well, maybe. There are lots things you should consider before accepting a job offer, and the only way to find out what you really need to know is to ask the right questions. Here are some of the things you should be asking potential employers before you accept their offer.

How soon do you need an answer?

There are very few circumstances where you will want to say yes to a job offer immediately upon receiving it. You may have other companies you want to follow up with or you may need to give notice to your current employer. But you need to strike a balance. You can’t leave an employer hanging too long or they will move on to their next candidate. Find out the answer to this question before moving on to the next steps.

What is the complete compensation package?

You’ve probably discussed the salary so that should already be agreed upon, but what about the other aspects of compensation? What is the bonus structure and do you qualify? What are the benefits available to you and how do you take advantage of them completely? How long does it take to qualify for medical benefits or retirement matching? You should be armed with all the details before you start working.

What is the company’s vacation policy?

Another aspect of compensation is personal time off. There are many ways a company can handle this. You may be given a lump sum of PTO days that can use throughout the year based on your own discretion. Others offer packages where you earn time off as you continue to work. Or, they may have separate vacation, personal days, and sick days that are counted differently. The way they organize their time off may influence your decision.

What is the view on work/life balance?

In regards to time off, it is also important to know how much value the company places on your work/life balance. Is this a job that expects more than 40 hours a week? Do they work with other employees who have families to provide allowances for childcare or family emergencies? Look at how they treat their current employees for a better idea.

Who will I be working with directly?

And speaking of other employees, you may want to have a chance to speak with the other members of your team before you start if you haven’t already. You want to know whether or not you can see yourself working with these people every day. In many cases, employees see their co-workers more often than they see their families, so it is imperative that you can get along.

Meador Staffing is now hiring for jobs in Austin TX and more. Contact us today to get started with all of your employment needs.

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Encourage Your Staff To Be Team Players

June 5th, 2015

“Team Player” is a big buzzword in business and a lot of candidates will refer to themselves this way when interviewing for jobs. But what does being a team player really mean? Your employees often spend more time together than they do with their families, so encouraging them to get along may be essential to your productivity. Here are some great ways to encourage your staff to be great team players.

Start with the hiring process.

If you start out with a great team then there won’t be problems to solve in the future. Know the types of personalities that work best in your office. When you’re hiring, look for people who will fit in well with your current team. Have others in the department meet and interview the candidates as well, including their potential co-workers. Everyone needs to see themselves working with the new person before it can be a good experience for everyone.

Play to their strengths.

Another great way to ensure that your staff members are good at working as a team is to encourage people with complementary strengths to work together. Someone who is good with numbers should work with people who don’t have that as a strength so nothing falls through the cracks. Pair creative people with others who like to implement ideas so they both feel like they’re contributing to a project.

Encourage them to know each other better.

People work better when they genuinely like their co-workers. Encourage them to share their non-work interests with one another. Host employee social activities to enjoy each other’s company. The simple difference of gathering outside of the office walls changes the dynamic and can really strength relationships. Of course, it is important that these relationships stay professional and within the context of the work they are doing.

Provide incentives for working together.

Lastly, you may want to encourage your team to work well together by providing rewards for team projects. These are similar to any performance recognition, but they are specific for groups that have worked well together to solve a problem or develop an innovative new idea. This will encourage people to pool their resources. When you don’t just talk about working together but actually provide perks, it’s more likely to be successful.

Let Meador help with all of your staffing needs. Contact Meador, one of the top temp agencies in Texas today to get started!

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4 Communication Tips to Follow During a Job Search

May 29th, 2015

Are you communicating effectively to potential employers as you search and interview for jobs? There are definitely right and wrong ways to talk to companies while you’re in the job market. Before your next conversation, consider these four communications tips to help you make the right point and get the right attention.

Be direct and answer the question.

Interviewers can get pretty frustrated with candidates who don’t answer a question directly. When you dance around the issue or fail to understand the basics of the question being asked, it is a huge red flag for the hiring manager. Instead, really pay attention to the question, be direct and give an answer that isn’t all over the place.

Listen and absorb information before answering.

To that point, make sure you really listen to every word that the interviewer says. Don’t think about your response while they’re speaking, this will only lead to misunderstandings. Instead, really listen to what they have to say and absorb the information before responding. It is okay to take a moment or two before answering or say, “That’s a great question. Let me talk through my answer.” This will even give them an insight into your thought process.

Always be honest and genuine.

Honesty is extremely important when it comes to your interview. Exaggerating some of your experiences is one thing, but completely making something up is another. Also, be genuine when answering questions. Don’t just say what you think the interviewer wants to hear. You don’t want to tell them you love working for their type of environment and then hate it after a couple of months. Being honest and genuine throughout the entire process will work out in the long term more often than being dishonest.

Tap into your natural humor.

Finally, if you are a naturally funny person don’t try to hide it by being all business. Express your humor, tell jokes, and lighten the mood. Of course, keep your audience in mind and don’t say anything that would be considered controversial or inappropriate. Companies like to work with people who are fun and can keep things light even when there are challenges. If you aren’t a naturally comedic person, then don’t force jokes or humor. Be natural and see if that behavior makes the company feel like a good fit.

Are you looking for interview opportunities to prove your value to a new employer? Contact Meador Staffing today to get started today and work with one of the best staffing agencies in Houston.

Correctly Handle Conflict In The Workplace

May 22nd, 2015

Avoiding conflict is common and sometimes necessary to maintain sanity, but as a manager it is critical that you are able to correctly deal with conflict in your organization. Whenever you have more than one person in a place there is bound to be natural disagreements, and the key is how to solve them. Far too often in order to avoid these negative confrontations, managers allow low production or bad behavior to continue. If you need to put a stop to conflict in your office, here are some easy to follow ideas.

Walk a mile in their shoes.

Constructive criticism is often avoided in an effort to maintain positivity in the office. Unfortunately, sometimes it is far too late to stop some of the bad habits this encourages. If an employee doesn’t know  their performance isn’t up to your standards then they really can’t be held reliable for it. You need to share your concerns with them as mistakes happen and give them a chance to improve. This communication will help eliminate the changes of much bigger mistakes in the future.

Provide a pathway for feedback.

When you wait until everything has gone terribly wrong to talk to your employees, then it will be clear that you only meet with them for bad reasons. A manager who has a reputation of only sharing negative feedback will be universally disliked by their employees. Instead, create a pathway to provide all types of feedback in the form of one-on-one conversations with employees. Do this routinely (weekly or monthly) and let people know they can bring concerns to you at any time.

Bring data to the table.

Avoiding conflict is usually about fear of the unknown. What will they say? How will they react? Will they argue? They may become defensive or give excuses for their behavior. Of course, all of these will happen at one point or another so it is important to be prepared. Having the right information to back up your side of the story is critical. This will stop the employee from trying to challenge your position.

Don’t make it personal.

Of course, you need to step back from the fear that you will sound mean when you address conflict. You also need to stress to your employees that you’re never attacking them as a person, but you need to solve critical issues in the office that aren’t conducive to productivity. Always let them know you’re criticism is based on your believe that they are capable of doing a better job.

Meador Staffing can help with any of your needs as one of the top staffing agencies in Austin TX. Contact us today to get started!