5 Things Your Employees WANT You to Say

March 23rd, 2017

As the manager of your department or owner of a small business, you’re the leader. As such, your job is to inspire and motivate your staff. By now, everyone understands that micromanagement is not the best solution to a positive work environment, but what is the best way to be the right kind of leader in your office? Consider these 5 things your employees genuinely want to hear from you monthly, weekly, or even daily.

1. I have trust in you.

You don’t just trust your employees, you have trust in them. This means that you believe that they are capable of doing the job at hand. Tell them so. But also show it in your behavior. Don’t micromanage. Don’t hover over them when they are completing a task. Trust in their ability to get the job done without being overly concerned with the processes they follow.

2. This is what we want to achieve.

At the same time, your team wants to understand the end goal of the project or initiative. They don’t need you to micromanage how it is accomplished, but they want buy-in for what it is they should be achieving. Any time you roll out something new, give your staff an idea of what the outcome should be before letting them take control.

3. I want to set you up for success.

Your staff also wants to know that you’re putting processes and tools in place specifically to help them succeed. When you tell your staff that their success is your priority, you are making them feel appreciated on the job. That the ultimate goal isn’t the success of the job or the product, but of each of their individual contributions that make up the whole.

4. What else can I provide for you?

Far too few managers will ask employees to tell them what they need to make something more successful. Don’t be afraid to ask them what you can do to help them succeed in their jobs. If there are tools that can assist or materials that can help, be sure to provide them. If someone feels overwhelmed, get them the additional help them they need to unload some of the burden.

5. Ask if you need help.

They also want to know that you, as a manager, can pitch in and help out if push comes to shove. You’ve worked your way up to your position, so how can you demonstrate that you can still get your hands dirty. If your staff needs you in any capacity, they should feel comfortable coming to you to ask. You can facilitate this process by letting them know they shouldn’t be afraid of asking for help.

Work with the Best Staffing Agency in Austin

Are you looking for the best employees to lead? Contact Meador Staffing today to get started on working with the top staffing agency in Austin. 

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Wellness Trends to Improve Your Employee Relationship

March 9th, 2017

As we gear up for the arrival of spring, many people are ready to shed their winter habits and embrace a healthier lifestyle. And, in many work places around the country, management is actively encouraging healthier choices for their employees. These wellness trends can even help improve your employer/employee relationships moving forward, creating a better workplace culture for everyone. So what trends should you embrace this season to improve work qualify and office interactions? Let’s take a closer look.

Provide tips for better sleep

A good foundation in the workplace starts with healthy sleep habits. Provide tools and support to encourage your staff to get quality sleep so they can wake in the morning ready to go. Productivity will improve with this encouragement. To do this, make sure you’re limiting working hours and not expecting responses late into the evening. Provide flexible work schedules so your team doesn’t have to stay up late to handle other aspects of their lives. You can even set up a nap zone in the office for quick afternoon catnaps to help them recharge their batteries.

Take a holistic approach

It is also important to know that health and wellness isn’t just about the physical body. Mental health is just as important and this can be done in a number of ways. You can provide services to help people manage their stress. Emphasize participation in a spiritual community, taking great care to leave the individual choices up to each employee. Provide them with professional development to help their minds stay active and healthy.

Encourage community service

Volunteering is good for everyone. There have been multiple studies that demonstrate the healthy benefits of giving back to the community. Make it easy for your team to participate in volunteering activities within your area. Give them incentives or provide days of service where they can spend the day outside the office helping others.

Provide healthy incentives

Speaking of incentives, make sure that rewards for good work or increased productivity are in line with your healthy initiatives. Rather than hosting a pizza party, give people an opportunity to do a physical activity, like a kickball game. Rewarding positive behavior with unhealthy choices will quickly lead to a breakdown in the overall healthy initiatives you’ve implemented.

Work with a Top Staffing Agency in Houston

If you are looking for the best employees to add to your company culture, contact Meador Staffing today to work with a top staffing agency in Houston.

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The Truth About the Job Search

January 26th, 2017

A job search can be frustrating at best. But it doesn’t have to be as long as you know a few universal truths about how to find your next opportunity. You are multi-faceted, and so is the job market. There are so many options it can be overwhelming. Before you get lost in a sea of online applications and details on job ads, consider these truths to help you better focus your search and come out on top.

Don’t apply to everything

Conventional job search wisdom suggests that the best way to find a new job is to apply to anything and everything. The idea is that the more you apply to, the more calls back you’ll receive. But, it actually can create an opposite effect. Instead, you should pick a few jobs and focus your efforts. Choose jobs with target companies, ones that request skills you excel it, and things you want to learn more about.

Don’t miss out on hidden jobs

Many people believe that job postings are public, but this simply isn’t the case. Often, a job posting never makes it off an internal job board. Or, the company may choose to work with a staffing agency to help them source candidates. Individuals who don’t consider working with a recruiter may miss out on important jobs in their field or area.

Know the truth about job hopping

Another big concern for job seekers is job hopping. They believe that the market has a negative perception of someone who has left multiple jobs in the past. While too many over too short a period of time can be a red flag, most companies are more than happy to consider someone who has worked a year or so at several companies. Those durations can be easily justified and explained.

Don’t stop with the application

You haven’t done enough by simply applying to an open job. There is so much more to a successful job search than sending your resume to an anonymous email address. This is when you need to work your network. Check LinkedIn to see if you know someone or someone who knows someone, working for the company. Try to reach out to gain some insight or more information.

Work with a Top Staffing Agency in Austin

Are you looking for a new job? Contact the recruiters at Meador Staffing to work with a top staffing agency in Austin TX and throughout Texas.

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5 Questions You Should Ask a Project Manager

November 17th, 2016

Hiring for a new project manager involves more than just typical interview questions. This individual will be responsible for the delegation of a large number of tasks, so their skills may be very different from that of any other role in your organization. Before you make a hiring decision, are you certain you’re asking the right questions to determine if the candidate is qualified? Here are 5 questions you should be asking to determine if they’re the right fit for your company.

What don’t you want to work on?

Project managers have a very specific set of processes to get the job done. By asking what it is they won’t do, you can learn even more about what kind of skills they bring to the table and whether or not they are a fit for your specific environment. What will be a deal breaker for your company when it comes to things this project manager won’t contribute to in the office or for clients?

What makes for a great project manager?

You want to dig into their brains a little deeper. What do they think are the skills that make a project manager successful? Do they possess these skills or are they simply reciting things they think you want to hear? Do they seem like they will bring more value to the table than the other candidates you’ve spoken with?

How have you become a better project manager?

Successful people learn from their mistakes. No one should come into an interview insisting they are without fault. You want to find out what they’ve done in the past and how they’ve stumbled and improved their experience for the long term. Someone who isn’t humble or can’t come up with ways they’ve become better may not be the right fit for your company.

How do you communicate with team members or clients?

One of the most important skills for a project manager is communication. Not only do they need to communicate with their own employees, but they also need to talk with clients and people in all positions at your own organization. How do they interact with people who have different levels of importance or power?

How easy is it for you delegate?

Lastly, a project manager who can’t delegate isn’t a project manager at all. Micromanagement does not help the team or the project succeed. It only demonstrates that the project manager can’t relinquish control of the tasks at hand and feel they can always do a better job. This is counter to the purpose of a project manager and will not lead to success for the project itself.

Are you looking for a project manager to add to your team? Meador Staffing is ready to find the right job candidate for your team. Contact a leader among Texas staffing agencies today!

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Are You Ready for the Upcoming Overtime Rule Changes?

October 20th, 2016

Early this year, President Obama signed a bill intended to increase the salary threshold overtime pay for millions of U.S. workers. When the bill goes into effect, the threshold for overtime pay will increase nearly double. This means any employee with any job title will be eligible to earn overtime if they do not meet the minimum pay required. The current threshold for exempt employees is currently just over $23,000 annually. The new rule will increase this to over $47,000. More employees will qualify for time and a half if they work more than 40 hours per week. Is your company ready for these new rules? Here is how you can prepare for the change coming in December 2016.

Encourage 40-hour work weeks.

The best way to avoid paying overtime for your exempt workers is to enforce 40-hour work weeks. If they do not clock overtime, you don’t need to worry about paying for additional time and a half. Not only will this help you adhere to the new rules, but it will also help improve the work/life balance of your employees.

Increase your staff.

To help reduce the need for overtime, you may want to hire additional employees within the office. Hiring another full-time employee can often be less expensive than paying overtime hours the staff you currently have employed. For example, you can hire an assistant to help senior staff work more efficiently.

Adjust cost of living raises appropriately.

There may be instances where the new overtime pay can become a de-facto raise. Rather than increasing their base salary during their year-end review, continue with their current salary and adjust pay overtime. You can both evaluate how this works over the next several months and adjust as necessary.

Work with a staffing agency.

Your staffing partner can work with you to place individuals within your business as temporary employees. They can increase your production and not your overtime hours since their employer of record is the agency, not your company. The fee you pay to the staffing company will handle the employee pay rate and any administrative costs, which may work out to less than a permanent salary.

If your organization has any staffing needs because of the upcoming overtime legislation or just has employment needs in general, don’t hesitate to contact Meador Staffing today. As a leader in temp services in Houston, we are ready to help your company!

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How Do You Choose a Staffing Agency?

October 13th, 2016

Are you looking to work with a staffing agency to help you find your next job? If you’ve never worked with a recruiter in the past, it can be complicated to determine how to choose a staffing agency that will help you in your job search. Before you apply with agencies in your area, here are some things to consider to help you determine which recruiter will be a better fit for you, your goals, and your career path.

Recruiting Basics

The basics of recruiting are simple. A staffing agency will work with their clients to determine the requirements for open positions. They will then begin the recruiting process to find qualified candidates. The client pays the recruiting fee, not the employee. In fact, if you’re asked to pay a fee for a company to help you find a job, this is not considered professional or appropriate.

Job Advertisements

Beyond the basics of recruiting, you will need to know how they go about advertising for their job. Do they post them publically online? Do they use job boards? Do they send out a blast to their candidates? Do they offer an online job portal so you can review new jobs and apply to any that match your qualifications?

Placement Percentage

You will also want to know the details of their job placement success. How many of their applicants are they able to place each month. How long does it take to get a job from the time someone has applied? The placement rates are sometimes stunningly low, so it is important to understand the measurement for success before you decide to work with a recruiter.

Recruiting Process

It is also important to know how they source employees and what the process is to apply. Do you fill out an online application? Do they do skills testing? Can you maintain your own applicant portal online to update skills and education as you go? When do they check references? Do they perform background checks or other pre-employment screenings?

Candidate Responsibility

You should also know what you need to do in this process. Many people falsely believe that once an application is submitted, their work as a candidate is done. But recruiters want to work with people who are motivated and are interested in ensuring that their job search goes smoothly. Learn when they would like you to follow up. And how they would like you to proceed if you have your own lead.

Are you interested in working with a qualified recruiter to help you find your next job? Contact Meador Staffing Agencies, a leading in staffing services in Houston TX.

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Understanding the Importance of Your Company’s Online Reputation

April 21st, 2016

Your company’s brand may be as important an asset as the services or products you provide. Business in the 21st century has changed significantly and companies that fail to rise with the tide often get swept out to sea. Job seekers are going to spend their time researching your business before they decide to apply with your company, just like you might dig deeper into an employee’s history before hiring them. Your company’s online reputation may be all that stands between you and the top candidates in your field. Here are some things you should do to consider and understand the importance of your reputation online.

Search your company.

Before you can understand where you are in the grand scheme of the Internet, you need to see it firsthand. You may be surprised to discover some information that you did not know was out there before you searched for your company. Look at what is on the first two pages of search engine results for your company. Search the names of your top managers or executives. Look at employee review sites such as Glassdoor and JobVent. You have to know what problem you’re solving before you can solve it.

Bury negativity.

The best way to counter negativity on the Internet is to bury it with positive information. This has proven to be a much better technique than attempting to get sites to take down information. Don’t get into online arguments about angry reviews or Tweets (take them offline), but create content on your website and social media that will help counter this information and, over time, bury it deep within the search engine results. The more positive information you can flood the Internet with, the better. Just make sure not to produce that information in a spam-like fashion. The search engines are smart enough to recognize that behavior.

Empower brand ambassadors.

Your greatest tool for creating a positive online reputation is sitting right in your office now. Your employees use social media, sometimes on the job and definitely at home, so allow them to use their voice to promote your company in a productive way. Give them permission to share information online about their experiences to help others determine how working at your company will benefit them as well. This will help attract others to your company brand and, ultimately, become customers or applicants. If your company has a blog, encourage your employees to share the content. When you produce press releases, have your employees share the content. Explain the benefits your company receives when 10 employees “like” a post. The organic results will be nothing but positive for your organization.

Hiring can be a stressful task for any organization. Finding the right fit, and using valuable company time to do it, can be a costly burden. When you partner with Meador, we will take care of all the work for you. Contact our great team of recruiters today to work with a top staffing agency in Houston and locations throughout Texas.

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Run Better Meetings by Starting with Small Talk

April 7th, 2016

Are meetings the source of eye rolls and anxiety in your office? Employees often feel like they are a waste of time, and they would be better off working rather than listening in on a meeting. The truth is, meetings run better when people trust each other, so how do you develop that trust? When you create personal connections, you have a means to enhance your meetings in a way that is positive for everyone. The best way to get started is by facilitating small talk between your employees and management. Here are some tips for getting started.

Water cooler philosophy

Every office has a water cooler situation even if they don’t have an actual water cooler. This casual interaction between co-workers has no professional expectation. It is simply about getting to know the people around you in the office and understanding how to work with them better. While you may not think that talking about the latest episode of The Walking Dead or what you did on your vacation can help increase meeting productivity, getting to know others casually absolutely does. No one wants to just come in to work each day and only talk about what’s happening inside the office walls. Create that personal connection to see productivity and engagement increase.

Commonalities between people

This type of conversation sparks a sense of community. Once you know what you have in common with the people around you, it is easier to facilitate the types of things that will enhance teamwork. If you’re on the same page from the start, you will increase communication skills and be able to move forward. All discussions are met with a different attitude, and no one feels that someone is out to get them.

Better cooperation skills

When co-workers have things in common, they are also more likely to be willing to cooperate with each other. They won’t feel like they’re competing for accolades but rather that they are all on the same team. If there is no natural water cooler situation in your office, create it by implementing a few minutes of getting caught up at the beginning of each meeting. Maybe it’s near the coffee pot or in the break area. Let your employees dictate that natural meeting place.

Get down to business

The real key with this tactic is knowing when to stop the idle conversation and move into the business that needs to be accomplished. Never let the small talk become so overwhelming that you are no longer able to get anything done. Cut it off after a few minutes in a natural way to segue into the meeting itself. The worst possible scenario is a 30-minute meeting that features 20 minutes of discussing nothing on the agenda. The leader needs to have a sense of when to get going.

Meador Staffing will help you find the right fit for all of your employment needs. Contact our great team today to get started on working with a leader of staffing services in Texas since 1968.

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Hiring is a Science

August 23rd, 2013

Experts have shown that the hiring process works best when it is formulaic and scientific. All too often managers find themselves making decisions based on emotional criteria such as “I’ll know it when I see it,” or “they reminded me of me.” When an employee fails in their new role the hiring manager is left wondering what happened. Here are some ways you can improve your hiring process by treating it as a scientific method.

  1. What is the hiring process? A typical hiring experience will consist of three phases: source candidates, engage, and hire. Each of these steps requires their own set of tools to use and rules to follow. Sourcing will need access to online job boards and social media while engagement means reaching out to interested applicants and talking with them about their experience and your company.
  2. Pre-employment screening. One tool that it is important to add to the hiring process is pre-employment screening. When you conduct background checks and require drug screening for each candidate considered for the role you are creating a baseline that each potential employee needs to reach before they can be offered a position with your company. Screening products can be expensive so work with a local staffing company who will offer this as part of the cost of their service.
  3. Additional assessments. Beyond drug and background checking are other pre-screening options for you to consider. Once again you can work with your staffing provider to determine which are right for you. You may want to implement behavioral testing along with tests for certain skills. Behavioral tests can give you insight on the candidate’s personality, integrity, cognitive ability, and how they will fit into your current team.
  4. Reference checks. With so many companies instituting a policy of only providing dates of employment it is harder than ever to confirm professional references. However, it is an important step that should not be skipped. You can utilize the recommendations on LinkedIn to get a picture of their previous work. A staffing service can also help you with this process and conduct reference checks on your behalf.

Do you want to perfect your recruiting and hiring methods? If you are looking for staffing agencies in Pasadena TX, contact the employment experts at Meador today.

Your Next Investment: Hiring

June 10th, 2013

It needs to be remembered that hiring should not be an impulse purchase. It happens too many times; a hiring manager will meet with a candidate who sounds perfect. They check all the boxes and answer all the questions right. They may even remind the interviewer of themselves in many ways. A hiring decision is made on the spot and now the real personality comes out. You can discover you made the wrong decision pretty fast. Instead, hiring should be treated like an investment. Managers should comparison shop and spend time making the best decision. Here are some tips to keep in mind when you’re looking for your next superstar.

  1. Effective Interviewing techniques. Every interview should be effectively the same. If you ask each candidate the same questions you can have a baseline to evaluate each answer. Don’t stick only to a rundown of the resume. Ask them behavioral questions based on their previous experience. For instance, find out how they saved their company money on a large scale project. Or talk to them about their customer service experience and how they handle a negative customer.
  2. Drug testing and background screening. This type of pre-interview screening is a great investment. You want someone who is reliable and responsible to work for your company. Establish guidelines that you’re willing to adhere to before anyone’s results are returned. Test and screen every candidate. A local staffing company will often offer these services as part of their process so you may be able to save both time and money by working with recruiters.
  3. Reference checking. References can be tricky because many companies have a policy of only verifying dates of employment. It is a good idea to try to drill down to discover as much information as possible. The candidate’s former coworkers and managers will be able to provide insight on who they really are as an employee. Once again, this is something your staffing provider can do for each candidate submitted for your open positions.
  4. Investment in training time. Your new employee investment shouldn’t stop once the candidate has been hired. Many employees cite a lack of training and career support as a reason why they fail in their positions. Be conscious of their learning style and work with them to understand and comprehend each aspect of their new position. If you provide excellent training you can be confident in their performance once they are working on their own.

Are you looking for tried and true tips for making the best hiring decisions for your company? Contact the recruiters at Meador Staffing today!