<![CDATA[Blog posts]]> 1bfb2735-1627-47c5-b479-639d0c9057af <![CDATA[The Key to Company Success: Diversity and Inclusion]]> Hearing the phrase "diversity in the workplace" prompts thoughts about the importance of hiring people with different ages, gender, abilities, races, sexual orientation, backgrounds, and even more, right? While hiring a staff that varies in all of these areas is very important, there's also a new workplace must-have in town: inclusion. Hiring a diverse team is the first step, and making them feel comfortable and accepted in their workspace is next. Whether it's providing an environment where a gay employee would feel comfortable bringing their partner to a work event, or offering gluten-free alternatives for a work lunch due to dietary issues, you support your employees by valuing their lifestyles.


Today's young workforce sees diversity and inclusion as more than a legal or moral obligation; to them it is a sign of a strength.

Companies need to prioritize diversity and inclusion in order to retain employees and maintain company satisfaction. In this post, we'll talk a little about why, and in our next post we'll tackle just how to do it.

You better understand your customers. 

Having different opinions and backgrounds on your own team offers a more accurate representation of your customers. After all, there's no one person who represents a nation. Americans come in all shapes and sizes, as they say, and it's incredibly valuable to have many types of people involved the creation of a project.

You open up your client base.

Language skills, outside of English, open doors. Representation of minorities as people of power in your business, opens doors. Diversity in your staff shows you acknowledge the diversity of the world and may provide a gateway to international and global clients.

Employee performance improves.

People want to work in an inclusive workplace. And when they feel included, they are more engaged. More engagement means employees are bouncing ideas off each other more frequently so innovation increases. It's a win-win.

It's the new norm.

We long for a day when diversity and inclusion efforts aren't extra or special programs, but for now, your business must have a plan or risk being left in the dust. It is, simply, the direction the world is going, and the path on which to stay relevant and change for the better.

Mon, 04 Nov 2019 19:54:51 GMT
4932adb4-0c0a-4483-8d75-9bf3982ed4e1 <![CDATA[Boost Hiring Success]]> A new hire is a big deal. A piece of an unfinished puzzle. A chance to add valuable skills and great energy to your team. Meeting a candidate in an interview is a great first impression, but let's be real: you're meeting their Best Self, not necessarily their Real Self. A potential hire will tell you everything you want to hear, but trying to cut through the fluff can be a challenge.

Enter: the reference.

A reference, usually a former boss or coworker, is your key to getting the real story on your potential candidate. They have shared workspace, email correspondence, and project managements with them, and probably know a thing or two about what makes them tick. With such a valuable resource at your fingertips, make sure you use your time wisely – asking them these questions will offer a glimpse into this new hire.

1) What motivates them?

Are they driven by deadlines? Pushed by penalties? Encouraged by esteem-boosts? Find out what gets them going from someone who knows, and ensure you're pushing your new employee to their full potential in a way that works.

2) What was their role on the team?

In this case, we aren't talking about their technical role, but more or their social role. Every workplace has its own dynamic, and employees naturally find their place from the start. Are they the idea initiator or more likely to let the brainstorm session sit and simmer? Maybe they keep the mood light in meetings. Maybe they're a bit of a morale drag. Who knows? You'll have to ask.

3) In what area would they need support during their first few months?

This is a crucial question for planning your next quarter. Get a sense of your potential hire's problem areas and you won't be caught off-guard when some subpar skills show up later.

4) Can you name a situation when this candidate has gone above and beyond?

The answer to this question won't be as revealing as the speed at which it is answered. If an instance is recalled quickly, you can assume the candidate goes beyond their expected duties fairly often.

5) Would you hire them again?

Perhaps the most important question to ask, the answer to this sums up the reference's overall impression of the candidate and indicates whether this person is worth hiring or not. Whether the answer is yes or no, be sure to press for an explanation.

6) What conflicts did they have? How were they resolved?

As they say, "beautiful sunsets don't exist without cloudy skies." There's a chance even the most attractive candidate has had some clouds in their professional past. Learn more about how your candidate responds to pressure and conflict with a question that's bound to get an interesting response.

When dealing with a potential new hire, don't make any assumptions. Put some effort into your discussions with references, and get the valuable information for making your decision!

Tue, 24 Sep 2019 16:29:26 GMT
a92e3555-91d2-46e4-83a6-690fe51704a9 <![CDATA[Get the Good Candidate You Interviewed to Show Up for the Job]]> Give your workplace a hard look and you'll see it – there's often someone who is less than a perfect fit. Maybe they don't communicate well, they're somewhat unprofessional, or simply put – they just aren't as efficient as you had hoped.



Pay close attention to their Job Application Self.




Give them a trial period.


Ask their references informative questions.


Listen to your colleagues.


Be clear about the rules.




Tue, 27 Aug 2019 18:06:05 GMT
08c3fce6-7a1f-4d27-a721-6ef851dd3d10 <![CDATA[4 Reasons to Job Search this Summer]]> The daytime temps have tipped past 80. Happy hours and weekday friend hangs have become the norm once again. You know the feeling: summer has returned!




Why, you ask? A few reasons.

Everyone else takes a step back.



It's Easy Season for networking.



Taking time off isn't suspicious.


You are your best self.




Tue, 25 Jun 2019 12:01:12 GMT
d4f96c1e-6280-43aa-9a0b-a7fdb4ae729e <![CDATA[6 Reasons to Consider a Contract Position]]> When you're deep in a job search, it's not always easy to find exactly what you're looking for. You've probably considered altering your ever-changing checklist of "wants" to accommodate a less-than-perfect position at a great company (or vice versa), but would you be willing to change the job type you seek?




1. Get hired full-time


2. Try out a company


3. Add big names to your resume


4. Receive full-time benefits


5. Add new skills, or revamp old ones


6. Make new connections


Fri, 31 May 2019 20:29:32 GMT
cc6ae8af-fe0a-4865-b9c0-c98b90cc3d94 <![CDATA[Generation Z and Management: Meet in the Middle]]> Workplaces are constantly in flux, adjusting to new team members, new skillsets, and differing habits with each new hiring. With huge advancements in technology in the last 40 years, it was only a matter of time until a generation of graduates raised on technology hit the workforce, and the wait is over – Generation Z is here. As the population born between the mid-'90s and 2010, they've surpassed Millennials as the largest generation in the U.S. labor force. Gen Z is creeping its way into office spaces everywhere, and it's time we all prepared.


Forget what you've heard about Millennials, Gen Z has traits of their own. Once you get past the easy stereotype that this generation could swipe a screen before they could crawl, you realize: they really have grown up in a world that has always had the internet. Digital devices have trained an entire age group to expect frequent updates and instant responses. It's no surprise that the attention span of a Gen Z-er is a mere 8 seconds. Their willingness to look elsewhere could easily translate to frequent job hopping if they aren't finding an employer that fits the bill.

Older colleagues will need to adjust to the trends of this new workforce, tweaking the tactics adapted for working with Millennials, while Generation Z should realize that a workplace can't always conform to their ideals. Recalibration on both sides of the hiring desk will ensure success for the company as a whole. We're here to help.

Tips for Companies

Meet in person.

Say goodbye to Millennials' obsession with emails; Generation Z is more into face time than FaceTime. Yes, they grew up in a digital world, but all of their instant communication's slang, "brb"s, and shorthand leave Generation Z excelling in in-person meetings rather than in writing. In fact, 3 out of 4 Generation Z-ers (74%) would prefer to communicate with their colleagues face-to-face.

Be straightforward.

Perhaps related to their preference for in-person interactions, where integrity can be easily determined, Generation Z places huge value on transparency and honesty in a workplace. They lack a blind trust in authority and have been raised to demand clarity and authenticity from the brands and companies they care about, so why would their employer be any different? A manager who fails to be direct and "real" with these employees will find themselves with a lot of open positions.

Create some healthy competition.

Much of Gen Z follows the saying "If I want it done right, I'll just do it myself." They embrace a challenge and like proving themselves, earning respect and authority in a genuine way. Introducing some healthy competition among your staff and you'll keep your Gen Z employees stimulated while developing some great work in the process!

Tips for Generation Z

Ask for what you want.

According to a Robert Half research report, the top job search priority for Generation Z is growth opportunities. Behind professional development, upward mobility is the second most important factor when looking for a job. Throw out the ping pong tables: you're looking for stability, professional advancement, and compensation. Make sure your millennial or Generation X managers are aware.

Embrace the inbox.

Email isn't going anywhere, at least not in the immediate future. If your manager prefers it, there's a chance you'll have to be open to emailing. Think of it this way: if accountability is something you value, written words are the ultimate proof of commitment.

With a population of over 60 million, Generation Z's presence in the workforce is undeniable. Their differences may seem stark in a sea of Millennials and Generation X-ers, but a recalibration of expectations for both managers and Gen Z-ers will keep things in your workplace as business as usual.

Thu, 09 May 2019 19:38:32 GMT
ddb8fea0-d0e0-4807-bc5c-d7cd6ecf54e8 <![CDATA[Attracting Top Talent]]> This week, media outlets announced that unemployment applications are at their lowest since 1969. With sluggish consumer and business spending, this is a promising sign, suggesting companies are retaining employees.

In a market that leans heavily in favor of candidates, companies have to sell themselves as a desirable place of employment. Stocked fridges, company outings, and above-standard benefits are one thing, but there are better ways to attract top talent than throwing perks in their direction.


Know what you want from a candidate.

If you want employees to be in it for the long haul, offer benefits that reflect this. Incremental increases in vacation and sick time, generous parental leave (or any parental leave, these days), and opportunities for candidates to advance at the company all favor a longer term employee. Mile marker incentives can also be very effective: try a bonus week of vacation for the fifth year of employment at the company, or something similar.

If you're in search of a continuous wave of fresh-faced innovative candidates, emphasize the importance of their role in current projects. Offer opportunities to travel and tell them about your post-work happy hours.

Be good at what you do.

The best way to attract the best people? Be the best company. We know, we're oversimplifying, but having a successful business will attract better candidates than adding ping pong tables to your break room. Simply put: people want to work at companies that are doing well. If you're the best that's out there, you won't have to work hard to emerge as a frontrunner for top talent.

Be straightforward.

A job posting should be detailed, clear, and concise, putting all requirements and responsibilities at the forefront. The actual position should meet any expectations made from the job description, to allow candidates to identify opportunities for their skills to really shine. They know what they could bring to the table, and being aware of all facets of the job beforehand means they can provide insight into their purpose and strengths in the role.

Check with your own Top Talent.

You know who's perfect for bringing in great candidates? Great employees! Offer a referral bonus to your team and have your best people scour their networks to fill the open position. They're aware that any referral reflects on their judgement, so no worries about your team suggesting just anyone in hopes of bringing in some bonus money – only their top choices will make it to your desk. Asking them to connect you shows you value their opinion, but compensating them somehow shows just how much. Plus, you'll be hiring someone who already gets along with at least one person on your team!

It can be a challenge to attract stellar job candidates, but we'll help you make it easier! Have you tried any of these tips?

Thu, 11 Apr 2019 15:25:25 GMT
a41f4bcd-6304-4704-8b8b-1abe7a96ba1b <![CDATA[Stop Chasing Perfection]]> Perfection is not attainable, but if we chase perfection we can catch excellence.
- Vince Lombardi

From a young age, most of us are quickly familiarized with the phrases "in a perfect world..." and "practice makes perfect." We spend so much time and energy becoming the perfect student, getting perfect scores. It would be difficult to argue that achieving perfection is the highest level of success, it seems.


When we were all in school, hitting this target was more obvious – grades, class rankings, and evaluations all told us how close we were to being the "best." But years and years later, here we are, wondering how we measure up compared to others. As a job candidate, are we a "perfect fit"?

Well, there's good news, for candidates as well as hiring managers!

Job seekers – you can't be "perfect"!

Every position has slightly different requirements, and being excellent in school won't always help you here. Show off your skills and display your talent, but don't dismiss an opening just because you don't think it sounds like a perfect match. Apply for positions just outside of your exact skill set and you might be surprised  at what you find – employers are willing to train the right candidate or shape the position to fit your strengths.

Hiring managers – there is no "perfect."

If you're holding out for the "ideal" candidate, it's time to stop. Last year was the first in almost two decades where the number of U.S. jobs available was equal to the number of job seekers. There's no shortage of open positions, so don't continue to tell yourself the next interviewee will be The One – the grass is not always greener. Instead, take a deep look at the habits, strengths, and personality of the candidate sitting in front of you and consider them for your company as well as for the specific position. Are they eager to learn? Diligent? Responsible, adaptable, and talented? They could be the perfect person for your team.

There's no telling what an adjustment to your thinking could do to your professional career or your business. If you're lucky enough to score an interview or meet a great candidate, you should count your lucky stars and stop holding out for something better – nay, perfect.



Thu, 21 Mar 2019 14:24:15 GMT
a30d0f9f-4b07-4388-809f-2be7059d223a <![CDATA[Online Portfolios: What You Need to Know]]> Hi there. Remember us? We’re your friendly neighborhood staffing agency, and it’s probably not a coincidence that we’re located right near the Freedom Trail.


We meet with tons of job seekers each month, from people first trying to get their foot in the door, to those who are seeking the next of many career moves.  We know you all take great pride in your past professional experiences, and certainly have some great work to show for it!  In many cases, your creative chops are what get you the job.  However, while we spend an abundance of time perfecting our cover letter, tweaking a resume, and prepping for interviews, do we give our work the same attention?

Having seen our fair share of portfolios, we have some suggestions for you.

1) Steer clear of certain websites.

Imagine you're a chef.  You don't use boxed macaroni and cheese and present it as your own, right?  That would be ridiculous.  The same goes for portfolios – don't use a site that doesn't allow you to customize.  Hiring managers can spot an amateur site a mile away.  Sites such as Behance or Dribbble are fine for networking and community support, but it is recommended to avoid using them as your primary portfolio.

2) You get what you pay for.

You may opt to pay for something.  Free websites often look like just that -- free sites.  There are several great portfolio building websites out there that are worth consideration.  Following are just a few:

Squarespace is one of the most popular portfolio building sites, with a plethora of template options and abilities to integrate apps for things such as ecommerce.
Cost: $12/month

Cargo is a similar service, allowing users to choose templates and then customize. Cargo stands apart from the rest due to an embedded video player.  While it once was by invitation only, their Cargo 2 is open to everyone.
Cost: $13/month

Format is a portfolio site with clean and simple templates perfect for designers and creatives looking to show visual work.  While it's a little trickier to master, there's more customization opportunities than with Squarespace.
Cost: $6/month

3) Build it yourself.

Take a weekend (okay, a few) and do some learning. Teach yourself the ins and outs of simple coding, buy a domain, and get moving!  Should you be worried it'll look like an amateur website, stick with the motto:  Keep It Simple.  Let your work shine with minimal navigation and a white background.  Perhaps you’d even like to add coding to your resume before submittal.


Don't sell yourself short by settling for a subpar online portfolio.  By using a basic template site, you're placing yourself on the same playing field as any average joe with an internet connection.  Roll with these suggestions and prep your portfolio with a website builder that's built for professionals!

Mon, 25 Feb 2019 20:22:29 GMT
8eb438d5-a7b9-432c-82b4-8ad272e2cc21 <![CDATA[5 Resume Do's and Don'ts]]> When it comes time for the next step in your career, you rarely find a new job through a human being. You're searching online, applying on a website, or emailing a resume and cover letter in an effort to come across as best you can on paper. It should be easy to present your professional career on a resume, since we all have to do it at some point, right? But it's not as natural to write about yourself and your past experiences as you might think.


Look, we've seen a lot of resumes. We've sorted through the good the bad and the ugly, and believe us when we tell you, we know what works and more importantly, what doesn't. Here are some tips on what you should and shouldn't do to create a killer resume.

Do: update frequently, even you aren't looking for a job

Sometimes the right thing comes along.. all together now.. when you least expect it! Why scramble at the last minute to put your best foot forward when you can be ready to go with some regular maintenance? You know how they suggest a quick clean of your living space for 10 mins a day to avoid a solid weekend of cleaning? Same situation. Once you have a good handle of your new job, add it to your resume, updating as your responsibilities change.

Don't: use an unprofessional personal email address

If your email address was created before you could drive, there's a good chance you'll want to keep it off of your resume – stick with an email closest to your name, and don't use your current work email address.

Do: write smart descriptions

Avoid using blanket phrases or uninteresting wording. For example, rather than saying "hard worker," start by describing a person who works hard, with wording like "dedicated and fastidious designer comfortable with a fast-paced project schedule." Instead of describing yourself as "creative," explain that you "developed innovative solutions for clients in a variety of industries" and "sparked connections in brainstorming sessions." If a fifth grader would use the word, try to think of a better way to exemplify the quality.

Do: revisit your annual reviews

One of the best places to discover your recognizable strengths is to take a look at your past performance reviews. If your supervisor noticed a strength or flaw, you can bet your future employer will be interested. Who knows, maybe they pulled something out of your personality that you hadn't even known about!

Don't: use keywords obviously

Get this: 491 of Fortune 500 companies use an applicant tracking system. ATSs are used to weed out resumes that don't fit the position. That's great for hiring managers, but what if your resume and cover letter resonate better with a real live person? Tough luck, as you'll need to include some keywords spotted in the job descriptions. Don't fill your resume with invisible text containing those keywords (yes, people really do that!), but instead try using them organically throughout the page. ATSs can somehow spot a "stuffed" resume from a mile away, so avoid overusing keywords.

Now that you know how to perfect the art of resume crafting, stay tuned for our next post on making a resume that'll move you to the top of the applicant pile!

Mon, 11 Feb 2019 13:22:22 GMT
3fc725fa-b4df-4861-9f0e-8c3d87f05edd <![CDATA[The Efficient Workplace: 5 Tips for Better Meetings (Part 2)]]> In our last post, we talked a bit about one of the most talked about and least favorite aspects of a workplace: meetings. Love 'em or hate 'em, they're more often an opportunity to see coworkers face-to-face than they are productive discussion.

If all meetings were efficient and purposeful, it wouldn't matter that managers spend between 35% and 50% of their time attending and running them, but that doesn't seem to be the case.  In a Harvard Business Review study of 182 senior managers, 54% said meetings at their organization were too frequent, poorly timed, and badly run, wasting time for groups as well as individuals.


Rethinking a company's approach to meetings has been shown to boost collaboration and improve employees' positive perception of their work/life balance (from 62% to 92%). We've gathered more tips for you to take to your team check-ins and keep your people satisfied.

Determine actionable steps.

Stay true to the meeting's intentions and leave the room with tasks delegated and decisions made. There's no reason to gather five people at a table to say "we'll decide that later." Keep track of who is help responsible for which items, and hold them accountable for the next steps. Follow the S.M.A.R.T.  guidelines: each action item must be (1) Specific, (2) Measurable, (3) Agreed Upon, (4) Realistic and (5) Time-based. Everyone knows who is doing what. Sending a follow up email to review the next course of action can also be a great way to maintain efficiency, but don't bother if there have been no tasks assigned.

Make 30 minutes the norm.

Many meeting invites default to a 60-minute time period, so guess how long most meetings take? With a whole hour blocked off, why would anyone bother to keep their statements short and direct, and their questions limited? Time spent collaborating and sharing information will take up as much space as you give it, so do everyone a favor and cut that space in half.  You'll likely find attendees are more eager to participate and less likely to get distracted (or even drift off) if the end is in sight.

Keep everyone engaged.

An astonishing 92% of people report multitasking during meetings, either checking emails or doing other unrelated work. Knowing a meeting will go long or won't require participation keep employees from bothering to engage. If people are phoning in, have them video chat instead. In-person attendees should entertain the idea of conference rooms being tech-free zones. Keeping the distractions to a minimum will keep an agenda moving along.

Try collaboration software.

Many team-wide check-ins fall into a few categories: status updates, information sharing, or collaboration. Technological advances have made it easier to work and connect with remote workers or cross-country sans-meetings, so why not try a similar system with your in-office employees? Cross-departmental communication doesn't have to be verbal or emailed when there are options for realtime updated project management like Slack or Trello. You avoid time spent preparing updates or reports when coworkers can clearly see the progress being made or the timeline involved.

Don't plan other meetings while in one. 

If it is a regular group that needs to connect again in the future, feel free to eliminate a pesky email and nail down a date and time, but if only a portion of the team needs to attend. If there is anyone at the table who does not need to be a part of that conversation, have it elsewhere.

A bonus tip: try a standing meeting. It'll stay short and sweet, and you'll get a little break from the computer hunchback.

Wed, 28 Nov 2018 13:36:45 GMT
6221f5a6-5133-4834-861e-800f03e0b032 <![CDATA[The Efficient Workplace: 5 Tips for Better Meetings (Part 1)]]> It's commonly known that Americans are workaholics. We leave the office late, check emails on weekends, and even eat lunch while reviewing spreadsheets. We claim this is due to our desire for productivity and commitment to a company, but what if the reason is much simpler? There are everyday occurrences that displace our normal workload, leaving us with hours and hours of work to complete and not enough time in a day. The culprit? MEETINGS.




Send out an agenda.


Prepare materials ahead of time


Pare down the attendee list.


Divert longer discussion into follow up emails or meetings.


Work with meeting blocks. 



More tips coming in our next post!

Wed, 14 Nov 2018 17:37:53 GMT
648eafeb-6725-44f4-a2cc-28191a735737 <![CDATA[Social Media Spring Cleaning]]> Do you even remember when you got that Facebook or Instagram account? It was years ago, you were in college, high school, or middle school, and your social group in real life . At the time it was a method for staying in touch with friends, posting photos and sharing memes (and Tasty videos). You know, internet fluff.














Mon, 20 Aug 2018 13:28:55 GMT
4e3eb4b7-fb60-4347-819d-ac6b8981d652 <![CDATA[How to Use Social Media to Investigate Job Candidates]]> Since the dawn of Facebook, one of the biggest concerns among its user population is privacy and the accessibility of less-than-flattering photos affecting a public or professional reputation. Nobody wants a damaging photo of themselves exposed to a potential employer, and once the privacy settings on photos are changed, there's no reason for an employer to investigate further, right?



Consider this: according to a 2017 study by HireRight, 85% of employers found applicants lying on their resumes. This doesn't mean you should throw all of your trust out the window, but be prepared to see some resume padding. Since potential employees are sure to put their best foot forward in an interview, and certainly will direct you to positive references, how can you peel away the predetermined layers and find out the true nature of a person?

Be a scavenger of clues when it comes to a potential hire's social media accounts. There are great indicators of a person's personality, social tendencies, and work ethic that can be found just by doing a quick sweep of a profile. Here's how it'll help you out:

1) You'll get to know their attitude.

Are they a complainer, or more of a positive poster? See what word choices they use frequently – if it's all unicorns and rainbows maybe you have nothing to worry about, but if you're sensing any negativity or hostility, there's a good chance that vibe would infect your workplace. If they are sharing articles about current events or tech trends, you can expect an employee who is well-informed and interested in freshening their skills.

2) You'll learn about their passions.

What do they care about outside 9am-5pm on weekdays? See what groups they belong to on Facebook, or what weekend adventures they're sharing on Instagram. Do they have a dog? Are they volunteering in the community on weekends? Do they make pottery in their free time? Knowing this likely won't affect your decision to hire them, but if you do, you'll have a better idea of their motivations.

3) It can lead you to a real reference.

If you're hiring an on-site candidate, there's always a chance you share mutual friends – ask them about your potential hire. Cut through the fluff to the candidate's core by bypassing their hand-picked references and get to the meat of the story. A candid evaluation will give you a more accurate representation of a person's character than you may get from references that have already been expected to give a positive review.

Getting to know a job applicant before they're part of the team is a crucial part of the hiring process, and exploring their social media accounts isn't considered snooping anymore. Anything online is the public persona of someone who could represent your company, and don't you want that person to be putting their best face forward? We think so.

Wed, 25 Jul 2018 18:09:26 GMT
13b49cdd-783b-4319-9c33-9d496cac26ca <![CDATA[Leadership Skills for a First Time Manager - Part 2]]> One of the most difficult adjustments when moving into a management role is learning how to be on a different level as your peers. Your buddies, your confidants, your secret coffee-break complainers, you just get each other. And now you're up with the other management team members, trying to figure out how to balance reputability and likability. You want them to be a little afraid of you, but you also want them to genuinely laugh at your jokes.


We understand, it's not easy. In our last post, we talked a bit about the importance of establishing a routine, paying attention to the Big Picture, and why you sometimes have to pretend you're on board with some tough decisions. Today we'll talk about how to work with your employees in a way that will keep them motivated and productive and still make them think you're kind of fun to be around. We swear it's possible.

4. Listen to your employees.

Know what makes them tick, what gets them excited, and everything in between. Tasks that are un-liked, irrelevant or impervious to a position, or tasks that keep getting pushed to the back burner, are clearly not motivating that employee. Make sure the work is being distributed appropriately and that you're utilizing your team's strengths, and spend some time getting to know how each individual works. If one person benefits from discussing things in person but another prefers written communication, honor that. It's not their job to cater to your management style, but vice versa. In order to retain the best employees, we have to be cultivating an environment that makes our employees the best they can be. Playing to everyone's strengths and working in ways that create ideal everyday working environments will take your team far.

5. Set expectations. 

Communication is key: tell your employees what you expect, right from the get-go. If you like to be kept in the loop on every detail in a project, say so. Tell them if you prefer to be more hands off but expect the work to be done when it's due. Be explicitly clear about the way the team will work together, what your involvement will be, and how your team's progress should expect to be measured. So much of a manager's success is dependent on setting the bar at a certain height and helping your employees hit that bar by giving them clear directions. Think about it – no one would thrive in a workplace where everything always seems to be up in the air. If an employee knows what to expect, then it's no surprise that there are consequences when goals aren't met. Which brings us to our next tip..

6. Manage performance.

Another difficult part of hitting the management level is the dreaded discussions about an employee's performance. If a team member isn't stepping up as much as they should, or if other team members are covering ground for someone, it's easy to want to wait it out, but this must be remedied quickly. As the old saying goes: give him an inch and he'll take a yard. Hold someone accountable for their work at all times, because once it slips, it's all downhill.

Now, it doesn't need to be a serious conversation every time, but a simple check-in about how things are going, and asking how you can help, will clue someone in that you're noticing they're slipping a bit. A later conversation can address specifics, and might be followed up by a readjustment of responsibilities or re-instituted goals for the employee. It's ok to readjust expectations throughout the year (we all have unproductive times), but the burden of this person's workload shouldn't be falling to the rest of your team's shoulders.

7. Go ahead, let your personality show through.

You are human. And while your employees are not your best buddies, it's great if they actually like you as a person, . Once you've established yourself as a leader, don't be afraid to let a little bit of your freak flag fly. Well, maybe leave the full-on freak flag at home, but let your personality come through a little bit. Common interests will bond your team together, so go ahead and mention your upcoming trip to Europe, or talk about the yoga class you've been taking, the baseball game you went to last night, or the new TV show you can't stop binge watching. Once the respect is there, it's ok to garner a little attention towards you as a person. Your team will like you in no time.

Give these tips a try, and we know you'll be reporting back in no time with a lean, mean, productive and enjoyable team!

Wed, 27 Jun 2018 15:52:41 GMT
1564167f-f902-4944-be09-744f55541e8b <![CDATA[Leadership Skills for a First Time Manager - Part 1]]> As you know, we care about your career here at CM Access. It's never been about your next job, but about the next step on the professional staircase you're building yourself. So, it's fairly common for us to be finding candidates a new position that is a level up from their current job. What does that mean? Lots of first-time managers!


The idea that employees are constantly paving their way on the road toward roles of authority is great news, but while they are often stellar employees in their original positions, even the most ambitious workers can find themselves fumbling in a position of power. The major problem arising is that most of these people are untrained, with little to no investment in their skills from their employer.  According to the U.S. Bureau of Labor Statistics, employers with under 100 employees provided only 12 minutes of manager training per six month period. Organizations with between 100 and 500 employees only offered half of that in the same time period. How is a new manager expected to survive without the support of her company?

We can't give you a crash course in management training, but we can at least get you started. Here are some tips for killing it this year, your first time at the big desk.

1. Emphasize the Big Picture.

Think of yourself as a coach – it's your job to create an environment of productivity and motivation, so clue your team in. What is the reputation you want your team to have, company-wide? What sorts of achievements do you anticipate in the coming year and what should your employees consider to be their greatest contribution to these goals? Setting the scene for a season of success will keep the finish line in sight, increasing accountability and improving an employee's sense of autonomy.

2. Be the filter.

You already act as the middle man between the Higher Ups and your employees, but you need to be as much of a connector as a filter between the two. Don't blame your boss for decisions that have to be made, however unpopular, and own the successes and failures when there is any issue with your own team's unreached milestones. It will be challenging to make sure no one gets thrown under the bus when you're involved, but you ultimately earn respect and gratitude from both sides of the table. The only time to pass along info about a specific team member? When they have a stellar idea that should be taken seriously. Let them get the credit.

3. Establish a structure.

One of the most difficult parts of being a first-time manager is being left out of The Group – you're no longer one of the lower level team, you can't complain about management or mentally check out the second the clock strikes 5. You are, in a way, a representative of the company, and you have to embrace the changes that come with that. Many new managers adopt an easygoing attitude, thinking that being a Fun Boss is the best way to be seen favorably by their team . What they'll find is that it's easy to get high fives but much more difficult to earn respect.

So, get a structure in place. You are the boss, and it's your job to keep everyone on the right track. Human beings crave routine – set up weekly meetings, develop systems that will keep your productivity machine running, and keep projects moving along at a steady speed. If your employees aren't used to a structure it can initially be an adjustment, but will bring success in the long run.

More tips for new managers, coming in our next post!

Wed, 27 Jun 2018 15:24:04 GMT