Five Ways to Promote Mental Health Within Your Team

promote mental healthEmployee mental health is more critical now than ever before. Stress from the pandemic has infiltrated everyone’s lives and made the day-to-day more difficult. Workers have had to adjust to shifting policies and procedures to maintain safety, hybrid work models, short-handed staffing, layoffs, furloughs, resignation of coworkers seeking different employment—and all the while with the stress of illness, racial challenges, upsetting world events, and constant media buzz about all of the above. It’s a lot to take. And our mental health has suffered as a result.

As an employer, you can have a direct impact on the mental health and wellbeing of your workers simply through support in the workplace. The following five techniques can help your employees manage their mental health for the best possible outcomes: 

1. Provide mental health benefits.

This can include coverage for counseling, employee assistance programs, and even resources such as health care apps for phone or text support. Many services now exist. Do some research or work with your health benefits administrator or health insurance carrier to discover your options.  

2. Make self-care part of your company values.

Don’t let your workers struggle in silence. Make mental health a regular topic that you promote and provide information about the value and importance of self-care, with room to help your employees take care of their mental well-being. This includes flexible scheduling to accommodate personal needs, adequate paid time off, and mental health resources.  

3. Keep an open-door policy.

If a worker needs support to handle stress, anxiety or another mental health issue, keep your door (and your ears) open. Make it easy for your workers to discuss their concerns with you and find solutions to ease stress.  

4. Encourage breaks.

These are important to the functioning and well-being of your workers. Don’t let anyone go without their daily breaks, and encourage them to take vacation. It’s not a badge of honor to lose unused PTO at the end of the year!  

5. Practice what you preach.

Follow your own lead. Be a good example for your workers, as they will be watching you and mimicking your actions. Take breaks, use your PTO, and don’t set the example that the workday stretches beyond 5 PM. Leaders are the primary example of what work/life balance should look like.  

Don’t let your employees work short-staffed 

Working short-staffed can lead to overwhelm and burnout among your workers picking up the slack. Instead, be sure your staff is well-rounded. Let HireCall help. To learn more about the staffing services we offer, reach out today!

How Workplace Performance is Affected by Employee Morale

Happy employees are more dedicated. It makes sense, right? When they’re feeling positive, motivated and supported, your employees are much more likely to work harder, give their all and remain loyal to your company. It’s all about how you can help your employees help you! No matter what industry you’re in, there are some key benefits that can be derived from focusing on employee well-being.

Employee morale has a direct impact on performance. Here’s how it makes a difference.

1. Work satisfaction.

This is a pretty easy one: when employees are happy, they like their job. When they feel like they’re being treated well and they enjoy what they’re doing and their workplace surroundings, they’re much more likely to be satisfied with their employment.  

2. Improved thinking.

A happy brain is able to help an employee think more clearly, be creative, complete tasks and come up with new ideas. That’s because the human mind needs to clear itself of clutter like stress, annoyance, boredom and other emotions that come along with a decrease in workplace morale.  

3. Positive communication.

If an employee likes where they work, they’re more likely to tell others the good news! And this has a huge influence on your company’s reputation and your ability to attract, hire and retain new, talented workers (plus hold onto the ones you’ve got!).  

4. Career longevity.

When they like where they work, they’re more likely to stick around. And long-term employees offer their company the advantage of a deep body of knowledge and insight about the company and its processes. Plus, you can avoid the high cost of turnover and knowledge gaps.  

The best way to boost employee morale

It all starts from the very beginning—hiring the right people. When you find employees with the skills and knowledge to thrive in your company, it makes sense their morale will be high. And you can get help finding the right people when you work with a recruiter.  

Check out HireCall 

We place our clients with light industrial and office/clerical employees. And we’ll work with you to understand your staffing needs and find qualified candidates who fit. To learn more, contact us today!

How to Boost Employee Morale During Winter

boost employee moraleIt’s widely reported and very understandable: Employee morale falls during winter. Here’s how to beat that with your employees. 

The holidays have wrapped up and it’s time to start a new year, but the weather is cold and grey. If you’ve ever suffered from wintertime blues, you know what it’s like. And seasonal depression is a very real thing. The shorter days and cold temperatures that cause many of us to seek comfort indoors… it can all be very draining. As we long for the spring, this gloomy mood affects more than just our outlook on life.  

Work performance can suffer in the winter 

Feeling unmotivated and uninspired tends to trickle down to the workday, too. In the wintertime, workers can feel down, and their creativity and performance can suffer.  

How to help unmotivated employees

So, as an employer, what can you do to help your employees past the wintertime blues? It’s all about being upbeat and positive. Try any of the following:

Celebrate your end-of-year success.

What milestones did the company accomplish in 2021? What projects did you complete? How has everyone helped the business grow? Sharing all the success and accomplishments from the previous year is a great note to start out on during Q1. Share this with your employees, celebrate and encourage them to keep up the good work.

Start new habits.

Everyone has Zoom call fatigue, let’s face it. We’re all burned out from too many meetings, especially if we’ve spent the past two years working remotely during the pandemic. Switch up routines to help employees attend fewer meetings—what could be easily handled as an email? Reduce the number of Zoom calls and replace them with conference calls, instead. Add new elements to your team meetings, such as a creative activity to get everyone’s minds going (Wordle, anyone?).

Onboard new workers the right way.

Nothing can be more intimidating (and less motivating) than the impending stress of a brand new position. Many companies open up hiring after the first of the year, when the budget has been reset. Help new workers hit the ground running by assigning mentors to help them learn and get used to their new roles. If you work with a recruiter, ask what onboarding services they offer to help new workers thrive.

Help employees achieve their dreams.

Talk regularly with your workers to see how things are going. What do they want out of their career? The beginning of the year is a perfect time to talk about career path and set learning goals. How can you help? Can they take a course or shadow another department? Do they need trial tasks to see if they’d like to try something new? Is tuition reimbursement available? All of these questions can provide information to help your employees advance in their career.

Spring will be here before you know it

But until then, try these tips to help your employees feel better and get their minds back on the task at hand. And if your business is suffering from short-staffing, this can also be draining to your workers. Staffing up is much easier when you work with a trusted partner, like HireCall. We specialize in light industrial and office/clerical workers, and if you’re in need of more hands, reach out today!

Here’s What Candidates Want to See in Your Job Descriptions

job descriptions

When it’s time to hire for an open position, you’re likely to have a stack of resumes to review. It can be frustrating to scan resume after resume, only to realize that most applicants don’t have the right qualifications.

You can make the most of your efforts by writing a better job description. This way, you’ll help candidates to self-narrow themselves for the position. Of course, you’ll always get a candidate here or there who is under-qualified. But for the most part, writing a more specific job description will make it much easier to find just the candidates you’re in search of.

What to include in a top-notch job description

Not sure what to write? We’ve all been there. Follow these tips to get your job descriptions spot-on, and watch the right resumes come flying in:

Use your selling points.

What are the best parts about working for your company? You want your job descriptions to be attractive, first and foremost. Do you offer special perks or benefits? What makes your company unique? What do you employees say is the best part about working for you? Lead with this information.

Don’t get jargony.

When describing the position, role and responsibilities, use commonly accepted industry terms. Don’t use internal lingo, which is sure to scare off some applicants while confusing others. Be straightforward and explain what the work entails.

Be just specific enough.

List the top qualifications an applicant will need to perform the job, such as education, skills and knowledge. Then, list nice-to-haves that will help an applicant beat out the competition, but are also skills the person would be able to learn if they didn’t already have them.

Include SEO.

Also known as Search Engine Optimization, SEO helps search engines direct your jobs posts to people who are searching for specific topics. Include important keywords about 4-5 times within the body of your job description (such as the job title) to help it land in the right hands.

Describe your diversity and inclusion policy.

Employees want to know what your corporate culture is like, and that they’ll be welcome into it. Details about your diversity and inclusion practices are keys to opening the application up to everyone and not unconsciously turning away highly qualified candidates.

Need assistance?

If you’re in search of well-matched new employees, HireCall can help! We specialize in the placement of light industrial and office/clerical workers, plus much more! To learn how we can help you staff up in your company, contact us today!

How to Offer Flexibility as a Light Industrial Employer

The pandemic has changed many of the ways we work, plus our impression of our jobs, overall. For example, to improve health and safety, many companies sent employees to work from home—and after this experience, many found they preferred it. Work/life balance and mental health are at the front of many people’s minds these days, after shifts in work location helped us realize the value of spending more time at home with loved ones. In short, employees have started to expect more flexibility.

The challenge for light industrial employers

For light industrial and factory jobs, where workers must come into the workplace, flexibility can be more difficult to offer. However, it’s not impossible. You have several options for ways to give your employees more control over their workday, shift, and time off.

Five ways to give light industrial workers more flexibility

Try any of the following flexibility options for your light industrial workforce:

  1. Add part-time positions. Some of your employees may have decided full-time hours are too much for them, and they would prefer the advantage of shorter shifts. By offering part-time positions, you’ll be able to hold onto employees and continue to get work done.
  2. Allow flexible hours and shift-swapping. Letting your employees choose their start time is a great way to add more flexibility to the workweek. This helps them accommodate commitments to family, appointments, pets, and more. For example, a later start time can allow a parent to help their child get onto the bus in the morning, or provide time to run errands or attend a doctor’s appointment. Shift swapping allows workers to trade shifts if one fits better into their schedule, an easy way to give employees control over when they work.
  3. Offer shortened work weeks. Compressed weeks allow employees to work longer hours but fewer days. An example could be working four 10-hour days with Friday off. This can be an attractive option for employees looking for a three-day weekend to spend time with family and friends.
  4. Give input into time off. Offer paid time off or floating holidays and give your employees a say in when they want to take their PTO. Create a PTO policy to help guide the use of PTO while you continue to ensure shifts are covered. This could include how much advance notice an employee needs to provide before they take time off.
  5. Ask for input about shutdowns. Many companies decide to close down for a few weeks each year to give everyone much-deserved rest. Instead of simply planning when your shutdown will be, ask your employees which time of year they prefer.

Need guidance?

Your recruiter may have suggestions or ideas for ways to add more flexibility to your light industrial workforce. And if it’s time to staff up, HireCall can help. To learn more about our available staffing services and how we can help you round out your workforce, contact us today!

Have You Had a No Call, No Show? Here’s What You Can Do

When you’ve staffed a shift and an employee doesn’t show up (and doesn’t call in), it’s a problem for everyone else on that shift. They’ll be working short-handed, which can be mentally and physically draining. Plus, production can dip and customer satisfaction can be affected. This isn’t an ideal way to run a business, so it helps to have a plan when it comes to no-call, no-show employees.

First, develop an attendance policy

You can’t be upset with employees breaking rules that aren’t officially rules. And that’s why it’s important to devise an attendance policy. This way, you will have a documented set of rules both you and your employees can refer back to in the event of a no call, no show. Your attendance policy should define what you consider absent, tardy and no call, no show. It should also explain the difference between excused and non-excused absences, the process for requesting time off, and what disciplinary actions you will take for repeated tardiness, absences, and no-call, no-shows.

Be sure all employees understand the policy

Include information about your attendance policy within the employee handbook and be sure every employee has a copy. Review the attendance policy on a regular basis (such as once a year at a team in-service) to be sure it’s fresh in everyone’s minds. Be open to questions and ready to answer any inquiries your employees may have.

Enforce your policy

It’s only fair if you enforce it equally with all employees. You’ve established your policy and consequences and it’s important you follow through with them. This could lead to warnings, suspension or even termination. Stay in contact with your recruiter if you find yourself down an employee and need to staff up quickly to cover the gap.

Build a better scheduling process

If an employee needs to take time off, for a sick day or a personal matter, for example, your scheduling process should make it easy to do so. When you make your schedule, ask employees if there are any particular days or times that work best for them. If you know ahead of time when your workers might have conflicts, it can make it much easier to avoid absences.

It can also help to create an on-call list you can turn to if you find yourself short-handed and need to call in an employee to pick up a shift. This bit of extra planning can mean the difference between a full shift versus a skeleton crew. It will help you avoid overworking the employees who showed up, or even leading to burnout in the long-term if call-ins keep happening.

Improve the quality of Your Hiring Matches

Another way to avoid no-call, no-shows and frequent employee absences is through the quality of your hiring matches. By finding the right employees, you can help your company maintain adequate staffing and avoid turnover. Contact us today to learn more.