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Bad Employee Engagement? Why It Could Be Your Fault as the Manager

March 30th, 2017

If you’re noticing that your team seems dissatisfied and unmotivated on the job, maybe you’re looking for the cause of this in the wrong places. Is it possible that bad employee engagement can be your fault as the manager? Take a look at how you interact with your team and motivate them to perform. There may be some changes you can make that will help improve the overall quality of work and everyone’s satisfaction. Here are four questions to ask yourself.

1. Are you asking employees to contribute?

Why should you ask your team to do their job every day? This seems counterintuitive. Your employees should be able to arrive to work each day and complete their duties without being asked, but is goes deeper than that. Your team wants to feel appreciated for their contributions. So, even for the job they are required to do every day, they want to know you notice. Ask your employees to contribute their own ideas every day.

2. Do you dictate job duties to them?

On the same note, how do you ask your team to handle a new project or task? Do you dictate it to them without asking them to see how they feel? Yes, they have responsibilities, but sometimes it is in the way you ask that will make them eager to complete a project or procrastinate on it out of spite. Don’t dictate, ask.

3. Do they have buy-in with the mission statement?

What is the ultimate goal of your company? Not just earning money, but what is your company mission statement? Does your team feel connected to the cause of your company? When employees feel ownership over the outcome of their work, they are more likely to be dedicated to the work and eager to do a good job for the greater whole.

4. How are they willing to commit?

If you change your management tactics toward asking rather than commanding, you will begin to notice better natural commitment to the job at hand. Your team will begin to respond favorably to the things they need to do and even seek out additional challenges to feel more ownership over their contribution to the company. This will improve overall engagement, team loyalty, and productivity.

Work with a Top Staffing Agency in Dallas

Are you looking for the best employees for your team? Contact CornerStone Staffing today to get started on working with the best staffing agency in Dallas!

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Will Your Quiet Personality Hurt Your Career?

February 16th, 2017

Introverts and shy workers often face multiple obstacles on the job. They can be frequently outshined or run over by their extroverted counterparts, which makes career satisfaction and growth nearly impossible. But it doesn’t have to be that way. What can you do to allow your quiet personality to shine on the job and make people respect you and take notice of the work you’re doing? Here are some things to consider for your career.

Don’t let being quiet be a handicap.

Being quiet doesn’t have to be an obstacle in the office. You can be quiet and still make the right impressions at the right time. In fact, if you are known for being quiet, when you do speak up, everyone in your office will know that you mean serious business. You don’t have to be someone you’re not just to excel in your office environment.

Play to your personal strengths.

You may be quiet, but you have other strengths that can be beneficial to your company, coworkers, and managers. Maybe you’re extremely reliable and punctual. While these may not get as much outward respect as your more gregarious coworkers, they are important aspects of running a business and they are valued.

Be thoughtful and private about responses.

One trap many shy people fall into is taking criticism personally. It is understandable to be upset when someone confronts you directly. That isn’t the way of the introvert, shy people prefer less confrontational communication. But you don’t have to respond right away. Take some time to think about your answer and approach your manager or coworker privately to have a discussion.

Don’t listen to the stereotypes.

It isn’t just stereotypes about introverts that you need to worry about. If you always think that the extrovert will get the important opportunities, you’re perpetuating these ideas for yourself. Instead, recognize that each person in your office is an individual and, while they might fall into one of several categories, it isn’t the only factor that will make them successful.

Work with a top staffing agency in Dallas

Are you looking for an opportunity to shine in a new career? Contact the team at CornerStone Staffing to work with a staffing agency featuring the best jobs in Dallas!

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When Are You Ready for a Career Shift?

February 2nd, 2017

Have you been feeling restless lately? Is your job not fulfilling to you? Do you wonder whether or not the grass really is greener on the other side? You might be ready to complete shift focus in your career. If you aren’t sure whether or not you should start looking for a new job in a new industry, consider these warning signs that will help you decide and give ideas for putting your career search into high gear.

Are you unhappy with your job and industry?

People often ignore their inner dialog. They think they are over reacting or they should get over it and move on. But if you’re are feeling unhappy in your job, it is worth evaluating to discover the reasons. Is it just a temporary fix or is it a sense of restlessness or dissatisfaction that you can’t define or shake? If your unhappiness is deeply rooted in your job, it is time to consider another possibility.

Do you have issues with the direction of the company?

Have you found yourself calling into question some of the decisions or policies your company has made since you’ve worked there? It may have started out just fine, but you begin to notice things that don’t jive with your personal value system. They may have always been there and you’re just beginning to notice or they may have evolved over time. Or you have.

Have you had personal changes in your life?

Sometimes the reason for considering a new job will have more to do with other factors than the job itself. If you’ve had personal changes in your life that can influence the way you work, it may be time to consider another opportunity that fits in better with your new lifestyle. For example, it could be a commute. Or it could be a lack of flexibility in the hours. A different industry may be better suited.

Do you have skills that could be valuable to someone else?

Transferable skills are defined as those talents you have that can be utilized in another way for another industry. For example, you may have worked in administration but you assisted the accounting department and these transferable skills could lead you to a new career in finance. What added value can you bring to the table for a new employer?

Work with a Top Staffing Agency in Dallas

Are you thinking about pursuing a job in a completely different industry? Contact the team at CornerStone Staffing and work with a top staffing agency in Dallas to take the next step in your career.

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Which Leader Does Your Team Want?

January 26th, 2017

Managing is about more than just being the boss. Your employees want a leader that inspires them and supports them. If you’re currently in a management position or looking to progress into one throughout your career, there are some personal traits or soft skills, you should consider cultivating. Be the leader your team wants. Here are several things to consider adding to your experience and skill set.

Positive Behavior

Positivity is the cornerstone of good management. Your employees will not want to work for someone who only complains or is negative all the time. When you project your emotions, you are asking for your team to emulate your behavior. That is why it is imperative that you act in a positive way to encourage positive work.

Adaptable to Change

The best-laid plans never go the way they’re intended. That is true for life and for individual small projects. If you want to ensure that your team is able to roll with the punches, you have to demonstrate your ability to adapt and change along the way. This means everything from embracing new ideas to utilizing new technology.

Down to Earth

Your team will also want someone who they consider down to earth. What is the opposite of down to earth? Often those people are described as “flighty” or “spacey.” You don’t want to be seen that way. Your staff deserves someone who is even tempered and has control over their emotions. Don’t allow yourself to fly off the handle.

Ethics and Integrity

Your team also wants you to be ethical and demonstrate integrity in the office. They want you to be fair to everyone rather than picking favorites and treating others poorly. Make sure that you adhere to your own values and support the overall values of the company.

Willingness to Pitch in

Finally, your staff wants to see that you don’t just manage the department, that you know what you’re talking about. They want to see you able to take action. If things get tough, don’t’ be afraid to roll up your sleeves and help out. Get your hands dirty to show that you still have what it takes to be a part of the team yourself.

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Is your company looking for great employees? Contact CornerStone Staffing today to get started on working with a top staffing agency in Dallas and throughout Texas!

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Improve Body Language to Help Your Networking

October 6th, 2016

eyeshandspostureoh-myYou know that networking is important to your career. But did you know that the body language you project when meeting new professionals is as important as meeting them in the first place? If you can master appropriate body language when you’re networking, you will find that you’re making better connections for your career. Here are some aspects of body language that you should be aware of when you’re in the networking process.

Maintain appropriate eye contact.

Eye contact is important for interpersonal communication. It’s how we learn to understand one another, and how we gauge whether or not someone is honest or trustworthy. But eye contact can be challenging for some people, so it is equally as important to know how to use it and in what context. Don’t stare, but be casual and look them in the eye in a natural way.

Be relaxed when standing or sitting.

At most networking events, you’ll find yourself standing but there may be occasions when you’re sitting as well. The most important thing is to be relaxed while you’re communicating with someone else. Don’t cross your arms, because that indicates you’re closed off. Don’t fidget, because that demonstrates nervousness. Don’t spread out too far because that indicates arrogance and ownership.

Walk with purpose.

Look up, be confident, and be comfortable. The way you walk says just as much about you as your body language when sitting or standing. Shuffling is a sign that you’re uncomfortable. Being pushy will also send the wrong message. Walk with confidence and an easy stride and you’ll send the right message. You want your energy to be the focus.

Practice good posture.

Your teachers were right, it is important to stand up or sit up straight. Keeping your spine straight and avoiding a slouch will send the message that you’re confident and you want to engage with others around you. Posture is a big part of how we judge each other’s body language, so pay special attention to how you’re sitting or standing.

Focus on that handshake.

Finally, it is important to make sure that you have a firm handshake. It is perfectly okay to practice ahead of time. It can be difficult to avoid sweaty palms when you’re nervous, but do what you can to make yourself feel at ease in public spaces. Don’t let your hand be the dead fish grip that everyone dreads. Grasp firmly, but don’t squeeze hard, and know when to let go.

If you are looking for a change in your career, our talented recruiters are here for you. Contact CornerStone Staffing today to work with a leader in Dallas and Fort Worth job agencies.

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3 Red Flags that Scream Bad Fit in a Job Candidate

September 29th, 2016

red-flagsHiring is hard, so it is important that you don’t make snap judgments or hire someone on the spot when you have a gut feeling about how they’re perfect. There are several things that should be taken into consideration, including some red flags that can let you know when a candidate isn’t the right fit for you. Before you make a job offer, consider if any of your applicants are guilty of these items of concern. If so, it may be time to walk away and consider an alternative.

Someone with All the Answers and a Habit of Interrupting

It can be frustrating to try to have a conversation when the other person won’t even let you finish a thought without responding. When a candidate does that, it can be a sign of a lot of negative behaviors. First, they may not think through a problem enough before tackling it, resulting in incorrect assumptions. Second, they don’t have respect for other’s thoughts and ideas and aren’t willing to collaborate. And finally, it may actually be a sign that they are truly unprepared and talking over someone is the only way they can exert their will in the conversation.

Someone Who Can’t Explain Why They Have a Gap in Their Resume

Resume gaps are not the actual problem when it comes to hiring someone who has experienced times of unemployment. The real issue is when a candidate can’t explain what happened, why they were out of work, and what they were doing during that time. If they avoid the question or distract you from finding out details, this may be a red flag. If they can’t tell you they were doing something productive during their down time, such as volunteering or caring for a family member, there may be some concerns. Also, if use this as a chance to complain about their former employer, it is time to move on to the next candidate.

Someone Who Demonstrates Core Values that Don’t Fit Your Mission

Core values are highly personal. Your company has them inherent in your mission statement and strives to meet them every day. It is part of your customer service plan, your HR strategy, and your daily interactions. So hiring for a match in values is extremely important. If the candidate demonstrates core values, for better or worse, that are vastly different from your own or your company’s, it will not be a good long-term fit. Even if their skills are perfect and you like them as a person, that innate personality trait will make it difficult for them to integrate into your corporation.

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