Tag: employee engagement

You have options – work hard or work smart?

 “Give me a place to stand and a lever long enough, and I can move anything.”  – Greek mathematician Archimedes

That’s working smarter – that’s quality activity!

smart kidLet’s apply this concept to a modern-day project.  Imagine this scenario, you must move a heavy piece of old furniture out of your garage and to the curb.  You have options – work hard or work smart!

One scenario, working hard, would be to solicit a group of friends/family to tackle this project with you.  This would entail having to select and contact multiple people, coordinate a date and time among their varying schedules, and (if you are a good friend) providing some adult beverages afterward for their effort.  This is a perfectly viable option that will provide the desired result, yet it requires a lot of steps.

Another scenario, working smart, call that one friend or family member who owns a dolly and ask to borrow it.  Then you can do the job yourself and save those coveted adult beverages for the remainder of the weekend.  Another option producing the same result but this one demands far less time, energy, and effort – and keeps the fridge well stocked for the weekend.

Admittedly parts of every job will have tasks we can’t just eliminate.  Still, most jobs do have parts we can combine, delegate, or remove.  Ask yourself, “What existing activities of little value should we eliminate?  What existing activities of high value should we increase? What new activities of high value should we create?” 

Reflect on the questions posed above then take action!

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

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How do you see yourself?

Blog post written by Amber Sutphen, Financial Recruiter, JFC Global

This year, when I was asked to be part of the Professional Development class, I wasn’t sure what to expect.

Prior to this class, professional development was something I was doing without even thinking about it. Now I’ve been given the opportunity to take charge of my professional development and look at it from a much deeper perspective.

“Find out who you are and do it on purpose.” – Dolly Parton

cat_sees_lion_in_mirrorAs a member of this class, we are asked to evaluate ourselves. Using the book “Emotional Intelligence 2.0,” we have been taking time out of each class to delve into different strategies to improve our emotional intelligence (EQ). We have learned that developing our soft-skills and managing how we react to different situations is a huge part of professional development.

One section of the book focuses on Self Awareness which is “having a clear perception of your personality, including strengths, weaknesses, thoughts, beliefs, motivation and emotions.” Before this class, I didn’t spend much time thinking about this topic. Throughout the day I’m being pulled in different directions, handling multiple job orders and going light speed.  I never really took the opportunity to check in with myself.

At the start of this class, I decided I would begin writing in a journal. I try to write in it almost every day and overall it has been a very positive experience. If you are wondering how to go about emotional journal writing, here are some tips:

  • Find a special spot that is neat, clean and comfortable
  • Before writing, allow yourself to relax and to reflect. Ask yourself: What did I do today? How did it make me feel? What lessons did I learn?
  • When ready, start writing. Don’t be too critical. No one is judging.

The process of writing down my feelings and what is going on in my life has given me a clearer picture of my emotions. It has allowed me to become more mindful and more in-tune with myself.

Sure, there are days when I don’t feel like writing, but what I’ve found is that even when I don’t feel like it, I am always glad I did. It is interesting to reflect back on my day and also to look back at entries I made.  I plan to continue with it, and it will be cool when I can look back a year, two years ago, etc.

There are a ton of benefits to emotional journal writing! It can definitely relieve stress. It also serves as a reminder of some mistakes you’ve made, moments you want to remember, and accomplishments you are proud of. It forces you to be aware of your actions and behaviors. It can also turn into your own personal brainstorming session where you come up with new ideas that open up the door to new possibilities.

If you have ever considered starting a journal, my advice is to do it! It will give you the ability to see the big picture. It is a great tool that could help you achieve higher self-awareness and continue to develop in both your professional career and personal life.

Happy writing!

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

The greatest compliment I can receive is a referral from readers.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

 

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Don’t be an elephant!

I recently heard an excellent story told by Dave Ramsey on his podcast, EntreLeadership.  The message sparked a profound awakening in me and my hope is that it does the same for you.  It went something like this…

You know how circuses tame a baby elephant?

They drive a “giant” metal stake deep into the ground with an “enormous” chain from it tied to the elephant’s ankle.  The infant mammal fights with all her might until eventually coming to an understanding that she cannot free herself.  Soon enough a mindset formulates, she accepts the situation, and no longer attempts moving the stake.

You know how they restrain her years later as a full grown, mighty adult?

They drive a “little” steak into the ground with a “tiny” rope from it tied to the elephant’s ankle.  Ironically, she chooses not to move.  Why?  The only thing holding this 10,000-pound mammal back is her belief in the past.

elephant-shackled

The reality is that many of us err on the side of perceived limitations, those that aren’t necessarily real.  Like the elephant in the story, we become immobile by past beliefs or at least they constrain us in some way.  By believing them, of what we can and cannot do, we become blind to future possibilities.  In doing so we impoverish our full potential.

Ask yourself, “What confines am I imposing on myself at work…are they real or just made up?”

Evaluate the story you might be telling yourself about goals.  Then shatter any limited beliefs that are holding you back.  The story of the elephant reminded me, and hopefully you, that we are confined only by the walls we build ourselves.

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

 

The greatest compliment I can receive is a referral from readers.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

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Vulnerability & Professional Development

What does Professional Development mean to me…

By Jen Silvetti, JFC Workforce Branch Manager 

Honestly- I didn’t know what it was until I started working at JFC.  Every other job previously was just that, a job.  I showed up on time every day and worked to the best of my ability.  Not until I joined the JFC work family did my professional and personal worlds collide so drastically.

I started almost 4 years ago in, what I thought would be, a job.  I still was showing up on time and working to the best of my ability.  Then only after one year I heard a knock at the door- it was opportunity. (I know it sounds cliché doesn’t it?)

Well, for those who know my personality, I am one to take advantage of opportunity.  This meant stepping into the role of Branch Manager in the very branch I was already working in.  Wow- can you imagine?  There I sat managing those who I called my team just the week prior. What was I getting into?  I will admit, it took some time to find my way.

My previous life of corralling preschoolers and probationers did not prepare me for this new world of Staffing and Management- wait yes it did.

I was not managing, I was coaching.  Everything I have done up until this point has shaped me in some way.  My life has created a virtual tool belt and I get to utilize it every day.  One has no idea what tool she will be called to use at a moments notice.  Since working with our Chief Enthusiasm Officer (Jimmy) and the JFC work family, I have been provided with a never ending supply of tools.

What I needed most was to be vulnerable; being afraid to make mistakes and fail.  Or as someone that I met just recently referred to them, see the opportunities in every failure.

How cool is that?

human eye tearingWith this mindset, you have nothing more to do than grow. All these years, I had no idea that being vulnerable was even “a thing” until I heard it and read more about it. I had always thought that this was a sign of weakness and a flaw I had. Since working at JFC, I have grown comfortable embracing vulnerability.  I now know that it is merely something to be conscious of and continue to work through.

Vulnerable by many means, “susceptible to physical or emotional attack or harm.” Susceptible yes- but you must have the courage to face it.

Over the last few years, I have learned how to cope, manage and coach through my vulnerabilities throughout my development.  JFC has provided such a variety of ways to do this.  I have never in any workplace felt so respected and encouraged. I feel safe enough to make mistakes and question things as long as I still have the openness to keep getting better (and receive feedback).

Also, I am no better or worse than anyone else. These skills that I have learned, and continue to learn, not only help me the 40 hours a week at work but also with my personal life. I am so excited and passionate about my growth, I love sharing it with others anytime I can.  As you can imagine, not everyone is open and vulnerable.  But I will continue to learn and share as much as I can.

Thank you to JFC for showing me how important Professional Development is!

Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

 

 

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Is motivation a skill?

Motivation is indeed a skill and actually, you are motivated all of the time. Bubble people

Think of the last meeting you attended.  Aware of it or not, you went into it with certain feelings and beliefs – your outlook.  This decided the direction of motivation you chose.

Your outlook either motivated you to actively participate or to tune out altogether.  Thus, the real question is not “if” you are motivated but “why.” Here is where the magic happens.  The true nature of motivation is that we can learn to choose and create the intentions behind it; positive or negative.

Let’s say you chose positive intentions going into the meeting.  You went into the meeting motivated to actively participate, you learned something new – even helped a peer learn something new.

Now let’s reverse those intentions.  You went into the meeting motivated to disconnect from the conversation, you were close minded – even disruptive of other’s learning experience.

Which scenario was more beneficial to you; to others?  Hopefully you are connecting the dots.  A positive outlook leads to positive intentions, leads to positive motivation, leads to positive results.

Motivation is a skill and just like any other skill; it can be learned.  The real power is not in being motivated but in “why” we are motivated.  I challenge you to learn to choose and create optimal outlooks and intentions.

The greatest compliment I can receive is a referral from readers.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

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Best Places to Work in PA 2015

JFC Staffing Companies named one of the Best Places to Work in PA for 2015. The awards program, created in 2000, is one of the first statewide programs of its kind in the country. The program is a public/private partnership between Team Pennsylvania Foundation, the Pennsylvania Department of Community and Economic Development, the Pennsylvania State Council of the Society for Human Resource Management, and the Central Penn Business Journal.

“Our work family and culture mean everything to us.  Without our people there would be no company.” James M. Carchidi, CEOCentral-Penn-Business-Journal-Best-Place-to-Work-in-PA

This survey and awards program was designed to identify, recognize and honor the best places of employment in Pennsylvania, who are benefiting the state’s economy and its workforce. Employers are categorized based upon the total number of employees they have in the United States, 25 to 249 employees and 250 or more employees.

Companies from across the state entered the two-part process to determine the 100 Best Places to Work in PA. The first part of this process was evaluating each nominated company’s workplace policies, practices, philosophies, systems and demographics. This part of the process was worth approximately 25% of the total evaluation. The second part consisted of an employee survey to measure the employee experience. This part of the process was worth approximately 75% of the total evaluation. The combined scores determined the top companies and the final ranking. Best Companies Group managed the overall registration and survey process.

JFC Staffing Companies will be recognized at the Best Places to Work in PA awards banquet on Thursday, December 3, 2015, at the Lancaster County Convention Center in Lancaster, PA. Rankings will be revealed at the ceremony. Tickets may be purchased online at www.CPBJ.com/events.

WANT TO WORK AT A CO. WHERE HAPPINESS IS A CORE VALUE & YOU NEVER WORK ON YOUR BIRTHDAY?

Life is too short not to have passion and purpose in the work that you do…

Throughout the course of our lives we will spend more time working than any other activity.  That dedication of time should improve our quality of life, rather than act as a weight that sucks the happiness out of us.

What we do here is BIG…we influence one of the most important aspects of people’s lives – how they earn their income.  Our contribution helps them pay their mortgage, feed their families, and purchase birthday presents for their children.

The JFC Staffing Companies are in the business of connecting people. We aim to elevate individual careers and accelerate company growth through extraordinary levels of customer service and performance. The decision was made to be GREAT. Providing positive experiences for our customers will be the driving force to our success.

Here you will receive the power to express yourself while being part of a company renowned for its fun, supportive culture. There is constant cross-departmental training and collaboration; anyone in the company, regardless of specialty your experience, is free to make suggestions, offer criticism, and participate in the developmental process. We put into place programs and resources like employee-taught JFC Universities that seek to improve and develop from within. …And there is much more.

Join our team and become an essential part of the business landscape; dedicated to creating a better, happier, and more engaged community where people want to live, work, and play.

If you’re interested in a company where your skills can be leveraged, where you will learn from the best and continue to grow – contact the JFC Staffing Companies!

Contact us for details of what winning in this position looks like!

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Is job tenure a thing of the past?

It’s safe to say that workforce trends have shifted over the past decade and especially after the last recession. Today there seems to be more of a self-oriented nature to the workforce and, along with it, job-hopping. Ryan Kahn, a career coach and founder of  The Hired Group, says that “job hopping is replacing the concept of climbing the corporate ladder.”

Let’s look at the numbers. According to the Bureau of Labor Statistics, the average number of years that young employees (ages 20-34) have been with their current employer is 2.3 years.

Why is that?shutterstock_19393759

It must be that younger people are lazy or that they have no loyalty. Sound about right? While these seem to be reasonable reactions, I am here to tell you they are not. From my point of view, recent trends in job tenure or lack thereof, are not a product of laziness or a millennial mindset. Rather, the root cause of today’s abbreviated job tenure might very well rest on the employers and not the employees.

The past recession had employers scrambling to do “more with less.” And while this approach may have worked amid an economic crisis, operating the same way today is proving disastrous. Organizations and management hesitant to invest in their culture and employee engagement might just be the springboard of today’s transient workforce.

It’s no wonder the vast majority of U.S. workers (70 percent) are not engaged at work, according to Gallup’s State of the American Workplace Report. Simply put, too many employers are doing “business as usual.” I say, wake up and evolve with the times! It’s not that companies need pool tables, nap rooms, and Google-like amenities. Instead, try inspiring and leading the younger generation in meaningful ways. Some areas to shed light on are the following:

Today’s up-and-coming workforce is less position-focused and more purpose-focused. Rather than promotions in title only, assign side projects that stretch their human development. Be sure to provide routine feedback throughout the process. Also, the corner office is not so much a coveted item these days. Instead, the younger workforce desires open communal settings where they can collaborate and celebrate with their peers.

The next generation of talent is looking to work “towards” something and not just “on” something. Redefine your organization’s vision statement. Make it a crusade toward something bigger than any one person, like how your product/service influences the lives of many. Even if you manufacture widgets, you can still tie into the vision how they make a positive impact on people.

The next generation of movers and shakers do not want to work “under a manager” – they want to work “under a mentor.” The old days of “telling” employees what to do is being replaced with “asking” employees what they think they should do. Asking questions instead of advising or telling will cause employees to think, create answers they believe in and motivate them to act. Essentially, this moves individuals from mere compliance (job-hopper symptom) to sheer commitment.

My closing advice to the managers reading this: Exhausting precious time and energy on attempts to control situations and/or other people is futile. Focus on what you do control. Hire people most aligned with your vision. Invest in your culture. Open up the communication and make active listening part of every interaction.

I believe that until management figures this out and adapts, job-hopping will be the norm – or at least it will be in their organization.

What will you do today to move your employees from compliance to commitment?

The greatest compliment I receive is a referral from ecstatic readers and valued friends.  Please SHARE my blog with your network.  Thanks for not keeping us a secret!  

Follow me on Twitter @JimCarchidi

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Is your job search a search headache?

Let the team of JFC Recruiters be your extra set of eyes and ears. Think of us like sports agents but instead of representing the best athletes we represent the best talent – like YOU!

Time is your most precious commodity, and once gone it can never be gotten back. Quit wasting your time waiting for employers to respond and let us connect you to that next job!

At JFC each Recruiter has his or her own specialization. The JFC Staffing Companies comprise of individual teams dedicated to one of the following: IT, Engineering, Accounting/Finance, Healthcare, Skilled Good Day PATrades, Industrial and Office-Professional. For more information about each of our specialties please visit our website.

Click the link below to see our CEO, James Carchidi, speak to recruiting on Good Day PA

http://abc27.com/2015/09/23/recruitment-week-continues-with-jfc-staffing/

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What is your WHY at work?

Here at the JFC Staffing Companies, we absolutely know WHY we come to work each day!

Have you seen the social media posts spotlighting JFC team members professing WHY they love their career with the JFC work family?  Here is a sample of the amazing stories.

“A candidate with a young family wanted to move closer to extended family. When we sent him to an interview, he did his research, impressed them, and got the job for a large increase in pay! When we took him to lunch to celebrate, he told of how his wife’s health battles coupled with a job loss and a new baby made for a stressful situation. He managed to stay positive through it all and is now excited to spend the rest of his career at our client!!!” – JFC Global Recruiter

“It is extremely rewarding to know that you assisted someone in taking their next career move, and at the same time knowing you helped a company needing someone with their talent. It is one of the few win-win situations that you have in life and I get to help make that happen every single day.” – JFC Skilled Trades Recruiter

It’s no wonder the vast majority of U.S. workers (70 percent) are not engaged at work, according to Gallup’s State of the American Workplace Report. Simply put, too many employers are doing “business as usual.” I say, wake up and evolve with the times! It’s not that companies need pool tables, nap rooms, and Google-like amenities. Instead, try inspiring and leading your people in meaningful ways.

Do you know the number one reason for customer defection is caused by something that every company has complete control over?  According to the U.S. Small Business Administration and the U.S. Chamber of Commerce, 68% of customers leave because of the treatment they’ve received.

With more than 85 percent of our clients indicating they would be extremely likely to recommend JFC to a friend or colleague, we have been named to Inavero’s 2014 Best of Staffing™ Client Satisfaction list for a third consecutive year.  Presented in partnership with CareerBuilder, the Best of Staffing list provides the only statistically valid, objective, service quality benchmarks in the industry.

“The 2014 Best of Staffing Award was earned by less than 2% of the more than 12,000 staffing firms in the U.S. and Canada. In an era of scarce qualified talent, hard to fill positions, and ever-increasing expectations, these agencies have proven they have what it takes to deliver exceptional service to both clients and job candidates.” Inavero Founder and CEO, Eric Gregg.

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