Tag: employee turnover

You don’t know what you’re missing!

Written by Cindy M., Recruiter & Assistant Team Manager – JFC Workforce  

Prior to my current work family I spent six years in the insurance industry as a case manager.  In that period of time I learned many things but was never ‘formally’ introduced to the concept of professional development.  After my time in the insurance industry I was hired by JFC Workforce.  It was a foreign world and industry to me however I was excited to embark on a different path.  That was three years ago and “wow” was I in for an awakening.

It was at JFC where I was propelled into being a student of deliberate learning; not just about the industry but also about myself.  It was a pivotal moment where professional development was infused into my mindset.

From the very first day, heck the very first hour, it was apparent that my employer genuinely cared about my personal and professional growth. Several of the VP’s spent one on one time with me and welcomed me to the team.  The CEO even spent time to learn about me and explain the vision and culture.  It was quite surreal.  It was also during those first few encounters that it sunk in…”I had gained a second family, my JFC family.”

I was dedicated to their philosophy of pursuing my better self and it was noticed.  Most recently I was selected for JFC’s Professional Development program – when each year a select few team members are entrenched in executive mentoring, consultation, coaching, as well as lesson study, and of course, team building activities.

So what did I learn?  

I was introduced to the topic of Emotional Intelligence and the “why” behind it.  If you have never heard of this, I urge you to look it up.  Emotional Intelligence, or EQ, is critical to self development.

Here is the essence of EQ:

  • Self-awareness – Your ability to accurately perceive your emotions and stay aware of them as they happen. This includes keeping you on top of how you ten to respond to specific situations and certain people.
  • Self-Management – Your ability to use awareness of your emotions to stay flexible and positively direct your behavior. This means managing your emotional reactions to all situations and people.
  • Social Competence – The combination of  your social awareness and relationship management skills. It’s more about how you are with other people.
  • Social Awareness – Your ability to accurately pick up on emotions in other people and get what is really going on. This often means understanding what other people are thinking and feeling, even if you don’t feel the same way.
  • Relationship Management – Your ability to use aware of your emotions and the emotions of others to manage interactions successfully. Letting emotional awareness guide clear communication and effective handling of conflict.

Now I know what professional development really means…

Throughout my tenure at JFC I have been pushed to grow, to develop myself as a person. Most surprising to me was that learning doesn’t have to feel like work.  When done right, it is very energizing!

It also does not need to be in a formal setting, like a classroom.  Sometimes it is as simple as getting together with a group of colleagues to share experiences and provide support .

I imagine not many employees of other organizations can say the same.  After all, what have you learned this past month, week, day?

 

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@ Work, How Do You Create Space?

In 1993 NASA suffered extra pressure and great stress when the Hubble Space Telescope broke down.  They faced a daunting task of figuring out how to go up in space and fix the distorted mirror inside the telescope.  For months the brightest minds in NASA couldn’t identify a solution.

Then one day NASA engineer, Jim Crocker, was taking a shower in a hotel and noticed how the shower head was mounted on adjustable rods with folding arms.  Eureka!  The answer did not appear while working late hours in the lab.  It occurred when Jim was in the shower on vacation, when he created space (no pun intended) from the perplexity of his problem.

Mindset spaceCreating space allows our minds to process thoughts more freely and creatively.  Heck, Newton discovered gravity when sitting under an apple tree.  It requires purposeful separation from the typical problem solving environment in order to let your thoughts move more freely.  It happens when thinking on a problem while out for a stroll, riding a bike, or sitting out in nature (under an apple tree).

Why does creating space work?  Your brain is like any muscle in your body.  Imagine lifting weights multiple times per week but only on biceps.  Doing so will surely strain and fatigue those muscles.  Thus, when you are consumed by constantly tackling the same challenge at work, you actually lose mental energy needed to identify solutions.  This is when it’s time to create space!

June is the halfway mark.  You are six months into 2016.  Are you where you should be? Are you where you want to be?  Take time, create space, and allow deep thought to happen.  The goal is not to be perfect – it is just to be better than before.

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!  

Follow me on Twitter @JimCarchidi

 

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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!  

Follow me on Twitter @JimCarchidi

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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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Where are you today and where will you be tomorrow?

“The greatest step to tomorrow’s success is today’s success.”  – John C. Maxwell

It’s easy for us to get lost in the day, week and even the month.  As you go into the second half of 2015, consciously set aside time for professional self-reflection.   This is when you specifically focus on questions about your goals, your behavior, and your general mindset.

Think about the meaning behind this simple message and ask yourself some meaningful questions.

  • How have I pushed myself to grow, learn, and add to who I am?
  • How will I push myself to grow, learn, and add to who I am?
  • How have I worked towards making a difference in my life and in the lives of others? How will I work towards making a difference in my life and in the lives of others?
  • How have I created success for myself, my customers, and my team?

Think about the professional milestones you’ve set for the yConfined only by walls you buildear, where you presently are today and where you wish to be tomorrow (next week, month, quarter, and year-end). I promise that this exercise in introspection will lead you down a preferred path.

You have the greatest influence over your own destiny. You have huge potential in developing skills in communication, critical thinking, self-learning, self-awareness, empathy, and drive. Don’t leave your professional success and growth up to chance.

How will I create success for myself, my customers, and my team?

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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Leadership Coaching Philosophy: The Employee Engagement Effect

 

What impact does employee engagement have on organizational performance?  The contents of this paper will highlight Gallup’s State of The American Workplace Report, analyze the impact of engagement on performance, and evaluate what leaders can do to make improvements.  I hypothesize that employee engagement is the single biggest driver in organizational and individual performance.  Additional information will address how leadership can adopt a coaching style management philosophy to take employees from sheer compliance to unwavering commitment.

It is my position that employee engagement is largely influenced not so much by the work that one does but rather by the leadership he/she works under.  The purpose of this paper is to point out a direct correlation between individual/organizational performance and coaching style management.  Using Gallop’s State of the American Workplace report I will build the case that organizational leadership/management is both the problem and the solution.

Gallup’s State of the American Workplace Report

Gallup’s 2013 report surveyed Americans holding full-time jobs and found that 70% of us are not engaged at work.  Incredibly, over the past decade of polling, the numbers have largely gone unchanged.  The research also shows that bad managers are creating active disengagement costing the U.S. an estimated $450 billion to $550 billion annually. (Jim Clifton 2013)

Defining employee engagement

Employee engagement is commonly defined as an investment of physical, cognitive, and emotional energy into their work roles or tasks.  Researchers have established that employee engagement has a direct correlation to organizational commitment. Therefore, engagement is a leading factor to increased employee commitment and job performance.

Importance of Leadership

It has been suggested that leadership is one of the most important factors that influences employee engagement.  Bosses, management, leadership; whatever employees label them – they are the biggest obstruction or builder of engagement.  Essentially, the personnel you place in management might be the single biggest decision you make regarding organizational performance.

Supporting and Coaching Employees

A strategy that organizations can implement to increase employee engagement is supporting a coaching management philosophy.  This is a strategy by which managers spend a portion of their time meeting each team member for one-to-one coaching conversations.  The session is a time for the manager to take off their “chief-problem-solver” hat and asking probing questions.  The more the manger listens the more fine-tuned his/her questions become; and the more engaged the employee becomes.  The end result, employees turn from mere compliance to sheer commitment and invest more into driving their own performance.

http://www.youtube.com/watch?v=yPoEuaztHVs

 

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Shocker: What you do is boring. Why you do it is inspiring!

Not what but why?

People often ask you, “What do you do for a living?” This is a common question yet rarely does someone follow up with, “Why do you do it?”

Reflect on this story of two stone masons…Confined only by walls you build

One tells people that he has been building a wall for years.  The work is strenuous, and he might never complete the project in his lifetime; but it’s a job and it pays the bills.

The other tells people that he has been building a wall for years.  The work is strenuous, and that he might never complete the project in his lifetime; but I’m building a cathedral!”

What these two tradesmen are doing is exactly the same, yet only one has a sense of purpose.  One shows up day-in and day-out to be part of something bigger than what his own role is.  For this stone mason, a sense of “why” changes the entire perspective of his job.

I come to work each day to build cathedrals!  Our family of employees at the JFC Staffing Companies exist to deliver positive experiences in pursuit of enhancing the lives of others.

Why do you come to work?

 

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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The Coaching Management Philosophy:

In this new edition of the Vistage podcast series, Vistage member Dave Nelsen interviews Jim Carchidi, the co-owner and executive vice president of JFC Staffing Companies, a direct hire or temporary placement company. JFC Staffing Companies was originally started by Jim’s parents, who built it from the ground up, and passed it onto Jim, who has also been a Vistage member since 2009. In this discussion, they talk about what makes a good leader and a positive work environment during a time when there are high levels of employee dissatisfaction.

Listen to the Vistage Podcast: The Coaching Management Philosophy: Jim Carchidi of JFC Staffing

Happy Employees Lead to Happy Customers
Jim’s company was chosen as one of the best places to work in Pennsylvania, based entirely on anonymous feedback from employees (versus companies submitting an application). They have also been named to Inavero’s Best of Staffing Client List, indicating that happy employees leads to happy customers. A recent Gallup poll states that about 70% of the American workforce is not engaged, and Jim finds this to be an “epidemic.” To him, having a happy, enthusiastic workforce is just as important as having a satisfied customer.

The Coaching Management Philosophy
According to Jim, leaders need to learn to take the “chief problem solving hat off” and really listen to the input of their employees. Employee success equals company success and often they see things that someone with a big picture scope — like a coach on a football field — might not see as clearly. Listening to people needs to be personal, and management can’t try to take on the tasks of fixing everything single-handedly. A company is a team, and the leaders are the coaches.

The Power of Communication
Jim’s staff endeavors to be high-tech, as well as high-touch, ensuring that the use of today’s technologies doesn’t hinder personal interaction between human beings. He stresses that management communication sessions every month are vital to ensure continued improvements in employee performance. “It is unfair to rely on the annual review as the only time to give and get feedback about performance and management style,” he says, “not only for the employee who might be garnering criticism that comes seemingly out of left field, but also for the employer, who may have had to tolerate a full year of sub-par performance.” Communication, he stresses, is key, particularly face-to-face communication.

Express the Goals of the Company
One of the things Jim learned from a Vistage speaker was to articulate the grand scheme, long-term visionary ideas for their company, and to involve his employees in the development in the implementation of those ideas. He was taught to send a letter outlining the goals for the company to his employees home, where their families might also read it and get involved.

Jim Carchidi is the Co-Owner and Executive Vice President of JFC Staffing Companies.

 

 

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