September 7th, 2010
Temporary employees can beÂ a great asset toÂ your organization.Â They can help you meet critical deadlines, fill-in for unplanned absences and free your core staff to focus on their most important tasks.
But if your company uses large numbers of temporary employees, it’s easy for your direct staff to fall into an “Us vs. Them” mentality.Â Â And while treating temporary workers as an entirely separate workforce may seem innocuous, theÂ practiceÂ can have unintended consequences for your direct employees.Â
For example, research from the University of Arizona has found that direct employees (particularly at lower levels)Â are less satisfied with co-workers and bosses when working with a higher proportion of temporary employees.Â Why?Â The responsibility of training and socializing temporary workers on company-specific processes is often assigned to direct employees.Â As a result, having more temporaries can complicate full-time workers’ jobs.
Here are a few suggestions for improving the working relationship between temporary and direct employees toÂ achieve even betterÂ staffing results:
- Make temporary employees feel welcome.Â While temporaries are, in fact,Â a separate part of your workforce (and must be treated differently because of co-employment laws), you and your staff can still make them feel welcome in your organization.Â By encouraging social interaction (e.g., formal orÂ informal introductions)Â among all workers, you can foster social ties that are essential to a cohesive workforce.
- Educate your direct staff.Â Â Take the time to clearly explain the role and value of temporary workers.Â The better your direct employees understand the benefits temporary help provides, the more likely they’ll be to work productively with them.
- Take advantage of training.Â If you use large numbers of temporaries, many staffing services will develop customized orientation and training programs for specific positions.Â This shifts the time-consuming burden of getting new temporary employees up-to-speed off your direct employees’ shoulders.
Bottom line, there are a number of steps you can take keep relations between temporary and direct employees positive.Â And the more positive their working relationship, the better your results will be.Â Contact Priority Personnel today to learn more about our staffing services for San Marcos employers.
August 17th, 2010
Ever feel overwhelmed by the sheer volume of information coming at you each day?
With the barrage of data pouring in from newspapers, TV, the internet, social media, RSS feeds, e-mails, voicemails and good-old-fashioned face-to-face meetings, finding the critical information you need amidst all the â€œwhite noiseâ€ can be exhausting.
Take the BLS Monthly Employment Situation, for example.Â It contains monthly employment estimates for over 1,000 industries from its Current Employment Statistics program.Â However, the changes in these overall employment levels tend to be delayed in the monthly labor reports â€“ making it a lagging indicator of economic trends.
Sound like a lot of white noise?
Not entirely.Â Temporary help employment numbers, which are part of the monthly BLS report, are generally considered to be a coincident indicator for overall employment.Â This means that changes in temporary help employment tend to forecast subsequent changes in overall employment and coincide with changes in economic activity.Â Why?Â Many companies use temporary staffing as a means to quickly adjust their operations to meet fluctuating demands for their products and services.
Hereâ€™s how to get current data for temporary help services in the BLS report:
- Go to the BLS Current Employment Statistics home page.
- Then select either the HTML or PDF version of the â€œEmployment Situation Summary.â€
- Data for temporary help services can be found in Table B-1 (page 30 of the reportâ€™s PDF version).
Â Effectively manage the economyâ€™s highs and lows with Priority Personnel.
Our staffing services for Central Texas employers can help you run lean â€“ while providing on-demand access to the talent you need to meet surges in demand.
May 18th, 2010
According to a worldwide survey of senior managers, years of staff cutbacks have undermined trust in the workplace.
The Economist Intelligence Unit’s new report, titled “Companies at the Crossroads,” recommends that to restore that trust, companies must put their employees firstÂ – or risk experiencing deep talent erosion and sustained underperformance as the global economy recovers.
Here are some key statistics from the December 2009 report:
- 29% of business executives surveyed said employee engagement is low – and that they expect to lose key people as talent demand grows.
- 41% of respondents cite a shortage of talent in their organization.
- 44% of executives surveyed said they find it increasingly difficult to recruit talented employees.
- 50% of respondents plan to ramp up recruitment in 2010, with only 18% freezing headcounts.
The survey found that while executives understand the need to focus on their talent, greater action is needed to develop sound talent management strategies for the future.Â Low trust among mid-level employees, coupled with low graduate recruitment and an ongoing demand for senior executive talent, is creating a â€œperfect stormâ€ for businesses:Â the most talented employees may be headed out the door, with fresh talent not yet recruited.
Bottom line, these trends can have a serious impact on your business as the economy recovers.Â Â Priority PersonnelÂ is prepared to help.Â We proactively recruit to ensure you always have immediate access to the skilled, talented and reliable individuals you need – especially when that talent becomes hard to find.Â Visit our website to find out what we can do for you.