Stewart Staffing Blog

Leadership and conflict seem to just go together. Unfortunately, though, as a New England personnel firm, we know that too many bosses try to avoid conflict at all costs.

But here’s the thing – conflict is inevitable and as the manager, it’s your responsibility to deal with it. The good news is that if you’re able to recognize conflict and bring about positive resolution to it, then you’ll build a stronger team and better business as a result. However, if sticking your head in the sand is you strategy for conflict resolution, then it could be your downfall.

So what exactly causes conflict? And how can you deal with it swiftly and effectively? Here’s a look:

In many cases, conflict is caused by one of two things: 1) communication issues and 2) emotions (ego, jealousy, pride, etc). With communication issues, conflict can be caused by a lack of communication, an unwillingness to communicate, communicating poorly, or communicating misinformation. Likewise, letting emotions drive behavior and decision making is another recipe for conflict.

To help handle these situations – and not get obstructed by communication issues and emotions, here are some tips to keep in mind:

1. Change your perspective about conflict.
While conflict is typically viewed as negative, there is an upside if you handle it right. In fact, most conflicts offer an opportunity for teaching, learning, and team building. So look at conflict as an opportunity to stimulate debate and innovation, rather than stifle it.

2. Seek and destroy conflict.
You can’t always prevent conflict…but there are certainly instances where you see conflict coming down the road and you can take action to stop it in its tracks…or at the very least, minimize it. So when you can, seek out areas of potential conflict and take a pro-active approach to prevent it from arising further.

3. Take an empathetic approach.
As a New England personnel firm, we know it can be tempting to deal with conflict with an iron fist. But you likely won’t get the results you want by doing so. Instead, try to deal with the situation by looking at it from all perspectives. Understand the motivations of the parties involved and take action that will help them achieve their goals in a productive way.

4. Define acceptable behavior.
If you have an employee who is always causing conflict, then it’s time to define acceptable – and unacceptable – behavior for them. The last thing you need is one drama queen or complainer sucking the energy and enthusiasm out of your entire team. And if they can’t or won’t change their toxic ways, then perhaps it’s time to replace them with someone who has a more positive attitude. If you don’t deal with conflict now, you may wind up losing good people who want a healthier, happier work environment.

If that’s the case for you, and you need to find an employee who is a better fit for your company, give us a call. As a New England personnel firm, we can give you access to top talent for a variety openings. Contact us today to learn more.

The good news is that the unemployment rate has declined to 8.3%. The bad news is that the decline is not solely because more people are being hired. It’s because less people are looking for work. Once you stop looking, you’re no longer considered “unemployed.”

If you count yourself in this boat, one option you have is to go back to school to learn a new trade or launch a new career.

But is it really worth it?

As one of the top placement firms in Hartford, we can tell you that there’s no simple answer; in fact, it depends on your unique situation. For instance, if the reason you are out of a job is because you worked in a diminishing industry, then you may want to enroll in school or a retraining program in order to transfer your skills to a new career.

In addition, if you want a job that requires a degree – whether an associate’s, bachelor’s, or higher – and you don’t have one, then you will likely need to go back to school to land the position you want. It’s unfortunate but true that many employers view an MBA as more attractive than real-world experience.

If you’re still not sure whether school is right for you, then talk to others in the field you’re interested in working. Ask them if they hold undergraduate or advanced college degrees and whether it’s helped them during their careers.

Also, as one of the leading placement firms in Hartford, we know hiring managers in fields you’re interested in are a great source of information. They know better than anyone the educational background and skills necessary to get hired. You may find out that a certain degree is mandatory to get ahead; or you may discover all you need is an internship.

Other issues to consider before making a decision include practical ones, such as whether you have the time and money to go back to school and earn your degree. That said, there are many educational grants and scholarships available to displaced workers. So contact your local community college or university and inquire about how to apply for them. In addition, nowadays, many colleges and universities offer evening classes and online courses, making it easier to fit school into your life.

At the end of the day, just because you’ve been laid off from your job doesn’t mean you should go back to school. It’s not for everyone and, as a Hartford placement firm, we know that there are certainly a variety of rewarding careers that don’t require a college degree. That said, in certain industries, a degree or certificate is a must in order to get a job and get ahead.

As one of Greater Hartford’s leading staffing firms, we know that offering a great benefits package is crucially important to attracting the best employees. So how can you tell if your package is attractive, or if there’s room for improvement?

Start by asking yourself one critical question – “are employees using the benefits?” 

You might think you offer the best benefits around. But if employees aren’t fully utilizing them, then what’s the point? So evaluate which benefits are getting a lot of use, and which ones are getting left behind. Perhaps you can replace the less popular benefits with ones employees would be more interested in.

These could include:

• Telecommuting. You can offer employees the ability to telecommute full-time or on certain days of the week.
• Flex-time. Allow employees to arrive earlier/later and leave earlier/later than the traditional 9-5 schedule.
• Discounts. For instance, you can provide group membership discounts to local gyms.
• Tuition reimbursement. Subsidize an employee’s higher education by paying for certain costs associated with attending school.
• Profit sharing. Provide employees with a bonus based on company profits.
• Employee referral program. Offer a financial reward to those employees who refer a new employee who gets hired and performs successfully for a certain period of time.

However, before investing resources into adding these perks to your benefits package, discuss them with your employees first. Invite feedback via email or a comment/suggestion box. Or create an advisory committee that consists of a cross-section of employees – younger employees, employees with small children, employees with teenagers, employees nearing retirement age, etc. They can brainstorm ideas and narrow in on those benefits that are most important.

While it will take some time and resources to better hone your benefits package, it will be well worth it in the end. After all, as one of Greater Hartford’s leading staffing firms, we know it’s not just employees who enjoy the advantages of these benefits. They can also give your company a competitive edge when trying to attract and recruit top talent. In addition, a better benefits package can lead to a happier, more productive workforce, resulting in less turnover.

Congratulations to Mr. Shaun Wade for being February 2012 Temp of the Month!

Can this be you next month?

As top recruiters in Southern New England, we know that even though the economy seems to be improving, the thought of trying to get a new job – when you’re currently employed – can be a frightening proposition. There just aren’t as many companies hiring as there were five years ago and so your search may take a while. In the meantime, how can you make the most of a job you don’t love? Here are some tips:

Understand that no job is perfect. 

For some reason, we expect to have a job that fulfills our every expectation. However, most jobs don’t deliver on those idealistic notions. You may have a slow week, a bad month, or a new co-worker you don’t love. Whatever the case may be, understand that you will never find a “perfect” job. There’s just no such thing.

Focus on the positive.  

Don’t nitpick every issue you have with your job; instead look at the big picture. Are you doing work you enjoy? Are you being well compensated? Do you like your office environment? Those are really the keys to on-the-job happiness and success. Also, before deciding to leave your current position, think about the opportunities you have there. For instance, could you be up for a promotion soon if you stick it out?

Work on yourself. 

Increase your options by enrolling in an evening or online class to enhance your skill set. Or volunteer to work on projects that will improve your leadership skills and increase your visibility within the company. You might end up falling back in love with your current job in the process, or you’ll simply be able to beef up your resume with your new skills and experience.

Confront any issues. 

If issues with a co-worker or supervisor are the source of your discontent, then try to confront the situation head on so you can all move past it. Ask to meet with him or her privately; when you do so, be ready with specific examples of how this person is impacting your job success.

If you’ve followed the tips above, but still find yourself searching for a new opportunity, give us a call. As top recruiters in Southern New England, we work with leading employers throughout the region – and we can help you find the company that best matches your skills and interests. Get started now.

As a New England Human Resources firm, we know there’s always one in the group. The person who can’t resist making snarky comments, even in serious situations. They jokingly put people down, but insist they’re just kidding around. After all, they’re not being mean, right? It’s all in good fun.

Not really. Sarcasm is simply a way to cover up a person’s contempt for another and it comes from a variety of sources, including:

• Stifled anger. Many times, sarcasm can be a passive aggressive way for someone to assert control over a situation. They don’t want to discuss their real feelings and so they disguise them with sarcasm.
• Feeling insecure. Some people use sarcasm in order to avoid confrontation. They’re afraid to ask for what they really want, so they veil their request with sarcasm.
• Lack of social sophistication. In addition, people employ sarcasm when they’re uncertain how to carry on a conversation in an uncomfortable situation. They are hoping to come off as playful, but instead come off as annoying.

So when you have a sarcastic employee, how can you handle their subtle attacks? Here are some tips:

Address it head on. 

The next time the employee makes a snide remark, call them out on it immediately – even if it’s publicly. Not only will this hopefully jolt the person into better behavior, but it also demonstrates to your employees that you find the behavior unacceptable.

Take their comment at face value. 

When your sarcastic employee makes a remark, take what they say as a genuine comment. For instance, when they roll their eyes and say sarcastically that something is a “great idea,” then respond that you agree…it is a great idea. In the process, you’ll burst their bubble and hopefully they’ll get the hint.

Meet with the employee. 

Have a private conversation with your employee and ask them about their sarcasm. Inform them that you feel it’s disruptive in the workplace and to tone it down. Remain respectful and reasonable so you don’t get dragged down into their negativity.

If all your efforts are to no avail, then perhaps it’s time to replace the sarcastic employee with someone who’s more interested in being a team player. If that’s the case, let us know. As a New England Human Resources firm, we can give you access to professionals with the skills needed to get the job done, and personalities that fit your corporate culture. Learn more now.

Competition in today’s job market is fierce. There are still plenty of unemployed people out there searching for jobs in Central Connecticut, along with lots of currently employed individuals looking for better opportunities. As a result of this crowded market, you need to stand out…in a good way.

The problem is that many job candidates do stand out – but for all the wrong reasons. In fact, as one of the leading employment agencies in Central Connecticut, we know there are plenty of resume mistakes candidates make that take them out of the running for great job opportunities.

To help you avoid the same fate, here are six tips to keep in mind:

1. Don’t include your current work phone number and email.

You’d be surprised at how many candidates make this mistake. Instead, put a personal email and your home or cell phone number on your resume. Otherwise, you’ll look dishonest because you’re using company resources for your job search.

2. Don’t put a vague objective.

An objective that says, “To obtain a position that puts my skills to use” doesn’t really say anything of value. After all, don’t we all want a job that puts our skills to use? So be more specific. If you’re having trouble, then skip the objective altogether.

3. Don’t include every job you’ve ever had.

For some reason, there are candidates out there who feel compelled to put every single job they’ve ever had on their resumes, making it cluttered and hard to read. So get rid of all those jobs from high school and college (unless of course, you just graduated and that’s your only work history), and highlight experience that is highly relevant to the job to which you’re applying.

4. Don’t include personal details.

You might be tempted to send a photo or tell the potential employer all about your kids and husband. But don’t do it. Nix the personal information. This goes for things like social security numbers, religious affiliation, political ideology, etc.

5. Don’t lie.

You may think that a little white lie about your times of employment or college degree is not a big deal. But all it takes is one phone call to catch you. And then you can kiss that job opportunity good-bye.

6. Don’t say anything negative about past jobs/employers.

Even if your last job stunk, don’t talk about it in a negative light. Prospective employers do not respond well to trash-talking past employers and positions. Plus it only makes you look bad, not the company you’re dissing.

If you’d like some additional tips on creating an effective resume or help finding a new job, let us know. As one of the leading employment agencies in Central Connecticut, we work with some of the top employers in the area and can give you access to a variety of rewarding opportunities. Get started now!

As Valentine’s Day rapidly approaches, love is in the air. But is that really appropriate for the workplace?

According to a 2011 CareerBuilder survey, more and more Americans say it is. In fact, according to the survey, about 40% of employees said they had dated someone they worked with at some point during their career.

Though it’s becoming more common, especially considering that many employees are spending longer hours working together, office romances bring a host of challenges with them – including the potential for legal claims. In fact, a significant number of sexual harassment claims stem from romances in the office gone bad.

As one of the top human resources firms in Springfield, Massachusetts and Southern New Hampshire, we know there are other repercussions associated with office romance, including the impact on morale created by a perceived favoritism. In fact, courts have found employer’s liable in cases where a manager’s romantic relationship with a subordinate resulted in favoritism.

So what should you do if an office romance comes to your attention? Here are some ideas to consider:

Be pro-active. 

If the relationship is between two co-workers, make it known that you will not tolerate any disruptions in productivity. If, on the other hand, the relationship is between a manager and a subordinate, evaluate whether you should change the reporting structure. Don’t, however, automatically reassign the female in the relationship; otherwise it could be viewed as discrimination.

Create a policy against sexual harassment. 

You can significantly reduce the likelihood of a claim with a comprehensive sexual harassment policy in place. One vital component of such a policy is an effective procedure for reporting and dealing with claims of sexual harassment.

Have employees sign on the dotted line. 

To protect your company further, you may want the employees involved in a relationship to sign a contract that states the relationship is consensual and that both parties understand the company policy regarding office romances and sexual harassment.

Train your supervisors. 

Another way to protect your company in the case of a lawsuit – and demonstrate your company’s good faith attempt to comply with the law – is to train your managers on the issue of sexual harassment. Topics that should be covered include the seriousness of the charge; the policy your company has in place; and the responsibilities of the managers should they learn of alleged sexual harassment.

If you’d like to learn more about creating a sexual harassment policy, or any other kind of policy for your company, let us know. As one of the top human resources firms in Springfield, Massachusetts and Southern New Hampshire, we know that human resources is becoming an increasingly complicated function; and yet, many companies can’t afford to hire a full-time HR professional – which is where we come in. We offer a full range of HR services that can help you remain compliant and gain peace of mind. Contact us today to learn more.

We are proud to announce that the Temp of the Month for January 2012 is Ms. Christina Kielb for her longevity, strong work ethic, and positive attitude!

Congratulations Christina Kielb for being our Temp or the Month for January 2012!

Can this be you next month?

In today’s New England job market, the competition is fierce. And more and more, we hear stories about candidates bringing food and gifts to hiring managers – and employing even more outrageous strategies and stunts, such as going to an interview wearing a tuxedo in order to “stand out.”

But do these “out-of-the-box” approaches really work?  

Well, it depends on the industry. As one of the top employment agencies in New England, we know, for instance, if you’re applying for a job at a law firm, then they probably won’t work since law firms are looking for more serious-minded candidates. However, if you’re applying for work at an advertising agency, a smart direct mail campaign targeting the hiring manager or creative director could certainly work in your favor.

Here are some other tips to help you get noticed, without going overboard:

Be bold.

Rather than being wacky or wild, be bold. Many employers don’t want unpredictable, off-the-wall job candidates. What they do want is someone who is innovative and who can communicate their ideas in an effective way.

For instance, if you’re applying for a job as a graphic designer, then design a website detailing reasons you’d be a great fit for the position and what you can offer the company. Employers are looking for people who go above and beyond – and taking this kind of initiative will show them that you are just such a person.

Don’t pester the hiring manager.

Some candidates want to show their enthusiasm for a particular position by pestering the hiring manager with phone calls, emails, or even waiting outside their offices to talk with them. But taking this kind of approach will only hurt your chances of getting the job offer. Not only that, but if you annoy the hiring manager enough, you can also kill any chance of being considered for future opportunities.

Whatever strategy you do think about, it’s important that you consider the professional consequences before employing it. While trying something out of the ordinary can give you the edge, it can also make you memorable for all the wrong reasons…if you’re not careful. Also keep in mind that the very best job search strategies are those that put you in contact with the hiring manager, so you can demonstrate your value to them directly.

And if you’d like some help finding a job that’s right for you, let us know. As one of the top employment agencies in New England, we work with leading employers throughout the region and can give you access to a variety of rewarding job opportunities.

Submit your resume now.