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There are still many people working remotely or some hybrid remote version. This is expected to be part of the new normal for the future of work. So, how do you lead remote teams well? It’s different from when they were in the same physical space as you. Here are three ways to lead remote teams better.

Schedule Daily Check-ins

One of the best ways to start leading remote teams better is to schedule daily check-ins with your employees. Having designated time for virtual face-to-face communication will be a key to leading remote teams better. Phone calls and instant messaging are great ways to collaborate and are essential for communication across remote teams; it is vital that your employees still see and engage with their leadership directly.

Here at EG, we had daily check-ins even before we shifted to remote and remote hybrid working. Each morning, our teams break out into “huddles” where each team member shares their daily happenings and their top priority for what they want to accomplish, if nothing else. Direct leadership also participates in these huddles to share the metrics so their team has a complete picture of their department. These daily check-ins are not designed to micromanage or “big brother” our team, but instead, to make sure we are all aligned – it’s almost impossible to stop a team who’s aligned and knows the direction they need to go.

Over Communicate

When it comes to leading remote teams better, there is almost no such thing as over communication. Since you can’t walk over to their desk or work area, you’ll be relying on collaboration tools like instant messaging, emails, phone calls, or Zoom meetings. This means there is more room for miscommunication or misunderstanding. Being able to over communicate the requirements and projects will be a key for having successful remote teams. Having consistent communication with your team will also help combat loneliness or feel isolated while working remotely!

Having regular communication is also vital for over communicating with your remote teams. Your team shouldn’t just hear from you once a week or when something is needed, but often so everyone stays on the same page and is aligned on the goals and priorities of the department. This goes back to having those regular check-ins with your team!

Focus on Outcomes, Not Just Tasks

Since you’ll generally not be aware of every task your team members are completing on a daily basis while working remotely, it will be more important to focus on the outcomes to measure their success. By focusing on the outcomes your team is delivering, you’ll better understand how their time is being spent, what resources they need or are using most, and where there might be opportunities for improvement.

It’s likely that “work from home” is no longer a “trend.” It’s here to stay – at least in some capacity – for many workers across the country. Leaders must learn how to adapt and adequately lead their remote teams to ensure their employees are engaged, motivated, productive, and satisfied. The three ways to start leading remote teams better include scheduling daily check-ins, over communicating, and focusing on outcomes over the number of activities your team is doing. Implementing these strategies will help leaders manage their remote teams more effectively.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




It’s been a whirlwind of a year; you’ve probably had your fair share of highs and lows, but what happens when you need to refocus after a bad day, week, month, or year? We’ve all dealt with the uncertainty, anxiety, confronting social justice, and the stress of a global pandemic for over a year now. This has taken a significant toll on our mental health which impacts your personal and professional life.

Practice Self-Care

Self-care is a crucial practice for taking care of your mental health and getting out of the “fog” of the past year. It also looks different for every individual. For some, self-care might look like unplugging, taking a walk, exercising, reading for pleasure, taking up a hobby for enjoyment, or treating yourself to a new item, spa treatment, or indulging in a sweet treat.

Practicing self-care once can give you an instant boost. Practicing ongoing self-care can help improve your overall mental health and help you better deal with the pressures and stressors of life and your career. Practicing ongoing self-care can also help prevent burnout which means you’ll be more satisfied, productive, and motivated at work.

Cut Yourself Some Slack

We are often our toughest critics, but we need to learn to cut ourselves some slack. Everyone is dealing with a lot in the current climate, so it’s ok to not always feel your usual self or have a positive attitude. When you do notice you’re starting to slip into a “funk,” recognize it but don’t beat yourself up for it – you’ll only drag yourself deeper into negativity.

When you experience these lows or negative thoughts, it’s probably time to practice some self-care to help yourself out. It’s also important to practice self-compassion. This essentially means understanding your emotions and feelings are valid as part of the human experience, but giving yourself grace when you don’t feel upbeat or positive.

Focus on What You Can Control

In life, there are things you can AND cannot control. First, you need to just accept this. Then, focus on the things you can control. When you stop trying to control the things others do, you’ll constantly be spinning your wheels and end up in a cycle of negative thoughts and frustrations. Instead, stay focused on the things you can control.

For example, what is one thing you absolutely can accomplish today? How can you find a more positive outlook on a situation? What can you take responsibility for? These small wins that you control matter and will help you both personally and professionally.

Release Negativity

Much like not being able to control what others do, you have to learn how to release the negativity around you – and your own. When you’re constantly taking on the negativity of others and dragging yourself deeper into your own, you’re sure to sink sooner or later.

Make Time for Rest – And Take It

With the pressure to be always on, it’s hard to make time for rest – much less actually take it when you do find the time. However, rest is one of the most important factors in refocuses your mental health for your personal and professional life. Rest is important, and you must make time for it! We all have a lot on our plates, but you will only help yourself if you make time for rest or schedule time to do absolutely nothing.

Putting a pause on everything you have going on personally and professionally to make time for rest will help you reset your mental health. Refocus on your priorities. And make you more productive since your body and mind have had time to recover from the hectic schedules we put on ourselves.

If you’ve been feeling “off” or not like your usual self for a day, a week, a month, or a year that’s ok. It’s even normal to have these feelings! To prevent yourself from burning out or sinking too deep into negativity, it’s important to refocus your mental health. To refocus, you must practice self-care, cut yourself some slack, release negativity, and make time for rest.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Burnout is a common problem facing many professionals across the US. People are stressed from the increased demands at work, the pandemic, and the ongoing social crises. While burnout is common, it does need to be taken seriously. When your workers burnout, they are less motivated and productive – hurting their wellness and your bottom line. If you or your workers are suffering from burnout, follow these four ways to recover.

Determine the Source

If you or your employees are suffering from burnout, you’ll need to determine the source of the stress contributing to the problem. You can’t solve a problem if you’re unsure of where it’s stemming from! To find the source, you and your team should answer the following questions:

– How many extra hours are we working to get the job done?
– Do we have enough resources to do our work effectively?
– Are we using the right resources to do our work efficiently?
– What can be delegated, and who has bandwidth?
– Are we taking time for wellness?
– Are people taking PTO or working 24/7?
– What is our company culture like beyond 5 pm?

When you get insight into where the stressors lay after answering these questions, you’ll be able to start determining the source or sources where the burnout is stemming from.

Take Back Control of What You Can

“Control what you can” should be more than just a nice saying people talk about. When you or your team is suffering from burnout, it’s time to actually take control of what you can. Someone suffering from burnout can often feel powerless – time and deadlines can feel like they’re rushing in, and there’s nothing that can be done to stop it. This is why it’s important to do what you can to take back control. Some simple steps for regaining control over your projects include:

– Prioritize – When you’re overwhelmed by your projects, they can all seem like a number one priority. Yes, some things will just have to get done, but the truth is, others can wait. Sit down and really prioritize your workload and start accomplishing the most critical projects first. The rest will have to wait.
– Delegate – No one can do it all on their own; you have a team for a reason. Find out who has bandwidth you can delegate some tasks to.
– Leave Work at the door – Perhaps most important, leave your work at work if you’re suffering from burnout. There is intense pressure to be “always-on” and this has accelerated the rate at which people are suffering from burnout. Recovering from burnout starts by taking time away from work to reset, recharge, and refocus.
– Be firm in taking care of your own needs – Talk to people you trust and take care of yourself. Communicate how you’ve been feeling and that you need more support. Set boundaries and stick to them.

Identify Immediate Changes

It might be time to clear some space on your plate or lighten the load you or your employees are carrying. Think about reorganizing your processes for how you can distribute responsibilities or bring in new resources.

If you or your workers are spending more hours on a project than there are in a week, it’s time to take a hard look at the projects going on and really prioritize them based on importance. Evaluate your current projects and commitments and consider postponing or scaling back some that have been lowered on the priority list. When you, or your team, does this, the relief this brings will be immediate!

Burnout is no joke. It’s dangerous to mental health, wellness, and your bottom line. Support your workers (or yourself) who are suffering burnout by following these tips for recovery. When you notice burnout, first, determine the source, take back control of the things you have control over, and identify immediate changes you can make to mitigate the stressors triggering the burnout. Following these tips will help your or your employees recover from burnout.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Meetings can easily jam-pack your calendar before you know it, especially when they are a virtual Zoom call. It’s easy to jump from meetings back to back then at the end of the day, wondering what you’ve actually accomplished. Meetings, when not done well, are one of the biggest time-wasters at work. Here are five easy ways to improve meetings, so they are productive, well managed, and efficient.

Have an Agenda

No one wants to come to a meeting where the leader is unprepared, or there isn’t a clear-cut path for what the meeting is supposed to be accomplishing. This is why it’s vital to have an agenda for every meeting. An agenda lets everyone in the meeting know what will be covered. It should also be sent out before the meeting so the participants can review and prepare as needed.

An agenda also serves as a time management tool. Knowing how long the meeting is scheduled for and having general time allotted for each agenda item will help the meeting stay on track – and on time.

Cover Important Action Items First

Your agenda should list the most important action items as the first things to be discussed during the meeting. By covering the most important actions first, you will have covered the items that bring the most value to those involved in the meeting before time runs out.

Also, people tend to be more engaged at the start of a meeting so they’ll be more engaged in problem-solving of having critical conversations around these important issues.

Start and Stop On Time

If the meeting is scheduled to start at 11:00, but either someone hasn’t joined the Zoom room or has lost track of time at their work station, start the meeting at 11:00. Don’t make others who arrived on time wait for those who haven’t. Starting on time means jumping right into the agenda and action items.

It’s also important to end the meeting on time. Everyone is busy, and time is a valuable resource; when you’ve asked people to schedule time for a meeting, it’s important to respect that time by ending the meeting as scheduled. If everything that needed to be addressed isn’t, schedule another meeting but don’t keep people beyond what was scheduled.

Assign Specific Responsibilities for Action Items

If your meetings are all talk but no direction, nothing is going to happen to those action items. To make meetings efficient and productive, it’s important to assign people responsibilities and tasks around the action items.

Remember, when it comes to meetings, discussion, and agreement without assigned responsibility and deadlines is just a conversation. Everyone should walk away from the meeting knowing what they specifically need to do to keep the momentum going.

Keep Notes

Finally, it’s crucial to have a designated note-taker during meetings. Having someone capture what is discussed, what is assigned, what the pain points continue to be, and then distributing that information back to the participants is a major key to making sure the momentum doesn’t end when the meeting does.

Make your meetings better by improving their effectiveness and efficiency by following these best practices. Prepare and send an agenda beforehand, cover the most important action items first, start and stop the meeting on time, assign specific responsibilities, and keep accurate notes to refer back to. These best practices will make meetings less of a pain point and more likely to actually get things accomplished.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




When you’re ready to make to next move in your career to a leadership role, it will be vital to add these three traits to your resume to show how you’d be the right fit for the job. Along with making sure your resume is polished, accurate, and error-free, you’ll want to ensure you’re able to include these three traits on your resume to land a leadership role.

Problem-Solving Abilities

All good leaders are problem solvers. When problems arise on the job for themselves or their team, the ability to troubleshoot and solve these issues will be vital to being a successful leader. Effective problem-solving means you’ll be able to remain calm in stressful situations to find a solution. It also includes making quick decisions, fixing roadblocks that prevent your team from doing their job at full productivity, ensuring all projects are done promptly, communicating when things don’t go to plan, and finding new ways to innovate when the situation calls for it.

The key problem-solving skills you’ll want to highlight include:

– Critical thinking ability.
– Analytical thinking skills.
– Research and evaluation.
– Level-headedness.
– Integrity.

Decisiveness Capabilities

Often, some of the most effective leaders are those who can make decisions and stick to them. It’s hard to get behind a leader who is wishy-washy or doesn’t follow through on the decisions they’ve made. This decisiveness comes with time and experience, so taking the time to learn and understand all you can about your industry is crucial if you want to become a leader in your field.

To continue improving your decisiveness capabilities will require research, evaluation, problem-solving, and goal-setting. Decisive leaders will be able to pull from their own prior experiences to evaluate what might work best, then make the decision and be confident in be willing to take responsibility for the end result.

Some key skills you should showcase for your decisiveness capabilities include:

– Taking the initiative.
– Integrity.
– Goal-setting.
– Research and evaluation abilities.
– Confidence.

Team-Building Abilities

Sometimes, a leader is only as effective as the support they have behind them. The ability to build strong relationships with your teams is a crucial skill aspiring leaders should have. Team building requires leadership strengths such as effective communication and conflict resolution. When your team is behind you and loyal to the goals you want to accomplish, they will rally and work hard to make it happen.

Here at EG, we have a saying that “you can stop one or two of us, but you can’t stop us when we’re all moving in the same direction.” Our teams are going in the same direction because of the team-building abilities of our leadership team. Once you and your team understand each other, you will benefit by assessing strengths, delegating tasks, and completing your goals more seamlessly.

Here are a few of the top team-building skills you’ll need to include in your resume:

– Interpersonal skills.
– Motivational abilities.
– Collaboration and Communication skills.
– Social skills.
– Ability to inspire.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.




Hiring great candidates comes with many challenges your recruitment team encounters. Your candidate experience plays a significant role in bringing in that top talent to your organization; however, many times, applicants fall off if the process is slow, unwelcoming, or unengaging. Here are three ways to improve your candidate experience to hire rock star talent for your organization.

Keep the Hiring Processes Moving

From the time a candidate hits submit on their application, there should be a quick response or confirmation that their resume was received. From there, if your hiring team feels the candidate would be a good fit, there shouldn’t be a delay in getting an interview scheduled. After the interview process – which, if prolonged, your hiring manager should remain in contact with the candidate – a job offer should be made promptly.

When hiring managers drag their feet through the recruiting process, everyone involved is negatively affected. Great candidates will drop off if they don’t feel like they are progressing in the process. The company will lose out on hiring top talent. Companies must cut out the delays that hamper the hiring process or risk losing candidates to the competition.

It’s essential to make the distinction between keeping the hiring process moving and rushing to hire. Hiring candidates as fast as possible without proper vetting can lead to more problems in the end as you’ll see higher turnover and decreased employee engagement. So while you need to go through the proper vetting process, it’s vital to ensure your hiring manager stays in contact with your top candidates, so they don’t move on to other opportunities.

Source Diverse Talent

With many companies focused on diversity and inclusion goals, hiring managers should include these goals in their recruitment strategies. Bringing in a more diverse group of candidates can help you identify gaps in the hiring process where certain groups of people might feel excluded or unwelcome. This can be anything from how the job descriptions are written to how a minority, female, or LGBTQ+ person feels during an interview. By sourcing a diverse talent pool and identifying any gaps that might exist in your recruiting process, you can start to remedy them and improve your overall candidate experience.

Make the Hiring Process Engaging

As organizations continue to integrate technology more deeply into their screening and hiring processes, it’s important to remember that this non-human touch can only take the hiring strategy so far. Technology has been a significant asset in the hiring process; while it has many benefits, organizations need to balance efficiency, engagement, and personalization. If a candidate feels like they’ve never had a human connection in the hiring process, they may be turned off. Relying solely or mostly on technology to move candidates through the hiring process, you run the risk of candidates feeling more like a commodity and less of a potential value add to the organization.

Instead of relying on technology to find the perfect candidate, hiring managers should use it to free up their time on sourcing so they can engage more deeply with the applicants seeking a position at their company.

Having a stellar candidate experience is crucial to a successful hiring strategy. Taking care of your applicants will keep top talent in the pipeline and lead to more strategic hires for your organization. Start improving your candidate experience by keeping the process moving; there shouldn’t be long gaps between the application, communication, and interview(s) with the candidate. You’ll also want to source diverse talent to get different perspectives on areas you can do better in. And finally, make the hiring process engaging and human – no one wants to feel like a machine picked their resume.

About EG Workforce Solutions

We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.

But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.

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