Resources

What's Your Interest?




There are many benefits of having a diverse workforce. Organizations that focus on building a diverse and inclusive team often see higher employee satisfaction rates, increased engagement, healthier company cultures, and positive impacts on the economic bottom line.

1. Is your executive team diverse? Is your board diverse?

2. Do your company photos show a diverse group of employees or does everyone look the same?

3. Do the staff events that you post on social media look welcoming to diverse communities?

4. Does your organization attend, support, and promote a variety of diverse community causes?

5. Do you have ads on your website showing inclusiveness? Do you use inclusive language?

6. Have you asked your diverse employees and members of the public for their feedback and assessment on the inclusiveness of your organization?

7. When candidates attend an interview, is the interview panel diverse and welcoming?

8. Can applicants and members of the public see a range of diverse workers and signage as they enter the workplace?

9. Do you offer flexibility in your work arrangements and group benefits?

10. Do you sponsor employee resource groups, mentorships, coops, and networks for equity-seeking groups in the workplace?

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.




Did you know there is a glass ceiling at many companies? Although the term is often used to describe barriers females face in the workforce, a glass ceiling is something that both genders face at all levels. It limits career advancement, effectively prevents individuals from reaching their full potential, and limits salary equity.

Shattering the glass ceiling doesn’t happen overnight; it involves creating a culture that supports retention and allows people to succeed outside of their comfort zone. Here are three ways your company can shatter the glass ceiling.

Eliminate Unfair Evaluations

As organizations become more diverse, it’s crucial they develop and implement fair processes. Evaluations of employees can be unjust if they focus more on what is wrong with an employee than what is right. For example, if an employee is receiving evaluations that only point out negative aspects of their work performance, it’s likely that the employee will never get ahead.

Eliminating unfair evaluations is a great way to help employees trust the company they work for. Everyone deserves to have a chance to advance in their career, and when everyone is being evaluated fairly, it will feel much less challenging. It’s important to take specific steps to eliminate unfair evaluations. This can be done by setting employees’ goals, assessing their current position, providing feedback, and balancing input for poor performance. This way, all employees will be held responsible for their actions.

Provide Flexible Schedules

Providing a flexible schedule is one of the most attractive benefits companies can provide to employees, and with good reason: it helps them deal with the constant push and pull between their professional and personal lives. It’s great for both employees and employers: employees get to work when they’re most productive and not be penalized, and the employer avoids costly burnout.

There is nothing wrong with putting in extra hours to pursue a career. Employers should provide flex-time or flex-hours for their employees to have time off to handle personal matters and do other things such as family time, exercise, volunteering, or volunteering anything else they would like to do.

Zero-Tolerance Harassment Policy

Sexual, gender, and racial harassment should not be tolerated in the workplace. Having a zero-tolerance policy against this behavior can help all break through the glass ceiling. A zero-tolerance policy is one that does not accept any violations of its policies or laws. The first time it happens, the violator will be immediately terminated.

A zero-tolerance policy will help ensure all employees have equal opportunities to succeed based on their abilities, not their gender or diversity, and make them feel safe. Also, it will secure each employee is given an equal opportunity to succeed in their chosen career path.

The best way to achieve a level playing field in the workplace is to set realistic and fair standards for evaluation, allow flexible schedules for healthy work-life balance, and have a zero-tolerance policy for harassment. When an organization adopts these practices, employees will be able to showcase their talents fairly, and your company can shatter its glass ceiling.

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.




The relationship between employer and employee is a fragile and vital thing. It’s held together by shared needs and governed by mutually understood rules of behavior. Most employers are good at managing the basics, but here are a few of the ways you can set yourself apart.

Accept the Blame

When an employee under your supervision commits an error, discuss it with the employee, figure out how to solve it or manage the fallout. Then, rather than throw the worker under the bus, take responsibility. It’s your team. Own it.

Don’t Expect Crazy Work Hours

We all know there are crunch times for companies–periods when longer workdays are expected. So, be upfront about them. But don’t let them become common. If you find long days are your new normal, you need to hire more help, not demand more of current staff.

Don’t Tolerate Abusive Customers

There are good customers and challenging ones. Expect your employees to report on how their client relationships are going. The minute “difficult” crosses the line into “abusive,” allow workers to walk away, then take charge. Manage the client yourself or, if the situation warrants it, dump that customer.

Say “No” to Bullies

It’s as real on the job as it is in the middle school locker room. And no less damaging to the victims. Stay in touch with your office and/or your shop floor. Make it clear you expect everyone to treat co-workers with respect. If you find a bully or hear about one, take disciplinary action. And if you don’t see the results you want, dismiss the bully.

Focus on Health and Wellness

If we learned anything from the past year, it’s that viruses are easy to spread. While you don’t want people to take a sick day for every minor ailment, it’s important to encourage, even expect, employees to rest and recuperate at home when they’re ill. So, review your sick leave policy. Make it clear and generous. Focus on keeping maximum health and wellness.

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.




Facing conflict is unavoidable at work, but that doesn’t mean you have to hide from it. It’s important to have these critical conversations so your team and the business can continue to succeed. While not everyone will always get along, and there will be bound to be conflicts, it is essential to conduct yourself in a professional way. Here are five ways to face difficult conversations at work successfully.

Don’t Avoid the Conversation

Having a difficult conversation at work is never fun, which is why it’s so often avoided. You can keep putting it off, or you can find reasons not to have it at all; but if you do, you risk creating more problems later down the road. Let’s say you’ve got an employee who misses deadlines too often. At first, you might have thought they were just under a lot of pressure. But now is the time to have that difficult conversation. It’s better to do it sooner rather than later before it drags down your team’s productivity or ruins your relationship with the employee.

It’s best to have those tough conversations now so that they’ll be easier and more natural the next time you’ll need to have a critical conversation.

Have the Right Mindset

The right mindset can help you overcome your nerves in difficult conversations. It’s easy to get bogged down by negative self-talk during tense situations, but it’s more effective to change your mindset and focus on how you can be helpful or find common ground. With the right mindset and clear communication, you’ll see better outcomes in your conversation and build stronger relationships with your team along the way.

Get Comfortable with Uncomfortable Conversations

If you want to improve how you handle difficult conversations, work on getting comfortable with uncomfortable conversations. When you don’t procrastinate or dance around the issue and clearly communicate the issue at hand, you’ll build better relationships and improve your communication skills.

Having tough conversations forces companies to bring uncomfortable issues out into the open. And it can help your organization address them head-on, especially when it comes to critical matters like employee performance or employee misconduct.

Be Empathetic

One of the most effective ways to make someone more comfortable in a difficult conversation is to make sure they understand why you’re having it and what outcome you’re expecting. This clear communication will help the individual feel less defensive and more involved and supported.

Consider how the other person will feel during the conversation and give them time to process their emotions. Clearly explain why you’re having the meeting to help them fully understand your perspective. If you see them struggling, pause for a minute so they can gather their thoughts. If they start to get emotional, appreciate how they feel and reassure them that you’re providing this feedback because you care. If you spot a coworker being late on deadlines, start the conversation with something like, “Hey
there, I just wanted to see if you’re okay? I notice you’ve been missing some deadlines lately. Is there anything I can help with? How about we come up with a plan, so we get everything back on track?”

Find a Solution

When you’re having a tough conversation, the main goal to keep in mind should be developing an actionable solution. For example, if you have an employee who keeps missing deadlines, tell them that you want to discuss a few ways they can improve their performance by finding the root of the issue. If it seems like they are late because of not being organized enough, suggest getting them an online calendar to log their tasks and appointments.

When a conflict arises, it pays to stay calm, respectful, and professional. These strategies will help you navigate difficult conversations at work by increasing your potential and strengthening relationships.

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.




TikTok is great for passing the time now and then, but did you know you can leverage it to land a new job? Like other social media platforms, you can use TikTok to get hired in your dream job – however, there are pros and cons. So before you post your resume to TikTok, be sure to think through the potential outcomes and if it’s the right move to help you get hired.

PROS

You Can Better Highlight Your Skills

Unlike a standard resume, posting it as a video allows you to showcase your personality and do a deeper dive into your skills and experience. You’ll be able to speak to what’s on your traditional resume better than someone who’s just reviewing it. You’ll also be able to speak to any gaps in your resume that need an explanation.

Being able to put your resume in video form is a great way to show potential employers who you are and allows you to walk hiring managers through who you are as a candidate.

It Can be Fun and Creative

If you enjoy watching TikToks, it can be a fun and creative way to showcase your skills and experience. Creating an account and posting videos to TikTok is relatively easy, and just about anyone can do it. Many features within the platform can help your video stand out, like utilizing hashtags, “duet-ing,” and interacting with others in the comments.

Is Attention-grabbing and Out of the Box

Whenever you post something to social media, there’s always the chance it will go viral. Posting your resume on TikTok is no different. You can definitely stand out from other candidates if you’re posting your resume in video form. When you post your resume on TikTok, you can utilize hashtags to target the companies your dream of working for and try to get it in front of the eyes of the hiring managers at those companies.

CONS

Opens You to Potential Bias

When you submit a traditional resume, the hiring manager theoretically has no idea who you are in real life – which helps mitigate some of the potential for bias. However, if employers come across your resume in video form, they can see you from the get-go. While this shouldn’t be the case, unfortunately, this allows room for conscious or unconscious bias on the part of hiring managers—the way you look could then be a factor in whether or not employers reach out.

Your Post May Never Even be Seen

There are millions of users on TikTok, so there’s a good chance you do all the work to create an attention-grabbing video that showcases your skills and experience only for it to never be seen by a hiring manager. TikTok is a very saturated space, so don’t be surprised if your video doesn’t make it to the eyes of hiring managers or decision-makers at the companies you’d want to work for.

Another thing to keep in mind is that not every industry will see posting your resume on TikTok as professional. If you’re looking for a position in medicine, finance, or law, it’s best to avoid TikTok and stick to more traditional job search methods.

TikTok has taken the world by storm, and it’s not going to slow down anytime soon. Learning to harness the power of social media can help you land your dream job. TikTok offers a new and creative way to showcase your resume, but there are pros and cons to using this medium. So before posting your resume on TikTok, weigh the pros and cons to decide if it’s the right career move for you.

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.

Subscribe to our Knowledge Center.

Loading

Subscribe to our blog.

Loading

Subscribe to our blog.

Loading