When productivity takes a dive, it can be tempting to fantasize about hiring a whole new team to bring the fire back to your office. However, research shows that, in many cases, it is actually much less expensive to retrain current employees rather than replace them with new hires. Below we explore the associated of both strategies and explain why retraining is typically the better way to go.
Here are quick tips on why retaining your employees is a smart investment.
The Direct Cost of Training a New Hire
Studies show that the direct cost of replacing an employee can reach as high as 50% to 60% of their annual salary. These costs include the following:
Costs of letting a current employee go.
• HR staff time for exit interviews, payroll administration, etc.
• Manager’s time for retention attempts and exit interviews.
• Accrued time off.
• Temporary coverage costs, including contingent employees, overtime for remaining employees, etc.
Costs of onboarding a new hire.
• New hire’s compensation.
• Hiring inducements, including signing bonuses, relocation
reimbursement, and perks.
• Hiring manager’s time.
• Orientation program time and materials.
• HR staff induction costs, including payroll, benefits enrollment, etc.
Adding in the Associated Costs of a New Hire
However, direct costs are only one part of the eventual bill. When you add in the associated costs of employee replacement, the total often balloons to 90% to 200% of their annual salary.
Business Impact Costs:
• Delays in production
• Lost clients that would have been acquired if the employee stayed
• Stiffer competition as the employee moves to a rival company or forms their own business
• Others leave to join lost employees at their new organization
• Disruptions to teamwork
Training Costs:
• Formal training, including instruction time and materials
• On-the-job training, including supervisor and employee time
• Mentoring the new employee
• Socialization, including other employees’ time and travel costs
• Productivity loss as the new hire masters their job
Rehiring is No Small Expense
Research estimates that turnover costs average:
• 12% of pre-tax income for the average company
• 40% of pre-tax income for companies in the 75th percentile of employee turnover
How to Keep Training Costs Down
Conversely, retaining existing employees only costs you business training expenses. Because you will be paying these expenses, either way, it is often far less expensive to take this route. The following are some suggestions to keep these training expenses low.
Utilize free training resources – Free educational resources such as MIT OpenCourseWare can provide excellent training materials for your employees.
Use online learning management systems – Eliminate travel expenses and instructor salaries by conducting your training online via learning management software.
Use inside trainers – If you have internal employees who are experts in a particular subject, allow them to train employees in that skill set.
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.
Most of us have left our high school days behind, but we may sometimes feel like our workplaces resemble those old stomping grounds – especially regarding rumors. False stories about the boss, company decisions, coworkers, or even you can spread quickly and create a toxic environment. If you find yourself on the receiving end of some office side-eyes and quiet whispers, here are some tips to help you work your way through the situation with your head held high.
Address the Gossip
It’s common for people to talk about others behind their backs. If you feel that you’re the subject of gossip—whether true or not—you should confront the person immediately. Confirm with your team that the rumor isn’t true; sometimes, this can help build trust and improve coworkers’ relationships. Once you’ve gathered all of this information, you should speak with the person who started the rumor; do this privately so as not to embarrass anyone. Don’t use this time as an opportunity for revenge.
When dealing with gossip, it’s essential to remember that the person spreading rumors might not even realize they’re doing it. If you let them know that what they’re saying is hurtful, they might not even realize they were doing anything wrong. Talking privately may clarify the issue—but sometimes people continue their gossiping after being confronted. Gossip can also be problematic because often no one wants to seem like a snitch—but if you catch someone in a lie or a rumor about you, confronting them about it can stop the flow of gossip and turn people against them.
Keep Your Emotions in Check
When coworkers start spreading rumors about you, it’s easy to get upset. But remember that it’s not worth your time to be distracted by silly rumors about your work ethic or home life. Your career and reputation are too valuable for you to take gossip seriously. If someone says something about you behind your back, try not to let it bother you too much. Instead of confronting the person face-to-face and setting them straight right off the bat, have a plan of action mapped out so that if you feel like giving in to the urge to confront them, you can keep your emotions under control. While it might seem tempting to argue with them and tell them off for their comment or gossip, avoid getting caught up in the moment—you never know what repercussions could come from getting into an argument with a coworker.
When confronting a person who may be spreading rumors about you, don’t ask them why or demand that they explain themselves. Instead, tell them calmly how the gossip has affected you personally. You can do this by explaining that you know what they were saying and would appreciate it if they could stop. This type of confrontation will help prevent things from getting heated and allow both parties involved to come to a mutual understanding and respect each other as equals.
Instead of arguing with a person about what they’ve said about you, it can be more effective to confront them with a statement like “I’m aware of what you’ve been saying about me. I would appreciate it if you wouldn’t say those things anymore.” If that doesn’t work, consider ignoring the situation entirely. It’s essential to be confident in yourself and your actions so that you don’t attack the other person or try to get back at them for talking negatively.
Ask for Help
If you find yourself in a situation where coworkers are not respecting your personal boundaries, don’t be afraid to ask for help. It may feel embarrassing to tell someone you’re being gossiped about. Still, it’s essential to remember that the gossip is about you and that the people talking about you probably don’t know or understand the whole story. Also, if you feel uncomfortable talking to a coworker directly, there are other ways to get help. You can speak to your manager or write an email to HR asking them to intervene on your behalf. You could also reach out to a trusted colleague who has experience dealing with conflict in the workplace.
When you’ve taken the necessary steps to address gossip, and it hasn’t stopped, or if the talk is discriminatory or exclusionary, you can report it to your manager and consult HR. In some situations, if there’s still a problem after your first conversation with HR, file an official complaint. The biggest thing to remember is that HR needs proof that the gossip has been happening.
Lead by Example
If you want to reduce the gossip in your office, do not talk about people behind their backs. Try to keep in mind that people have feelings and that if you say something, they’ll likely find out. Talking negatively about other people will only cause them to feel that they are being victimized, and they may be less likely to trust your intentions in the future.
Try focusing on the positives when you talk to your coworkers and try to be more constructive with your criticism. If someone is making a mistake, instead of telling them how they messed up and telling everyone in the office, show them how to do it better by giving them pointers for improvement and keep it between the two of you.
When you find yourself in the middle of a rumor, resist talking about co-workers’ personal lives. Instead, address false stories and ask for help if you need it. Set an example of a gossip-free environment by being aware of what you do and say. Gossip becomes a problem when it spreads rumors or makes people feel uncomfortable at work.
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.
Since its founding in 1958, EG Workforce Solutions has been Helping People Succeed by bridging the gap between the hiring and the hired. EG has established itself as a high-value strategic partner with our contract staffing, RPO (Recruitment Process Outsourcing), BPO, and consultative employer brand + retention offerings for clients across the US.
Like any organization, EG has experienced the natural peaks, and valleys businesses face. From growing the company into a multi-offering workforce solution to navigating the 2008 recession and, most recently, the COVID-19 pandemic. However, in 2017, EG Workforce Solutions experienced a significant downturn in its company culture and talent retention due to an adverse change in leadership and the dilution of its mission. As a result, the organization lost itself and its core values rapidly; high-performing employees resigned, people who remained were unhappy, and the bottom line suffered.
What EG Did Next
To reinvigorate the company, senior leadership knew they needed to take action. The toxic leadership was quickly removed, and they brought EG’s core values alive by changing from single words to phrases with definitions behind them, so nothing was left for interpretation and leaving no room for ambiguity on how EG conducts itself.
EG fully subscribed to the notion that by building an employer brand and culture that attracted the type of talent aligned to it, the business would grow faster, stronger, and more innovatively. It started with the new core values that made it clear
how EG would treat its employees, Field Associates, and clients – it’s also the playbook for how everyone at EG would treat each other.
Additionally, efforts were implemented to beef up EG’s culture, including bi-weekly check-ins with direct supports, utilization of Align for productivity, meeting rhythms for transparent communication in every facet of the organization, LinkedIn Learning, creation of company culture and DEI committees, and Better Book Club to name a few.
We Didn’t Stop There
EG also focused heavily on creating a company culture focused on trust, transparency, and growth. Transparent communication was accomplished through eNPS surveys sent to staff members quarterly to identify areas where the company was thriving or needed to re-evaluate. These eNPS surveys are followed up with all staff town halls to discuss survey trends and next actions.
EG also provides tools to enhance our employees’ daily personal and professional lives. EG uses Bonusly to publicly recognize and reward employees and emphasizes handwritten “thank you” notes. Our team also has access to LinkedIn Learning to grow their skills and knowledge. There are clear career paths for professional advancement within the company for anyone who wants to grow.
Additionally, EG pays our associates to read books through our Better Book Club program. Finally, EG has partnered with experts in productivity management, like Getting Things Done, to assist our team in maximizing the time in their day, as well as focusing on holistic employee goals through a Day of Development.
How Things Changed
EG has fostered an employer brand focused on our team and true to our mission of Helping People Succeed. As a result, EG has been able to build a team of “bar-raisers,” cut our recruitment spend, increased our hires via employee referrals by 57%,
improved our diversity by 11% as of 2021, lowered our voluntary turnover rate to a mere 10%, a 55-basis points reduction, and experienced eNPS (employee net promoter survey) scores routinely in the 70s – well beyond the industry benchmark of 50.
EG has realized many quantifiable benefits from a strong and healthy culture, including increased productivity through a sense of belonging, improved health and well-being resulting in less absenteeism, and increased customer satisfaction, as demonstrated through industry-leading Net Promoter Scores (NPS) and long-term strategic partnerships. Additionally, EG’s purpose of “Helping People Succeed” has fostered an environment for innovation and the creation of new ideas, processes, and services. All EG employees subscribe to the mission, which encourages collaboration among the business units and helps cultivate a sense of unity between our values and individual actions. At EG, happy and engaged employees mean delighted
customers!
The Results
EG continues to leverage our strong employer brand and company culture to build upon our momentum and turn our flywheel. CEO Mark Lancaster stated that “as a result of realigning the culture and values, the company profits increased significantly.” By creating an employer brand that allows our team to thrive, the business continues to grow and innovate strategically while attracting, engaging and retaining top talent.
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.
Balancing personal and professional life can often be challenging, but the reality is our work and life have to coexist in harmony. Openness in the workplace is a major key to well-being, lower stress levels, and good physical health. If you want to create an atmosphere of openness in your workplace, acknowledge employees when they bring up problems and provide opportunities for them to speak openly about their issues.
Creating such an atmosphere will lead to happier and more productive employees. Here are five tips if you want to know how to develop a culture of openness in the workplace.
Understand Mental Health
Creating a culture where employees feel comfortable discussing their mental health with you should be one of your goals as a leader. You can learn to identify signs of different disorders in your workplace. There are resources for educating yourself: books, websites, and talking with others about their experiences. This will make you better equipped to support your team members or direct them toward help when needed. Some people may exhibit changes in their behavior. They may have trouble focusing on tasks and making decisions. Others might not be able to complete even basic tasks, while others might not be as productive as usual. You’ll want to be aware of these patterns and changes in your employees’ behavior and appearance; this will help them get help faster and avoid potentially dangerous situations.
When leaders recognize mental health issues, they create a workplace that fosters open communication. When employees feel comfortable discussing their problems and know their managers will address them in a practical way, the stigma associated with mental health issues is reduced. Listen to your employees’ concerns and recognize when they may need additional support, and encourage open dialogue about mental health. Help employees find resources that allow them to get the care they need. The most important thing you can do is let them know you care and want them to get better.
Talk About Mental Health Openly
You can encourage employees to open up about their mental health as a leader and make it known that they can talk to you if they are struggling, whether at work or not. An excellent way to start the discussion is by holding workshops on dealing with stress at work and how it can affect people’s lives outside of work. These workshops will allow your employees to feel comfortable discussing about their mental health issues if they have not already done so. This also gives people a feeling of anonymity where they don’t have to worry about being singled out or judged.
When employees come to you with a problem, listen carefully and openly, and be sure to hold regular meetings where you discuss mental health. During these meetings, let employees know that the workplace is a safe space for them to share how they’re doing. If the employee is comfortable with it, hold one-on-one sessions and allow them to share their thoughts and feelings. If you think an employee is in a dangerous situation with their mental health, encourage them to use your employee assistance program (EAP), make an appointment with a therapist or counselor, and offer time off for treatment or recovery. In addition to one-on-one meetings with employees, employers can ensure that positive conversations about mental health are part of the workplace by sending weekly emails reminding employees that talking to professionals is okay if they struggle with mental health. Leaders can also consider posting information on notice boards reminding people that professionals are available if they need help or have questions about their mental health.
Show Your Vulnerable Side
As a leader, you may feel that you must appear to have it all together and show vulnerability as a sign of weakness. However, this mask can cause employees to feel isolated and afraid to share their weaknesses or fears with their superiors. If you want your employees to feel comfortable confiding in you when they’re feeling stressed out, then you need to be willing to admit to them that even leaders have challenges too.
You don’t need to confide every detail about your personal life with your employees, but you should be willing to share some details. By being open about the challenges you’ve faced and learned from, you create an environment in which your employees will feel comfortable discussing their setbacks. When they do, they’ll help build trust that will make it easier for you as a leader to work through issues as a team rather than keep things bottled up inside until they become huge obstacles.
Embrace Mistakes
Sometimes, people learn more from mistakes than successes – especially in an environment that doesn’t punish failure but instead treats it as an opportunity for growth. When an employee makes a mistake, it’s tempting for leaders to spend hours clearing up the blunder and put that person on a project with less responsibility; however, taking this approach can backfire by discouraging the rest of your team.
When employees take risks, they learn valuable lessons. Encourage them to try new things and be prepared to guide them if their attempts don’t work out. If someone comes to you saying they have a great idea but aren’t sure if it will work, you might encourage them to get their vision out there and see what happens. It’s essential for people to remember that mistakes are not failures—failure is when you don’t learn from them. As your employees grow professionally, they’ll also create a culture of openness—where more people feel comfortable admitting their mistakes so they can learn from them and prevent them from happening again.
Create a Transparent Environment
Being transparent in the workplace is important. Without transparency, miscommunications can lead to lower employee morale or poor performance. A transparent workplace recognizes each employee’s hard work and achievement. This builds trust between management and employees, making everyone feel more seen and heard. When information about projects, goals, and deadlines are shared with all levels of staff, everyone feels involved and invested in their work. When everyone knows the expectations, there is no confusion about who needs to do what or when it needs to get done. This kind of environment promotes healthy communication between all individuals involved. It provides a framework for open dialogue about changes or updates, which can reduce the need for micromanagement by supervisors.
When everyone knows the expectations, there is no confusion about who needs to do what or when it needs to get done. This kind of environment promotes healthy communication between all individuals involved. It provides a framework for open dialogue about changes or updates, which can reduce the need for micromanagement by supervisors.
Creating a transparent environment where all employees feel safe participating in constructive discussions about what’s happening inside a company is essential for leaders who want to create an innovative, productive workforce. Transparency with employees isn’t just a matter of good business—it’s also the best way to promote a happy and healthy work environment. People aren’t afraid of saying things that might be unpopular or being heard that others don’t agree with. By addressing issues openly and not simply with other managers, leaders can inspire more productive debates and allow everyone to air their concerns. Sharing company metrics allows all employees to see where they stand and make realistic career plans.
Openness in the workplace has many benefits, including increased trust, respect, and cooperation among staff members. By understanding mental health, speaking openly about one’s struggles, showing vulnerability, embracing mistakes, and creating a transparent environment, leaders can help foster a culture of openness in their organizations.
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.
A performance review is a chance to share your accomplishments, discuss any challenges you’re facing in your job, and identify opportunities for developing new skills. If you’ve taken the time to prepare for your review, you may feel good about what you’ve accomplished and where you stand at work. If not, you may dread having this conversation with your manager.
Here are a few tips for preparing for your next performance review, so you can feel confident and self-assured when you walk into the meeting.
Review Goals from the Previous Year
When preparing for a performance review, your first step should be to revisit the goals you set last year. You should include specific goals, measurable results, deadlines, and a detailed outline of steps to follow as well as account for potential setbacks and have built-in ways to handle them effectively. You also should revisit your goals throughout the year so adjustments can be made as necessary. In the end, your manager wants you to be prepared for review. It’s not just about what you’ve accomplished but how much you’ve thought things through and made progress toward achieving your goals.
It’s important to remember your performance review is a chance to reflect on how you’ve been doing—it’s also your manager’s chance to look at the goals you set for yourself and how you achieved them. If you did not reach your goals on your last performance review, examine them with your supervisor and ensure that you did everything you could to have tried to meet them, and then also evaluate whether you have realistic expectations in the future.
Looking back on your goals, are there any areas in which you struggled to meet expectations? If so, don’t be afraid to ask questions or request additional guidance—the more effort you put into reviewing your goals, the better prepared you’ll be for this next performance review.
Track of Your Achievements
You want to stand out in the eyes of management when it comes time for your performance review. Ensure you’re doing more than just the bare minimum when you’re on the clock. Think of positive examples from your history demonstrating how you’ve gone above and beyond the call of duty. If you don’t have these available examples, now is an excellent time to start tracking them.
When it’s time for your next performance review, review your list and be ready with details on each accomplishment and summarize your progress through the year. Include a general description of each task, including the date it was completed, the name of the project, and a summary of what it entailed. If your manager is a “big picture” person, you can save time by skipping the minor details and reporting only the essential facts and figures.
Create a Communication Strategy
You should be consistently communicating your project statuses transparently and efficiently with your supervisor. If your manager prefers more frequent updates, send the information monthly or weekly as they desire. This helps keep the feedback loop strong, so you and your supervisor on continually on the same page with your goals and expectations.
If your manager doesn’t give you regular feedback throughout the year, it’s up to you to ask for periodic updates on your performance. It’s not productive to spend an entire year focusing on a goal when you discover the objective was the least important to the person who manages you. In this case, you may have to schedule some time with your manager to ask brief but essential questions about your performance. A best practice is to have bi-weekly check-ins with your supervisor so you can update them on where you’re at with your goals and projects.
Ask for Feedback Consistently
To ensure that your performance review is productive and effective, you should actively seek feedback from your manager. Meet with your direct supervisor early and be sure to discuss any challenges and accomplishments you have managed throughout the year and not just at your performance review. Review your successes, confirm that you’re on track for the year, and ask if there are any specific areas in which you need to improve.
Annual performance evaluations allow you to showcase what you’ve done over the past year, so be sure to review your goals from last year, keep track of your accomplishments, create a strategy for communicating your achievements, and ask for feedback. That way, you’ll be prepared and ready for your next review.
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.
While you might have a close relationship with your coworkers, some conversations should be avoided at work. If you bring up “hot button” or “controversial” topics in the workplace, it might cause your coworkers to feel uncomfortable and form a negative opinion about you that could affect how you’re perceived at the company overall.
Workplaces, where these hot button topics are routinely discussed could create a negative company culture where some employees are discriminated against or will become uncomfortable with each other. Here are four topics to steer clear of at work.
Religion
While there’s nothing inherently wrong with discussing religion around the water cooler, the workplace is not an appropriate space for you to push your personal religious beliefs on your coworkers. As long as you’re respectful of everyone’s beliefs, there’s no harm in being open about your own. However, it’s also essential that you tread carefully when broaching the subject of religion at work. Understand that your colleagues may not want to engage in religious conversation, even if they hold beliefs similar to your own. For example, a colleague has announced that they are very sick. It is okay to ask them if they mind you praying for them. However, if they say that religious expression as it relates to them makes them feel uncomfortable, respect that. Avoid discussing topics that might make people uncomfortable or offend them (such as criticizing their faith or belittling their spiritual practices).
Politics
We all know discussing politics can make for heated dinner conversations, so it is not a topic you should bring up at the office. People hold strong opinions on both sides of the aisle and are passionate about their stances on issues like gun control, health care, environmental policies, etc. While you don’t have to be best friends with your coworkers, you need to be able to get along, and many arguing over politics is a very quick way to make working together difficult when you disagree. If an argument occurs in front of others at work, it can negatively impact company culture. If your political views have traditionally hurt marginalized people groups, and you’re vocal about those views, some employees within these minority groups may feel uncomfortable expressing their opinions. They might even fear they will not be accepted or even safe around coworkers who hold opposing political stances.
While you may have strong feelings about your party or candidate, don’t try to change coworkers’ views. Maintaining a friendly and professional attitude toward your coworkers, regardless of their political affiliation, is best.
Detailing Sensitive Personal Issues
When it comes to personal problems, the workplace can be a tricky place. Some people feel they are expected to act like everything is okay without ever opening up about issues they’re struggling with. Others might think that when they’re having a bad day at work, it’s normal for them to “dump” all their problems on whoever will listen. While it’s important to let your supervisor know of personal issues if they could affect your job performance, complaining to everyone around you is also not advised as it could lead to a negative perception of you. People may start to question if you’re able to separate your issues enough to perform your job adequately.
Whether you’re dealing with a death in the family, an at-home issue, or some other personal problem interfering with your work, it’s important to tell your supervisor about it. They can help you deal with the issue and figure out how to keep it from affecting your work. You don’t have to go into detail when telling your manager. The easiest way is to say something like, “I have a personal issue involving ______ that I need to take care of.” If you feel comfortable doing so, explain why you need time off. Whatever information you decide to share should be limited only to what is necessary for your boss to understand why you may need time off soon.
Changing Jobs
It’s normal for some to think of your current job as a stepping-stone to bigger and better things, but, keep these sentiments to yourself. Talking about your ambitions if they lay beyond your current company could land you in a lot of trouble, especially if you’re talking about them in front of your manager. For example, you may feel like your company is holding you back from a promotion and that you want to start looking at different jobs. In this case, you may be right about wanting to look for other opportunities, but it’s best to keep those thoughts to yourself at work.
The best alternative for this topic is to have a conversation with your supervisor about how you see your career growing. This way, there are no surprises if you change jobs, allowing you to create a plan for achieving your goals. For example, if you’re interested in working for a different department within your company, your boss may have some insight into what career paths will help get you there, or they may be able to give you opportunities to get the experience that would make you more competitive at that level.
It can be difficult to avoid discussing “off-limits” topics in the workplace. If you want to remain on good terms with your co-workers, steer clear of religion, politics, and personal issues. These “hot button” topics can cause an adverse reaction between co-workers, damage company morale, and create an environment that does not foster diversity, equity, and inclusion.
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.
Juneteenth, celebrated on June 19th each year and commemorates when the last enslaved African Americans learned of emancipation and their freedom and is celebrated as a day of hope. In recent years, Juneteenth has evolved into a celebration of African American heritage and a time to respect those who suffered greatly under the horrific injustices of slavery.
Juneteenth should be recognized by companies as a way to honor and celebrate African Americans in the workplace as well as bring attention to the continued inequality and injustice the BIPOC community still faces. Here are four ways companies can celebrate Juneteenth.
Plan a Juneteenth Volunteer Day
Community service is one of the best ways to show your company cares about more than just profit. It’s also one of the most effective ways to ensure employee engagement and loyalty which leads to long-term retention. It also builds a sense of community within your organization as your team has the opportunity to band together around a common cause. Juneteenth offers many opportunities for people to volunteer or provide community service. Partnering with BIPOC-focused or led organizations to volunteer is a great way for organizations to celebrate Juneteenth meaningfully.
If having people spend part or all of their workday volunteering, giving a financial contribution to a BIPOC charity or non-profit is also an excellent way to highlight Juneteenth. African American Leadership Forum (AALF), African American Roundtable, and Black Women for Wellness are just a few national non-profits that could benefit from your company’s support. But don’t stop with these national non-profits. Look for local organizations that support African Americans in your area. By supporting a Juneteenth event, your company can recognize the primary mission of Juneteenth and celebrate the local Black community.
Make Juneteenth a Paid Holiday
Juneteenth is an opportunity for businesses to show support for their employees and communities by making Juneteenth a paid holiday. Organizations that have made this move include Nike, JCPenney, and Target as well as many smaller companies in cities just like yours. Taking the day off allows your team to reflect on the holiday’s meaning or spend time volunteering in their community.
Providing your employees an out-of-office message about Juneteenth’s history and significance can make a more profound impact on why the holiday is being observed as shows you are a progressive, forward-thinking employer who cares for the wellbeing of all its employees. You can build your employer brand by showing the company’s commitment to diversity, inclusion, and equality.
Host a Lunch and Learn
Lunch and learns are an excellent way for an organization to bring their team together and make them educate them on the significance and importance of celebrating Juneteenth. There are various online webinars or training your team can watch, or you could bring in a speaker or BIPOC community leader to teach your team about Juneteenth. Or, go even further by hosting a panel discussion with employees, who can open up with each other, grow closer, and improve communication and teamwork skills.
Transparently Share Diversity, Equity, and Inclusion Initiatives
Use Juneteenth as a launch pad to talk critically and honestly with your employees about the organization’s DEI initiatives. HR can share demographic breakdowns of your staff and acknowledge areas that are doing well and where you fall short in meeting DEI initiatives. Explain how DEI benefits a company by attracting talent that reflects the customers and communities it serves while increasing employee engagement, productivity, and retention.
Engage your employees in the process. Consider starting a DEI Committee within your organization to prioritize diversity and inclusion efforts and initiatives. Organizations can also offer other opportunities for their employees to participate in DEI initiatives like creating affinity groups or mentoring programs. Let them share their experiences so others can learn from them.
Juneteenth is considered one of the most important holidays for African Americans and should be recognized on a larger scale within organizations. By volunteering in the community, offering it as a paid holiday, hosting a lunch and learn to educate your team, and being open about the company’s DEI initiatives, your company can help employees celebrate Juneteenth.
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 applying for jobs, it’s vital to do what you can to stand out from other applicants. Employers typically have a lot of candidates to consider, so it’s crucial for you to make yourself memorable and show that you’re the right fit for the job. If your resume contains unprofessional or outdated information, it is unlikely that you will be considered for the position. Your resume should be a well-organized and honest representation of your professional accomplishments.
If it’s been a while since you’ve updated your resume, here are five things you should leave off your resume.
An Objective Statement
In a resume, an objective statement is a one or two-sentence summary of why you are applying for the job. It briefly states your value to the employer, your strengths, and what kind of position you are looking for. It’s best not to include one on your resume because they are outdated and can limit your opportunities by specifying exactly what kind of job you’re seeking. Today, employers know your objective – to get a job – so there is no need to restate it.
Instead of an objective statement, include a summary statement highlighting keywords from the job description and telling employers what makes you unique. A summary is more flexible than an objective statement as it can change depending on the job you’re applying for. When targeting a position at a particular company, use industry-specific buzzwords. For example, instead of saying, “Looking for a customer service position that utilizes my customer service skills,” say, “Looking for a customer service position where my skills will be put to good use.”
Unrelated Awards and Interests
Employers want to see what you can do for them. Focus on your experience, skills, and achievements rather than irrelevant details about yourself – there will be time for small talk during the interview. Maybe you’ve been part of a club that does community service or are an avid runner. Those are great things to do, but it doesn’t mean the employer will care about that when deciding whether to hire you. If all your hobbies and interests don’t relate to the job, it’s not worth mentioning.
However, if you have an award or certification related to the job you’re applying for, it’s good to include it in your resume. For example, if you got an excellent customer service award at your previous job, it should be noted. If you have no awards or related interests in your resume, then leave them out entirely because they take up valuable space that could be used for more critical information like your job experience and qualifications.
Complicated Formatting
Your resume should be easy to read. You don’t want to lose a potential employer because they couldn’t figure out how to assess the relevant information. Avoid using too many different fonts or different colors or sizes of text. You should also avoid using graphics on your resume. Many companies use applicant tracking systems (ATS) to read resumes. These systems are programmed to scan traditional resumes, making it difficult for them to read columns, fancy fonts, and graphs.
To fit all of your achievements into one document, you might choose to format your resume using columns, tables, or graphs. However, hiring managers may find highly formatted resumes challenging to read when they open them on their phones. Resumes that use tables and columns often are cut off when viewed on a small screen. Keep it simple, use a font that’s easy for people and machines to read, and use formatting sparingly. For example, only using bolding, italics, or underlines but not all three in the same sentence—you’ll improve the likelihood of hiring managers making contact with you.
Listing Irrelevant Skills
A resume’s skill list should demonstrate accomplishments, not duties and responsibilities. Hiring managers will wonder why they should hire you if they read your bullet points and don’t see results or achievements. A skill list appears like you’re going through the motions at each job instead of being a valuable asset to the company. Here is what an ineffective list might look like: research the industry trends regarding our new project, gather information from analysts, and assist with the new project.
Instead, think about what you did in each role that contributed directly to the company’s goals. For example, if you oversaw a project and ensured it was completed on time and within budget, explain how that benefitted the organization. This helps your resume stand out from others because most people list their duties and don’t explain how they actually achieved the results.
Elaborate on the Basics
Your resume is a tool to help get you an interview, but it won’t do much for you if it’s filled with unnecessary information. A skills section will help you highlight your most important and relevant skills quickly and easily. When including skills on your resume, don’t include the basics employers expect from applicants, such as “know how to use Windows and Microsoft Office.”
Rather than focusing on your skills, it’s more important to show off your abilities. Knowing how to use a spreadsheet is one thing—but can you set up graphs and equations within a spreadsheet? Those are the kind of abilities you should be highlighting.
Your resume should be a document that reflects your professional experience in a way that shows employers what you’d bring to the table if hired. Ensuring your resume is updated regularly and avoids outdated information will show that you’re informed and current. Don’t rely on the same old information – refresh your resume to improve your odds of getting hired.
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.
Diversity is a top priority for 77% of business leaders for good reason. The data supports diverse teams lead to better employee productivity, motivation, retention, and innovation.
Financial Growth Comes from Greater Diversity.
• For every 1% increase in the rate of gender diversity results in an average 3% increase in sales revenue.
Diversity Leads to Financial Returns Higher than Industry Medians.
• Companies in the top quartile for gender diversity are 15% and companies in the top quartile for ethnic diversity are more likely to see financial returns higher than their national industry median.
Innovation Thrives on Diverse Perspectives.
• Diverse teams consistently outperform and out-innovate their competitors. Diverse teams are 45% more likely to improve their overall market share.
Enhanced Customer Loyalty Starts with Companies that Embrace Diversity & Are Competent at Inclusion.
• Highlighting your company’s commitment to diversity and inclusion leads to stronger customer loyalty. In fact, 78% of the LGBTQIA+ community and their close relations would change brands to companies that are known to be LGBTQIA+ affirming.
Engaged Employees are More Productive.
• Leaders who give diverse employees equal opportunities to grow, succeed, and “speak up” can cause your team to be 3.5 times more likely to contribute their full innovative potential and productivity.
Solving Complex Problems Needs Strong Collaboration.
• Diverse teams can solve complex tasks or problems better since they bring a wider variety of perspectives and skillsets. Heterogenous teams are also more creative and better at problem-solving than their homogenous team counterparts.
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.
Today, many companies recognize the real benefits that diversity in the workplace brings. We’re all aware of the push to create a more diverse and inclusive workplace for of different races, ethnicity, and sexual orientation – and while that is vital to continue putting efforts towards, there’s often a diverse workforce that gets overlooked. Individuals with disabilities often face significant obstacles during the job search and interview processes, making it more difficult for them to secure a position when compared to their able-bodied counterparts.
People with disabilities possess all the same skills and determination to succeed in many jobs, but discrimination and incorrect stereotypes can often keep them from entering the workforce. Here are four tips for job seekers with disabilities.
Emphasize Your Abilities
Applicants with disabilities can set themselves apart from other candidates by highlighting their skills and accomplishments. In your cover letter and resume, describe the type of work that interests you and why you are interested in working for this company. Use examples from past work or school activities that show communication, teamwork, and leadership skills. Express enthusiasm for the job and explain how you will contribute to the workplace.
Unless a disability would need to be accommodated during an interview, it’s not necessary to mention it on an application. For example, if you have difficulty walking long distances or climbing stairs, ask if there is an elevator in the building where interviews occur before arriving. In an interview, you should never downplay the limitations you may have. Instead, focus on how you can add value to the company. Be confident that your abilities can serve as an advantage to the workplace. Demonstrate that you were a valuable contributor to past employers and explain how you overcame a challenge that was difficult but rewarding for you.
Refuse to Answer Inappropriate Questions
The ADA defines a disability as a “physical or mental impairment that substantially limits a major life activity.” This means an interviewer can’t ask you about any medical history before making them a job offer. However, there are some appropriate questions that can be asked during an interview you’ll want to be aware of and prepared for. For example, you may be asked if you need accommodation during the interview process and whether you can perform the job with reasonable accommodation. You do not have to wait until you’re hired to disclose your disability.
Suppose an employer asks about a disability in an interview. In that case, the individual may ask if that is a legal question before answering, and if they are persistent and continue to push for an answer, that may indicate a non-inclusive work environment where you won’t be set up for success. It’s important to know that if you receive a conditional offer of employment, an employer may ask about your health. This is allowed as long as all candidates are treated equally.
Discuss Gaps in Work History
The best way to deal with gaps in your work history is by being honest with potential employers. If you have gaps in your work history because of health problems, make the interviewer aware of the situation and current circumstances. It’s OK to tell potential employers that you stopped working because of a serious decline in health.
When addressing a gap in employment, it’s fine to briefly explain the reason for the gap directly in your cover letter or include an explanation in your interview. However, be sure to highlight your work history. As you apply for positions, be prepared to share your work history and relevant information, such as how much time you’re willing to commit to working or any particular health considerations.
Advocate for Your Work Accommodation Needs
If you have a disability, don’t be afraid to advocate for yourself in the workplace; you are the expert on your own needs. Let potential employers know about the technologies and accommodations that help you work most efficiently. If you need a handicap-friendly desk, accessible entrances/exits, special lighting, flexible work hours, the opportunity to work remotely, screen-reading software, or other accommodations for a disability, let your employer know early to plan accordingly.
Employers are required by law to accommodate employees with disabilities. Being upfront about your needs will allow employers to work out the reasonable accommodations. During your interview or during orientation to the job, let your new supervisor know that you have a disability and may need to be accommodated to perform specific tasks. By allowing your supervisor and coworkers to know about your disability, they will be able to help you succeed in your position.
Job seekers with disabilities offer a highly talented workforce. By learning how to highlight your abilities, challenge employers’ outdated stereotypes and discrimination, and address gaps in work experience, you can increase your chances of securing a position where you will be happy and successful.
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.