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Pros and Cons of Telecommuting
Since the 2007-2008 financial crisis the way Americans do their jobs has changed dramatically. There are more part-time workers, more freelancers and more people working from home. But is telecommuting right for your business and your employees?
A 2013 Stanford University study determined telecommuting worker productivity levels outperformed their in-office counterparts by almost 15 percent. Remote employees spend less time surfing the web, take fewer breaks and shorter lunch hours. Workers want and need to feel valued. When a corporation allows telecommuting it signals they appreciate, respect and trust their employees and the job they do, and in return the employees are more productive.
How many times have you wanted to call in sick because of your hellish commute? Or perhaps you were up all night with a sick child who now feels fine but you’re exhausted? Lost productivity caused by workers calling in sick where they aren’t or taking an unexpected personal day is both costly and inconvenient to a business. When an employee is allowed to telecommute and can bypass a long drive or even something as simple as having to get dressed in professional attire after a night with no sleep, they are more likely to put in a full day’s work.
As mentioned above, not all jobs are suitable for being worked remotely. There could be sensitive security issues which can’t be guaranteed if an employee is allowed to work off-site. Even if secure internet access can be put into place, often unauthorized individuals could still gain availability to sensitive files and programs.
When telecommuting is not available to each department and each employee, company morale can suffer due to staff jealously and resentment. These same feelings can also arise when an office has a close knit staff and the remote workers begin to feel they are no longer a part of the workplace environment.
Searching for the best and brightest job seekers in the St. Louis area? Connect with Staffing One Services today.
Retention Focus is Key
No longer is the job market being hampered by the economy. One only has to go online to nationwide job search sites or take notice of all the “now hiring” signs at both national and mom and pop businesses to see employment opportunities are the strongest since mid 2007.
With so many options how do employers both hire the best and the brightest and then keep them satisfied so they don’t begin looking elsewhere? “Retention starts from the application process to screening applicants to choosing who to interview. It starts with identifying what aspects of culture and strategy you want to emphasize, and then seeking those out in your candidates,” says Dan Pickett, CEO of Nfrastructure, a leading IT network services firm.
The first step is establishing which potential candidates will be a good corporate fit. Ask the right questions to determine how vested the person has been in past positions. This includes more than just length of time at one company. A hiring manager should also focus on a candidate’s values. Are they a team player? Are they looking for vertical advancement or satisfied with the status quo? How are their soft skills including flexibility, adaptability and personal accountability?
Once the right person has been hired now a company is tasked with retaining them. In addition to ensuring the employee feels valued, there needs to be growth both financially as well as through corporate advancement. Employees these days are seeking a good work/life balance; no more working 60 hour workweeks and every other weekend. How’s the mood around the office? A toxic corporate culture will quickly have employees running for the door. Good departmental communication is also key for employee retention. Workers need to feel their concerns are being heard and addressed.
In business in the greater St. Louis area for over 20 years, Staffing One Services understands how important having the right employees are to your business. Give us an opportunity to provide you with quality staffing from short-term laborers to temporary to permanent full-time employment. Connect with us on Facebook or call 314.361.2444 to speak with one of our friendly employment counselors.
Five Tips for Recruiting and Retaining New Clients
Nothing helps a business succeed more than being able to count on regular, repeat clients. And while we are all aware of the part money plays in any company/client relationship, building and maintaining a strong working partnership can and should be based on much more, including trust, communication and performance.
- Be completely transparent when it comes to costs. Nothing will turn a client away faster than receiving a bill full of extra charges and previously undisclosed fees.
- When a client walks in the door, do they see the same friendly faces each time? How about when they call or email concerning their account? Is it always the same person or team handling it or does it seem as though the agency has a revolving door when it comes to employee retention? This is a major red flag in itself. If an agency isn’t able to properly hire their own staff, chances are they aren’t properly interviewing and vetting their temporary employees either.
- Stay in touch with your clients. While it is important to continually recruit new business, don’t become complacent to the point where older, established clients are pushed to the back burner. Even if they are perfectly happy, take the time to send thank-you notes, remember birthdays and occasionally surprise their office with a bag of bagels or a box of donuts. These little things can make a big impact when it comes to keeping a client happy.
- Listen to your clients and learn to anticipate their needs. Often clients will focus only on their immediate concerns, not their overall staffing picture. Train your recruiters to learn everything they can concerning their client’s business culture. The more they know, the better they can be at accessing and determining their staffing needs.
- Your clients depend on you so always keep your commitments. Return phone calls and emails. Be on time for meetings. And when a temporary employee doesn’t work out, don’t deflect. Take responsibility, apologize and correct the problem without placing blame.
Looking for a staffing agency with over 20 years experience right here in the St. Louis area? Connect with Staffing One Services today for more information.
Contact Us
- 5615 Pershing Avenue, Suite 24, St. Louis, MO 63112-1757
- Phone: (314) 361.2444
- Fax: (314) 361.1611
- Open M-F, 7:30am to 4:00pm
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