Clean Your Schedule for Better Time Management

The first outdoor hints of spring often bring with it the urge to purge house and home of winter; to do a thorough cleaning, toss out the clutter, and let a fresh breeze blow away the stuffiness.

Houses aren’t the only thing that can benefit from a good ol’ spring cleaning. It’s likely that your schedule could use a thorough scrubbing as well.

“Nothing gets filled up with useless odds and ends like a calendar,” shares Michael Hyatt. “You know the story: past commitments that don’t fit our present circumstances; too many yeses to other people’s projects; breakfast meetings, lunch dates, and dinners with clients, colleagues, and old friends you were never close with, to begin with.”

The same “spring cleaning” strategies that leave your home feeling fresh and light and breezy can do wonders for your schedule. After all, no matter who you are, no matter how you try to slice it up, there are only twenty-four hours in each day.

Use these strategies to purge the sludge and put a little “spring” back into your schedule

  1. Consolidate your calendar

An I’ve-got-it-all-up-here, finger tapping convincingly on one’s temple, approach simply won’t cut it. The most fundamental step to corralling your schedule is a calendar – whether it’s a hard copy on your desk or in your pocket, a component of your mail software, or an online version such as Google Calendar. Whatever best fits you and your lifestyle. Many folks opt for a format that will sync with their phone and other devices which puts their daily schedule literally at the tip of their fingers.

The most effective calendar time-management tip? Combine work/personal/family/leisure activities in one place. Why hassle with two, three, or four separate calendars just to see if you can spare an hour a week from Tuesday? Include everything you must remember whether it be an appointment, a deadline, or something fun. Especially don’t forget to schedule in the “fun” stuff.

  1. Consolidate tasks and locations

More hopping back and forth, either from one task to another OR from one location to another, may be happening than you realize. In our hurry-hurry world, we become accustomed to a certain degree of chaos, believing that it’s inevitable. Such a frenzied, survival-mode mentality squashes moments of reality that try to advise, “Hey, there’s a better way to do this.”

Serious, unhurried scrutinization of your schedule is likely to find tasks and activities that when consolidated will save time—not to mention stressful wear and tear on body, mind, and spirit. This goes for both work and home life.

  1. Tame technology habits

What would an in-depth look at your technology habits reveal? An obsession with checking your inbox? An over-zealous attachment to texting? Habitual, almost unconscious fascination with social media?

Sure, email is an efficient means of communication. The same goes for texting.  And social media has opened wide, promising doors for promoting anything and everything. But too much of any good thing can spoil the porridge . . . or however the saying goes. With discipline and self-monitoring, these technology-related marvels can drive your success. But when boundaries aren’t established, enormous amounts of time can be eaten up by these modern day wonders of twenty-first-century life.

Reign in the potential for technology to gobble up valuable chunks of your day by allotting specific times to check emails, check and reply to texts, and get caught up on social media.

  1. Delegate

One of the surest ways to put the “spring” back in your schedule is to pass off less important tasks to someone on your staff. Type “A” persons, however, and those bent toward perfectionism, in particular, have a rough time sharing work because “No one else can do it the way I can . . . well enough . . . to suit me.”

Begin small – delegate a twenty-minute-a-day task – and let yourself get used to accepting assistance. Next hand off a one-to-two-hour a week job. Already you’ve carved from your schedule 160 to 220 minutes each week, time that can be better spent reaching toward an important goal.

  1. Learn to say no

Even a quick glance at your schedule is likely to reveal some weak moments when, “Sure, no problem, I can handle it,” slipped from your mouth, when everything inside you was screaming, “NO! Not one more thing!”

Before you say “yes” to more work, more responsibility, more volunteer or community commitments, more time away from the family, ask yourself these questions suggested by Kristie Notto,

  • Do you have the time or energy to do that extra task?
  • Does it invade on your personal time?
  • Does it involve doing something you enjoy?
  • Does it fit in with your list of priorities and goals?

More words of wisdom from Hyatt. “To honor your existing commitments, you have to learn to say no.”

Revisit these strategies every month to keep your spring-cleaned schedule from getting bogged down – because better time management leads to a more relaxed, less stressed you. It also makes the work day more pleasant and allows for more time to do the things you enjoy.

A relationship with B. Loehr Staffing will result in you getting faster solutions to your staffing needs. Free up your time by allowing our team of Staffing Specialists do the legwork for you. Contact our office today.

Phone: 314-567-6500   Website: blstaffing.com

 

The Good, Better, Best – Part 2: Choosing the Best Candidate

b-loehr-best-candidateAs you gear up for the second round of interviews, you’ll want to tune in with all senses and pay attention to instinct as well throughout the entire process. “Gut feeling” can and should be a valuable part of this fact-finding mission.

As you plan a strategy for zeroing in on the very best candidate, implement as many of these extra components as time allows.

  1. Begin at an off-site location

A meeting over breakfast or lunch creates the perfect opportunity to get inside a candidate’s personality which is helpful, even necessary, when evaluating for a fit within the company’s culture. While most people will maintain a formal tone in an interview at the office, the more relaxing setting of a meal or even coffee at the corner diner will encourage people to be themselves.

  1. Head back to the office for a “360-degree interview”

Plan ahead for the candidate to interact and engage with colleagues, subordinates, superiors, and if possible, internal clients and suppliers. This hands-on opportunity will give you valuable insight, broadening your perspective as to how the applicant’s skills on paper translate to skills in the field. After the candidate leaves, seek feedback from those who had a chance to brush shoulders with the potential employee. What vibes did they get? Any red flags pop up?

  1. Re-investigate skills

Before the second round of interviews begin, spend time going over the candidates’ resumes again with an eye for skills and qualifications that may have seemed either unrelated to this position or were simply overlooked. Bi- or tri-lingual? Fantastic. A background in fundraising and non-profit experience? Excellent. Consider these additional talents and aptitudes like you would bonus points on an exam. At the interview, ask the potential employee to elaborate on these skills, so you have a full picture of their potential.

  1. Finish off with a focus on the negative

While most candidates know what they do well, it’s more difficult—and quite telling—to question a potential employee about their weaknesses, past failures, unsuccessful ventures, etc. We all flub up at some point. It’s how we handle the goof(s) and move forward that reveals volumes about a person’s character and leadership qualities.

Frame the discussion around:

  • Tell me about one of your biggest failures and what you learned from the experience.
  • Share something you did that you regret. What was your initial motivation and what did you learn from the experience?
  • Describe a time when you had to conform to a policy you didn’t support. How did the situation cause you to grow?

From the moment you give the candidate a second opportunity to “wow” you, observe each candidate’s response, both what is said and what is left unsaid. Take note of the overall reaction. Enthusiasm or boredom? Nervousness or excitement? Disinterest or engagement? It could be that one or more applicants will remove themselves from the running due to any number of factors. Thank him/her for their interest and the opportunity to connect, then file their resume away for the future.

BLoehr Staffing can assist in finding the best candidates to fill the key positions that keep your company operating at peak performance. Allow our team of employment specialists to assist in recruiting top-notch applicants for your team. Contact us today.

 

Good, Better, Best Part 1:  Choosing the Best Candidate

b-loehr-best-candidateIt’s incredible, in both a good and bad way.

No less than five highly qualified candidates have risen to the top in the search to fill a key position within your organization. And you find yourself with the unenviable task of choosing which candidate to hire.

They would all be good, probably. Some could be, well, better. But you want the best. The best person to fill this crucial opening.

Short of playing eeny, meeny, miny, moe or throwing darts at the row of resumes tacked to the wall, how do you determine the best candidate for the job?

First of all, be mindful of two proven theories:

  • Candidates who interview extremely well don’t always perform well on the job
  • Candidates who are lackluster during the interview may end up being the brightest star on the team

Moving past the roadblocks, which the above theories can throw in your path, means some additional digging into these top candidates is in order. A second round of interviews is a great way to gain further insight about these potential employees.

Yes, that means carving out more time in your schedule for these additional interviews and will likely delay the process of filling the position. And your time is valuable, certainly. But hiring the right candidate is crucial—especially if your aim is not to be going through the entire process again, in the near future, for this same position. In this case, you would be wise to heed the “haste makes waste” idiom as a quick decision could end up being the wrong decision—one that you’ll regret for a long time.

Consider the following ways to glean additional information about the candidates. Choose which ones to include in this second round of meetings based on how each would mesh with this particular job opportunity.

  • An off-site meeting where the chance to observe the candidate in a neutral environment will reveal personality traits
  • A time for hands-on, interactive engagement with others from the company
  • An investigation into the candidate’s skills and qualifications, including those that aren’t directly related to the current opening
  • An inquiry into the “negatives” that can reveal depth of character—or lack thereof

In part two of Good, Better, Best: Choosing the Best Candidate, we’ll look further at these interview components.

At B. Loehr Staffing we understand the importance of matching the candidate’s skill set and personality with not only the job responsibilities but also the company culture. Our staffing specialists are experienced at asking the right questions that lead to a satisfying employment scenario for both the hiring company and the candidate. Contact us today. We’ve been leading the recruiting process in St Louis since 1898.

 

 

 

 

Engaging at Work

On a scale of one to five, how engaged are you in your job?

If that number’s less than you’d like, you’re not alone. In 2015, only 32 percent of U.S. workers felt engaged in their current job.

The reasons for a waning enthusiasm can stem from a host of factors, but the bottom line is, a lack of engagement doesn’t have to be permanent.

“Individuals who are engaged in their job have more fun, they feel more connected to their place of employment, they’re more likely to have good social relationships, and it contributes to their all-around wellbeing,” explains Lisa Sansom, a positive interventionist who helps bring out the best in organizations and their people.

Examine your level of engagement and consider which of these steps will help put that spring back in your work-a-day world.

  1. Get to Know Your Co-workers

A top reason employees love their job? Forty percent claim on-the-job friendships are a key factor in job enjoyment. Bonding with co-workers makes for a better working environment. And everyone knows that effective teamwork does wonders for productivity. So, put some effort into making your fellow employees more than acquaintances.

  1. Make Contributions

If you sit back and observe the daily happenings without being an active participant, no wonder your level of engagement is heading south. Taking an active part in brainstorming, presenting ideas, sharing insights, and simply getting involved in what’s transpiring is one of the best ways to boost your level of engagement.

A ho-hum attitude is in large part a conscious decision. Sure, you get your work done, but when you choose not to get into the mix, you’re in essence choosing to stay disengaged. At the very least, hop aboard the excitement of your co-workers.

  1. Branch out and learn something new

 

Is the company preparing to launch new software? Is the IT department installing new equipment? How about the memo asking for volunteers to scout out the competition?

The ho-hums tend to settle in deeper the longer a person’s been with the same company so look for opportunities to branch into new territory. Anything that challenges your brain and your creativity will get the engagement juices flowing again. Learning new things can bolster your enthusiasm and even boost energy levels.

  1. Set aside time for introspection

Spending some time looking back can help you chart a course for what’s ahead. Review why you wanted this job in the first place. What were your goals? Have you accomplished them? How have you grown and developed while there?

If the goals have been met, great, set some new ones. If not, what steps can you put in place to move toward completion? Maybe you’ve accomplished more than you realized and that discovery will fuel a new enthusiasm. Introspection can confirm a new set of goals, reaffirm your reason for remaining at the company and make clear the direction to head in the future.

A concerted effort to engage on the job can make you feel more inspired and confident, paving the way for a more enthusiastic and empowered work experience.

At B. Loehr Staffing we are all about engaged employees who find purpose in and derive enjoyment from their employment opportunities. Our team of staffing specialists can assess your skill set and direct you toward a position that meets your career goals. Contact us today.

 

5 Tips for Achieving Employee Engagement

b-loehr-engagementEngagement on the job is huge. Companies with engaged employees outperform those without by up to 202 percent.

Furthermore,  Gallup research found well-established connections between employee engagement and these nine key performance metrics:

  • Customer ratings
  • Profitability
  • Productivity
  • Turnover (for both high- and low-turnover organizations)
  • Safety incidents
  • Shrinkage (theft)
  • Absenteeism
  • Patient safety incidences
  • Quality (defects)

And get this. Engagement has a greater impact on an employee’s well-being than even vacation time or flexible hours.

What can you do to keep the flames of engagement burning? Frankly, there’s quite a lot management can do to encourage an atmosphere of engagement across the entire company.

  1. Be a person of integrity yourself

Saying one thing and doing the opposite is the perfect tactic for shutting down engagement. If the boss/manager/owner doesn’t care, “why should I care” will quickly become the unspoken company mantra.

Be fair and honest. Refrain from making snap judgments or decisions. Respect your employees. Be quick to take responsibility for errors or mistakes, offering a sincere apology and an effective resolution.

  1. Empower your employees

Ensure each employee has what he/she needs to be a success on the job. It’s tempting to assume all the ducks are in a row—training, equipment, procedural know-how, basic and detailed instructions, a clear understanding of the job responsibilities as well as a grasp of the chain of command—for each person to thrive. But despite the best efforts, slip-ups happen. A step or two gets bypassed and the new guy is left without the needed resources to excel.  Early, frequent check-ins can catch the blunders and fill in the gaps.

  1. Build on employees’ strengths

Rather than focus on improving an area of weakness, emphasizing strong points is a natural boost to job engagement. And people who actively use their strengths every day are six times more likely to be engaged on the job.

  1. Utilize incentives

Some folks simply like a challenge while others just need the push an incentive provides. Either way, incentives are an effective way to boost not only engagement but productivity and teamwork as well.

Targets, in general, encourage hard work. And when met goals are recognized and rewarded, it demonstrates an appreciation from the top for a job well done.

  1. Communicate, communicate, communicate

Consistent communication is key to maintaining a high level of engagement. Regular department meetings are one way to keep everyone on the same page. But one-on-one connections between employee and manager/supervisor, whether they occur in person, over the phone, or electronically, lead to higher levels of engagement. In fact, a combination of means seems to be the most effective.

Communication is, of course, a two-way street. An employee must be able to reach a manager and feel confident his/her calls will be returned promptly.

Make every effort to achieve a high level of engagement amongst your employees and then reap the benefits of a more productive, happier workforce.

When you contract with B. Loehr Staffing to meet your fluctuating staffing needs, your energies can then be focused on maintaining an engaged, effective workforce. Let us do the “legwork” involved in keeping your company optimally staffed so you can focus on operating the business. Contact our staffing specialists today.

Why Customer Service Always Matters

Anywhere you go, if you ask folks to share a time they experienced poor customer service, the stories will flow like the Mississippi River. Not only are such experiences all too common, but they tend to stick in a person’s mind like two fingers accidently super-glued together. Ouch.

As the stories unfurl, phrases like these will fill the air…

  • “They were soooo rude!”
  • “I was completely ignored!”
  • “They were absolutely no help at all!”
  • “Not one person cared about my situation!”
  • “That was the most unfriendly business ever. I’ll never go back!”

In contrast to the many bad customer service scenarios forever stashed in a person’s mind, most people can only come up with one, two at the most, really exceptional examples of customer service that will be forever etched in their minds.

These retellings will include expressions such as…

  • “They treated me like family!”
  • “I couldn’t be happier with how well my issue was handled!”
  • “Those folks were totally nice and helpful. They fixed me right up.”
  • “I felt as if my needs were their number one priority.”
  • “They’re the best at what they do. You can bet I’ll be back!”

If you think customer service is a concern for the retail sector only, stop that faulty thinking right now. Regardless of the type of business your company engages in, a focus on service is crucial. No business can afford to let customer service take a back seat to what they may deem as more pressing issues, say, product development or marketing.

There are no more pressing issues than delivering a remarkable experience to each and every person who comes in contact with your brand.

The key to excelling in the area of servicing people is to realize that customer service can’t “live” in just one department. Across the entire scope of the company, involve every employee in meeting needs and making lasting positive impressions. This “all hands on deck” approach is one of the best ways to strengthen your brand.

When you train your employees to make positive people interactions a priority, you’ll quickly gain a reputation for delivering satisfaction. These strategies are key to a winning customer service focus.

#1: Approach every customer interaction from an “it’s about them, not us” mindset. That means “We’re shorthanded today” or “The manager’s on vacation” sound exactly like what they are, excuses that are not the customer’s problem. Plan in advance to cover all bases, so the customer experience doesn’t suffer.

#2: Try to view the situation from the client’s perspective. How would you want to be treated? What resolution would you hope to come to in the end?

#3: Insist on active listening that incorporates eye contact and a smile. As you allow the customer to relay their questions fully, explain the situation, or to express a complaint, be “present” and monitor facial expressions.

Most companies understand that making customers feel valued is at the very least a good idea. But those who truly “walk the customer service walk,” know the value in extending exceptional treatment to vendors and suppliers, service and repair technicians, the UPS delivery person, the city workers, the businesses who share the hall/building/block/loading dock. I think you get the picture.

But why all the fuss? Will making a positive impression on the guy delivering packages every day matter? Oh, yes, it will. Because whether you experience it personally or witness poor customer service, it leaves a lasting impact. When the repair technician needs the product or services of the company who treated him like he was a bother, said company will not get his business. Neither will he encourage family, friends, neighbors, or co-workers to patronize the place.

Word of mouth will always be a valued marketing tool. People will share their positive experiences and then become loyal customers because of those encounters—that’s just the way it works. The thing is, people will talk even more about negative experiences. And then make a point not to become a repeat customer. That’s just the way it works.

Any efforts put toward servicing and nurturing the people connections associated with your company will pay dividends.

At B. Loehr Staffing we place the highest priority on servicing the needs of our clients. We take the time to understand our clients, provide top quality service and develop innovative solutions. That is how we can consistently refer the right talent to fill your staffing needs. Contact our team of specialists today. Great customer service has kept us in business since 1898.

The Benefits of Hiring the Candidates with Disabilities      

b-loehr-disabledOf course, it’s the right thing to do. To consider a candidate based on his/her ability to do the tasks, which a particular job requires, rather than to discount him/her as a potential employee based on disability. While some accommodations may be required, most employers find the time, effort, and costs are minor in comparison to the net benefits of employing those with disabilities.

As a means to encourage the recruiting and hiring of people with disabilities, a myriad of tax credits and deductions are available to companies who bring persons with a disabling impairment or condition onto their team.

Highlighted here are two of those credits.

A small business that earned under $1 million or had no more than 30 full-time employees in the previous year qualifies for the Disabled Access Credit. This incentive provides a non-refundable credit for expenditures incurred for providing access to persons with disabilities. The credit is offered each and every year the company incurs the access expenditures. Refer to Form 8826, Disabled Access Credit (PDF), for information about eligible expenditures.

Provided the appropriate government agencies have certified the employee as disabled, an employee with a disability qualifies as part of a “targeted group.” The employer is then eligible for a tax credit of up to 40% of the first $6000 of first-year wages through the Work Opportunity Credit. This credit is available to the employer after the employee has worked for at least 120 hours or 90 days. Employers claim the credit on Form 5884, Work Opportunity Credit (PDF).

In addition to the tangible financial incentives, many employers are quick to point out a number of hidden perks they’ve discovered.

  •  The physically challenged provide diversity that fuels ideas, viewpoints, and approaches

From ways to solve everyday company issues to ideas for innovative new products and services, employees with disabilities bring unique experiences and perspectives. Their viewpoint and wealth of understanding can transform a workplace, bringing greater depth to the products and services offered. Seeing the world through the eyes of someone with a disabling condition is bound to open doors for just about any business.

  •  Hiring the physically-challenged results in loyal customers

Candidates with disabilities, along with their families, friends and associates represent a trillion-dollar market segment. For one, just like other segments of the market, they will purchase products and services from the companies they feel best meet their needs. Secondly, they will also show their appreciation to companies who hire the physically challenged by patronizing said businesses and encouraging others to do so also, creating for the company a large, loyal customer base.

  • Several employment components see lasting improvement

 Not only have companies noted an improvement in retention rates, but also a rise in employee loyalty, as well as increased morale and productivity have also been reported by companies who make a point to hire those with disabilities.

At B. Loehr Staffing, we welcome physically challenged candidates amongst our talent pool as we strive to meet the staffing needs of our client companies in the timeliest fashion with the most qualified individuals. Contact our team of specialists and let us assist your company with your greatest staffing challenges. After all, we’ve been doing it for more than 100 years!

The Joys of Autumn

b-loehr-autumn-joyWinter boasts the sparkle of a snow-covered landscape and the excitement of Christmas.

The beauty of spring bursts in a rainbow of color as the plant world comes to life again.

Summer is replete with long, carefree, fun-in-the-sun days.

And then there’s fall. It’s true every season is special and unique, but a lot of people admit to being partial to fall.

The way the routine of daily life settles back down after the spontaneous days of summer is comforting. The bountiful harvest of late-season produce and the impressive variety of pumpkins and gourds. The crispness in the evening air. The gorgeous colors as the leaves trade their lush greenness for hues of red and yellow, orange and brown.

Let’s not forget football, roasting marshmallows around a campfire, hayrides, and sipping hot chocolate while watching the sunset.

There is an abundance of things to love about fall.

Around our place, we get into fall in a big way. From the fall scented candle that surrounds us with the aroma of autumn, to the bright splashes of orange that adorn the front landscaping—and the fireplace mantle and many other flat surfaces within our home—to the sampling of every pumpkin-flavored recipe we can dig up. Oh, and let’s not forget pumpkin-shaped finger Jell-O, pumpkin-shaped and decorated sugar cookies as well as every variety of candy corn we can scrounge up. Fall colored candies are a must too.

And so as not to miss a second of immersing ourselves in everything autumn, we honor this favorite season from mid-September through Thanksgiving.

One of the recipes we make no less than three times each fall is Pumpkin Sheet Cake with Cream Cheese Frosting. This delectable dessert also works well in the form of cupcakes.

Pumpkin Sheet Cake  

Preheat oven to 350˚.

Combine and mix:

  • 1 c. vegetable oil
  • 2 c. sugar
  • 4 eggs
  • 2 cups canned pumpkin (not pie mix)
  • 2 c. flour
  • 2 t. baking powder
  • 1 t. baking soda
  • ½ t. salt
  • 2 t. cinnamon
  • 1 c. nuts (optional)

Pour into greased jelly roll pan (15x10x1). Bake for 20-25 minutes. Cool and frost.

Cream Cheese Frosting  

Blend well:

  • 1 – 8 oz. cream cheese, softened
  • 1 stick of margarine, softened
  • 1 t. vanilla
  • 1 lb. powdered sugar
  • ½ c. nuts, sprinkled on top (optional)

Spread frosting over the cooled cake (or cupcakes!). Cut into pieces and enjoy.

BLoehr Staffing As the seasons change, so does life. For employees, it might bring desires for new job opportunities. B Loehr has positions. For companies, it can impact your staffing needs. Our quick response system can effectively meet the variations in your workforce needs with qualified candidates from our large pool of employees. No matter where you stand,   Contact our team of specialists – we’ve been helping talent and companies connect more than 100 years.

 

The Foundations of an Ethical Workplace

An internet search about “ethics in the workplace” will uncover a lot of discussions, most of which centers around practices of the unethical kind. Names such as Enron, WorldCom, and Lehman Brothers are still circulating years after their scandals made the headlines.

To note that poor ethical practices are unhealthy for the bottom line is like saying winter is cold in Minnesota. More than half of the ten largest corporate bankruptcies since 1980 resulted from unethical business practices.

Each year, almost half of U.S. employees report witnessing unethical or illegal conduct in their workplaces. Many of these incidents are not reported and therefore remain unaddressed. A fact that should concern each and every one of us.

What does it mean to have an ethical workplace? What does such a place look or feel like?

Perhaps the best way to discover the answers to these questions is to point out traits that are not part of an ethical workplace.

  • A place where misconduct is tolerated.
  • Where different standards apply to particular departments or individuals.
  • Where “cutting corners” is encouraged.
  • An atmosphere that pushes profits above everything else.
  • Where leadership is not held accountable and/or not expected to set an example.
  • Where no system of “checks and balances” exists.

Michael C. Hyter, senior partner, leadership and talent consulting, at Korn Ferry in Washington, D.C. sums up his idea of an ethical workplace quite nicely,

“What it means to me is an environment that makes it easy to do the right thing and makes it difficult to do the wrong thing.”  

It usually starts with minor stuff. A “white lie” here, a misrepresentation there. A growing “sweep it under the carpet” attitude that becomes toxic. The thing about ethical missteps is they tend to snowball. One misstep become two missteps – then three . . . leading to a “break” that doesn’t stop before becoming a full hiatus from doing the right thing.

Establishing an ethical workplace culture will not happen without solid, ethically grounded leadership leading the charge. Employees will naturally take their cues from management. An attitude of utmost commitment to a high standard must start at the top if it’s to reach the bottom rung.

So, what are the hallmarks of an ethical workplace?

  • Respect is a priority

Between co-workers, amongst management, between management and staff. Across the board, mutual respect is given and expected.

The same parameters are extended to vendors, peers, customers, the UPS man, the city workers who plow the streets – everyone. Anyone who comes in contact with the company is treated with respect and is expected to behave in the same manner.

  •  Integrity is required

Consistent demonstrations of this character quality are mandatory. Being a man or woman of your word is evidenced in every department, across all phases of the business, to the point of being woven into the very tapestry of the company. Senior leadership not only models the highest degree of integrity but makes no apologies for demanding the same from everyone in the company.

  •  Reporting procedures are in place

Every employee knows, from day one, what to do and to whom to report should he/she witness unethical or illegal conduct. Fears of retaliation are dispelled because the company culture is such that 1. Retaliation is not tolerated. 2. Reporting is expected. 3. Management is consistently watchful toward such behavior.

While it’s okay to hope the company never has to use such procedures, savvy businesses know they cannot afford to ignore the potential for unethical conduct occurring.

  • Swift, consistent consequences apply across the board

Nothing is hushed, poo-pooed, ignored or in any other way disregarded when it comes to addressing and resolving issues of an ethical nature. Whether it be the CEO or a janitorial team member, consequences will be administered in a timely fashion for all infractions. Investigations into the wrong-doing do not cease until all involved parties are uncovered. In other words, “who you are” has no bearing on the degree of ethical behavior expected from any individual.

A company culture that upholds and expects a high level of ethical standards will have happier, more productive employees, less employee turnover and will benefit from a positive reputation among consumers.

B Loehr Staffing holds all of our employees to the highest level of ethical standards. Their outstanding performance has helped to build our reputation as a premier provider of quality staffing.Through our distinctive Team Based Client Support System, we can respond quickly to assist with all of your staffing needs, supplying your business with ethical workers. Contact our staffing specialists today.

 

 

The Significance of Labor Day

b loehr - labor dayIt’s more than a Monday PTO from work that makes for a nice long weekend at the end of summer. While Labor Day, the first Monday of September, is commonly celebrated with picnics, water sports, good times at the lake cottage, and family reunions, the official holiday is designated to commemorate the American worker and his/her achievements.

In September 1882, the unions of New York City decided to have a parade to celebrate their members being in unions, and to show support for all unions. At least 20,000 people attended the parade although workers had to give up a day’s pay to attend.

The idea caught on, and other regions began having parades. By 1887, Oregon, Massachusetts, New York, New Jersey and Colorado declared Labor Day a state holiday. In 1894, Congress passed an act designating the first Monday in September as Labor Day, an annual legal holiday in the District of Columbia and the territories, officially commemorating the prominent role of the labor movement in American society.

Of course, what better way to celebrate the American workforce than to enjoy those picnics, water sports, and good times. And if you’re one of those families who will fire up the grill this Labor Day weekend, give this tasty recipe adapted from the Allrecipes.com entrée a try.

“Rosemary Ranch Chicken Kabobs”

Ingredients

  • 1/2 cup olive oil
  • 1/2 cup ranch dressing
  • 3 T. Worcestershire sauce
  • 1 T. minced fresh rosemary (approx. 3 fresh sprigs) OR 1 t. dried rosemary
  • 2 salt
  • 1 lemon juice
  • 1 white vinegar
  • 1/4 t. ground black pepper, or to taste
  • 1 T. white sugar, or to taste (optional)
  • 5 skinless, boneless chicken breast halves – cut into 1-inch cubes

Directions

  1. If using wooden skewers, soak them in water for 30 minutes.
  2. Combine olive oil, ranch dressing, Worcestershire sauce, rosemary, salt, lemon juice, white vinegar, pepper, and sugar in a medium bowl. Let stand for 5 minutes. Add chicken and stir to coat with the marinade. Cover and refrigerate for 30 minutes. If you tend to prefer a stronger marinade flavor, reserve several tablespoons of marinade for use while grilling.
  3. Preheat the grill for medium-high heat. Thread chicken onto skewers and discard marinade.
  4. Lightly oil the grill grate. Grill skewers for 8 to 12 minutes, or until the chicken is no longer pink in the center, and the juices run clear. Drizzle with reserved marinade while grilling, if desired.
  5. Loehr Staffing wishes the entire American labor force and their families a relaxing and safe Labor Day weekend.