Adams & Garth Blog

The 9-5 schedule is a traditional part of the workplace. However, it may be falling by the wayside. In fact, as one of Lynchburg’s top staffing agencies, we’re seeing many businesses allowing employees to work a more flexible schedule and/or telecommute. This is especially true for companies that employ a lot of younger workers who are comfortable with working virtually.

And considering that by 2025, 75% of the global workforce will be made up of Gen-Yers – those born between 1982 and 1993 – implementing a more flexible work schedule now simply makes good business sense. As one of the leading staffing agencies in Lynchburg, we know it’s a value added benefit that will allow companies to better recruit and grow young talent for the future.

What’s more is that many Gen-Yers choose workplace flexibility over money. In fact, according to a survey by Mom Corps., 37% would take a pay cut if that could have more flexibility in their work schedules. Not only do many of these workers value flexibility, but they also value the employers that offer more of it, remaining loyal, motivated, and productive as a result.

And with today’s technology, being out of the office doesn’t necessarily translate into not getting work done. In fact, some employees may be more productive at home, working virtually.

Even better, if you’re interested in implementing a more flexible schedule, you have several options from which to choose. These include:

• Compressed Work Weeks – This option allows employees to work three or four 10-hour workdays, rather than 5 8-hour days.
• Variable Schedules – This option allows employees to choose how many hours they work each day, as long as they get in 40 hours of work per week. For instance, they can work 10 hours one day, 8 hours the next, and so on.
• Flex Time – This allows employees to have more flexibility in terms of when they start and end their days. For instance, they may choose to work from 7 am to 3 pm, or from 10 am to 6 pm.
• A 9/80 Schedule – This option takes place over two weeks. It consists of eight nine-hour workdays and one eight-hour workday. On day 10 of the cycle, usually a Friday, the employee is off. A worker on a 9/80 schedule has a two-day weekend during the first week and a three-day weekend before the schedule starts again.

The bottom line is that the workplace – and the work schedule – is changing. Those employers who understand this and remain flexible will reap the rewards in the long run.

As one of Lynchburg’s top staffing agencies, we certainly understand that firing an employee is probably among your least favorite responsibilities, especially if you like the person. But despite the awkwardness of the situation, it can actually be an opportunity to build a stronger team – and a stronger company as a result.

However, since other employees are likely watching how you handle the situation, it’s important that you deal with it efficiently, effectively, and fairly. Here’s how:

1. Sit down with the employee.

First, do what you can to help them keep their job. Don’t wait until the employee’s behavior is so out of control that you feel like you don’t have any other option but to fire them. So as soon as it becomes clear that a problem is brewing, sit down and talk with your employee. Discuss the problem behavior, including specific examples, and the consequences of that behavior. Also set out clear expectations for job performance and offer opportunities for improvement, such as through a training program. Be clear that dismissal could be inevitable if progress isn’t made.

2. Work with HR.

In today’s litigious society, it’s important to document all the actions you take to ensure the employee is given the opportunity to correct the problem. So work with your HR department to document the situation; if you don’t have an HR department, be sure to keep a file with detailed notes. Also save all of your email correspondences with the employee.

3. Terminate the employee.

If you’ve made an effort to help the employee get back on track, and it’s not working out or the employee isn’t doing their part, then it may be time to fire them. At least, though, your existing employees know that you were fair and you gave the employee every opportunity to respond in a positive way.

4. Respect the employee’s privacy.

Once the deed is done, don’t gossip about it with your staff. While they should understand that bad behavior and poor performance could lead to termination, they shouldn’t be privy to all the specific details.

5. Be consistent in your actions.

Treat all of your employees in the exact same way, even if some of them are your friends. Otherwise, you will be seen as unfair and playing favorites – not a good way to build a strong team.

And if you need some help filling a talent gap at your company, give us a call. As one of Lynchburg’s leading staffing agencies, we can give you access to an extensive network of top level talent. We can also handle the sourcing, screening, interviewing, and testing, so you can focus on other priorities. Contact us today to learn more.

Bullying has been in the news media a lot lately with some high profile cases. While those cases involved students, bullying unfortunately doesn’t stop once you finish school and move on to the workplace. In fact, according to the Workplace Bullying Institute, 35% of U.S. workers have experienced bullying firsthand. In addition, bullying is 4 times more prevalent than illegal harassment.

As one of the leading Lynchburg staffing agencies, we know that just as a school bully can have a negative impact on the classroom, so too can a workplace bully impact morale and the culture of a company. What’s more is that workplace bullying can actually cost your company money in the form of:

• Disengaged employees
• Increased absenteeism
• A higher rate of turnover and loss of talented employees
• Lower productivity

So whether you’ve already got one on your team, or you simply want to pre-empt any future issues, here are some suggestions to keep in mind when dealing with a bully at work:

First, train your supervisors.

All supervisors at your company should be aware of workplace bullying and what it looks like so they can nip issues in the bud before they get out of control.

Some signs to look for include abusive language, such as name-calling; public and personal insults; regularly making someone the brunt of jokes; and increased absenteeism (among the victim of a bully).

With that said, just because someone loses their temper and calls another employee a name, doesn’t mean you have a bully at work. Bullying happens when the above signs are occurring again and again.

Also, keep in mind that the majority of workplace bullies are supervisors, or workers who hold positions of power. So it’s important that you too look out for bullying issues among your management staff.

Secondly, if you see an instance of workplace bullying, deal with it immediately.

Meet privately with the bully. Remain composed and give specific examples. Let the employee know that such behavior won’t be tolerated. Also make sure to document the conversation and take appropriate actions, such as offering access to counseling for anger management.

Thirdly, develop a workplace bullying policy and incorporate it in your employee handbook.

With anti-workplace bullying legislation on the horizon in many states, it makes good business sense to adopt a policy about workplace bullying in order to avoid legal trouble. The policy should define unacceptable behaviors and clearly spell out the consequences of those behaviors. It should also outline the steps an employee should take if they feel they are the victim of a workplace bully.

If you need some help with this or any other HR issues, please contact Adams & Garth. As one of the leading Lynchburg staffing agencies, we go well beyond just filling empty positions. We take the hassle out of hiring and retaining top talent for your company.

Find out how Adams & Garth can help you with staffing & HR headaches>

As one of Lynchburg’s leading staffing agencies, we know that creativity and innovation are essential elements for success in today’s increasingly global economy. But how can you take advantage of this global expansion without risking working capital?

One way is through the use of virtual teams. Virtual teams essentially allow professionals to work together without being challenged by geographical limits. When you implement virtual teams, you aren’t restricted to just the talent in your own backyard. Depending on your industry and needs, you can find and hire the very best talent, whether they’re located in Central Virginia, California, New York, or London.

With that said, managing virtual teams takes a lot of patience and communication in order to reap the rewards. And virtual teams aren’t right for every company or every industry. But if you think creating a virtual team is a step in the right direction for your Lynchburg firm, here are some tips to help you keep your projects and your team on task:

Set the ground rules.

How often should each team member check in? Should they send out progress reports to the entire team or just to you? Is every meeting mandatory to attend? Are there certain hours everyone is required to be working? To implement a successful virtual team, you need to set these basic – but critically important – ground rules so that everyone is on the same page.

Explain everyone’s roles.

Obviously, everyone on your virtual team should understand their own roles and the tasks they are responsible for. But they should also understand the roles and responsibilities of the other team members, as well. Otherwise, they will each be working in a vacuum, oblivious of how what they do – or don’t do – impacts others.

Develop goals.

Besides communicating everyone’s roles and responsibilities, also make sure all the team members are aware of the goals you are trying to achieve so they can work collectively towards success.

Meet in person if possible.

If your virtual team members are nearby, meet face-to-face occasionally, even if it’s just over drinks. While video conferencing and phone calls are great ways to communicate, nothing can replace in person communication.

Be sensitive to time differences.

When setting meetings, alternate times so that the same team members aren’t always forced to get to work early, or stay late.

Over-communicate.

Communication is really the key to success when it comes to successful virtual teams. However, when you’re working virtually, rather than in a traditional office environment, communication takes more of an effort. Still it’s important to take advantage of every opportunity to communicate and interact, even if you feel like you’re going overboard. The last thing you want is for a detail to slip through the cracks.

If you need some help staffing your virtual team, contact Adams & Garth. As one of Lynchburg’s most experienced staffing agencies.we can give you access to the qualified contract and direct hire talent you need to build strong and effective virtual teams.

As Lynchburg companies are slowly starting to hire again, finding the right people to fill openings is more important than ever. If you’re looking to hire, here are 5 must-ask interview questions:

1. Tell me about a time when you had to overcome a major obstacle.

This question will help you get a clearer picture of the candidate’s work history. You may want to be more specific with this question, depending on the position you’re trying to fill. For instance, if it’s a managerial position, ask them about a time where they made a bad hiring decision and what they did about it.

2. Why do you want this position?

This question will help you determine if the candidate has done their homework and researched your company. It will also give you some insight into how the candidate feels about the job and your company, as well as why they think they’d be a good fit for the position.

3. What have been your greatest areas of improvement in your career?

This is another way to ask the question about weaknesses (i.e. What’s your biggest weakness?). Candidates should address this question in a way that shows how they are dealing or have dealt with a weakness. It also gives the candidate a chance to talk about their career ambition and learning experiences. Beware of candidates who are unwilling to admit a weakness. Everyone has them, and the good candidate will know how to turn a weakness into a positive.

4. What’s the hardest feedback you’ve ever gotten and what did you learn from it?

This question shows that your candidate can learn from mistakes. If a candidate tells you they can’t remember or haven’t ever gotten negative feedback, that could be a red flag. It could indicate that they have never worked in a fast-paced, intense, or creative environment. It could also indicate that they never asked for feedback or were viewed as too fragile to receive it.

5. What kind of work environment do you prefer?

Finding a candidate who is the right fit in terms of personality is just as important as finding someone with the right skill set. So if your culture is laid back and loud, someone who is more reserved may not fit in there, even if they look great on paper.

If you need any help with the hiring process, please contact Adams & Garth. As an experienced Lynchburg staffing agency, we’ve partnered with top companies since 1989, providing temporary and full-time staffing, training and HR consulting services.

Ever post a job then get flooded with dozens of resumes from inexperienced job candidates in Lynchburg and throughout Central Virginia? Most managers have experienced this scenario a time or two. So how can you craft a job posting that encourages people with the right kind of experience to apply?

Here are some tips:

Tip #1: Use well-known and familiar job titles.

Use job titles that a candidate will recognize so they can easily find your position when performing a search for jobs in Lynchburg and throughout Central Virginia. Candidates can be confused or misled by unclear job titles, so it’s best to be as specific as possible, such as:

Director of Human Resources
Bookkeeper
Administrative Assistant

Tip #2: Command attention with a targeted headline.

Create a job posting with an interesting headline that will grab the attention of high quality candidates. Your headline should make a candidate want to know more about your company, and ultimately, respond to your job posting. Here’s an example:

Join a Lynchburg, VA company recognized by Fortune magazine as one of the fastest growing manufacturing firms in the nation.

Tip #3: Be brief and straightforward.

A job listing that’s 2,000 words long and filled with minutiae is simply going to frustrate candidates. Instead, be as clear and concise as possible, using simple sentence structure and punctuation.

Tip #4: Avoid exaggerated language.

Using some descriptive wording is fine, but don’t go overboard and excessively use industry buzzwords, or worse yet, misrepresent your company. Candidates will be able to see through this kind of language and will be turned off by it.

Tip #5: Include a clear call to action.

This sounds like a no-brainer, but too often postings will include multiple ways to apply for a job, like an email address, an Apply Now button, a link to the company website, a mailing address, and a fax number. This can lead to confusion; in fact, the less options, the better. Including a simple “Apply Now” or “Apply Online” button is completely acceptable. If the posting is in print, then include an email address and mailing address.

Tip #6: Use a template for all your job postings.

Using a template for all of your job postings is a good way to keep it simple. Be sure to include the following information for each posting:

• Job title
• Brief description of your company
• Job responsibilities
• Required credentials
• Application instructions
• Call to action

Tip #7: Format your job posting.

Use subheads and bullet points to highlight key points and to break up the copy in your posting, making it easier for candidates to skim quickly.

If you need additional help writing your job postings, or you’d like to outsource this task to a professional staffing agency serving Lynchburg and Central Virginia, please contact Adams & Garth. We can craft job postings that will entice the most qualified candidates for your position. We can also screen, interview and help you hire top performers. Contact Adams & Garth. We can help!

There are perfectionists, pragmatists, artists, loud mouths, schmoozers, and drama queens. With so many different types of personalities at work, how can you effectively manage all of them to form one cohesive staff?

Through our experience running a staffing agency in Lynchburg, VA, we’ve come to realize that each of these personalities generally falls into one of two categories – introvert or extrovert. And how you manage each can make a big difference in building a winning team.

The Introvert

Simply put, an introvert is someone who is energized by being alone, rather than by other people. They tend to be more reserved and less outgoing. Social situations tend to drain introverts, even if they have good social skills, and they will need time to recharge afterwards.

Introverts prefer to concentrate on a single activity at a time and like to observe situations before they participate. Introverts are also more detail oriented and excel at handling tasks on their own, rather than as part of a group.

The Extrovert

In contrast, an extrovert is the kind of person who is energized by other people. Extroverts tend to get bored when they’re alone or don’t have someone to talk with. When given a choice, an extrovert would much rather be interacting with a big group of people, rather than sitting alone at their desk.

Extroverts tend to think as they speak and are often at their best when talking with others. They are gregarious, assertive, and are generally risk takers. They often show visible leadership abilities.

How to Manage the Two

These two personality types actually balance each other out very nicely, if you know how to properly manage them.

For example, while meetings are an integral part of any company, both personalities react completely different to them. Introverts generally need sufficient time to research and prepare for meetings, which are more draining and stressful for them. Extroverts, on the other hand, are energized by meetings and view them as a forum for discussion and problem solving.

As a manager, you need to meet the needs of both groups. So, before meetings, be sure to hand out any written information, like an agenda or discussion questions. This allows introverts time to prepare and feel more comfortable coming to the table. Extroverts will also feel more energized by the contributions and interaction offered by the introverts.

Here are some other tips for managing the two personality types:

• Introverts tend to like to do things on their own. So hand off projects to them for which they can take full responsibility.

• If you need an introvert to travel, ask them whether they would prefer to do so alone or with a colleague.

• Introverts tend to be perfectionists and prefer to take more time with projects. Encourage them to not think too much about every single detail before moving forward; also be sure to give them consistent feedback about their performance.

• Extroverts do well in social situations, so make sure their role at your company includes lots of interaction.

• Though extroverts can be followers, they tend to excel in leadership positions.

• Although they display much confidence in their decisions, don’t assume the extrovert is always right. Details are not their strong suit.

When it comes to successful management, taking different personalities into account is critically important. But by nurturing the strengths of these two personality types, you can ultimately increase performance and harmony—and build a stronger team.