Beat the Heat: Why Staying Cool is Key to Success in Warehouse & Light Industrial Roles

As summer temperatures rise, so does the importance of workplace safety, especially for our associates in warehouse and light industrial environments. From an HR perspective, ensuring our teams stay cool and comfortable isn’t just about compliance; it’s fundamental to their well-being, productivity, and overall job satisfaction.

Why Does Staying Cool Matter So Much?

Beyond the obvious discomfort, working in high temperatures can pose significant risks.

  1. Employee Well-being and Safety: The most crucial reason. Heat stress can lead to dehydration, heat exhaustion, and in severe cases, life-threatening heatstroke. Our goal is to prevent these outcomes, ensuring every associate goes home safely at the end of their shift.
  2. Productivity and Performance: When the body is battling heat, focus and energy naturally decline. This can lead to reduced output, increased errors, and even a higher risk of accidents due to fatigue and impaired judgment. A cool employee is a productive employee.
  3. Retention and Morale: Employees are more likely to stay with companies that genuinely care about their safety and comfort. Investing in heat prevention measures shows you value your workforce, boosting morale and reducing turnover in a competitive job market.
  4. Compliance: Regulatory bodies like OSHA have guidelines for protecting workers from heat hazards. Adhering to these standards isn’t just good practice; it’s a legal obligation that we and our client companies take very seriously.

Tips for Staying Cool on the Job

  • Hydrate, Hydrate, Hydrate: Drink plenty of water throughout your shift, even if you don’t feel thirsty. Consider electrolyte drinks if sweating heavily.
  • Dress for Success (and Coolness): Wear light-colored, loose-fitting, and breathable clothing. Moisture-wicking fabrics can be a huge help.
  • Take Your Breaks: Utilize scheduled breaks to cool down in a shaded or air-conditioned area. Even short breaks can make a big difference.
  • Listen to Your Body: Don’t ignore signs of heat stress like dizziness, headache, excessive sweating (or lack thereof), or nausea. Alert your supervisor immediately.
  • Look Out for Each Other: Be aware of your co-workers. If you notice someone struggling, encourage them to take a break and seek help.
  • Communicate Concerns: If you feel the heat is becoming unmanageable, speak up to your supervisor or PeopleShare representative.

Your safety is a shared responsibility, and it’s one we take to heart. By working together, communicating openly, and taking proactive steps, we can ensure a safe, productive, and ultimately cooler summer for everyone on assignment.

Beyond the Paycheck: Why Your Culture is the Ultimate Retention Strategy

Attracting top talent is only half the battle; keeping them is the real key to long-term success. Why do people leave? Often, it’s not primarily about pay. A Gallup survey found four times as many people leave due to “Engagement and Culture” or “Wellbeing and Work-Life Balance” than for better compensation.

So, how do you build a culture that keeps employees motivated, satisfied, and committed? It starts with strategic effort.

Essential Pillars of a Thriving Culture:

  • Define and Communicate Values: Clearly articulate your company’s mission and vision, integrating them into daily interactions and onboarding.
  • Foster Open Communication: Create channels for transparent discussions and feedback, building trust and a sense of belonging.
  • Prioritize Well-being & Work-Life Balance: Offer flexibility, time off, and wellness programs to show you value their personal lives.
  • Invest in Development: Provide training, mentorship, and clear career paths, as employees seek growth.
  • Recognize Contributions: Implement systems to acknowledge achievements, both individual and team, powerfully motivating your staff.
  • Build Community: Create opportunities for connection through team activities and an inclusive, respectful environment.
  • Empower Employees: Delegate responsibilities and encourage autonomy, fostering purpose and ownership.
  • Cultivate Continuous Feedback: Ensure feedback flows both ways, driving ongoing improvement and development.
  • Lead by Example: Leaders must embody the values and behaviors they wish to see, demonstrating integrity and support.
  • Assess and Adapt: Regularly evaluate your culture through surveys and feedback, making necessary adjustments to remain relevant and effective.

Creating a truly positive work culture requires ongoing commitment. By prioritizing well-being, fostering open communication, and investing in development, you can build a culture that not only attracts but retains and deeply engages top talent, ultimately driving business success.

Beyond the Office: Nurturing Your Mental Well-being

Ever feel like your workday has a sneaky way of following you home? Like the pressure of deadlines or a challenging client just loves to pop up while you’re trying to relax? You’re not alone! While a great workplace is super important for our mental well-being, the real secret for keeping our cool often happens outside the office.

This Mental Health Awareness Month, let’s talk about how to keep work from becoming that nagging little voice in your head, so it stays a fulfilling part of your life, not a giant stress monster.

1. Build Your Boundaries

Think of your workday as a beloved TV show. When the credits roll, you don’t just keep watching, right? It might feel a bit tricky at first, but setting clear boundaries is key.

  • Designate Your “Off” Hours: Just like your workday has a start and end, give your personal time the same respect.
  • Silence the Sirens: Your inbox can wait until work hours. Don’t be afraid to turn off the notifications after work hours.
  • Be a Communicator: Give your colleagues and clients a friendly heads-up about your availability.

2. Prioritize Your Recharge

Your brain and body aren’t batteries; they need to power down and recharge! Make sleep and rest a priority. This will ensure you’re able to be your best self day to day. Don’t forget to add in some fun, relaxing activities during your non-work time. Whether it’s taking a walk, reading or cooking, find an activity that helps you unwind.

3. Plug Into Your Community!

Strong connections are a shield against stress. Make sure to carve out time for the community around you. Often times we isolate after a stressful day, but prioritizing time with friends and family can help you relax.

  • Pencil in Activities: Schedule regular hangouts or calls with your favorite people.
  • Join the Club: Get involved in local groups or volunteer. It’s a fantastic way to feel connected.
  • Active Listening is a Superpower: When you’re with others, really be there. Listen, laugh, and lean in.

Nurturing a vibrant life beyond work is like giving your well-being a huge hug – it helps balance everything out and keeps work stress from taking over.

4. Fuel Your Body & Brain

Your physical well-being and your mental health need to be a priority. What you put in and how you move really makes a difference.

  • Get Active: It’s no secret that getting active is like a magic potion for your mood. Find something you genuinely enjoy – a brisk walk, a bike ride through a park, or just a little morning stretch.
  • Filter the Noise: Social media can be a time-sucker and a mood-killer. Unfollow accounts that leave you feeling unnecessarily stressed and intentionally seek out positive and motivating accounts. Set limits or take full-on social media vacations.
  • Grow Your Brain: Explore things outside of your job that make you happy. Try a new art class, cook up something delicious, or dive into a motivational podcast. Learning for fun is incredibly refreshing!

5. Build Your Coping Skills!

Life, even outside of work, throws curveballs. Having healthy ways to handle stress and tricky emotions is like having a secret superpower. Bonus: these skills work wonders for work challenges too!

  • Journal It Out: Sometimes the best solution is writing out our thoughts and feelings. No need to structure it, just write what you’re feeling.
  • Get Creative: Whether it’s drawing, singing, writing, or dancing, a creative outlet can help you relax.
  • Mindful Moments: Learn a few meditation tricks to stay present and keep stress from spiraling.

No need to try all of these at once – just pick a few that feel good and easy to stick with. The easier it is, the more likely you’ll do it, and the more benefits you’ll reap!

By actively carving out time for ourselves and focusing on these feel-good strategies outside the office, we’re building a super strong foundation for our mental well-being. So, this Mental Health Awareness Month (and every month!), let’s commit to prioritizing our calm, making sure work fits nicely into a balanced, happy life, instead of causing a headache!

Effective Strategies for Employee Appreciation

Employee appreciation

We recently recognized National Employee Appreciation Day, which makes it the perfect time to express gratitude and appreciation to your team. A little extra effort can go a long way in boosting morale and fostering a positive work environment. In fact, a Nectar survey has found that weekly or monthly recognition has the biggest impact on employee value. Here are some tips to show your team you care:

Personalized Recognition

A recent survey found over 83% of employees feel that recognition affects their motivation to succeed at work. A small act can make a major difference to employees.

  • Handwritten Thank-You Notes: A sincere, handwritten note expressing gratitude for their hard work and dedication can make a lasting impression.
  • Personalized Gifts: Consider thoughtful gifts that align with their interests or hobbies. A small token of appreciation can go a long way.
  • Public Recognition: Highlight team members’ achievements during team meetings or company-wide emails. A public acknowledgment can boost their confidence and motivate others.

Foster a Positive Work Culture

There’s regular tasks that can support a strong Employee Appreciation culture, but the extras are what will set your company apart from others. Larger celebrations or company-wide programs will instill in Employee Appreciation in your company culture.

  • Team Celebration: Organize a themed party or team lunch to celebrate all of their accomplishments and foster camaraderie.
  • Flexible Work Arrangements: Offer flexible work options, such as remote work or flexible hours, to help employees balance their work and personal lives.
  • Mentorship Programs: Pair up employees with experienced mentors to provide guidance and support their professional development.

Open Communication and Support

  • One-on-One Meetings: Schedule one-on-one meetings to discuss individual goals, challenges, and feedback. This demonstrates that you value their input and are invested in their growth.
  • Charitable Giving: Organize a company-wide charity drive or volunteer opportunity to give back to the community and foster a sense of purpose.

By implementing these strategies, you can create a positive and supportive work environment that fosters employee engagement, loyalty, and productivity. National Employee Appreciation Day was a great reminder of the importance of regular recognition and appreciation for all the hard working employees. Remember, a little appreciation can go a long way in making a difference!

Debunking Common Staffing Myths

In today’s competitive landscape, hiring the right talent is crucial for business success. Yet, many misconceptions surround the role of staffing agencies, which hinders businesses from leveraging their true potential. Let’s debunk some common myths and explore what truly matters when it comes to finding the perfect staffing partner.

Myth 1: Staffing Agencies are More Expensive Than Hiring In-House.

Reality: Partnering with a reputable agency can actually save you money in the long run.

  • Reduced Time-to-Fill: Staffing agencies have the resources and expertise to quickly identify and screen qualified candidates, significantly reducing the time and cost associated with internal recruitment efforts.
  • Reduced Risk of Bad Hires: By leveraging the agency’s expertise, you minimize the risk of hiring unsuitable candidates, which can be costly.
  • Focus on Core Business: Outsourcing your recruitment needs frees up your internal team to focus on core business objectives, increasing overall efficiency and productivity.
Myth 2: Staffing Agencies Don’t Provide High-Quality Candidates.

Reality: Reputable staffing agencies prioritize quality over quantity. They invest heavily in building strong relationships with candidates, understanding their skills, experience, and career goals. This allows them to match the right talent with the right opportunities, ensuring a higher likelihood of successful placements.

Myth 3: Staffing Agencies Lack Industry Expertise.

Reality: Many top agencies specialize in specific industries. This industry-specific expertise allows them to understand the unique hiring needs and challenges within each sector, enabling them to source and present highly qualified candidates with relevant experience.

Myth 4: Using a Staffing Agency Means Losing Control of the Hiring Process.

Reality: A strong partnership involves collaboration and open communication. Reputable agencies work closely with their clients to understand their specific hiring needs, company culture, and desired candidate profiles. They are an extension of your hiring team, providing valuable insights and ensuring that the hiring process aligns with your company’s goals.

Choosing the Right Staffing Partner

When selecting a staffing agency, consider the following:

  • Industry Expertise: Look for an agency with a proven track record in your industry.
  • Candidate Quality: Inquire about their candidate screening and selection processes.
  • Client Testimonials: Read client reviews and testimonials to gain insights into their experience.
  • Communication and Collaboration: Choose an agency that prioritizes open communication and a collaborative approach.

By debunking these common myths and choosing the right staffing partner, businesses can leverage the expertise and resources of a professional staffing agency. This streamlines the hiring process, reduces costs, and ultimately improves the bottom line. Your internal HR team can focus on strategic initiatives, such as employee development and talent management. By strategically leveraging the strengths of a qualified staffing partner, HR departments can elevate their recruitment efforts, improve their overall effectiveness, and significantly contribute to the success of the organization.

How You Can Make Employees Feel Seen and Appreciated

Retaining top performers remains a major priority for HR professionals. But simply offering competitive salaries and benefits isn’t enough anymore. Employees crave a sense of purpose and belonging – they want to feel valued for their contributions.

But how do you know if your employees actually feel valued?

According to a recent survey, 66% of employees say they would leave their job if they didn’t feel appreciated.

Taking the Temperature: Assessing Employee Value

Before implementing a strategy, it’s crucial to understand your current state. Here are some ways to gauge how valued your employees feel:

  1. Employee engagement surveys: Regular surveys with anonymous responses can provide valuable insights into employee satisfaction and areas for improvement.
  2. Exit interviews: Exit interviews offer a chance to understand why an employee is leaving and identify recurring themes related to feeling valued.
  3. Focus groups: Organize small group discussions to gather qualitative feedback on company culture, recognition, and professional development opportunities.
  4. Stay interviews: Proactive check-ins with high performers can help identify potential roadblocks and ensure they feel valued enough to stay.

By using these methods, you can establish a baseline and track progress as you implement initiatives to cultivate a culture of value.

1. Invest in Recognition (Beyond the Annual Review)

Once you understand your employees’ needs, you can tailor your approach. Here are some key strategies to consider:

  • Peer-to-peer recognition programs: 41% of employees want to be recognized by a peer, so allow employees to publicly thank their colleagues for their support or going the extra mile.
  • Spot bonuses or small gifts: A timely reward for exceeding expectations shows employees their hard work doesn’t go unnoticed.
  • Personalized feedback: Public praise is great, but don’t underestimate the power of a sincere “thank you” or a handwritten note.
2. Prioritize Growth and Development

Employees who feel stagnant and unchallenged are more likely to seek opportunities elsewhere. In fact, 65% of employees prefer non-monetary incentives. Focus on professional development by:

  • Offering training and mentorship programs: Help employees build new skills and advance their careers within the company.
  • Encouraging cross-departmental collaboration: Broaden perspectives and expose employees to new areas of the business.
  • Supporting educational pursuits: Consider tuition reimbursement programs or offering flexible hours to attend relevant courses.
3. Foster Open Communication and Feedback

Employees who feel heard and valued are more engaged. Create a safe space for open communication by:

  • Conducting regular employee surveys: Gather feedback on company culture, workload, and development opportunities.
  • Organize town hall meetings: Give leadership the chance to address concerns and share company goals.
  • Implement an “open door” policy: Encourage employees to feel comfortable approaching HR or managers with questions or concerns.

Don’t just tuck these concerns away, utilize them when creating action plans.

4. Promote Work-Life Balance and Well-Being

Feeling valued extends beyond work itself:

  • Offering flexible work arrangements: Allow employees to manage their workloads and personal lives effectively.
  • Promoting healthy habits: Organize wellness programs or offer gym memberships to support employee well-being.
  • Recognizing the importance of personal time: Encourage employees to use PTO and avoid glorifying overwork.

By implementing these strategies, we can create a work environment where employees feel valued, respected, and motivated to contribute their best work. Remember, a happy and engaged workforce is a productive workforce, leading to a competitive advantage for your company.

3 Ways to Promote Work-Life Balance

In survey by Visier, 56% of respondents said they stayed connected to work while on vacation. Of those who worked on PTO, 72% of them considered quitting. During the COVID-19 pandemic, most workplaces moved to a hybrid or fully-remote work structure. Many employees have enjoyed this new work style; however, 5 years into hybrid work, the lines of work-life balance are blurred. It is important for employers to not only ensure their employees not only take their PTO, but enjoy it as well!

Here are 3 ways you can promote more work-life balance for your employees to help keep them happy:

  1. Educate employees about work-life balance
    Many employees may think they have an understanding of what a healthy work-life balance is, but that may not be the case. As hybrid work has become the norm, more employees are likely working beyond their usual work hours. Some are probably checking in on emails over the weekend. With smartphones, work is more accessible than ever before. Introduce regular training about work-life balance, burnout, and how to turn off work-brain in order to spend time with their friends and family. By communicating these themes regularly, your employees will continue to feel supported and as though work-life balance is not just accepted, but encouraged.
  2. Encourage lunch breaks
    We all remember the days of work lunches. Getting together with our co-workers and stopping at the local café to grab a sandwich and socialize. One of the downfalls of hybrid work is the midday break is often forgotten. It is just as (if not more) important now for your employees to take breaks. During your check-ins, ensure they are taking a lunch break. If someone hits a milestone, or has done an exceptionally good job recently, send them a gift card for a lunch of their choice.
  3. Lead by example
    As a manager, it’s your job to show your employees what work-life balance should look like. If you take lunch breaks and vacation time, your team will know that they can also do so, without guilt. In a management position it can be harder to completely remove yourself from work, especially if you have a new employee or are under a lot of project deadlines. Try your hardest to take the vacation time you need. You deserve it too!

Work-life balance is a hot topic, as it should be. Continuing to stress the importance of a balanced life is key for your employees’ wellness and retention. Need help with your own work-life balance? Contact your local PROMAN branch to see how we can take some of your staffing needs off of your plate.

How Do Staffing Firms Increase Hiring Speed?

With the current market, it can be a challenge for companies to find and hire the best candidates for their open positions. Staffing firms have emerged as a solution to this problem, providing a range of services that help companies increase their hiring speeds while maintaining the quality of their hires. Here’s how a staffing company can help:

  1. Access to a larger pool of candidates
    Staffing firms have access to a larger pool of candidates than individual companies do. This is because staffing firms have a network of job seekers who are actively looking for work, as well as passive candidates who may be open to new opportunities. When you work with us, we sort through our wide pipeline of candidates and find those that best match what you’re looking for.
  2. Specialized recruiting expertise
    Staffing firms specialize in recruiting for specific industries or job functions. This means they have a deep understanding of the skills and experience needed for each role and can quickly identify candidates who meet those requirements. By leveraging the specialized expertise of staffing firms, companies can streamline their hiring processes and reduce the time it takes to fill their open positions. We at PROMAN are masters at creating effective job descriptions and utilize social media to run targeted ads to get in front of candidates.
  3. Pre-screened candidates
    Staffing firms pre-screen candidates before presenting them to clients. This means that hiring managers save time and resources by only reviewing candidates who meet their specific requirements. By having a pre-screened pool of candidates to choose from, companies can accelerate their hiring processes and reduce the time it takes to make a hire.
  4. Flexible staffing options
    Staffing firms offer a range of hiring options, from temporary staffing to direct-hire placements. This flexibility allows companies to tailor their staffing solutions to their specific needs and hiring timelines. For example, companies can bring in temporary staff to cover gaps in their workforce while they search for permanent hires. This can help them maintain productivity while they continue their search for the right candidate.
  5. Onboarding support
    Staffing firms provide onboarding support to help new hires quickly acclimate to their new roles. This can include providing orientation and training, as well as ongoing support to ensure a smooth transition. By providing this support, staffing firms can help companies reduce the time it takes for new hires to become productive members of their team.

Working with a staffing firm can be a valuable resource for companies looking to increase their hiring speeds. By leveraging their access to a larger pool of candidates, specialized recruiting expertise, pre-screened candidates, flexible staffing options, and onboarding support, companies can accelerate their hiring processes and maintain the quality of their hires. If you’re struggling to find and hire the right candidates for your open positions, reach out to your local PROMAN office to streamline your hiring processes and increase your chances of finding the right fit.

EMPLOYEE VALUE

In today’s competitive talent market, retaining top performers is a priority for HR professionals. But simply offering competitive salaries and benefits isn’t enough anymore. Employees crave a sense of purpose and belonging – they want to feel valued for their contributions.

But how do you know if your employees actually feel valued?

According to a recent survey, 66% of employees say they would leave their job if they didn’t feel appreciated.

Taking the Temperature: Assessing Employee Value

Before implementing a strategy, it’s crucial to understand your current state. Here are some ways to gauge how valued your employees feel:

  1. Employee engagement surveys: Regular surveys with anonymous responses can provide valuable insights into employee satisfaction and areas for improvement.
  2. Exit interviews: Exit interviews offer a chance to understand why an employee is leaving and identify recurring themes related to feeling valued.
  3. Focus groups: Organize small group discussions to gather qualitative feedback on company culture, recognition, and professional development opportunities.
  4. Stay interviews: Proactive check-ins with high performers can help identify potential roadblocks and ensure they feel valued enough to stay.

By using these methods, you can establish a baseline and track progress as you implement initiatives to cultivate a culture of value.

1. Invest in Recognition (Beyond the Annual Review)

Once you understand your employees’ needs, you can tailor your approach. Here are some key strategies to consider:

  • Peer-to-peer recognition programs: 41% of employees want to be recognized by a peer, so allow employees to publicly thank their colleagues for their support or going the extra mile.
  • Spot bonuses or small gifts: A timely reward for exceeding expectations shows employees their hard work doesn’t go unnoticed.
  • Personalized feedback: Public praise is great, but don’t underestimate the power of a sincere “thank you” or a handwritten note.

2. Prioritize Growth and Development

Employees who feel stagnant and unchallenged are more likely to seek opportunities elsewhere. In fact, 65% of employees prefer non-monetary incentives. Focus on professional development by:

  • Offering training and mentorship programs: Help employees build new skills and advance their careers within the company.
  • Encouraging cross-departmental collaboration: Broaden perspectives and expose employees to new areas of the business.
  • Supporting educational pursuits: Consider tuition reimbursement programs or offering flexible hours to attend relevant courses.

3. Foster Open Communication and Feedback

Employees who feel heard and valued are more engaged. Create a safe space for open communication by:

  • Conducting regular employee surveys: Gather feedback on company culture, workload, and development opportunities.
  • Organize town hall meetings: Give leadership the chance to address concerns and share company goals.
  • Implement an “open door” policy: Encourage employees to feel comfortable approaching HR or managers with questions or concerns.

Don’t just tuck these concerns away, utilize them when creating action plans.

4. Promote Work-Life Balance and Well-Being

Feeling valued extends beyond work itself:

  • Offering flexible work arrangements: Allow employees to manage their workloads and personal lives effectively.
  • Promoting healthy habits: Organize wellness programs or offer gym memberships to support employee well-being.
  • Recognizing the importance of personal time: Encourage employees to use PTO and avoid glorifying overwork.

By implementing these strategies, we can create a work environment where employees feel valued, respected, and motivated to contribute their best work. Remember, a happy and engaged workforce is a productive workforce, leading to a competitive advantage for your company.

2024 KICKOFF MEETING

In March leaders of both PROMAN and PeopleShare came together in Miami for a 2024 Kickoff Meeting!

We were all joined together and welcomed PROMAN Group President, Roland Gomez, Director of Marketing, Camille Jankowski, along with our, CEO of PROMAN Group USA, Gilles Tanneur!

Roland gave an outstanding presentation including the history of PROMAN and what is to come.  The new PROMAN logos were introduced for all brands.

This was a very successful event, and the message of our CEO was the key point to this meeting “STRONGER TOGETHER”!

PROMAN and PeopleShare are one company under the PROMAN GROUP Family!

Since the March meeting, it has been very exciting times integrating both sides of the FAMILY coming together and structuring different areas to oversee both sides.

PROMAN and PeopleShare are VERY EXCITED to continue this journey of growth together to reach all our goals!