Springborn Staffing, one of the leading temporary recruitment agencies in Portland, ME, matches qualified candidates to rewarding career opportunities. They provide services including temporary and temporary-to-hire staffing, executive recruitment and HR consulting.
In today’s workplace, one of the primary challenges that employers face is developing policies that adapt to multiple generations. It can be especially true when creating a strategy for performance reviews.
Each generation has distinct characteristics concerning:
● Motivational factors
● Preferences to office layout
● Type of workplace culture
● Work ethic
● Work/Life balance
Consequently, by using old cookie-cutter performance review templates, work performance evaluations can quickly become noneffective. In the past, annual reviews consist of two multi-page lists of questions – one for employee self-evaluation and one for managerial input. After the written portion is complete, both parties meet to discuss the results, and then the manager files the report until the following year. The employee has no way of knowing whether he or she is improving until the next review period. While this might have made sense in the Industrial Age when managers measured performance by specific numbers, such as total products packaged, it no longer fits in our multi-generational, team-oriented workplace.
In fact, according to various studies, the old system:
● Do not increase performance but invoke fear and serve as a power and control device.
● Do not take into consideration the amount of time an employee puts into their work or innovation they contribute to the company.
● Can be biased, depending on the manager-employee relationship.
● The entire process takes hours, often days to complete – time lost for servicing customers or improving production.
So, what’s the alternative?
Consider the following four alternatives – each which is adapted easily to generational styles:
1. Employee Conversations: A new term businesses use; it has no rating scale or paperwork; it’s merely a discussion between a manager and employee. The phrase replaces the negative (Employee Performance Review) with a positive, inclusive statement. It can include discussions on how satisfied the employee is with culture, workspace, and expectations, as well as how pleased you are with goals accomplished, work ethics, etc.
2. Routine “one-on-ones”: Long-term goals and performance can still have its place, but monthly or quarterly meetings offer the employee a chance to excel consistently. This process can build both employee skills and confidence as well as rapport between you and the employee.
3. Feedback in Real-Time: In addition to one-on-one, real-time feedback from staff or managers occurs when an issue arises, instead of waiting for the next review – be it quarterly, semi-annually, or yearly.
4. 360-Degree Reviews: Besides allowing feedback from immediate supervisors, open the feedback door to peers, and other staff members, and possibly customers. This process provides your employee with a 360-degree view of how others view their work and makes an excellent development tool.
Employee performance reviews are not a one-size-fits-all process. By allowing a conversational and team-oriented approach instead of a fear-based method, the employee gains real and timely feedback relevant to their position. It gives them a better chance to not only improve but also to excel while stimulating their creativity and innovation for your company.
Hiring the right talent helps improve employee accountability. Let Springborn Staffing find best-match talent. From temp staffing to direct hire, we have access to a broad base of candidates. We specialize in finding mutually beneficial connections between our candidates/associates and our clients. Trust Maine’s leading staffing provider – that’s us – and contact us today. We’ll make a difference. We do more than promise excellence. We stand behind our employees’ performance – 100% guaranteed.
WGME is proud to partner with the Girl Scouts of Maine through our ME for She campaign. Highlighting local female entrepreneurs and business leaders through our state.
By shining a light on these dynamic women, we show young girls the opportunities available for them prosper in a variety of industries and roles. Empowering them to pursue non-traditional studies, feel supported by companies within their home state and find local role models that they can look up to.
The signing of the Declaration of Independence in July of 1776 marks the day when America broke free from Great Britain’s reign.
Each Fourth of July since, “from sea to shining sea,” we Americans partake in one of the many jubilant July 4th celebrations that commemorate this great day in our nation’s history. Families and friends gather to enjoy barbeques, concerts, and awe as the Star-Spangled Banner accompanies spectacular arrays of colors exploding in the sky.
Our great state of Maine is no different – go out and celebrate awesome first Thursday this July!
Pancake breakfast from 7:00 A.M. to 10:00 A.M. ($6.00/person)
The annual 4th of July parade starting at 11:00 A.M.
The Chords for Cure Concert on the Bangor Waterfront from 2:00 P.M. to 9:30 P.M
The grand finale fireworks display is starting at 9:30 P.M. on the beautiful Penobscot River.
Favorite Staple of Maine – the Whoopie Pie
Now listen up – we’re talking about the real deal – that’s a whoopie pie made the Maine way – no fluff. It might be a little more work – but we’re not backing down. Try this recipe and find yourself in whoopie pie heaven – where the Maine thing is the Main thing.
2 1/4 cups all-purpose flour
1/2 cup cocoa powder
1 1/2 teaspoons baking soda
1/2 teaspoon kosher salt
2/3 cup unsalted butter, softened
1 cup granulated sugar
2 large eggs
1 teaspoon vanilla extract
1 cup milk
Preheat your oven to 350° and line two baking sheets with parchment paper.
In a medium-size bowl, whisk the flour, cocoa powder, baking soda, and salt together and set aside.
In a large bowl, cream together the butter and sugar 4 min – until light and fluffy. Add the eggs, one at a time, scraping the bowl after each addition. Add the vanilla extract; then add the milk and the dry ingredients, alternating, and mix until just combined.
Spoon heaping tablespoons of batter, roughly 3 inches apart, onto the prepared baking sheets. Bake 5 to 6 minutes, rotate pan and bake an additional 5-6 min until the cakes are set and a toothpick inserted into the center comes out clean. Transfer to wire racks to cool completely.
1/4 cup plus 2 tablespoons flour
1 cup milk
1/2 cup unsalted butter, softened
1/2 cup vegetable shortening
1 cup granulated sugar
2 teaspoons vanilla extract
1/4 teaspoon kosher salt
Combine the flour and milk in a saucepan over medium-low heat. Whisk continuously until the mixture thickens, like pudding, (5 min.) Remove from the heat and press through a fine-mesh strainer into a mixing bowl. Cool to room temperature.
When the mixture is cooled: add the remaining ingredients and beat until fluffy and creamy, (10 min.)
Spread filling onto the flat bottom of one cake; then top with another. Repeat with the remaining filling and cakes. Repeat with the remaining filling and cakes.
Now that’s a whoopie pie! Happy 4th of July from Springborn Staffing
Corporate managers who evaluate employee performance throughout the year may ponder the following questions:
Did the employee receive the necessary training to do the job?
Will additional coaching help the employee?
Do they lack skills, or is their low performance due to poor behavior?
Aside from these questions, you may be overlooking an essential element-accountability.
Webster’s definition of accountability is “…the quality or state of being accountable; an obligation or willingness to accept responsibility for one’s actions.” How do you implement accountability in your office?
Words Make the Difference
The “how” can mean the difference between instilling fear or a sense of pride in your employees, which can result in lower performance and higher turnaround. For example, if someone says, “I will hold you accountable for this task,” it implies threat, which is counterproductive. On the other hand, if you want employees to take pride in their accomplishments, and strive for perfection, maybe it’s time to rework your strategy.
180 Degree Culture Change-Negative to Positive
Front Loading Your Strategy
The words used by Webster to describe accountability include quality, obligation, willingness, and responsibility – terms, which are diametric to words that imply threat and instill fear.
“It starts at the top” is a familiar and profound phrase. Before you can achieve employee buy-in, all levels of staff must show accountability. Here’s an example:
Suppose you are the Director of National Accounts on a deadline to write a proposal for a new client. You ask your assistant to roadblock all calls and visitors so you can concentrate and complete your “obligation.” You suddenly remember that you forgot to pick up a gift. As you try to leave the office, your assistant meets her “obligation” by reminding you of your obligation to finish the proposal. You “willingly” return to your office and finish that hot proposal.
Set precedence for accountability in your office by beginning on a one-on-one basis.
When you perform annual reviews, try a new approach.
Begin by asking, “How do you think you’re doing?” Continue by elaborating on each responsibility and allow them to answer.
When you discuss a negative performance, avoid derogatory comments or words; instead, offer feedback and suggestions on how they can improve.
Offer staff the opportunity to give their input on how they can improve.
To conclude, you must lead by example.
The most significant way to cultivate a positive environment of accountability in your office is to hold yourself accountable to your staff. Ask your employees to evaluate you, ask them how you are doing, ask them how you can improve as a manager. This will begin to change how people take responsibility for their actions, replacing fear with willingness.
Hiring the right talent helps improve employee accountability. Let Springborn Staffing find best-match talent. From temp staffing to direct-hire, we have access to a broad base of talent. We specialize in finding mutually-beneficial connections between our candidates/associates and our clients. Trust Maine’s leading staffing provider – that’s us – and contact us today. We’ll make a difference. We do more than promise excellence. We stand behind our employees’ performance – 100% guaranteed.
Many of the country’s offices close in honor of Memorial Day as friends and family gather for weekend getaways and barbeques. As we join the fun, let’s not forget the purpose behind Memorial Day – a time set aside to remember those brave men and women who died while serving our country in the armed forces.
For those of you who have time off, here are some activities to consider in the Greater Portland Area:
If you do have to work, don’t waste time sulking. Give yourself credit for the role you are playing and consider how it is helping your company and/or people in need of services, and then try one of these ideas.
Before the holiday, get permission to put together a committee to plan a few activities.
1. Designate an area in your workplace for employees to post pictures of veterans they knew or know who have served or are serving in the armed forces.
2. Organize a company potluck lunch if your location permits.
3. Decorate the office in the traditional red, white, and blue.
4. Have a red, white and blue cake decorating contest.
5. Plan a show and tell for coworkers to tell stories of their loved ones.
6. Offer suggestions about your town’s local happenings folks could attend after work, or on off days during the weekend.
Have a happy and safe Memorial Day weekend from the staff at Springborn, where we specialize in connecting talented individuals a best-fit position. After all, we know Maine employers – really well – what kind of people they hire, what it’s like to work there. We often know about jobs before they are even posted. Contact us today.
Warmer temperatures. Fresh breezes through the house. Ah, the joys of spring. Along with this anticipated and oh, so welcome season comes that itch to clean, declutter, and otherwise rid oneself of the remnants of winter. This urge that surges energy through winter-weary minds and bodies can have a positive impact on more than just your home.
When the spirit of “spring cleaning” applies to one’s workspace and “work life,” this yearly ritual can usher in a boost to both morale and productivity.
Commence a work life/workspace spring tune-up with these strategies—
Organize your workspace
An organized workspace pays big dividends in a variety of ways.
Efficiency and productivity can’t help but improve when you know where everything is. Less time spent rummaging through piles, files, and boxes, will automatically leave more time and energy for productive work.
A tidy, everything-in-it’s-place work area boosts creativity and a get-it-done mindset. A cluttery, distracting mess induces frustration and procrastination.
A positive outlook is easier to maintain when the path to the desk, closet, meeting room, product area, etc., does not resemble an obstacle course. A sense of dread and disinterest often accompanies the very thought of returning to a workspace that resembles a war zone.
Whether you tackle the “spring cleaning” in one session, or spread it over several days, commit to persevering until the process is complete
Brush up on skills
Spring is the perfect time to get serious about adding to or refreshing your skillset. While the winter ho-hums can lull us into a cozy rut, let the invigorating spirit of spring coax out an honest time of reflection.
“In your average day, are there things that you wish you could do better? Are you always asking others for help with the same kinds of tasks? Does this gap in your knowledge ever leave you lacking confidence? If so, this is a great opportunity to brush up on those skills,” suggests Jeanne Croteau.
Revamp your daily routine to enjoy the great outdoors
Spending time outside is never more enjoyable than in the first weeks of warm weather after a dreary winter. Take advantage of the feel of the sun on your face, the scent of spring flowers, the warmth of the breeze. Before you lament the lack of time or money to vacation at the beach or cruise exotic waterways, remember that the benefits of the great outdoors do not require packing a suitcase. Enjoy a brown-bag lunch at the park or a lunch-hour walk. Stroll through the neighborhood after dinner. Round up the family for a bicycle ride.
Spring cleaning your work life can be a plus for any career. Sometimes it provides the motivation to make deeper changes – maybe even finding a new/different position. At Springborn Staffing, we’re passionate about your career. We’ve been helping people like you build a pathway to success for more than 30 years. How? We know Maine employers – really well – what kind of people they hire, what it’s like to work there. Often, we know about jobs before they are even posted. Contact us today and discover how we can “spring clean” your search, making it more streamlined and productive.
Thought leaders shape the future of business. They are the trusted source for current expertise as well as innovative ideas for tomorrow. They create and build upon the best practices and processes that others follow. Becoming a thought leader requires dedicated effort and commitment but will take you to a higher level of professional achievement and bring with it, immense satisfaction.
Thought Leadership requires:
Time commitment – it’s not a few steps, and you’ve arrived, but rather a willingness to build up your knowledge and experience, as well as your ability to convey said knowledge and experience in an attention-grabbing way. Build a professional brand that attracts followers.
Backbone – Leaders aren’t found in the middle of the pack. They are in front, and sometimes that means standing alone. Whether you are creating a better way to perform a current process or carving a totally new path, you will inevitably face opposition. Do you have the backbone to handle the visibility, criticism, and exposure – especially when your first attempt at a new idea fails? Can you treat naysayers with respect, glean wisdom from their critiques, and then move forward with your ideas?
Connection – It’s essential to pay attention to influencers in your industry. Build connections with other leaders – not for the sake of dropping names, but because you can learn. Listen to what they say. Discover what propels them forward. Seek and respond to their advice. Never stop learning from others even as you teach.
Giving – Be willing to share with others. Mentor someone. Attend networking events and reach out to people in your industry. Share relevant content – both on social media and one-to-one. Share your skills, experience, and time in your industry and in your local community. Serve on boards. Work on leaving a legacy.
Thought leadership is a choice that requires work – hard work, but it also brings tremendous benefits. It provides an opportunity to influence others – from individuals to entire companies and then industries. Your name becomes synonymous with authority, credibility, and trust. It will take you in exciting directions locally, regionally, and sometimes nationally or even globally.
Drive change tomorrow by leading change today. Begin by making the right career connections. Come to Springborn Staffing. We know Maine employers – really well – what kind of people they hire, what it’s like to work there. Often, we know about jobs before they are even posted. We’ve been helping people like you build a pathway to success for more than 30 years. We’re Passionate About Your Career. Contact us today.
Goal-setting can enhance every aspect of your career by giving you a visual road map of where you want to go and how to get there.
Whether you are a recent college graduated, initiating a switch your career journey, or considering your path toward a fulfilling retirement, careful planning will allow you to accomplish everything you desire. Now is the time to think about what you truly want.
The Thought Process
Take some “me time” to soul search; discover who you are and where you want to be in five or ten years. Answer these questions:
What are your passions?
What boosts your adrenaline?
What ignites your joy?
Analyze your skill set:
What are your strong points?
What abilities are you known for?
Do you prefer leading or following?
What skills do you lack, or need to improve?
Determine your definition of a perfect job?
What type of work culture suits you?
What benefits are essential to you?
What kind of paycheck do you want?
Lights, Camera, Action
After completing this exercise, you are ready to begin the planning process. For example:
Scene I – About You
You love working with numbers, but work in another capacity in the non-profit sector
Your goal is to become an accountant in a small firm
You have a college degree, but not in the field you desire
You want to work for a firm that is family-oriented and values work-life balance
You would like the opportunity to work from home and want flex time to pursue your artistic endeavors
Scene 2 – Initial Actions
Evaluate the accounting
Connect with others who work in the accounting industry through LinkedIn, or other social media channels.
Get a couple “day in the life” experiences at smaller accounting firms.
Evaluate educational requirements. How many of your credits are transferrable, and which courses do you need to take? How long it will take to achieve, and what are the costs? Will any local accounting firms allow you to work while pursuing your education?
Scene 3 – Reality vs. Possibilities
Establish realistic goals.
Break them down into small orchestrated steps.
Set personal deadlines for each step.
Include a little dreaming.
Compile the information you collected in a format that makes sense.
Create a clear, concise plan and keep it in plain sight to monitor your progress every step of the way.
Closing the Curtain: To sum up, never dismiss the possibility of achieving your dream career. If you are deciding on a profession, need new challenges, or want to pursue your passions, it’s possible when you take the necessary measures. Spend time creating a viable, and realistic career plan. Add dedication, hard work, and commitment.
Get some help from the team of experts at Springborn Staffing. We specialize in helping you connect with the best industry for your career goals. Contact us today and discover why we are the leading staffing agency in Bangor and Portland, Maine.
During any given year, America’s staffing companies hire more than 15 million temporary and contract employees.
Temporary and contract work is an excellent choice if you are considering a career change, are indecisive about your career path, or are re-entering the job market. Don’t be misled by the stigmas and misconceptions that surround temp workers; check out the benefits, including
If you take classes, have other projects and responsibilities, working full-time may not allow you to pursue those activities. Contract assignments vary; you can find jobs that are a few hours a week or a specified number of days per week. Temp assignments can span across weeks, months, or even years.
2. Testing the Waters
If you are uncertain about which career path to take, working in this capacity will give you the perfect opportunity to explore a variety of industries. It is also a great choice if you are changing careers; you can try it before you buy it.
3. Show me the Skills
Contract work will expand and diversify your skill set. Today’s most successful companies seek contract workers who have specialized skills. Temp work allows you to specialize your skills, gain exposure to new workflows, technology and challenges. Your marketability will increase, and your resume/CV will stand out.
4. Feet First
If your goal is to work for a particular company, and your attempts to break in have been unsuccessful, contract work can help get your foot in the door. Begin as a temp, show them your stuff, and they may offer you a more permanent position.
Working as a temp will give you the opportunity to access many face-to-face networking opportunities. Networking is vital in any industry and may lead to surprising results. The more people you know, the more doors will open.
A notable statistic from The American Staffing Association (ASA) shows that “…35 percent of temp workers receive permanent positions.” Nine out of ten workers say that temp work enhanced their employability.
Temp work can open many doors and provide several benefits. If you need extra money, want to try out a new gig, want to pursue your art, but would still like to eat, or are coming back to the workforce without a desire to work full-time, you may want to give it a try.
Connecting with Springborn Staffing will give you a distinct advantage. We know Maine employers – really well – what kind of people they hire, what it’s like to work there. Often, we know about jobs before they are posted. We’ve been helping people like you build a pathway to success for more than 30 years. Contact us today.
Attracting, engaging, and securing top-level talent in a candidate-driven market is a challenging task – especially when there are time constraints. Don’t, however, let the pressure result in poorly written, ineffective job descriptions. Instead, streamline the description-writing process by creating a working template that can adapt to each open position. It will not only save time but will also assure that you include all the necessary ingredients for well-written job descriptions.
That all-important candidate-attracting title is the first thing applicants see. Ensure your job title not only provides a clear picture of the job but also sparks curiosity, drawing the prospective candidate to read further.
It should neither be too short and blah (salesperson wanted) nor over the top (Superstar Executive Solutions Manager Wanted to Join our Winning Team). Be clear, concise, and use industry words that will pop to the top in searches. (Business Innovation Analyst for a dynamic global company, 5+ yrs. exp. And CBAP Certification preferred).
Paint a Picture
Once you have a thorough understanding of the open position, you can begin to write. Like your title, your description must also grab attention and offer relevant information. For example:
About the Company: Use “attractor factors” that resonate with your audience instead of the usual mundane prose. Share the history that speaks to your audience. Begin by addressing your “audience need.” In this case, it’s a candidate’s need for a satisfying position, then show them how your company meets that need.
Benefits: Sharing “Why you should work for us” is a winning trend in 2019. Popular trending benefits include job flexibility, gym memberships or free lunch.
Day to Day Duties: Accurately describe the essential daily duties and potential, future requirements, if applicable.
Compensation: Today’s recruits prefer to see a salary in the job description instead of “commensurate with experience.”
Although 70 +% of employers remain apprehensive about revealing salary, companies that embrace transparency are gaining a competitive edge in today’s market. As Google says,
“…if you want your jobs to show up higher on search results; you better have a salary in a structured data field.”
Finally, include a few recommendations from highly-satisfied employees in your ad – nothing speaks as strong as a potential colleague’s testimonial.
Make Connection Easy
Be transparent and easy to reach – from an email address, phone number, to a request for texts. Go mobile. If a candidate is interested in the job title, reads through the description and wants to connect, but it’s clumsy, they will quickly move onto the next company.
Finding the best staff is always more successful when you have the support of experienced professionals behind you. Partner with Springborn Staffing, Maine’s leading Staffing Agency. We specialize in connecting the best and brightest talent with the companies who need them. At Springborn, you’ll find a level of hands-on consulting not found at typical temporary staffing agencies or temp-to-hire staffing agencies. And we do more than promise excellence. Not only do each of our recruiters is required to hold current certifications, but we also stand behind our employees’ performance – 100% guaranteed. Temporary staffing services, temp-to-hire staffing services, consulting – our services are 100% guaranteed. Don’t hesitate a moment more – contact us today.