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NISSEN STAFFING CONTINUUM, INC. WINS INAVERO’S 2018 BEST OF STAFFING® CLIENT AWARD

 

“Clients of winning agencies are 2.3 times more likely to be completely satisfied.”

 

 

 

 

 

Nissen Staffing Continuum Inc., a leading staffing agency in Southeastern Wisconsin announced today that, for the third time, they have won Inavero’s Best of Staffing® Client Award for providing superior service to their clients. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing Client winners have proven to be industry leaders in service quality based entirely on ratings provided by their clients. On average, clients of winning agencies are 2.3 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies.

Focused on helping companies in Southeastern Wisconsin find the right people for their job openings, Nissen Staffing Continuum received satisfaction scores of 9 or 10 out of 10 from 62.1% of their clients, significantly higher than the industry’s average of 32%. Less than 2% of all staffing agencies in the U.S. and Canada have earned the Best of Staffing Award for service excellence.

“To be the best you have to lead.  Today, we celebrate our 2018 Best of Staffing award as scored by our clients.  Is your current “commoditized” staffing partner brave enough to be evaluated in a talent scarcity market?  Not all staffing companies are the same.  We come alongside to attract and retain the best talent available with quality service outcomes for our clients, and they’re winning,” Nissen Staffing Continuum President and CEO, Scott Nissen said.

“With a tight labor market and growing economy, finding the right recruiting partners is critical to success,” said Inavero’s CEO Eric Gregg. “Best of Staffing winners prove they can provide consistently remarkable service to their clients and job candidates, and I couldn’t be more proud to feature them on BestofStaffing.com.”

About Company

Established in 1997, Nissen Staffing Continuum has consistently focused on helping businesses grow their organization’s most precious asset:  their people. They understand that to succeed in a fragile economy, or thrive in a strong one, organizations require a staff that is flexible, innovative, and dependable. Nissen Staffing Continuum offers many solutions for all of your staffing challenges, from sourcing temporary help required to meet a tight deadline of a project, to finding capable temp-to-hire personnel, to recruiting a professional with the right background and qualifications. Nissen Staffing Continuum also offers personalized, on-site partnerships to meet the ever-changing needs of businesses that rely on a flexible workforce to meet their customer needs. Nissen Staffing Continuum values partnerships and, as they always say, “It’s not who you know alone, it’s who we know together.” This is their third Inavero Best of Staffing Award.  Visit their website to learn about their service offerings, contact their office or read direct customer testimonials.

About Inavero

The Inavero team administers more staffing agency client and talent satisfaction surveys than any other firm in the world, reporting on more than 1.2 million satisfaction surveys from staffing agency clients and job seekers each year. Committed to delivering ongoing value to the industry, Inavero is proud to serve as the American Staffing Association’s exclusive service quality partner.

About Best of Staffing

Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on BestofStaffing.com – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

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 Contact
Natalie Cigelske, Marketing Specialist

  1. (262)544-4787 x308
  2. (262)544-4793

natalie@nissenstaffing.com

Seven Tips for Holiday Hiring

Ready or not, here they come!

Whether you’re a retailer, a manufacturer, a distribution channel or a professional services firm, the holidays are coming and you feel the pressure on your business as seasons change and customer demand increases.

Here are seven things to consider as you prepare to hire for your busy season:

  • It’s never too early to create a strategy. Be ready to hire well before you need to.  Think about how and where you are going to recruit and exactly what you are going to have the seasonal workers do.
  • Understand your market. As the unemployment rate continues to fall and the demand for qualified workers rises, know what you might need to pay for the skill set you need and how long it might take you to fill your open positions.
  • Create a “quick start” training program and be willing to train to the job. The reality is that as you enter your busy season, you typically need to ramp up quickly.  Identify transferable skills and hire people who have excellent work ethic and a willingness and ability to learn quickly, and then be willing to train them.  Keep it as simple as possible.
  • Develop a retention program. One of the biggest challenges when you hire workers for what they know will be a short time is retention.  Consider developing a retention plan where you build incentives into the duration of your project and award workers that stay and perform well along the way, and then finish with a completion bonus.  The cost of the bonus will likely be far less than the cost of continuous recruitment and training.
  • Ask for referrals. Before you spend thousands of dollars in recruitment advertising, ask your best current employees for referrals and make it worth their time to give them to you.  Remember that saying “Birds of a feather, flock together?” Great people usually know other great people.
  • Never say never. In this employment market, be open to offering long-term positions to your best seasonal workers. You may not know if you “need” them for the long term when you hire them, but finding something for workers that are already proven and trained may be an investment worth making.
  • Find a Hiring Partner. You don’t need to do it alone.  Find a hiring partner that takes the time to understand your business and needs, and develops a plan to help you fill those needs.  Not only will a great partner come to the table with inventory, they will likely come with years of experience doing similar projects and a staff ready to support you.  Why would you want to assume additional liabilities like payroll taxes, unemployment costs and liability and worker’s compensation risk?  Take advantage and find a partner you can work with.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs.  As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 

 

Battling in the War for Talent

April’s Wisconsin Department of Workforce Development report shows unemployment at 3.2%, the lowest point in 30 years. Area employers are quickly reaching a point of pure frustration as they try to fill open jobs throughout Southeastern Wisconsin, and especially in highly populated markets in Milwaukee and Waukesha counties. But before you throw in the towel, we urge you to start thinking proactively. At Nissen Staffing Continuum, we are constantly looking for new and creative ways to strategically recruit for our clients. As the saying goes, “the best defense is a good offense.”

Today’s job seekers are looking for VALUE and view jobs as opportunities. They are trying to understand their purpose in a job and how they can contribute with their own unique gifts and talents. They are looking for belonging and a greater purpose, and want to feel like others care about them and their success. And once they understand their value and greater purpose, they are looking to become masters in their roles and apply that mastery through to a promotion.

As employers, we urge you to look at things like benefits and job descriptions and incorporate the needs of today’s job seekers into every step of your hiring process. Ask yourself the tough question of “Why would someone want to work here?” and then incorporate those things into your descriptions, postings and interview questions. Sell it. Make them understand not just the job, but the FEELING behind the job and the vibe of your business.

Staffing experts say that a performance-based job profile is essential to an effective hiring system. This type of job profile helps to define what success is on a job by spelling it in specific and measurable terms. According to Lou Adler, CEO and Founder of the Adler Group, an ideal job profile is a one-page document and includes some important items:

  • The 5-7 most important deliverables required to be successful in the job.
  • The qualities of a successful person in terms of knowledge, skills & abilities.
  • Specific short- and long-term performance expectations that define success.

We will talk more about performance-based job profiles in a future blog, and provide some examples and success stories we’ve had by utilizing this philosophy.

While helping an employee define success is imperative, it’s important to remember that today’s job seekers have a wealth of knowledge at their fingertips. Websites like GlassDoor, Google, Yelp and social media applications give employees (current, future and former) the opportunity they want to both give and read feedback. Own your feedback and respond to it. Build your own brand in terms of job satisfaction and employee engagement. What you don’t share, someone else will and it is in your best interest to make sure that your message is on point.

To find the best people, you will need to be a best in class employer. Sometimes, this means making changes to your work environment. While these changes may be simple or complex, they are always worth the effort. Making these changes and increasing your ability to recruit talent has an added perk:  retaining the great talent you already have. Understanding your own current and future workforce is the first step in ensuring your company’s success for years to come.

You only get one chance to make a first impression; make sure the first impression you make is a positive one. An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can help you make your next great hire. As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing with our team of recruiters that are supported by a full-time sourcing department. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

Worker’s Compensation Rule Changes May Impact Area Employers

On Wednesday, January 11th, 55 members of the Waukesha Area Safety Council gathered for their monthly meeting. The group welcomed Attorney Charles Palmer from the law firm of Michael Best & Frederich, who discussed updates to Wisconsin’s Worker’s Compensation Laws that were passed by the State legislature earlier this year.  The lunch and learn format lent itself to a succinct presentation and opportunities for questions.  Attorney Palmer reiterated the importance of these laws and their need to balance the interest of both Labor and Management.

Specifically, three major changes to these laws impact Human Resources & Safety Professionals and how they should handle specific worker’s comp situations.  The areas impacted by the changes include:

  • Violations to the Drug and Alcohol Policies
  • Misconduct or Substantial Fault
  • Pre-Existing Conditions

Violations to the Drug and Alcohol Policies

Under the changed laws, if any employee violates an employer’s policy against drug and alcohol use AND the violation causes the employee’s injury, THEN the employee nor the employee’s dependents may receive any compensation under law, including no benefits for temporary or permanent disability.  (This had previously read that they would receive a 15% reduction in benefits).  In order to make the law work effectively, Attorney Palmer suggested that employers need to make sure that their policies are clear, that they can prove the injury was caused by a violation of the policy and that documentation is done correctly.  He also suggested that an employee’s behavior prior to and after the injury should be clearly documented, as well as having adequate documentation that the employee was aware of and had received written documentation of the policy.  Finally, he encouraged that all employers make sure their policies are clear and up to date, including verbiage concerning illegal and legal (over the counter and prescription) drugs.

Misconduct or Substantial Fault

Under the changed laws, any injured employee could be denied temporary disability benefits if they’ve been suspended or terminated due to their own misconduct or substantial fault.  (Previously, a terminated employee would be paid disability while not working until end of healing.)  If an employee is suspended or terminated for safety violations, ignoring employer directives or has a post-accident positive drug test, the employer may deny him/her benefits.  Attorney Palmer encouraged members to be sure that their disciplinary rules and procedures are up to date, and enforced consistently – do not discipline or terminate only the employee who is injured, while not applying the same discipline to those who commit the same violation without being injured.

Pre-Existing Conditions

Under the new rule, an employer may submit evidence that an employee’s permanent disability was only partially caused by an injury sustained at work.  Old laws held an employer responsible for an employee’s full disability, even if they had a pre-existing condition related to the new injury.  So long as the pre-existing injury was aggravated beyond normal progression, the law had held the employer fully responsible.  Under the new law, in order to separate the pre-existing disability from the disability caused by the current job, a doctor must determine the percent of disability assigned to each.  Again, Atty. Palmer encouraged employers to work with their insurers to make sure that documentation is clear, and supplied to the doctor including: prior work history and medical records, specifics of the current injury claim, witness statements regarding the current claim, details of the current job, and other information that will allow the doctor to compare the level of exposure in the current job, to past exposure, and compare the pre-existing medical information to the current medical information.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum is proud of our commitment to safety.  We maintain an active role as the Outreach Coordinators on the Waukesha Area Safety Council and welcome the opportunity to learn from the great speakers that present to the organization.  As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 DISCLAIMER:  This article is meant to be a brief summary of the major points covered in the meeting presentation and is not meant to provide legal and/or medical advice.  As always, we suggest you consult with your medical or legal professional when dealing with any workplace injury or worker’s compensation issue.  Don’t have legal representation and need to retain an expert?  Atty Charles Palmer (Michael Best & Frederich) can be reached by email at cbpalmer@michaelbest.com.

Interested in joining the Waukesha Area Safety Council and taking advantage of learning from our great speakers, while networking with other HR and Safety Professionals?  Please contact Jean at Jean@nissenstaffing.com for more information!

Happy 20th Anniversary Nissen Staffing Continuum!

2017 marks the 20th anniversary for Nissen Staffing Continuum, Inc., one of the largest staffing companies in Southeastern Wisconsin. Nissen Staffing Continuum has grown from the dreams of President/Founder, Scott Nissen, to a company with revenue reaching over $32 million in 2016. A celebration is planned for spring, where the company will invite clients to an open house.

Company President, Scott Nissen, remarked:

“The overriding theme for the last two decades was change, both dramatic and evolutionary. From high-demand job orders for our clients to low supply of talent in the labor market, we’ve seen and experienced a combination of sudden waves and gradual shifts that have shaped our human capital solutions and culture of service.  The staffing solution provider space continues to be a source of reinvention, innovation, and value creation.  We have flexed our business model to accommodate the market changes and have embraced the disruption as new opportunities for our firm. Today our book of business spans all industries, more occupational titles, and greater geography than ever before.

The one constant at Nissen Staffing Continuum that we take great pride in is our core values. Our values guide our behaviors and actions on a daily basis – truth, outstanding performance, engagement, serve others first, diversity, leadership, teamwork, and flexibility.

Thank you, Nissen team members, clients, and associates, for the roles that you have played in our success – we could not have done it without you and we look forward to creating new value, together, for all those we serve in the years to come.  Building a great company and teamwork has been like driving a car.  It calls for us to gain hindsight or experience, by glancing in the rearview mirror, looking back on all that has happened before, which is now history.  It calls for us to take the time to reflect on our successes, our failures, our mistakes, and our missed opportunities.   It calls for us to look through the windshield, imagine a better future ahead, and to gain precious foresight by passing on our trials, errors and achievements as lessons in leadership.  It calls for us to live in the present, worrying about neither yesterday, nor tomorrow, but rather facing the challenges of what today offers, one interaction at a time. To all those we touch, thank you for your confidence in us. We strive to be a firm of excellence and will continue to learn from experience, and build our business around exceptional customer satisfaction while implementing continuous process improvements in the years to come.”

Nissen Staffing Continuum was originally comprised of only three employees and has been rapidly growing since. They are now the sixth-largest staffing company in Southeastern Wisconsin, according to the Milwaukee Business Journal. NSC has also received several prestigious awards this past year, including their third MMAC/COSBE Future 50 Award and the Milwaukee Business Journal’s Fastest Growing Firms award twice

About Nissen Staffing Continuum

Nissen Staffing Continuum is a team of human resource experts who provide creative staffing solutions for clients, and career opportunities for associates. “Our history of making successful connections between our clients and associates since 1997 has resulted in thousands of new jobs and new hires! We have proven to be successful across the full spectrum of employment solutions – from entry-level to professional, temporary to direct hire,” Nissen Staffing Continuum’s President and CEO, Scott Nissen said.

If you are interested in working with Nissen Staffing Continuum, visit www.nissenstaffing.com or give them a call at 262.544.4787.

Nissen Staffing Continuum 2017 – Leadership and Management Team

Your Business Could Use a Little R&R* *Recruitment and Retention

In late October, the Wisconsin Department of Workforce Development released a report showing that the state unemployment rate was at 4.1%, the lowest since February of 2001.  Wisconsin’s unemployment rate was even lower than the already low national unemployment rate, which was 5%.  The positive thing is that people are working and businesses are growing.  The negative thing is that businesses are having a hard time hiring and retaining enough qualified employees to meet demand.  So, what can you do?

In a tight labor market, there are several things to consider.

  • Where are you recruiting? To recruit employees in Southeastern Wisconsin, you might need to get a little creative and be willing to invest in job-specific training programs.  Focus on identifying interest areas that you can apply to your business.  Think about where these people “hang out” and then go meet them there.  Gone are the days of more applicants than openings.  For example, let’s say your business is in the automotive industry.  Think about where people that are interested in the automotive industry spend time.  Is it at a car show?  It is on certain social media (Facebook, Twitter, LinkedIn, etc.) groups or special interest sites?  Is it at specific vocational/trade schools?  Are there clubs?  Get creative and start targeting people who are interested in what you specialize in in your business.
  • Who are you recruiting? Have you thought through the transferable skills necessary to be successful in the role you are trying to fill?  Does it matter that they don’t know how to use a specific piece of machinery if they are mechanically inclined and have used similar machines in the past?  Probably not.  Think about the skills that are at the very core of what you are trying to accomplish and then go from there.
  • Who are you retaining? Imagine filling a large tub of water.  The water coming out of the faucet is like the new staff members that are joining your organization.  Have you checked to make sure you remembered to close the drain?  Don’t lose great people you already have because you are so focused on adding new members to your team.  Think about the work environment you have created.  Get people engaged.  Make them feel valued and appreciated.  And most importantly, establish a clear path for growth and provide opportunities for career development.  Every dollar spent in this area is money well spent.
  • Are you willing to pay? They say that money talks, and whether or not you want to hear it, you may need to pay a bit more in a tight employment market to attract the type of talent you want to hire.  Be aware that higher starting wages could have a ripple effect on your organization.  Be prepared to justify, and if necessary, adjust other wages.  While this may seem trivial, it can often be a short-term fix that allows you more time to create career development opportunities and gives you an opportunity to focus on retaining the talent you have.

Your goal, of course, is to become an employer of choice.  An employer of choice is able to weather the storm a bit when things get rough.  An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can assist you in finding great employees in Wisconsin for both your short-term and long-term needs.  As your strategic partner in a tight employment market, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 

Perfect Imperfections

Blogger Shep Hyken tells a story on his blog about an experience that someone shared with him.  The story took place at a Ritz Carlton hotel, where a waiter accidentally spilled hot food on a guest when he was serving him dinner at a banquet. After making sure the guest was not hurt, the waiter promptly took the guest’s suit coat and promised to have it returned to him before the end of the evening.  Twenty minutes later, the waiter returned to the table, clean suit coat in hand, and again offered his apologies. Stunned at the unbelievable service, the guest had all but forgotten that he had had hot food spilled on him.  What the guest didn’t know was that the Ritz Carlton had an onsite dry-cleaner that was able to dry clean the clothing immediately.  What the waiter didn’t know was that the guest was in the middle of picking a venue for BOTH of his daughters’ upcoming weddings.  You can guess the end of the story: The guest chose the Ritz Carlton to host the receptions and the waiter, while recovering from a mistake, made an impression that actually improved the customer’s image of his hotel chain.

The “art of recovery” is something that every business should be talking about.  What is the “art of recovery?” It’s quite simple:  It’s understanding that HOW we respond to a problem is as important as the problem itself.  Our response is an opportunity to strengthen a relationship and re-commit to a certain level of service. It’s the part of our business that allows our character to shine through.

While we are a world full of technology, we are also a world built on relationships and people. In a business like ours, we rely on our product (our PEOPLE) to meet and exceed our customers’ expectations every single day.  But people make mistakes and sometimes things happen that we have very little control over; and here is where our REAL work begins.  Anyone that runs or manages a business understands that perfect isn’t possible, so we must plan on how to handle the unexpected.

As a company that prides itself on building relationships and providing staffing to employers all over Southeastern Wisconsin, we are given opportunities every day to better understand our clients’ needs and to coach our associates to make the best possible decisions.  We are given opportunities to respond to feedback, through conversations with our employees, clients and through survey responsesIn the coming weeks, we will be surveying many of our active clients again and asking them to be honest and allow us to show our character and commitment.  We are able to benchmark ourselves against other world class organizations and ask ourselves, as well as our clients, “How can we do better today?”  We ask that you give us that chance.

The art of recovery is really about building relationships through problem solving. We know our business isn’t perfect, and we would guess that yours isn’t either. However, as we walk the journey together and make adjustments when necessary, we are certain that our consultative business model will result in increased satisfaction and a successful staffing experience.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum is proud of our commitment to providing human capital solutions to our clients, while assisting our associates in meeting their career objectives and delivering staffing services where we can create and grow value. As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 

 

 

Do You Know How You Rate?

If the 2016 Presidential Election has taught us anything, it is that press is press.  Good or bad, the presidential candidates have learned that getting people talking can sometimes be more important than what they are saying.

Not true in your service oriented business.

In your business, WHAT is being said is everything.  About five years ago, Nissen Staffing Continuum partnered with a firm out of Portland, Oregon to conduct satisfaction surveys based on the Net Promotor Score (NPS) philosophy.  Like you, we didn’t know a lot about the NPS method and had to do a little research. As we go into our 6th survey in the next few months, we thought it might be helpful to share some information about the NPS methodology and why it might work well for your business.

NPS has some specific benefits:

  • IT’S SIMPLE: Most NPS driven surveys ask only 3 questions that drive the NPS score.  Some surveys will ask a few yes or no type questions to give the company additional feedback, but the first three questions drive the NPS score, and only require a 2-3 minute (or less) effort on the part of the responder.
  • IT’S TECHNOLOGY-DRIVEN: Since the questions are limited and answers specific, it allows for fast collection & analysis of data.
  • PREVENTS BAD SERVICE: Since NPS feedback can be almost immediate, it produces a ripple effect for response.  Rather than waiting to respond to service concerns, your staff can respond immediately.
  • GIVES YOU THE OPPORTUNITY TO BENCHMARK: If done within a specific industry, it is easy to compare your own results to that of your competitors.
  • IDENTIFIES TRENDS: When done multiple times, it is easy Identify trends and gain valuable feedback, identifying areas of needed improvement and learning where you excel.
  • IT’S CREDIBLE: NPS scores are very objective, even more so when conducted by a 3rd Party Administrator.

What does an NPS survey look like?  A NPS survey asks 3 NPS questions:  the first is on a 1-10 Scale, and the other two are open ended questions.  Ours looks like something like this:

  • On a scale of 1-10, with 1 being least likely and 10 being most likely, how likely are you to recommend Nissen Staffing Continuum to a friend? (Rate 1-10)
  • What is the primary reason for that rating? (Open Ended)
  • What is one thing we can do to improve our service? (Open Ended)

Our survey also asks a few direct questions about your service experience with us, in an effort to give our staff more specific feedback.  However, the first three questions are the most crucial.

But what do the ratings mean?  In short, an NPS score looks at Promoters, Detractors, and “Neutral” respondents.  It all but ignores any rating that is 7-8, and focuses on those rating a business 6 and under (detractors) and those rating a business a 9 or 10 (promoters). The idea is that promoters are out in the market place talking your business up.  They are the ones who would send you referrals, who talk positively about your business over lunch and who would immediately respond with your company name when someone asked them for a recommendation.  On the other hand, those that rate you a 6 or under, are detractors.  They are not recommending your business, they may be somewhat dissatisfied, and they are not a “cheerleader” for your business….in fact they are quite the opposite.  Those in between MATTER, but only in the sense that their goal is to move you to become a promoter.  They know that, in general, your business is doing a decent job, but at the same time they are not “wow’ed”.  The NPS score is determined by taking your total percent of promoters and subtracting out the total percent of detractors.

Once you know your NPS, you can easily compare yourself to other organizations known for World Class service (like Amazon or Google) and see how you rank.  If you use a 3rd party service that surveys within your industry, you can even compare yourself to your competitors.

Even more helpful are the answers to the open ended questions, and the immediate feedback that a short survey like this gives.  You can immediately respond to concerns and deal with detractors.  As we will discuss in a future article, often your reaction to a problem is more memorable to a customer than the problem itself.

When you are on the receiving end of a survey like this, it is helpful to know how the survey is being measured.  Normally, when we give a company an 8 on a 10 point scale, we are feeling like we rated them pretty high.  But remember, if you are someone that would promote the business, you should rate them a 9 or 10.  On the other hand, if you are dissatisfied, rating them a 7 puts you into the “neutral zone, “ so if you are truly dissatisfied and would never recommend them, you should rate them a 6 or lower.

Net Promotor methodology works best when its format is followed.  The survey should be short, the questions should be clear and the open ended feedback should be used to make immediate improvements.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum is proud of our commitment to providing human capital solutions to our clients, while assisting our associates in meeting their career objectives and delivering staffing services where we can create and grow value. As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing. Our recruiters are supported by a full-time sourcing department dedicated to finding great employees for our clients. For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 

Rolling Out the Welcome Mat – Tips to Welcome New Employees

The employment market is tight. In today’s economy, there are more jobs than there are qualified workers.  You have finally hired the perfect person to fill your open job.  Don’t lose them on their first day. Taking the time to make your new hire feel welcome may not only result in better employee retention, it may also result in some great employee referrals.

Here are some helpful tips to welcome your new employees:

  • Remember that they are starting. Don’t laugh; all too often a new employee shows up to blank stares and that is not the way to tell someone you are happy they have joined your company.  If you have a reception area, make sure you tell your front office staff who you are expecting and who should be contacted when they arrive.  A small welcome sign is a nice touch.  Be present and make sure they know that they are a priority in your day.
  • Assign a New Employee Mentor. Do you have an employee that is always looking for leadership opportunities?  Give them the chance to be a new employee mentor.  Having a single point of contact to ask questions is very reassuring to a new employee and gives the new employee an immediate connection.
  • Spread out the Paperwork. New hire paperwork is a necessary evil.  Between payroll paperwork, procedure sign offs, and training/procedure logs, new employees could easily be left alone for hours reading manuals, watching videos and completing forms.  Spread it out a little; that much time alone can make new employees feel isolated and definitely not part of the team.
  • Create a Space. Make sure your new hires have workspace, basic supplies and working technology.  Give them a little time to get their work area set up, letting them know where to request or obtain additional office supplies.  Show them how to use the phone system.  Have your IT department assist them in getting logged into their computer and make sure that they have access to whatever systems they need to start their training.   Also make sure that they have an ID, security card, or whatever else is necessary for them to get in and out of your facility as a staff member.
  • Give Them a Plan. Most employees appreciate knowing what is expected of them and when.  Often, a timeline or orientation checklist gives a new employee a visual of what they need to accomplish.  Be sure to include contact information for each area, in case the employee has questions.
  • Be Sensitive to the Schedule. Is Monday your busiest day of the week? Don’t start someone on a Monday. Does your business become a ghost town on Friday afternoons during the summer?  Avoid Friday starts.  When you plan the first day for a new employee, think about the other people that will be needed to make them feel welcome, and be sure that the start day and time makes sense for all those involved.
  • Give team-led tours. Make sure your new employees get to know your business.  One great way to do this is by giving them a tour and having someone in that department/area introduce the new hires to the staff in that department and tell them a little more about what they do, and how they may be interacting in the future.  Don’t forget to show them the restrooms, where they can hang up their coat, where they can eat their lunch, and any other common areas that may be important to them.
  • Make time for social connections. A great thing to do on an employee’s first day is take the time to offer an opportunity to connect and get to know some of your staff on a more casual level.  Think about a breakfast, or lunch, or even a casual after work get together. Be sure to tell them ahead of time, so they don’t make other plans that they need to awkwardly cancel.

You only get one chance to make a first impression; make sure the first impression you make is a positive one.  An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum can help you make your next great hire.  As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing with our team of recruiters that are supported by a full-time sourcing department.  For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!

 

 

 

IMPROVING THE HEALTH OF YOUR STAFF AND YOUR BOTTOM LINE

Would you like to retain great talent, improve employee productivity, boost company morale, and decrease costs associated with absenteeism, workplace injuries and the rising cost of health care?

If you are like the majority of US companies, you answered yes to all of the above. In fact, some of your most important short and long term initiatives center around one or more of these very topics.  What if we were to tell you that ONE simple action could positively impact ALL of these important company goals and objectives?  We can: Implement an Employee Wellness Program.

Everyone knows that our country is in the middle of an epidemic of sorts:  we are sitting more, moving less, eating processed and unhealthy foods, gaining weight, and being diagnosed with chronic illnesses like diabetes, high cholesterol, heart problems and high blood pressure.  Our obesity levels are rising and the ages that we are seeing the long term effects of unhealthy lifestyles are getting younger and younger.  Some employers might say that it’s none of their business.  But, that is where they are wrong.  It absolutely impacts their businesses and therefore it literally IS their business.

Like most things in life, there is a domino effect to bad choices.  An employee sits at a desk all day in a high stress job and rarely moves.  He eats fast food for lunch and sips on high calorie soft drinks.  He feels sluggish by late afternoon and reaches for a stimulant, be it a high calorie coffee drink, sugar or a cigarette.  He leaves work late, rushes home to figure out dinner, and ends up at a drive thru or ordering a pizza.  He doesn’t take time to exercise, falls asleep watching television and drags himself to bed only to start the whole cycle again in the morning.

Sound familiar?

An employee that lives this lifestyle has increased his chance of developing a number of chronic conditions, which increases his likelihood of missing work due to illness.  Some research even shows that unhealthy employees have a higher occurrence rate of workplace injuries due to poor body awareness, worn joints, and an inability to correctly lift, move, bend or balance.  Unhealthy employees often suffer from sleep issues, which impacts their daily productivity. Poor lifestyle choices also contribute to mental health issues, including depression and a person’s sense of well-being.  All of these choices can lead to an increased number of doctor visits, prescription costs, and the like.  In addition, a company full of employees as described can have a significant negative impact on morale.  The cycle is difficult to stop once it starts.

What can an employer do to encourage healthier employees?  There are many options, but some include:

  • Create an environment where people are encouraged to move by integrating things like stand up desks, stability ball chairs, exercise areas or walking paths. Even motivational signage and scheduled “brain breaks” can be helpful.
  • Provide healthy choices in your vending machines and cafeterias. Be sure lunches, etc. that are brought in have available healthy alternatives.  Offer free water.  Do not build incentives around unhealthy foods or habits.
  • Hire someone to manage a Wellness Program that encourages a healthy lifestyle. Or, if you cannot do that immediately, find out if there is someone already on your staff that is knowledgeable in this area and start small.
  • Consider making your workplace smoke free, and offer programs that encourage smoking cessation.
  • Motivate employees by incenting adherence to healthy lifestyle choices by creating fun contests, programs and initiatives that employees can participate in.
  • Offer free or discounted wellness screening, fitness testing, health club memberships or the like.
  • Model healthy behaviors.

While there will be costs associated with implementing a wellness program, the returns on such an investment can be significant and, in many cases, immeasurable.

An award-winning staffing expert in Southeastern Wisconsin in manufacturing, clerical, professional and light industrial placements, Nissen Staffing Continuum is proud of our commitment to improving the lives of both our clients and associates. As your strategic partner, we’ll help you take your staffing initiatives to the next level, whether it’s onsite programs, direct hire placement, temp-to-hire programs or temporary staffing with our team of recruiters that are supported by a full-time sourcing department.  For more information about how we can help you find great employees, contact us today and allow us to help you with your HR needs so you can focus on your company’s success!