The excitement, energy, and renewed focus that often fuels your staff at the start of each new year is starting to melt away as quickly as the snow-covered ground in March. In an ideal world, every human would be intrinsically motivated, but alas, that is not reality.

So what can you do as an employer to help keep the momentum up for those that need a little added push? Here are a few ways to keep your employees motivated throughout the year without breaking the bank. 

Keep Their Work Fresh:

All jobs have some level of redundancy to them, and that is just par for the course in the world of work. That being said, having your workday on auto-pilot every day can have an impact on motivation levels. Offer cross-training opportunities to your team members, invite them to take on a new project, or empower them to pilot a new technique. Not only will employees be engaging other areas of their brain, they will be more likely to look at their routine work with a fresh set of lenses.  

Encourage Company-Wide Collaboration:

Everyone has something to learn, and everyone has something to teach. Not only that, but each department in the organization is reliant on the others. So it is naturally best to get everyone working together. By encouraging company-wide collaboration, you will be offering new learning opportunities to team members and helping all of your staff see what important roles each person plays in the company. You may even identify innovative ideas to impact your entire organization. 

Set Clear & Measurable Goals:

Yes, there is work that must get done – that is why you have employees to begin with. Setting clear, measurable, and realistic goals and expectations is a solid way to keep the momentum and productivity high. It is hard to create a motivated workforce if they are not provided the tools and direction they need to be successful. If leaders do not set clear and realistic expectations, targets, and goals, then they shouldn’t be surprised if those metrics aren’t met. 

Gamify Their Work:

We use gamification techniques often with our team here at Manpower. From vintage video game and guilty pleasure themed contests – they all seem to help us motivate our team. As mentioned before, all work becomes redundant, and we all put off our least favorite tasks for last – it is normal. Since we are armed with this information, what can we do to help encourage and motivate our team? Turning everyday activities into a well-timed challenge helps to break up the routine and add some excitement to their work. 

Recognize and Reward Them:

Not all recognition and rewards need to come with an actual price tag (although the occasional financial boost certainly doesn’t hurt – which is why sales positions are designed around commission and incentives). Sometimes however, the best thing you can do as a leader is take the time to thank your team members for their performance.  Recognize when they overcame a big obstacle or when they took initiative to help a team member. Supportive leadership and sincere praise helps to inspire loyalty and organizational buy-in. 

Lead By Example:

It’s hard to expect your team to stay motivated if your leaders are shuffling in and shuffling out, so be sure to set a positive example. If your team is just going through the motions, the first thing as a leader you should do is look inward. What behaviors are you modeling? Out of the tips provided previously, which ones can help you fuel your own performance? If you are trapped in your own motivational rut, be sure to seek out some support and guidance from a trusted peer to help get you back on the right track. 

There will be countless times throughout the years that each and every person experiences dips in motivation. The problem will never be with the rut itself, but with the person’s commitment to do what is necessary to dig out of it. As a leader, it is your job to figure out what you can do to support their efforts to get back to peak performance levels.

Needless to say, there are times when you have done everything you can to get your team on-board and the time has come to help them transition out of the organization and find a replacement. If that is the case, requesting a new employee through Manpower is one simple click away:

ManpowerGroup Named A World’s Most Ethical Company By Ethisphere and a World’s Most Admired Company By Fortune Magazine

ManpowerGroup recognized for Social Responsibility, Global Competitiveness and Ethical Leadership

MILWAUKEE, Feb. 12, 2018 – ManpowerGroup (NYSE:MAN), the leading global workforce solutions company, has been recognized for the eighth consecutive year as a World’s Most Ethical Company by the Ethisphere Institute, a global leader in defining and advancing the standards of ethical business practices. ManpowerGroup has also been named one of Fortunes Magazine’s 2018 World’s Most Admired Companies for the 15th year in a row, ranking second for the most admired company in the diversified outsourcing services industry.

With this double accolade of Most Ethical and Most Admired, ManpowerGroup confirms its position as the most trusted brand in the industry. Fortune’s World’s Most Admired Companies is the report card on corporate reputation with rankings based on nine key attributes from quality of products/services to long-term investment. ManpowerGroup scored highest in categories including Social Responsibility and Global Competitiveness.

Ethisphere’s World’s Most Ethical Companies recognizes organizations spanning 23 countries and 57 industries that demonstrate concrete ethical leadership within their industries. The 2018 honorees had record levels of involvement with their stakeholders and communities around the world. Measuring and improving culture, leading authentically and committing to transparency, and diversity and inclusion were all priorities for honorees.

“Our 70-year legacy of providing meaningful and sustainable employment is built on the belief that running a good business also means contributing to society,” said Jonas Prising, Chairman and CEO, ManpowerGroup. “Ethics run throughout our organization at ManpowerGroup and every person plays a role in keeping our ethical compass firmly in place. These recognitions are a testament to our people and our values that are embraced by our employees across the globe, who provide tremendous value to our clients, while helping millions of people develop skills so the can access opportunity and meaningful employment.”

“while the discourse around the world changed profoundly in 2017, a stronger voice emerged. Global corporations operating with a common rule of law are now society’s strongest force to improve the human condition. This year we saw companies increasingly finding their voice. The World’s Most Ethical Companies in particular continued to show exemplary leadership,” said Ethisphere’s CEO, Timothy Erblick. “I congratulate everyone at ManpowerGroup for being recognized as one of the World’s Most Ethical Companies.”

To learn more about ManpowerGroup, visit www.manpowergroup.com

About ManpowerGroup

ManpowerGroup (NYSE:MAN) is the world’s workforce expert, creating innovative workforce solutions for 70 years. We connect more than 600,000 people to meaningful work across a wide range of skills and industries every day. Through our ManpowerGroup family of brands – Manpower, Experis, Right Management, and ManpowerGroup Solutions – we help more than 400,000 clients in 80 countries and territories address their critical talent needs, providing comprehensive solutions to resource, manage and develop talent. In 2018, ManpowerGroup was named one of the World’s Most Ethical Companies for the eighth consecutive year and one of Fortune’s Most Admired Companies, confirming our position as the most trusted and admired brand in the industry. See how ManpowerGroup makes powering the world of work humanly possible: www.manpowergroup.com.

What exactly is a personal brand?

Your brand is the point at which your strengths, passions, skills, experience, and personal presentation all come together to form a clear, concise message that represents the value that you offer. For you to make the most of it, it’s important that this message be consistent across all platforms. This strengthens the association between you and your brand, so what when people see your name, they are reminded of the value you add, and they know what to expect from an interaction with you. Your resume, your social media presence, and the way you present yourself and interact in interviews or other professional settings should all embody your brand. 

Why is personal branding important?

When you think of job searches, does branding come to mind? If you’re looking for work, it should. Establishing a strong brand is an important part of a successful job search, not only because it helps you stand out amongst a sea of applicants, but also because it gives you the confidence of knowing who you are and what you want. By approaching your search from a place of authenticity, you’re not only more likely to get a job, but the right job – one that fits your personality and work style, and helps you grow in the direction of your goals. When you’re in the right job for you, it’s easier to be happier and more successful at work, which will further assist you in growing your professional reputation. 

What are some practical ways to apply personal branding?

Your Resume: 

Don’t forget that your resume is not just a record of your professional experience – it is an opportunity to market yourself to potential employers. Customizing your resume for each job you apply to will help employers understand how your brand aligns with their own. As you list out your skills and experience, always do so in consideration of the new job and company. Of the skills you possess, and of the things you have done, which are most relevant to this new opportunity? Research the company; can you highlight any professional experience within the industry, or accomplishments that align with its mission statement? Keeping important details such as these in mind will help make it easier for potential employers to quickly identify what you bring to the table – and why they need YOU!

Your Social Media Presence: 

It is not uncommon for employers to Google applicants and check their social media profiles. For better or worse, what they find forms part of their first impression of you (especially with regard to how professionally you present yourself, and whether they feel you would be a fit for the company culture), so if you haven’t already, it’s time to adjust those privacy settings. If you’d prefer to keep a public profile, think carefully about the content you share and what that content might say to someone who is considering you for employment. Will it speak to your professionalism, reliability, positive attitude, or the ease with which you manage stress? Or will it paint a different picture entirely? Certainly don’t misrepresent yourself – this is a great opportunity to showcase your personality – but the key is to highlight those aspects which lend themselves to your professional brand. 

The Interview: 

You might be wondering how you’re going to showcase your brand in the interview while remaining professional. But keep in mind, your brand will ultimately be defined by the feeling you leave your interviewers with. Your professional presentation, punctuality, communication skills, and body language are the main factors influencing that feeling in the interview, so paying attention to the little things can create big results for you. Show up on time, prepared, and dressed appropriately. Be conscious of your body language – it speaks volumes! Don’t just recite information previously introduced on your resume – let your personality shine! Your pitch will be more memorable if you can talk not only about your unique qualifications, but also how they directly relate to the job at hand. This helps establish you as a well-rounded, competent candidate whose brand more closely aligns with that of the company’s. 

Everyone has positive and negative aspects to their brand, but know that there are ways to proactively address these so that you can put your best foot forward. If you feel like you may have some branding issues to overcome (for example, maybe you’ve had issues with punctuality before, or you have a bit of a reputation for job-hopping), then stay tuned. This month, we will be exploring branding strategies for candidates in a variety of situations, and you won’t want to miss them! 

Chances are when you think of branding you immediately call to mind iconic companies like L.L. Bean, Apple, or Google. The reality is everyone and everything has a brand. A brand is your image. It is what people remember about you. It is the message about you that people convey to their friends. Some brands get their start by being expertly manufactured by marketing professionals, but ultimately a brand is determined by the general public and their belief of who you are and what you stand for. It is that organic brand that can make or break your company.

For years, HR Leaders across the country have been talking about the power of employment branding – and of course, outlining all these cost-prohibitive, pie-in-the-sky ideas to help make every company the employer of choice. From onsite gyms to unlimited PTO and napping pods, employers are pulling out all the stops to be the best – and realistically, you can’t compete with monetary perks like that at this time. Truth is, so much of that sizzle is little more than flash, and what actually has the biggest impact on your employment brand is the simple, everyday stuff.

Here is a look at a few areas you can work on to make sure people think fondly of your of your company when they consider places they want to work at. 

Set the Tone by Treating People Fairly

Whether they are simply a guest, an applicant, or your most senior employee; every person wants to be treated fairly  and with respect and dignity. Set the expectation and hold everyone in your company, from management down, accountable for treating people as your organization expects. Building a culture of respect in your workplace will do wonders for your reputation.

Enforce a No-Workplace-Drama Policy

The majority of people simply want to have the ability to go to work, do their job, and go home. They do not want to get caught up in office politics or inflated egos. Don’t allow yourself to be the middleman for internal conflict; set the expectation that your employees work together to settle their disagreements, and you are simply there to mediate and document when necessary.

Show Them They Are Valued

It begins with offering a fair and competitive compensation, but it doesn’t end there. Employees want to have the confidence that their work is appreciated, their ideas are considered, and that they are valued. Develop a way for employees to pitch their ideas to the company and ask for feedback on upcoming initiatives as appropriate. This helps employees buy-in to the overall mission of the company.

Develop a Pathway for the Future

It’s unlikely that anyone will go out their way to sing the praises for what they feel is a dead-end job. Not every employee wants to progress to the level of management, but having levels within a specific position along with expectations and training to get to said levels can make a huge difference. It will encourage employees to skill themselves up and become masters of their work. 

Address Your Branding Issues Head-On

If you are having a hard time filling your jobs openings, you might have a branding problem. If you don’t have employees filling up your recruitment pipeline with referrals, you might have a branding problem. If you have great candidates turning down your jobs offers, you might have a branding problem. When hiring gets tough, it is time to explore the root causes. Ask employees. Refer to your exit interviews. And take action.

Manpower, a leader in providing innovative workforce solutions, celebrated their 57th anniversary of supporting the staffing and employment needs of Maine. Since 1961, Manpower has helped thousands of Maine job seekers find meaningful work with local employers in a variety of industries. We have physical offices in 8 different locations in Maine including: Auburn, Augusta, Bangor, Biddeford, Portland, Presque Isle, Rockland, and Springvale. 

“We are very proud of the strong relationships we have built with job seekers and employers,” said April Clark, President “As we celebrate 57 years of business here in Maine, we want to thank the community for the opportunity to business here and help keep people employed. We look forward to many more years of making a difference.”

The Manpower team celebrated this milestone on January 17, with their signature monthly event, HireME Day. “HireME Day is an event held each month by all Manpower offices where all recruitment team members are on-hand to offer on-the-spot interviews for anyone looking to explore career options.” explains Market Engagement Manager, Heidi Sawyer. “There is so much more to candidates than what can fit on a resume, and HireME Day has become very popular in the areas we serve because job seekers can count on having that face-to-face interaction with a hiring manager.”

To learn more about Manpower Maine please visit www.ManpowerMaine.com. Manpower’s next HireME day event is scheduled for February 14, 2018, but job seekers are encouraged to contact a local Manpower office anytime they are looking for employment opportunities. 

Manpower was established in Milwaukee, Wisconsin in 1948 by Elmer Winter and Aaron Schneifield. The company’s first offices were located in Milwaukee and Chicago. Today, the Manpower group of companies has 4,000 offices in 82 countries and territories worldwide.

About Manpower

Manpower, with offices throughout Maine, is a leader in innovative workforce solutions; creating and delivering services that enable its clients to win in the changing world of work. The company offers employers a range of services for the entire employment and business cycle including permanent, temporary and contract recruitment; employee assessments and selection; training; and consulting. The focus of Manpower’s work is on raising productivity through improved quality, efficiency and cost-reduction across their total workforce, enabling clients to concentrate on their core business activities. More information about Manpower is available at http://www.manpower.com or press.manpower.com 

A new year brings the chance to reflect on how far you have come, how far you want to go, and 365 opportunities to get there. Chances are you have some pretty lofty goals for the coming year as an organization, and those goals could very well include some important hiring decisions.

With unemployment low, and with businesses competing for the same talent, there is no better time than right now to strategize how your business will win the war for talent. 

Step 1: Evaluate the Prior Year

While last year’s hiring may not be a complete picture of the year to come, it does provide you with some valuable information to use as a starting point for strategic planning in the new year. Take note of production spikes, unexpected turnover, and growth-related additions.

In addition, it is helpful to reflect on how long positions remained open and some of the challenges you had filling them. 

Step 2: Get Your Department Managers Involved

Bringing your department managers into the discussion early on in the planning process can help you plan more effectively and anticipate hiring needs you may not have considered. Not only will you gain insight into the forecasted needs, you also have the opportunity to explain the market conditions which could impact the hiring turn-around, prompting them to help by providing as much advanced notice of hiring needs as possible.

Step 3: Develop Your Recruiting Strategy

Now that you know who you need and when you will need them, it is time to get strategic. Where are you most likely to find the right candidates? How long do you anticipate the recruiting process to take? Are the right candidates more prone to use one job board over another? Is social media where you will find them? Not only should you be considering where to find the candidates, but also making job advertisements that draw those particular candidates in.

Step 4: Bring In a Recruitment Partner Early 

Adding more tools to your toolbox early can be a huge benefit when it comes to hiring in a tight employment market. Managing multiple job boards, social media profiles, resume databases, and screening applicants is all-consuming, and let’s face it – hiring is not the only job you have. By bringing on a recruitment team you will not only ease the load, you will also gain immediate access to a larger candidate pool. 

Step 5: Expect the Unexpected

You have your plan and you are ready to work it. What could possibly go wrong? You have been in the hiring business long enough to know that even the best of plans run into roadblocks. Whether you are faced with a hiring freeze, unexpected turnover, or even a massive expansion – it’s important that you don’t let it rattle you. If you expect it and plan for it as part of your overall strategy, you will be in a position of strength.

The new year is a great time to take inventory of our goals and aspirations to figure out what works, what no longer serves us, and what we want to work towards. What better way to start the approaching months than with intent and purpose? Goal setting is a valuable tool when it comes to personal and professional development, but if you don’t have a clear and realistic plan for how you are going to go about meeting those goals, you aren’t setting yourself up for success. 

With a bit of strategizing, you can craft a game plan that will have you well on your way to achieving your goals. Read through the tips below, and get ready for a productive and successful 2018! 

1. Set specific, measurable goals.

Get clear on what it is that you want to accomplish. “I want to be healthier this year,” or “I want to feel more successful in my job,” are great starting points, but broad statements such as these make it difficult to determine what behaviors you’ll need to change to meet your goals, and how you’ll know when you’ve achieved them. More specific goals, such as “I will increase my daily water intake,” or “I will regularly ask my employer for feedback so that I can improve my skills,” will make the necessary actions immediately apparent, and it will be much easier for you to tell when you are on the right track. 

2. Be realistic about your timeframe.

Few things are more discouraging than feeling as if you are trying to complete an impossible feat. It’s good to set big goals – they draw you out of your comfort zone, and ultimately help you grow – but if you expect immediate results from something that takes time, you will probably get discouraged and give up before you can even spot the finish line. After doing your research and thinking carefully about your individual strengths and weaknesses, you will be better positioned to establish a timeline that makes sense for your individual situation and what you hope to accomplish. This will dramatically improve the likelihood that you will stick with (and achieve) your goals.

3. Know what motivates you, and establish a reward system accordingly.

A particularly important aspect of goal setting is choosing a plan of action that you will be able to maintain for the long term, and understanding what will help motivate you when things get difficult. Some things to consider when making your plan include: your level of commitment, your work capacity after taking care of your other responsibilities and priorities, the time of day you plan to take action, and what motivators will truly help keep you going when goal-getting gets tough. Each time you follow through with your plans, reward yourself according to these motivators. No matter how small the victory feels, consistent and meaningful positive reinforcement will help drive consistent and meaningful action.

4. Be adaptable to change.

One of the only things we can be certain of is that things are always changing, and working towards your goals is no different. As you get started, you may find that certain approaches are just not effective, or that circumstances are different than you had initially anticipated. Don’t get too fixated on one way of doing things, or you may find yourself spinning your wheels. Focus on your goal, but be flexible about your methods – being ready for (and adaptable to) change will help you confidently overcome any barriers that may arise as you work towards achieving your goals. 

Landing your first job can be difficult. You’re looking to gain new skills, but find yourself competing with people who may have years of experience. Getting your foot in the door might be tricky, but that doesn’t mean it’s impossible – with some careful planning and the use of the tips listed below, you will be well on your way to your first job!

1. Get Your Documentation.

In order to work, you will need documentation that proves your identity, as well as your eligibility to work in the U.S. (You can find more specific information on the required documentation here). Some of these documents can take several weeks to receive, so if you don’t already have them, be sure to request them well before you actually hope to work.  

2. Showcase Your Skills.

Even if you don’t have prior work experience to list, a resume is still an important part of your job search. It helps an employer understand who you are as an applicant, and why you would be a good fit for the job. Volunteer experience, academic awards and honors, or involvement in teams and clubs are all things that can help to demonstrate your marketable skills, and help make it easier for an employer to picture you succeeding at their company. If you’re not sure where to begin, use a resume-building tool like this to help you get started. 

3. Work for the experience.

All work is noble, and everyone starts somewhere, so don’t miss out on valuable experience holding out for the “perfect” job. While your first job will most likely not be your dream job, know that it is a valuable stepping stone to other amazing opportunities. Not only will it enable you to learn new skills and build your resume, but it will also help you develop a clearer idea of your professional strengths and interests so that you can pursue your goals with confidence. 

4. Know Your Options.

Check out several different job boards to find out what type of work is available in your area, and talk to multiple people to find out what their first job was. Research a variety of entry-level jobs so that you can get an idea of which ones would be of the greatest interest to you. It can be tempting to jump at the first opportunity you hear about, but if you’re looking for experience that could lead to something more, it’s important to try to find something that you could see yourself doing for a while. 

5. Spread the Word.

In addition to conducting your own job search, let your friends, parents, teachers, and other trusted individuals know that you are looking for work. Don’t underestimate the power of networking and referrals – many people get jobs this way. This way, they can let you know if they happen to hear of any potential leads. There’s a good chance that the people you know may tell you about opportunities that you wouldn’t have heard of otherwise, because many available jobs are never advertised. 

6. Ace the Interview. 

So you’ve applied for a job and were selected for an interview – congrats! To make a great impression in person: dress appropriately, and be polite, engaged, and prepared to discuss what makes you a good fit for the job. Don’t bring a friend or family member with you to the interview; while it might make an unfamiliar situation more comfortable for you, it is unprofessional and could send the message that you don’t take the opportunity seriously. 

7. Partner with an Expert. 

Consider partnering with a staffing expert like Manpower. They work to fill a variety of jobs ranging from entry-level to professional, and are highly knowledgeable about the types of opportunities in your area. After learning about your skills, experience, and goals, they can talk to you about any suitable work that is available. 

Watch out Microsoft Office Suite users, Google Drive is about to take over how you create, manage, and store your critical office documents. Sound like a sky-is-falling attitude? I thought so too, until participating in mock interviews with dozens of high school juniors and seniors. 

Like any good recruiter, I naturally questioned them on their proficiency and comfort level with Microsoft Office, and was met with blank stares like I was speaking some foreign language. I then aptly went on to describe Word, Excel, and Powerpoint – still nothing, and I felt as though I might as well be asking them what a typewriter is. 

So then I asked what they use to write their essays and create their presentations – confidently they each said, “oh, that’s all done in Google Drive.” That’s when it hit me, are businesses fully prepared for these students who are about to fully join the workforce in a matter of a few short years?

So here are some things to consider as you prepare.

Google Drive Pros

It’s Free, to a Point.

Anyone with a Google account can create and then store up to 15GB of documents into their account. If you need more space you can purchase different monthly plans depending on your storage needs. 

The Same Tools, With Different Names.

Some functionality is slightly different but most is the same. Instead of Word, you have Docs. Instead of Excel, you have Sheets. Instead of Powerpoint, you have Slides. 

Access on the Go. 

As long as you have an internet connection you can access your documents online for full editing capability. If you are headed somewhere without an internet connection, just download the document to your desktop. If you are a mobile user, there is also an ‘app for that’. 

Document Permission Levels.

You retain control of what access levels people have to your documents, from no access to full editing access – you decide. 

Team Collaboration.

This is hands down the best feature of Google Drive, as you can have teams working together on documents in real-time. This is a great feature for people that work in different locations or remotely. 

Auto-Save.

We’ve all been there – the computer unexpectedly has to shut down and you haven’t saved your work. No fear, your work is auto-saved. You can easily pick right up where you left off, no more desire to call it a day. 

Revision History. 

This feature allows you to revisit any version or edits to your document, and revert back to them if necessary. 

Microsoft Office Conversion. 

If you are like me and deeply entrenched in the Office Suite but want the collaboration/ease of access ability that Drive offers, no fear. You can upload any Office product into drive and convert into a google product.

Google Drive Cons

Glitches. 

We have been using Google Drive in some capacity for a couple years, and sometimes, without explanation we run into a glitch (file not visible) – it always seems to be easily resolved by refreshing the page, but panic will inevitably set in.

Compatibility.

While you can upload MS Office documents into Drive, you may experience some issues with functionality and formatting.

Security Concerns.

While Google assures users that their information is stored in a secure data center, there is still one major security concern – humans. When office documents are stored on a business-owned PC, you are ensuring that they are password protected, have strong anti-virus software, and other protective measures. But when they are on a cloud, you are relying on your team to access the Drive on secured networking, to use strong passwords, and to always make sure they log out of their account on any public device. 

Learning Curve. 

New software can be a challenge for some. While many things are the same, sometimes it is the smallest changes that can cause the greatest frustration. 

Plan Ahead to Not Fall Behind

What is important is for businesses to recognize that many of tomorrow’s workers are coming out of school far more entrenched in Drive than the Microsoft Suite we all are accustomed to, so it will be worth your time to start preparing now. We are not recommending abandoning the tried and true Office Suite, but thinking of ways to start getting yourself and your staff acclimated on Google Drive. Just starting to dip your toes in the water now will help you better understand how your next generation of workers is trained to process documents.