Recent surveys show that retirement planning issues have become increasingly important to employees, and that companies are doing more to help their employees plan for retirement. Some businesses are even rethinking the types of retirement plans they offer, and also making financial counseling available to employees.

The increased concern about retirement comes on the heels of the recent steep recession, which is still a big drag on the economy. Many suffered significant losses in their retirement investment accounts because of the downturn, which, they say, will mean a delay in retiring. Younger workers, seeing what has happened, also are concerned.

But, while many companies are investing in educational programs for their employees to help them plan for retirement, relatively few are doing anything to help smooth the actual transition from work to retirement.

This can be a stressful time for workers because it involves a huge change in their lives. For many, work has been the focus of their lives, the thing to which their self-esteem and even their identity is tied. Leaving it behind can be traumatic. It is an area where human resource departments can make a big impact by adding to services.

Companies can help employees better make the transition by helping them with financial and lifestyle planning.

One of the major concerns of people about to retire is whether they will have enough money for the things they want to do. Helping them with planning for expenses during retirement, planning about what their income will be, and what their healthcare, housing, hobbies, and vacations, etc. will cost, will go a long way toward making a good transition.

Helping workers cope with how the transition will change their lifestyle can be helpful too. Retirees will be facing such issues as keeping a daily routine, staying in touch with people, maintaining a healthy lifestyle, and following their interests, whether it be part-time work, or something such as volunteering.

Also companies can help employees make the transition by supplying them with resources. Companies can help them find information on getting a good financial advisor and even offer something such as a one-year free membership to a retirement organization.

Additionally, companies can provide soon-to-retire workers with material to read, such as Transitions: Making Sense of Life’s Changes, by William Bridges.

If you’d like more information on how RealStreet Staffing can make your Washington Metro business thrive by providing temporary and direct-hire professionals in the construction, engineering and architecture sectors, just give us a call. We look forward to hearing from you!

Employee Assistance Programs, or EAPs, are evolving, and they are doing a lot more than they have in the past, something that human resources staff should be aware of.

As companies look for economical and effective ways to help employees stay happy and productive, EAPs now are providing a lot of new and different services, in addition to substance abuse counseling, which has been their traditional niche, according to Rebecca Vesely of Workforce Management.

EAPs now deal with a range of problems that come under the heading of behavioral and mental health, such as helping workers deal with stress and work-life programs. Because of the recession many companies have cut back on their workforce, and those employees who remain are expected to carry more of the load, leading to more worker stress. As a result, EAPs are adapting to help people with this problem.

EAPs also are helping employees with such things as finding a tax accountant, a divorce lawyer, child care, wedding planners, even plumbers. EAPs are helping employees with refinancing a mortgage and sorting through healthcare programs. EAPs are getting a lot of calls about financial and legal services, a sign that workers are still struggling in the down economy.

More than half of the contacts with EAPs today involve some type of financial issue, according to EAP officials. And the issue with which EAPs deal with are more complex than in the past. A survey of EAPs found that about 20 percent of calls involved child care, 15 percent elder care, 30 percent moving, and 10 percent healthcare.

EAPs more recently have begun to get involved in management training programs as employers cut back in this area to save money. EAPs are providing help over the telephone or through Web-based communication for employers dealing with problem employees.

But even though EAPs are doing a lot more, and more people are using them, not many employees use their services overall. Nationwide, only about three percent of the workforce has used an EAP. To get more employees involved with EAPs and what they offer, companies need to communicate better with employees about EAP services.

When you need construction, engineering or architecture professionals for your firm, contact a recruiter at RealStreet Staffing. All of our staff members and recruiters have direct construction or construction-related experience and this first-hand knowledge means that you can count on us to deliver top-notch results. Contact us today!

Social media has taken the business world by storm, and a recent survey by the Society for Human Resource Management shows that human resource departments have taken the lead in developing policies and procedures for their organizations in dealing with social media.

The survey of businesses that are members of SHRM showed that a little less than half of them had developed some kind of company social media policy, and the same number of organizations also indicated that human resource departments are responsible for developing policies for dealing with social media.

These policies include a code of conduct for employees when they use social media as part of their job, a code of conduct for when employees use social media for personal reasons, guidelines for communicating through social media, and informing employees that the employer has a right to monitor employees’ use of social media.

Other findings of the survey showed that some companies, about one-third, use their marketing departments to oversee the social media communication at the company. Almost one-fifth of the companies reported that they relied on their IT departments to handle the social media outreach.
About 10 percent of the companies reported that they employ a full-time social media director.

About 40 percent of the companies responding to the survey reported that they monitor their employees’ use of social media, and about a third of the companies said they have taken disciplinary measures against employees who have violated their social media policies.

Another recent report has shown that during 2011, growth in employee social media use exploded – increasing about three times that of 2010 — with workers using the networks for both business and personal use. The report, which looked at the social network usage of 1,600 companies, also noted that businesses need to evaluate how their employees are using social media to see how it affects productivity and also to determine if there are any security risks to the companies.

The survey covered companies in North America, Asia and Europe. It showed that the use of Facebook applications alone grew more than three times the levels of 2010. Twitter use increased about seven times that of 2010 levels.

Tweet this: RealStreet Staffing has the engineering, construction and architecture professionals you need when your Washington Metro area firm needs them for temporary, temp-to-hire and direct-hire assignments. Contact us today!

Despite the importance of human resources to businesses in handling the critical functions of recruitment, retention and developing the workforce, many of those in other departments look at HR with less than friendly feelings. Many managers perceive their company’s human resources department to be inefficient and more of a drag on progress rather than a contributor to it.

Business consultant Ron Ashkenas asks why this happens, and proposes that much of the conflict arises as a result of the transformations that are taking place in human resources today.

Companies are spending a lot of money to improve the basic functions of human resources and to develop the information processes involved with it. Naturally, it takes time to do all of this and (not unsurprisingly) there may be glitches now and then as the transition takes place. Moreover, companies are trying to give their human resources departments more of a strategic role in the business, taking over such things as assessing worker skills, developing leaders within the company, managing change and effectiveness in the business. This also takes considerable time.

Part of the challenge also stems from the role human resources plays and what managers expect from the department. The problem lies in educating managers about the need for them to step in and take the role in the development of their staff members. It is essential for managers to understand that they are accountable for things such as the assessment and growth of the employees in their own department, as well as rewarding and recognizing those workers.

By having department managers take over this kind of role, human resources is then able to focus on company-wide strategic planning, looking at problems that might crop up, seeing how business plans will affect employees and making sure that the best people are working on the most critical needs.

One way to help change department managers’ perception of human resources is to rotate people between human resources and management jobs, Ashkenas says. This will help whittle the perception that the human resources department is something separate and isolated from real business concerns.

When you need help finding great professionals for your Washington, DC-area construction, engineering or architecture firm, contact RealStreet Staffing. We can help you source, vet and place great workers for temporary and direct-hire assignments. We look forward to hearing from you!

If you are a human resources manager, you naturally rely on a lot of people in your organization to get things done. And it’s natural to show your gratitude to people who have helped you. But when it comes to showing appreciation, business consultants caution that you should look beyond the obvious people to those who might not immediately come to mind, but whose help has nonetheless been important.

Mentors are people often overlooked when it comes to showing appreciation, according to business strategist Dorie Clark. This might happen because they are not around on a regular basis. But the advice they give can make a big difference in your performance. Having a more senior manager in your corner to offer advice and encouragement is a real stroke of good fortune and should not be taken for granted.

When considering people to thank, don’t ignore a person just because it may have been a while since he or she helped you, Clark says. Even though you may not have seen the person in a number of years, he or she almost certainly will be glad to hear from you. Clark relates a story about a person who wrote a thank you note to a college professor a few years after she graduated. He was touched that she remembered him.

Also, remember support staff, Clark says. If someone important has helped you, in addition to thanking that person, think about the people under him or her who may have made his or her efforts possible.

The method of thanks that is the most personal and has the most impact is a handwritten note. The note should include specific details about what the person did that was helpful to you.

If you want to send a gift as a way of showing your appreciation, you need to keep in mind any legal restrictions that may apply because of the person’s position, or any ethical considerations – something that may pose the appearance of a conflict of interest, for example.

Also, when sending a gift, it is best to take into account the recipient’s interests, Clark says. If the person is a big football fan, for example, getting him football tickets probably would be greatly appreciated. If the person you wish to thank is more inclined toward the arts, or something cultural, a ticket to a symphony or an art exhibition would be more appropriate.

When you’re looking for a new job – or a new employee – look to RealStreet Staffing. We can help skilled workers in the construction, engineering and architecture sectors find great positions with Washington, DC-area companies who need them. Contact us today!

With the uncertainty in the economy, and companies demanding more and more from their workers, employee engagement with their jobs has sunk lower and lower. Business analysts say that to keep your company productive, you need to have employees that are engaged with their jobs.

The experts offered a number of ways to build and maintain employee engagement.

One way to rev up employee engagement is right at the start when they are hired. You can use the process of bringing them on board to build their engagement. You have workers who are naturally receptive and enthusiastic as they begin their new job, and so onboarding provides a great opportunity to show how much you value them and what you can offer them, says business advisor Alice Snell. Making them go through a process where they sign the same forms five times or not having a computer at their desk is not the way to do it.

Also, when they start you need to let them know right away what the goals of the company are and how the employees fit in with those goals.

Another way to maintain engagement is to keep the lines of communication open, especially in offering positive feedback for a job well done.

Another way to keep the energy and enthusiasm of employees high is by giving them a feeling of community, such as sponsoring company activities or working on team projects.

The company also should offer employees chances for advancing their careers, help them develop their skills and potential, treat them like professionals, and give them a sense of empowerment by letting them know that their opinions are valued.

The company also needs to have an effective reward system in place. This involves more than just pay, because beyond a certain point, pay is not the prime motivator. Other kinds of rewards focus on giving employees more autonomy and authority to make decisions on their own, giving them more challenging work, and giving them more recognition, according to a number of business analysts.

Leadership is important as well – it is difficult to maintain engagement among employees if managers and executives do not appear to be engaged themselves, says business executive Judy Whitcomb. And finally, the image people have of the company matters also. If people feel they are working for a company that is respected and admired, they are more likely to be excited about their work and to stay as an employee.

When you need to bring in fresh talent, look to RealStreet Staffing to help recruit engineers, construction professionals and architects to your Washington, DC-area firm. We look forward to hearing from you!

With the recession — and layoffs – a company’s morale and reputation can suffer. Adverse public relations also can dampen morale.

If a company’s reputation is being attacked, it makes it more difficult for employees to do their jobs and it makes it harder for companies to attract the best workers. During the recession, employee morale in general has fallen along with the economy.

In addition, a business shouldn’t take workers’ allegiance for granted in a tough economy, just assuming that they will work hard out of fear of losing their job, according to well-known business consultant Sylvia Ann Hewlett. Actually, in this environment, workers feel more estranged from work and more besieged than ever, asked to do more with less, and getting less feedback, according to Hewlett.

Surveys show that since the recession began, company loyalty has dropped more than 40 percent among workers, and trust in their companies has dropped about the same, Hewlett says.

If you are a human resources professional, how can you help a company enhance its reputation and improve employee morale? One way is to organize philanthropic programs in which employees may get involved in, Hewlett says.

The ratings service Moody’s is one example of this. It has weathered a lot of criticism for its supposed responsibility in letting the current economic crisis develop. But the company is trying to improve its reputation and keep its best workers by partnering with a nonprofit called Kiva. In this program, Moody’s evaluates the creditworthiness of businesses from around the world for microfinance business loans from Kiva. Companies such as Kiva help attack poverty around the world by providing these micro loans.

It’s an area where Moody’s has expertise to share, even a new way to rate these companies that is specially designed for microfinance. Moody’s employees have responded enthusiastically to the program.

Another company that is getting involved in philanthropic work is the drug company Pfizer. It has linked up with Grameen Health to help the working poor in developing countries have easier access to healthcare. Interest from workers was high, and many said it made them feel good to be part of a company engaged in such a program.

These programs show that philanthropic efforts really do help keep employees energized and loyal to a company, Hewlett said.

If you’re a company in the Washington Metro area looking for top-notch professionals in the construction, engineer or architecture sectors, contact RealStreet Staffing. We look forward to hearing from you!

If you are in human resources, you probably use e-mail a lot, for all kinds of transactions. It is easy and fast, and it has been responsible for jumps in productivity.

But we can rely on e-mail too much. It has drawbacks. Sometimes, it’s better to pick up the telephone, or have a face-to-face conversation, where you can do a better job of communicating than with email, says Anthony Tan, a venture capital CEO.

Conversation becomes especially important, Tan says, when you are trying to resolve a conflict or get the word out about an important business decision. E-mail has become the mode of choice when people try to resolve conflicts today. But what this actually does is allow the participants to avoid the issue at hand. It is the path of least resistance, where you don’t have to face the person you are dealing with.

The e-mails bounce back and forth, but nothing really gets accomplished or resolved. They continue long past the point of usefulness.

The problems with e-mail are really not mysterious, Tan says.

One drawback, Tan explains, is that e-mail doesn’t have the nuances that the human voice is capable of to impart meaning. Through the intonations and changes in our voice, we are able to communicate a lot more than you can through writing. With e-mail you cannot get to the emotion the words carry as readily as you can listening.

Another problem with e-mail, Tan says, is that it too often encourages responses that simply are a reaction, as opposed to moving things forward. When you receive an e-mail, you feel an obligation to respond as quickly as possible, to show your efficiency. And so you often fire something off without giving it much deliberation. Thus, instead of thoughtful discourse, you fall into this reactive mode. It’s also easier to be more defensive in e-mail than in person because, unlike face-to-face conversation, the message is divorced from the person sending it.

For the reasons given above, e-mail can sometimes drag things out, Tan says. It allows tit-for-tat exchanges to gain a momentum of their own. After a while, they simply become a waste of time.

E-mail, and other forms of social media, have enriched our communication in many ways and allowed us to expand our relationships. Yet there are times when a real face-to-face conversation is best at resolving issues, and using e-mail is just a way of dragging out a problem.

When you need great temporary employees, pick up the phone and call a real, live recruiter at RealStreet Staffing. Or, e-mail us and let us know what kind of worker you need. We’ll be happy to help you find terrific construction, engineering or architecture professionals for you Washington Metro company!

The makeup of the American workforce is undergoing a sea change, fueled in part by the current weak economy Companies and workers need to adapt.

According to Doug Berg, a workforce expert, the United States is in the middle of a big shift in the workforce, especially in the technology area. The way things have been done in the past just doesn’t apply any more, especially in the area of employee hiring.

If they are going to be successful, companies – including staffing agencies – and workers need to understand how the market for workers is playing out. Companies want quick access to workers who come in for just short periods. Preferences among workers are changing, as is innovation in technology.

The temporary staffing market is booming, growing from $60 billion a year to roughly $200 billion a year. This growth is also a marker of how the labor supply is shifting. The demand for contingent staffing is growing in all areas, while professional areas have been among the fastest growing. Creative, design and engineering consultants always have been in high demand.

The healthcare and legal areas also are showing big growth. Many businesses are moving toward contract and consulting work in the legal area because the big law firms are so expensive. So, instead of hiring a big name law firm, companies are trying to strengthen their own legal departments by hiring contractors.

The same thing is happening in the areas of accounting and finance. Companies are trying to use more contractors and consultants because the cost of these professionals is skyrocketing, driven in large part by government reporting regulations. One of the fringe benefits of this strategy is that a company can expand quickly when the need arises, and then shift resources as the need changes.

Berg predicts that the contingent workforce will only continue to grow. He uses information technology as an example. Companies that were 90 percent permanent workers and 10 percent contingent staffing are now closer to 60 percent full-time employees and 40 percent contract labor. Many of these are big companies, and the shift has allowed them to become more flexible.

If your Washington Metro firm is looking for flexible staffing solutions, give a shout out to RealStreet Staffing. We can provide you skilled and reliable engineering, architecture and construction professionals on a temporary, temp-to-hire or direct-hire basis. Contact us today!

If you were upset at hearing about air traffic controllers falling asleep on the job, you shouldn’t be, according to Tony Schwartz, a business consultant.  The problem here is basically biological.  We have evolved to be awake during the day and to sleep at night.  The later it gets, the more tired we become.  Some of the worst accidents in history occurred at night – Chernobyl, Three Mile Island, the Exxon Valdez running aground.

The government did a study about the effects of napping on the night shift and found that the more time the air traffic controllers had to sleep, the more alert they were.  Other studies of airline pilots showed the same thing.

What all of this points to is the fact that our society does not value rest and recuperation as much as it should.  And this hurts us all.  When we have a lot to do, rest and sleep usually are the first things to go, even if by cutting out sleep we do a poor job.  Businesses tend to judge their employees purely by the number of hours they put in, rather than the value they create.

But rather than get to work early and stay late, it would be better to get to work at little later and leave a little earlier, and take a few more breaks at work.  The fact is, if you do this, you will be more alert and do a better job.  And you will be more productive, because you will get more things done in a smaller amount of time.

You can see for yourself if resting more really does work, according to Schwartz.  For the next few weeks, try getting about 20 to 30 minutes of sleep between 1 and 3 p.m. You shouldn’t sleep for more than 30 minutes, or you will wake up groggy.  Then, at the end of the day, see how productive you were during the time after the nap.  You will be surprised at how much of a difference it makes.  If for some reason you don’t have the opportunity to sleep for a short time, find some other way to get some rest during the work day.  The best time schedule for this is to do it every 90 minutes.

The bottom line, according to Schwartz, is that there is nothing more important to improving your productivity and effectiveness at work than making sure you get enough rest.

RealStreet Staffing helps Washington Metro-area businesses in the construction, engineering and architecture sectors find productive and effective professionals. If you’re a Washington Metro engineering, construction or architecture firm looking for help in sourcing terrific professionals, contact us today!