employee support Archives - Condustrial

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August 26, 2022

A new trend in the workforce that has gained popularity after being named on the app TikTok is called “Quiet Quitting.” Essentially this is the idea that you have not yet quit your job, but instead have quit going “above and beyond” for your position. This workforce trend come after the last couple of years during the “Great Resignation”  when workers were quitting their underpaying jobs to work from home, find another position that paid better with less responsibilities, and generally take on less stressful positions and focus on mental health.

The Quiet Quitting trend stems from people being tired of dead-end jobs, low wages, a feeling of being unappreciated at work and resentment over being required to put in more hours and take on additional tasks that were not in the job description. Quiet Quitters often feel that life is too short to waste killing themselves with stress and aggravation.

Some signs of quiet quitting include:

  • arriving late or leaving early
  • reducing productivity levels
  • less contribution to team projects
  • lack of enthusiasm or passion
  • not participating in staff events or meetings
  • employees no longer going above and beyond for their position.

While quiet quitting is mostly referring to employees no longer going above and beyond their job description, for some it can mean mentally checking out of work, no longer accepting job duties without additional pay, and simply not putting in as much effort as they used to. While not every employee in the workforce is feeling this way, for those that are, it can be a sign that your office is morale is low and may need a boost.

So how can businesses boost morale and help their employee who are quiet quitting?

The biggest impact an employer can have when it comes to quiet quitting is to enhance the employee experience. Employers should talk with their employees and see if they are struggling and may need some extra help with certain tasks. Employers should be ensuring that their employees have healthy work-life balances and are properly managing their stress both in and outside of work. They also will want to make sure their teams are feeling valued and are being given realistic expectations and workloads. One of the most influential ways to help your employees feel valued is to know their career goals and achievements and help them work toward them. Implementing these things will not only help you build better relationships with your employees, but will help encourage them on a day-to-day basis so that they enjoy their company and job, and don’t feel the need to be searching elsewhere.

Steps all businesses should consider in order to retain their workforce and reduce Quiet Quitting:

  • Discuss ways for employees to achieve a better work-life balance.
  • Help your team effectively deal with mental health issues.
  • Offer ways for employees to advance within your organization
  • Monitor workloads so as to not overwhelm valuable staff
  • Re-evaluate compensation. Raising wages may actually cost less than retraining new hires.
  • Improve time-off policies.
  • Get input from workers as to how your company can improve work life.

In a tight job market, it is important to take steps to retain your best people. Utilizing the steps outlined above should give your firm a head start at identifying and keeping your valued employees.

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July 6, 2022

The heat of the summer is upon us, and in many parts of the East Coast temperatures have been reaching well over 90 degrees with over 100° heat indexes. These conditions can quickly become dangerous for those working outside or in places with no air conditioning. We have put together a list of ways to be sure to keep yourself safe this summer to reduce the risk of a heat-related illness.

  • Hydration: Hydration is absolutely key to avoiding heat-related illness in the summer. Your body is sweating and working harder to regulate your body temperature, so you must continue to drink water, and a lot of it. The best drink for preventing de-hydration: Water.
    A good rule of thumb is to drink water every 15 to 20 minutes when out in the heat. Be sure you come to work prepared with enough water to last you through the day or make sure it is supplied for your employees if you’re in management. Encourage your coworkers to continuously drink water as well so that no one becomes dehydrated.
  • Cooling Methods: There are a few ways that you can continue to cool yourself off and a few items that can help you to do so. Misting or spraying off is one way to keep your body cool. Whether that be with the hose or a misting fan, putting water on your body in the heat will help regulate your body temperature. Frozen items, such as a frozen towel or a cooling towel behind the neck or on the face is another good way to keep cool. Stick it in your lunchbox or on-site coolers so that when you start to feel overheated you can try to quickly cool off. You’ll also want to wear light color and material clothing during the summer. Light color clothing helps to protect you from the heat since it does not soak up sunlight the same way dark clothing does, and the materials you dress in have a similar impact. Be sure you wear moisture-wicking, light-feeling polyester or similar materials that won’t cling to your body or hold onto extra heat.
  • Watch What You Drink: While you want to increase your hydration intake, you also want to be aware that drinks outside of water can affect your body differently. Drinking too much caffeine before being outside can have a negative impact since caffeine increases your heart rate. This can make it harder to control your body temperature and harder to stay cool. Similarly, drinking too much alcohol after a long day at work can leave you dehydrated for your next shift, so you may want to lay off that as well.
  • Be Aware Of Your Body: You know your body best and you’ll know when you are starting to feel sick, so don’t ignore those signs. The sooner you are feeling ill, the better is it to take action. Stay aware of heat stroke/exhaustion warning signs like dizziness, heavy sweating, rapid heart rate, muscle cramps, and headache, and alert a coworker or manager if you are starting to feel any of those symptoms. The sooner you can get out of the heat and properly hydrated the better to avoid more serious heat stroke which includes symptoms such as vomiting, nausea, confusion, flushed skin, rapid breaking, and racing heart rate.

Signs of Possible Heatstroke

  • feeling unwell after 30 minutes of resting in a cool place and drinking plenty of water.
  • not sweating even while feeling too hot.
  • a high temperature of 40C or above.
  • fast breathing or shortness of breath.
  • feeling confused.
  • a fit (seizure)
  • loss of consciousness.
  • not responsive.

Overall, you want to be cautious of your time in the heat and be sure to continuously stay hydrated and aware of how you are feeling. Don’t ignore the early warning signs. If you start to feel unwell, take a break and head to some shade or inside to cool down and always keep water nearby. 

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June 20, 2022

New data released by the government shows that the Construction sector added 36,000 jobs nationally in May while the labor market remained tight. Overall, there are currently over 10 million job openings across the country and only 8.4 million people looking for work. From this, it is clear that job seekers are in demand and can be choosy about selecting their opportunities. For employers. the challenge is to create job opportunities that promote growth, have long-term stability and offer a good workplace environment.

Promoting Employee Growth

Enabling employees to grow their skills not only helps build their resumes but greatly enhances a firm’s ability to thrive. Employees that see opportunities to grow are far more likely to remain with a company. This reduces turnover and promotes higher quality work.

Here are a few ways to encourage employee growth:

  • Propose Regular One-on-one Meetings
  • Get Employees to Set Goals
  • Prioritize Skill Development
  • Offer Leadership Development

Enhancing Employee Stability

With a tight labor market, there is always a firm ready to offer more money. The challenge for employers is to focus on the employee experience. To optimize your employee’s experience, employers need to listen and respond quickly to employee ideas, feedback and requests.

While these practices may take more time, it is important to consider the cost of replacing good, trained employees. Retaining a good employee is far less expensive that recruiting a new hire.

Providing a Good Workplace Environment

Employees that work in a positive atmosphere typically are more productive, make fewer errors and are absent far less frequently. Here are a few ways to make sure your workplace is a positive environment:

  • Make onboarding a priority
  • Create open lines of communication
  • Recognize good work
  • Management must set a positive example
  • Actively support your employees efforts

While a tight labor market can be challenging, it can also be an opportunity to asses your firm’s workplace and look for ways to engage and retain the people that are fundamental to your success.

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May 27, 2022

Since 1949, May has been dedicated as Mental Health Awareness Month, a time to recognize and be educated on those that struggle with mental health illness or concerns. Recently, employers have taken notice at the importance of maintaining employee’s mental health and implementing strategies to improve employee mental well being. Not only are mental health initiatives helpful to employees, but promoting mental health in the workplace can lead to several benefits for employers.

Impacts of Poor Mental health on the Workplace

Mental health issues influence employees lives inside and outside of the workplace. As an employer, it is important to recognize how mental health issues take a toll on employees and can negatively impact many work-related areas including:

  •   Decreased productivity and performance
  •   Decreased engagement with one’s work
  •   Poorer communication with coworkers
  •   Decreased physical capability and functioning

Employers need to take the importunity presented by Mental Health Awareness Month and look for ways to support their employees.

Here are a few ways to promote better mental health in your workforce:

  • Institute a “no-contact” policy for after work hours: For most employees, personal time valuable and very important to them and their mental health. They don’t want to go home after a long day and continue to be contacted when off their clock. This can cause stress and anxiety and overall lead to burn out over time. So, implementing a no-contact policy do after an employee leaves for the day can relieve those feelings of stress an anxiety.
  • Be Mindful of Your Words and Give Praise: For many employees, a simple praise can make a world of a difference on their day. So try checking in on your employees and check their behaviors for indicators of stress or anxiety so that you can determine if you may need to give this employee some mental health breaks in the coming future or maybe send the employee a mindfulness gift package with tools to help them cope with stress.
  • Employee Recognition: Words of praise can go a long way, so maybe the next time your employee completes a difficult or even simple task, let them know that they are appreciated by you and the company. Sometimes just a few encouraging words can remind an employee of their purpose within the company.
  • Encourage Fun and Team-Building Activities: Your employees may benefit from a break from the mundane 9-5 day, so maybe try taking them for a lunch break at a local restaurant or catering in the office. Try a team building exercise, such as a friendly office decorating competition or video game challenge. Maybe even allow your employees to bring their pets in for a day. Just some events that break up the typical workday in a fun and engaging way.
  • Host a Mindfulness Course: Another way to break up the typical workday that would be beneficial can be to host a mindfulness course with a speaker. You can invite someone into the office to show your employees different ways to manage stress, anxiety, and other mental health concerns both in the office and personally.
  • Mental Health Insurance Benefits: Probably one of the best ways to let your employees know that you care about their mental health is to offer insurance plans that pay for all or a portion of the cost to seek out treatment. Many that struggle with mental illness lack access to treatment for a variety of reasons, so eliminating a monetary burden can really make a huge impact on your employees and show care for their mental well-being. Additionally, offering paid mental health days that can be used without having to take accrued time off or a day without pay can make a huge impact as well.

Addressing your employees mental health concerns is important for your business and its employees. Employees with proper access to mental healthcare tend to perform better and can make the work environment a positive one which, in turn, assists your business and those within your organization.

If you are an employer interested in learning more about what you can do to better support your employees and promote mental wellness, you can find resources at www.mhanational.org and at workplacementalhealth.org.

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April 25, 2022

Understanding employee engagement is crucial for a companies success. No matter the industry, employee engagement impacts turnover rates, product quality, and overall productivity. Knowing how to identify, define and improve employee engagement can significantly impact your business.

In 2000, Gallup began tracking many types of workplace data from all over the U.S. to better understand workers, their needs, and their motivation. They researched and analyzed many workforce trends across the U.S. and laid out a framework on engagement metrics based on this data. Gallup concluded that there are three main types of engagement when it comes to most workers; actively engaged, not engaged, actively disengaged.

Three Types of Worker Engagement

  • Actively Engaged: An actively engaged employee is defined as someone who is passionate about their job. Typically these employees enjoy what they do and manage their tasks with a smile. These are employees who typically always do what they need to in order to make sure a task is complete and they will often go above and beyond in order to solve workplace challenges. They usually form strong relationships to their work and are usually the first to help address any need. As of 2021 Gallup reporting, on average 36% of employees are categorized as “actively engaged.”
  • Not Engaged: The second type of employee Gallup recognized is the non-engaged. The majority or workers fall into this category. The non-engaged employee is typically the person who is just going around in circles. They clock in, do their work, and clock out. This person typically is just there to do their job and put in their time. Many of these employees may have once been actively engaged, but no longer agree with where the business is headed, or where their position is headed. While they are not necessarily a bad employee, they are not long bringing the same energy and often need a push in the right direction to find their inspiration and purpose again. This type of employee makes up 51% of the workforce.
  • Actively Disengaged: This final type of employee is one that is an outlier, but can create a big impact on the team and overall performance. This employee is typically one that is overall unhappy with they’re employment and is not afraid to speak about it. These workers are typically under-performing and are usually seeking other means of employment. These employees may have once felt more engaged, but maybe felt cheated out of a promotion or raise, or may have just begun to no longer like what they do. These employees typically make the most mistakes and can cost the company the most. This type of employee may need some push in the right direction, but may end up leaving if that does not work. Only 13% of employees are actively disengaged.

Research confirms that engagement lowers employees’ intention to leave. The Corporate Leadership Council (2004) found that the most engaged employees are 87% less likely to leave their organization.

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Ways to Improve Employee Engagement

To improve employee engagement in your firm, evaluate how your workforce would answer the following questions and actively address the questions where answers are not clear:

• I have the resources and training to thrive in my role.

• I have the opportunity to do what I do best.

• I frequently receive recognition, praise and constructive criticism.

• I trust my manager and believe they have my best interests in mind.

• My voice is heard and valued.

• I clearly understand the mission and purpose and how I contribute to each.

• I have opportunities to learn and grow both personally and professionally.

Being able to understand the levels of employee engagement within your company can be a huge part of your form’s success. By understanding and being able to address areas where employee engagement is not optimal, your company can see great increases in employee retention, productivity and quality.

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April 1, 2022

In the recruiting and employment world, your resume is your very first impression to a potential employer. When hiring managers are receiving dozens and possibly hundreds of resumes for the same job posting, you need to know how to make yours stand out. Whether you’ve held a dozen jobs, or none at all, you’ll still want to make sure the tips below are kept in mind for building an effective resume.

Be Mindful Of Layout: Layout and format are important elements of your resume. Some take it upon themselves to make the most stylish and modern resume with bright colors or even a photo to help them stand out, but truthfully you want to try to keep this to a minimum. Think instead, clear and easy to read. Feel free to add a bit of color or design element, especially if you’re entering a creative field, but be sure that it doesn’t take away from the content. After all, your resume should speak for itself and shouldn’t need flashy colors to make you stand out.

Listing Your Past Experiences: Speaking of layout, many resume writers will agree that keeping your past experiences to reverse chronological order, starting with your most recent experience is best. This allows the hiring manager to quickly see how your current positions can relate to the available ones. You’ll also want to be sure to include the employer name, your title, a timeline for which you’ve worked there, as well as a quantifiable summation of your performance within that position. Be mindful of any lapses of employment as these often stick out as red flags to hiring managers, so consider organizing positions by relevance rather than time.

Keep Their Attention: As we mentioned before, hiring managers are seeing tons of resumes for their available positions and may only have 10 or so seconds to dedicate to yours before they move on, so be sure to include a brief summary of who you are and what you bring to the table. You want to avoid cliche terms, and instead, check out the job description and include some relatable keywords right from there.

Quantifiable Job Summaries: It’s easy to list what you’ve done at a position and what job duties you were tasked with, but employers want to know what you’ve accomplished in your role and what you brought to the table that you can do similarly for them. With this being said, rather than listing out various job functions you did, list out your measurable accomplishments, such as, “enacting a new marketing campaign and increasing leads by 35%” or “simplified the workload for all team members by introducing new technologies and saving the company 50% overall.” This helps the hiring manager assess how valuable you can be to their team.

Keep It Custom: When applying to each position, tailor your resume and cover letter specifically for that position. Change a few keywords or add in experiences that better relate to each position you apply to.

You want your resume to appear clean and well thought out in order to keep the attention of the hiring manager to better increase your chances of scheduling an interview. Once you update your resume and are ready to apply, check out our available positions across the Southeast at condustrial.com/job-listings.

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February 28, 2022

Condustrial is proud to announce the release of our new mobile application for Apple and Android devices. The new apps are designed to enable employees and partners to easily communicate with Condustrial staff and manage their employment information.

Features include:

  • Easily Contact Condustrial Support Staff
  • Access Paystubs
  • View Job Assignment Information
  • Submit Time-sheets
  • Schedule Vacations
  • Find Answers to Frequently Asked Employment Questions

The apps are Free and available now of the the Apple and Google stores.

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February 9, 2022

While we are certainly not tax professionals, we would like to help you during this confusing time by pointing you in the right direction of where to find information and how to file your taxes for free!

As we are just starting tax season and many are trying to figure out what to do, advertisers are showcasing their best for the paid service such as H&R Block, Turbo Tax, etc. but shouldn’t there be easier and even free services? Especially for those who will be filing under a 1099? Well there are! While the IRS requires us to file taxes each year, they don’t require that we have to pay to file them. That’s where some free services come in.

One free service that is offered is directly through the IRS’ Free File service this allows you to prepare and file your taxes through a guided format at an IRS partner site, listed in the link above. Another free service is offered through Cash App Taxes which was previously run through Credit Karma. Cash App allows you to completely prepare and file your taxes for free regardless of deductions. They also offer protection software to limit any audits performed on your filing when done so correctly.

Additional Tax Preparation Resources

  • Sponsored by the Internal Revenue Service (IRS), VITA provides free income tax preparation assistance to individuals and families with a household income of $60,000 a year or less. Learn more.
  • Prepare your taxes free online through MyFreeTaxes.com, a partnership of United Way and H&R Block. All you need to get started is a copy of your W-2, which can be uploaded from your smartphone.
  • If your adjusted gross income is less than $65,000 ($95,000 if filing jointly) and you live in Berkeley, Charleston, or Dorchester counties, visit SCThrive.org/filetaxes/ or call 800-726-8774 for free taxpayer preparation assistance.
  • Free tax help for taxpayers 60 or older is available through the IRS Tax Counseling for the Elderly (TCE) program. These IRS-certified volunteers can answer questions related to pensions and retirement-related issues. Most TCE sites are operated by the AARP Foundation’s Tax-Aide program, which offers free tax preparation help from February 1 through April 15. You don’t have to be an AARP member. Call 888-227-7669 toll free or visit the Tax-Aide Site Locator to find a location in South Carolina.

All of these programs are great options to assist you in the tax process. And while there are benefits to going with a tax specialist company to assist you, such as if you have many deductions or unique tax filing paperwork, utilizing a free service is relatively simple for someone who’s held only a couple of jobs and has a simple tax return to file.

Regardless of whichever be sure to prepare and file your taxes by Monday April, 18th 2022 to avoid any fines or penalties from the IRS due to late filing.

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