The Benefits of a DEI Strategy Are Clear, But Slow Progress Overall.

We don’t judge clients on their social justice record, we just offer help to make beneficial choices.

Research has repeatedly shown that diversity, equity, and inclusion go hand in hand with business performance.  Over the past five years, diverse companies out-earned their industry peers.

Although research from McKinsey, Fast Company, Harvard Business Review all support the business case for diversity and inclusion, it’s social justice issues driving the DEI initiatives. Perhaps it is time to change the narrative. The DEI strategy should focus on improving the company's overall cultural and profitability position.  

Many companies have adopted diversity-related verbiage, however, progress has been slow and the attention is on headcounts and not on workforce inclusion. That is the greatest challenge for organizations, even if the company is relatively diverse. Inclusion is where the value resides; force-feeding a DEI strategy without the right motive and environment will encourage rebellion. The problem is, organizations are trying to diversify without ever evaluating the skills gaps, corporate culture, or how diversified the overall industry may be. You can’t just outlaw bias and improve your cultural and profitability position without laying the groundwork.   

Most DEI professionals ask the wrong questions because their impetus is correcting social justice issues and not workforce quality and optimization. It is vitally important to get the right people involved and determine the appropriate goals and objectives. The outcomes will depend on the professional perspective. If personnel managers and human resources directors are looking to preempt bad publicity and correct a poor diversity record when leading the charge, they will tend to focus on avoiding problems, lawsuits, and productivity problems. It’s the core function of their job responsibilities. The emphasis should be on building corporate empathy and a quality diverse workforce.  

There are numerous proven tactics, such as special recruiting initiatives, mentoring programs, and starting a DEI task force to work with managers in solving workplace problems and promoting social accountability. This approach adds value and benefits management, staff, and the company’s bottom line. The ultimate goal is to redirect the team motivation, build cultural harmony and move away from social justice issues. Real change will require radical rethinking and recasting the actors involved.

Real change is possible when/if leaders choose principles over profits, education over politics, and talent over race/gender. Hold people accountable based on logic, best practices, and workforce efficacy. When looking at the data, and talking with the executives, what works and doesn’t becomes clear. It all points to the coherent case for a robust diverse team; these firms are more likely to financial outperformance old models have the strongest likelihood to win out over time.  

All the latest research shows that this DEI strategy works best, but progress is slow at many companies, and some are even stalled or slipping backward. DEI must remain a priority; companies are encouraged to take far bolder action to promote an inclusive environment and behavior that is long-lasting. In the COVID-19 crisis area, inclusion and diversity matter more than ever.   

You may enjoy these two articles on the importance of the right DEI strategy.

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http://damarstaffing.info/ChangeOrSettlements

 DaMar Staffing Solutions of Indianapolis is a full service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but you want a staffing agency that will work for you. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals and flexible recruiting solutions for Indiana companies.

Do We Demand Change or Settlements?

The benefits of change are clear and so are the penalties for a lack of change.

Corporate America has pledged millions to social justice organizations and DEI program efforts since the killing of George Floyd. The commitment to diversity, equity, and inclusion is at center stage. Companies are spending millions of dollars on expensive consultants and sexy programs every year with great fanfare, but what concrete changes are communities seeing come to fruition.

Most experts will tell you the ugly truth; these efforts rarely produce meaningful, sustainable changes. When it comes to changing culture and behavior, there is little correlation between money and real change. History has proven that large misconduct payouts are no more than a guilty-tax and rarely results in material change.

[Research shows many cities have spent more than $3 billion to settle police misconduct lawsuits over the past 10 years with very little substantive change.]

Changing an organization's culture is one of the most difficult challenges leaders will face. That is because an organization's culture comprises interlocking roles, processes, values, and goals. Brand culture grows from assumptions, attitudes, and communications practices.  Actually changing perceptions and thinking is a large-scale undertaking, and requires all the organizational resources to be in play.

Don't forget that corporate or brand culture is like an iceberg with most of its content below the surface. Cultural shifts are comparable to changing the direction of a huge cruise liner—takes time to work and push against the tides and winds of change. A company's corporate brand, values, and behaviors are driven by unseen influences. Many times, it’s the executive leadership's resistance to change that holds an organization back, it could be a misaligned mission, business strategy, or even a toxic culture.

DaMar Staffing approaches diversity and inclusion holistically—we help companies do the right thing, not simply doing things right. Your staff is the greatest business asset you have. Invest in developing a reliable and loyal talent pool by providing growth opportunities to all individuals, especially to those who are underrepresented at your organization. DaMar develops a process and the narrative to help management get a clear understanding of the cultural differences and behavior within the workforce teams.

By taking, a deep dive to identify the hidden elements and the interactions between managers, employees you will recognize how well overall chemistry is working. Workforce intelligence is the only way leadership and management teams can honestly address a DEI strategy. You put a lot of time and money into planning goals and business strategies; make sure you have the right people and the right environment in place. Otherwise, it all falls flat.

DaMar Staffing can help you better understand how to recruit, hire, engage, and retain the best talent. The ReThink Internal Talent Audit (RITA) program can help you uncover problems you may not beware of and help you understand the full scope of your current workforce culture. When you build a brand culture that embraces holistic diversity and inclusiveness it leads to transformational innovation.

You may enjoy these two articles on the importance of brand culture.

http://bit.ly/4ReasonWhy

http://bit.ly/TalentBranding

 DaMar Staffing Solutions of Indianapolis is a full service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but you want a staffing agency that will work for you. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals and flexible recruiting solutions for Indiana companies.

What the Heck Happened and Why?

This case study is about brand culture and an ugly position that should have never happened.

Many of you read the headlines, and it’s safe to say, most feel it was a very sad situation at Newfield’s Indianapolis Museum of Art. However, the profound question is how and why did it happen at such an esteemed institution?

Exposition

The IMA culture that triggered the event is also common among other groups. The truth is other organizations may be susceptible to a similar situation. Some executives believe implementing a diversity and inclusion plan is important to do, but requires a prudent and practical approach because you can’t afford to alienate your White core business. 

 Inciting Incident

Let’s be honest. The IMA problem was not about a job description, it was the spark. The CEO did not write the job description, and probably didn’t even approve it. Nevertheless, how could it make it through the approval process? The HR director, and board members, all had to be asleep at the switch. The language “Maintaining our White core audience” was not a radical concept it was the culture. Not recognizing that specific wording could be the match that would burn down the Museum is a symptom of cultural Narcolepsy.

It is hard for executives to understand you can’t make real change and keep the existing state of affairs. Change is hard. Kelli Morgan, former associate curator, who is Black resigned last year; after sounding the alarm about their workplace culture, and she received no support. If your team is asleep or, God forbid, blind, they can’t read the room temperature.  They will not understand the conversation and tone of what’s wrong. So, when a team member raises a red flag, they’re seen as a negative influence.

Obstacles to Overcome

This is a widespread problem and DaMar Staffing can help an organization avoid these blind spots. A strong diversity and inclusion strategy can help your organization attract top talent, but it is only half of the issue. Hiring a diverse staff means little if they don’t fit into your team culture and feel included. That is the greater challenge.

Better workforce strategies start with improving your vision first; it is important to start with yourselves and your level of awareness, openness on the subject. A well-rounded workforce and a trusting environment start with the appropriate communications. Great companies leverage workplace communications to support their employees, share information, answer questions and promote equitable situations. Open-book management is a strategic advantage. Do not simply check the boxes.   

Conclusion

DaMar approaches diversity and inclusion holistically—we help companies do the right thing. An internal talent audit can help you understand if there are any unconscious biases and will help executive-level leadership and management think honestly about a new workplace inclusion strategy. We start with the basics, good job descriptions, recruiting, screening, and interviewing.

Your staff is the greatest business asset you have. Invest in developing your talent pool by providing opportunities to all individuals especially to those underrepresented at your organization. You put a lot of time and money into planning goals and business strategies. The truth is it all falls flat if you don’t have quality people to implement.

DaMar Staffing can help you better understand how to recruit, hire, engage, and retain the best talent. The right people will lead your company to success, but many firms do an awful job of finding and keeping them. When you build a brand culture that embraces holistic diversity and inclusiveness it leads to transformational innovation.

 DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

Hire Emotionally Stable Employees.

Emotional stability comes from emotional intelligence. People with higher EI can manage their emotions, adapt to new environments, and become a positive influence. 

The job interview is the key tool employers utilize in hiring and it is a powerful factor in employing the right person for the job. Nevertheless, making a job offer after an interview is like proposing on a first date.  To improve your recruiting process and eliminate candidates who are not the best, pre-screening before in-person interviews.

The most important reason to prescreen candidates is to identify candidates Emotional Stability.  Emotional stability is a desirable trait. It means you can withstand difficult situations, handle adversity, and remain productive and capable throughout. A quick phone call can reveal pertinent information that might not be possible to gather from reading resumes and cover letters alone and will support an in-person interview. This increases your opportunity to identify the quality talent from the imposters.

A prescreen offers the chance to ask more questions about personal thoughts, motivations, and skills. It allows you to build rapport and evaluate their professionalism.  While a candidate may look good on paper, a prescreening will tell you more about if their emotional and philosophical state is truly a fit for your firm. Here are five things to look for.

1. Learn-It-Alls vs. Know-It-Alls

Hire people who demonstrate the willingness to learn from others. Avoid those who are full of themselves. People cannot add value or help grow the company without learning what is important and needed. Look for those who share what they have learned from mentors and colleagues, and what they are excited to learn from you.

2. Self-Development is Valuable

Identify individuals who are growing and have developed plans to strengthen their weaknesses. To do so takes intense self-reflection, critical thinking, and the ability to accept negative feedback--qualities found in those who are emotionally stable.

3. Cool and Comfortable

A candidate who does a lot of talking and tries to answer every interview question right away is a red flag. Nervous talking is a cover-up for emotionally unstable or being unprepared. An interview is an anxiety-producing event and you want applicants who embrace the awkward silence even if slightly uncomfortable. That means their emotions are under control.

4. Relationship Builders

Everyone has the basic desire to be heard and understood. However, it is better to understand than to be understood. Understanding requires listening. Few people are taught how to be great listeners. Most people are too busy thinking of what they want to say next to really listen to what the others are saying.

Notice if the candidate asks about others; the managers and supervisors who they may be working with or mention something they liked about the company. See if they write a handwritten note after the interview. These are signs of great relationship-management skills.

5. Great Questions

The best way to understand people and to let them know that we are connecting with them is to listen, ask questions, and dig deeper. A good job interview should be a two-way street to find the right match for them. So, look for applicants who use thoughtful questions to gather information about your company and its culture.

Deep and difficult questions, indicates that they are not just going through the motions to get thought to the process. This shows the preparation and careful thought which is found in Emotionally Stable employees.

Conclusion

High levels of emotional stability and intelligence play an important role in an employee’s performance.  Individuals, who aware of their own emotions and can relate to others, recognize and regulate their behavior and manage their emotions to adapt to different environments to be more productive.

 Asking the right questions to identify a candidate's emotional stability and intelligence is a strategy that will help you improve the quality of your new hires. 

You may enjoy reading this article https://damarstaffing.info/5Things2Know

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

Top Lessons Learned

2020 was a crazy year filled with experiences and challenges, but let’s pause to think through some valuable lessons that may have been learned.

There have been tremendous disruptions and invaluable lessons. Don’t Waste them.

The big question in business circles these days is “what did you learn during the pandemic?” It is important to learn and embrace new ways of thinking, rather than sticking our heads in the sand and hoping the problems go away and they return to normal. There have been tremendous disruptions and invaluable lessons. Here are my top seven business takeaways.

1.       Refocus my mission and vision. “Why am I here? And what do I want to accomplish?” “My why” is to do good. I believe in integrity, excellence, inspiration, and the love of serving. I want to offer value to people. “My what” is to build long-term relationships and partnerships. I understand that my business model is a little different from other staffing firms. And I’m okay with that.

2.      Leadership is not an option. I must continue to grow and accept the responsibility of leadership. I do realize this is not my strong suit, however, in times of uncertainty leadership is vital. I need to be accountable for helping people feel safe and challenge them to move and grow to new levels. During tough times people may be afraid and can’t see the way forward. I must lead them.    

3.      Appreciate loyalty. The question is really, what and who is loyal. This has never been more important. Are my staff and clients loyal? This means my staff will stand by my side through thick and thin, and will clients spend effort and money to be associated with me. I found that there are very few loyal people in my network. I will stay loyal to my staff and clients. I’m thankful for the PPP loans during the shut-down, they allowed me to pay staff whether they worked or not. 

4.     No substitute for professionalism. I must show up and offer my best even when I don’t feel like it, even when I’m afraid. I have committed to my people to show up every day! We’ve been working overtime since the pandemic began providing services to essential businesses. My team is still terribly busy finding jobs for people looking to get back to work. We’ve been an important resource for companies and candidates during the crisis. And we will continue to offer our best.

5.      Be flexible and act fast. I am focusing on our talent strategy and increasing our knowledge to develop new ways to help clients emerge stronger. Many firms can benefit from our help and I’m positioning DaMar to deliver value. The speed and scale of change today are extraordinary. DaMar must be resilient and adaptable to succeed.

6.     Focus on top priorities. I now think in terms of high-priority and the critical things needed to keep business moving forward. I’m improving my process to become more effective in time management. I have learned to think on paper, keeping daily notes. Making an essential list of high-priority items helps me control stress. I am practicing the art of project triage and focus.

7.      Don’t just recover, reinvent. I am thinking creatively to be stronger and reshape the way we do business.  I have learned that DaMar Staffing is not for everyone. We are not the cheapest or the fastest, but we are incredibly good at finding win-win solutions for our clients and candidates. My team is enthusiastic about what they do, and everyone puts their heart and soul into being an excellent resource. We are prepared to work hard and do the heavy lifting to deliver value. We are on the front lines fighting for victory every day.

DaMar Staffing has won the trust of many clients and candidates because we accomplish reliable results. The coronavirus has forever changed the world. This crisis has disrupted everything we do. However, these seven lessons have made us better; we are more streamlined and staffed with loyal and committed people who are empathic. We are better positioned to serve our people. I invite those who believe what we believe to work together to find great innovative ideas to improve life’s situations.

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

Five Things You Need to Know About Workforce Planning.

Many firms can benefit from professional help, however, leaders can resist change and help. 2020 is a year of change, accept it.

We all can agree that business as usual, has been upended. New business models, agile ways of working, and the need for technology are changing the way organizations operate. The pandemic has accelerated the transformation of the business principles and human experiences that drives behavior, culture, and sustainable growth.

Nevertheless, the fact remains, businesses prosper when they develop and deploy their people in ways that maximize their potential. DaMar Staffing believes these five things are essential to leverage growth in 2021.

1.    Workforce strategy and planning: The talent required to deliver value in the future may have shifted. The required talent for growth was already a challenge before COVID-19, but now more than 58% of personnel have changed. The pandemic is accelerating the speed and scale of the problem; the lack of qualified staff is jeopardizing future growth.

2.    Finding and hiring the right people: Talent acquisition managers are struggling to navigate the current job market. The first step to uncovering great talent is clarifying your hiring process. Streamlining your recruiting and interviewing methods will add value to your talent acquisition system. Improving job descriptions, recruiting, screaming, and interviewing will help managers make better and faster decisions. 

3.    Training and growing talent: Prepare your staff for a new and evolving business environment. The job market has undergone significant changes. Your workforce must be capable of adapting and pivoting to varying business needs. Adaptability isn’t new but it has never been more critical. Today’s short-term uncertainty hasn’t altered the longer-term reality.  

4.    Managing and rewarding results: Change how your organization measures performance and rewards employees. The pandemic has thrown evaluation management into chaos. Some departments are having a great year, others are busy, but losing ground; and what about employees stuck in a coronavirus freeze. Old metrics will not work under the current conditions and may upset many. So, how do you make performance appraisals meaningful and relevant?

5.    Customize the employee experience: Workforce engagement and experience have a new meaning. The pandemic has given leaders a steep learning curve and many are gaining valuable lessons about employee engagement, maintaining work procedures, and policies that nurture connections and job commitments. Engagement evolves vision, and goals that build loyalty and employee satisfaction and a path to high wages. Let’s be clear, this is not a human resources issue, this is now a critical business issue. 

 DaMar Staffing believes collaborative partnerships can help executives cut through the murk and confusion moving forward. If you believe this too, let’s talk. Send Tiffany and email: TThompson@DaMarStaff.com

Please take 4 minutes to tell us how you are doing. http://damarstaffing.info/Info2Ideas

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

Open Letter to Clients, Employees, and Candidates.

I recently received a note from a candidate who criticized our service. She felt we did not take her job search seriously. It did not make me happy and I was disappointed because criticism like that is uncommon. I immediately reach out to her with my apology, and that I could understand her frustration. Maybe, we didn’t do our best on her behalf. I accept that responsibility and asked for an opportunity to do better. I was thankful for that honest feedback because I learned two important points about my company.

1.  DaMar Staffing is vulnerable. I want the DaMar brand to be special, working hard to make a real difference. My team is passionate about serving and everyone puts their heart and soul into being an excellent resource. No, DaMar is not perfect, but my people are on the front lines fighting for victory every day—it’s not easy to do.

2. DaMar Staffing is not for everyone. I am not the cheapest or the fastest, but I’m passionate and committed to finding a win-win solution for all parties. My team is prepared to work hard and do the heavy lifting to deliver value. If these things are important to you, DaMar Staffing may be the best fit.

The other thing I realized was how the COVID-19 pandemic has especially affected my company. This crisis has disrupted everything we do. We’ve been in the fight since the beginning providing services to essential businesses. Six months later my team is still very busy finding jobs for people looking to get back to work. DaMar Staffing has been and still is an important resource for companies and candidates during this crisis.

It’s been a rough time; few team members quit, which leaves me short-handed; I’ve been working 80 hours a week, so I am aware that we’re not at our best right now. I understand some people will be unhappy with our services—we can’t help everyone. Nevertheless, I’m committed to helping people solve their workforce and employment problems. Perfection is not attainable, but I keep pushing to achieve excellence—that’s my goal.

DaMar Staffing has won the trust of many clients and candidates because we accomplish good results. Our objective is to build long-term relationships and partnerships. Our business model is a little different from many staffing firms. We believe in integrity, excellence, inspiration, and the love of serving. If these qualities are important to you, I invite you to give us a chance to know you better and to work hand-in-hand to find great ideas for you.

Sincerely,
Tiffany Thompson

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

Three Important Things for Rebuilding.

Businesses and the consumer market has been plunged into crisis. Nevertheless, the economic market will not go away, but it will be changed. To emerge stronger will require rethinking and rebuilding your business; reshaping the way you do business, if necessary, and reskilling your workforce can help you grow and even thrive. So, keep your eyes open to new opportunities.

Here are three areas to consider for growing your business opportunities.

1.     Concentrate on Customers, Community, and Connections
Be super intentional about strengthening your brand connection with customers. Pay particular attention to what and how you communicate with the community. Many people are working and shopping remotely, how can your business participate and leverage this new alternative behavior?

2.     Develop Your Workforce, Synergy, and Efficiency
Examine your existing business plan and infrastructure to determine if there are pivot points and adjustments that will help your business model succeed in the future. Next, identify the essential staff for successfully moving forward. The pandemic has changed what is important and vital for future growth.

Evaluate job categories to recognize efficiency across departments. Knowing your employees’ skills and behavioral styles is essential for maximizing productivity. This will help you make good decisions on which employees can successfully work from home and those who will do better in a traditional workplace. How you manage the workforce moving forward can dictate your eventual success.

3.     Offer Value and Peace of Mind
Look at your business through the lens of your customers and employees. Ask yourself, what do they need right now to increase their peace of mind? COVID-19 has caused serious disruptions. The consumer market has been hurt and will take time to rebound. A crisis leaves a psychological impact on customers and employees.

You may need to alter your marketing, web presence, and branding to bolster trust and reassurance. The old business model may not be the best way to move forward in the future. Chaos and disruptions do not mean your opportunities for success are limited. Open your mind to all the possible ideas; adapt, stay nimble, and ready to reinvent your business for success.  

DaMar Staffing is here to help make workforce recovery as simple as possible during this time of rebuilding. DaMar will continue to earn your respect and offer real value.

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

Indiana Begins Next Phase of Reopening; Are You Ready?

Indianapolis gets back to business over the course of the next few months.

Most people would agree it is time to re-open for business—safely. Getting back to work will not be easy. Recovery readiness strategies are essential. Here are a few things the DaMar Staffing team is discussing. There are three major points:

1. Unprecedented times call for advanced planning and new ideas. Job boards, online applications, and recruiting apps will not be an effective approach to ramp-up staffing. The majority of corporate decision-makers, HR, and hiring managers will be busy and in some cases overwhelmed. Recruitment will be challenging. 
   
   DaMar Staffing is gathering new ideas and recruitment processes to put into place to meet the demand of a re-start. DaMar is working hard to demonstrate value. There will be a tremendous need for staffing services, therefore it’s important to identify where companies may fall short and help uplift their team.

2. The country will reopen in phases. DaMar is thinking about which areas of service/industries are likely to come first and which is going to need the most help. The team is developing plans for those decision-makers before they reopen—and get completely swamped. DaMar Staffing brings add-valuable resources.

3. Unemployed workers are struggling and are anxious to get back to work. Many employees are uncertain about their employment status; they are unclear if they will be returning to their previous job assignments.  The longer the crisis lingers the more pressure employers will be under to furlough more people. These disruptions have caused instability and big problems for everyone.

DaMar Staffing is staying alert to the needs of clients and candidates to better understand how to help them. Right now the team is developing service plans and having conversations with decision-makers about their workforce needs. Planning and agility is the key. DaMar is working to assist and guide clients.

A few tips to consider:

• Identify the essential staff for successfully moving forward

• Develop COVID-19 testing protocols

• Write a business continuity and contingency plan

• Have an emergency plan if there is a coronavirus outbreak

DaMar Staffing is here to help make workforce recovery as simple as possible during this time of chaos. DaMar will continue to earn your respect and offer real value.

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240. DaMarStaff.com

The COVID-19 Crisis Doesn’t Have to Lead to Layoffs.

The evaluation of corporate survival verse layoffs is complex.

Coronavirus has shaken the business world. As a result, many employers are making tough staffing decisions. Businesses will recover at some point, so it is critical to stay focused on the big picture. Numerous employers are forced to furlough and layoff workers. In most cases, it is unavoidable and necessary for the short-term, but be aware, it could prove more costly in the long run.

Before reacting with layoffs consider all the facts, review very cost-reducing measures imaginable first. Evaluate your workforce needs for the next 60 days. Determine the right number of employees needed to get your business back on track. Think in terms of high-priority and the critical staffers needed to keep moving forward.

Consider these options:

• A four-day workweek could reduce staff costs by nearly 20%  

• Cut everyone's work time in half (for a short time) to save jobs

• Get a commitment for a pay cut from your senior leaders   

• Offer unpaid leave for all the people willing to take a “sabbatical”  

• Look at short-term reassignments with potential vendors

• Enroll in the employer's Paycheck Protection Program

The goal should be to retain 100 percent of your workers. Loyal, highly skilled employees are experienced and it’s important to keep them if you can. Losing people means you lose their skills and specific job experience. And, they may be lost forever. To replace your experienced people in the future, will cost more. You incur additional recruiting, onboarding and training cost. 

Small and medium-sized businesses may qualify for the federal loan Paycheck Protection Program. Develop a plan to leverage this Federal program; ask clients to cost-sharing with you, or think about short-term reassignments with willing vendors. These are alternative options designed to keep as many employees working as possible. The additional effort will be worth it in the long run.

There is a strong possibility this crisis lingers longer than many would like. Have a plan B ready. Be very sensitive to the employer-employee relationships during this high-stress time, conflicts now will be very costly. Remember, when the country comes back online, in general, there will be a mad dash by all companies to re-staff, in many cases at increased wages.

DaMar Staffing is prepared to help, advise and guide you in formulating a recovery plan to achieve your workforce goals. Call Tiffany Thompson at 317.566.8320.

DaMar Staffing Solutions takes an unconventional approach to recruiting and staffing solutions for clients. As a strategic partner, the DaMar team is constantly on the hunt for those rare people who are among the best at what they do. DaMar Staffing is located at 8900 Keystone Crossing, Suite 1060, Indianapolis, IN 46240.