Rethinking and Reinventing Work

Reimagining the workplace starts with understanding the need for employee well-being and how it positively impacts your organization. Considering the burnout data, finding new solutions is essential to a healthy workforce.

Believe it or not, remote work may be hurting employees, employers, and society. The conflict between working from home and being in the office must be resolved soon to productively move forward. Employees need to think about going back to the office for their well-being. The conversation about returning to in-person office work between employers and employees can appear to be in different realities.

Research shows people crave connections and relationships they’re not getting remotely,  only 31% of people are satisfied with the social connection they have working from home, and 43% don’t feel a sense of connection with co-workers. It may be safe to say many employees face a connection crisis, the big question is how to bring back belonging to the workforce culture.

Leaders should seriously address the connection crisis today and how it affects employees’ happiness and wellbeing. Work used to be a primary place for connections and developing relationships. It’s very hard for people to feel necessary when they’re physically disconnected. Sitting at home working in your pajamas in your bedroom, will not offer the connections necessary to feel satisfied.

The psychological truth is people need and want the feeling of belonging and feeling necessary. People are struggling with feelings of isolation and depression. Leaders ought to rethink if working from home is in the best interest of the staff and the company.  Experts say individuals need five to seven connections to really feel they belong.

What does it mean to belong? It implies feeling more satisfied, more trusting, more validated, and fully able to express themselves. Employees do their best work when they can collaborate with colleagues who get them and appreciate what they bring to the table. People need leaders and co-workers to interact with who will support them in their work and future growth. The leadership in organizations must explain this rationale and the benefits effectively to their teams.

If employees don’t feel like they’re part of something important, what’s the point? If people start to feel like they’re just working for a paycheck, it can lead to burnout and stress. So, companies have a responsibility to focus on offering individuals a healthy work-life balance. Ensuring people have enough flexibility to enjoy time away from work and avoid overworking—ensuring people can get the breaks and vacation time when needed.

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.

There is Blood in the Water. Staffing Shortages and Increased Cost Threaten Independent and Assistant living Facilities.

Burnout is at crisis levels. Studies show that 30% of nurses leave the profession in the first two years, and at that rate the industry is unsustainable.

The growing demand for staffing and increased operating cost are making life miserable for the healthcare industry. The difficulties of low employee morale and exodus of talent are making many healthcare facilities unsustainable. Yes, the pandemic may have started the dominos to fall, but healthcare has been fighting an uphill battle for years. It is clear, that some will not survive.

As the industry tries to adjust and re-organize it has become more important than ever to be lean and nimble. The first thing that high-volume organizations MUST do is stop the bleeding. Reverse recent staffing shortage trends, keep valued employees, improve staffing ratios, and attract more business to offset the increased cost. Leaders need a new strategy and roadmap to help them navigate through these times successfully.

From crisis to crisis management

Nursing and other clinical professionals are amid a mass exodus that not even higher wage increases can stop. It is estimated that 238,000 caregivers have left the industry. The complex mixture of workload, stressful environment, bad workplace culture, and physical and emotional burnout fueled a full-blown staffing crisis.

Let’s be honest, discontent has been brewing, and leadership has overlooked and undervalued this workforce for a long time, and now they are leaving, and unfortunately, they’re not coming back. Nursing positions are on a decline. Many facilities are simply throwing money at the problem, but it’s not enough to stem the tide. Skilled nursing is on a downward slide to the second-largest employment decline behind dentistry. Contrast that with the fact that the nursing sector saw the largest wage increases in the entire industry.

Currently, the industry is churning and burning CNAs, QMAs, and staff nurses. When you consider the data, 30% of nurses leave the profession in the first two years, which is a huge warning sign that the industry is unsustainable at this pace. Honestly, this problem is much deeper than salary. Everyone is paying more, it’s not just about money; the business model needs to change. There are market pressures, it’s an employee-driven environment lots of enticing alternatives for those who are burned-out health care.

From crisis to long-term vision

Currently, everyone is facing increased demand for services and staffing with diminishing resources; hospitals, nursing homes, and home health agencies are all competing for the same resource pool. Staffing agencies are also elbowing their way in to recruit the best nurses and other professionals to supplement all these facilities. Success can only come by taking a long-term view. The industry needs to do a better job improving its financial position and providing more resources to actually solve the problem.

With stress and burnout, a constant among healthcare workers, organizations will need to take greater steps to accommodate their employees and curb the pressure that causes burnout. Build an environment that uses balance and wellness as a recruiting advantage to lure other clinical professionals to a less stressful work environment.

And above all develop a culture of respect for your team’s time, and what they have to contribute to the overall facility. Leadership must see people as valuable assets and not just bodies to staff a shift. Show the team care. Clinical professionals are looking for greater benefits and wellness support, whether that be through third-party-run childcare, more flexible scheduling, mid-day mental health breaks, or general recognition. The industry must do better and take responsibility for change.

Steps to Minimize Challenges

1. Build an attractive workplace culture. Many independent living facilities operate with toxic workplace culture. Changing the environment within your facilities isn’t an easy process and it takes time. Nevertheless, it can and should be done. This will require an open mind, trust, patience, tenacity, and a passion for inclusivity. There is no single solution, but there is a process to building a sustainable business model.
   
   First, there must be greater buy-in from organization leadership, from the CEO on down, leaning in to engage, support, and enforce new policies to ensure employee engagement, improve retention rate, and increase productivity. This process is critical for success. According to a new study, over 50% of executives say that corporate culture has a direct impact on productivity, creativity, growth rates, profitability, and the overall value of the organization.

2. Meaningfully engagement from the staff. Seek employee engagement to get your team enthusiastic and invested in their work and the success of the company. Leaders should conduct night shift and weekend meetings with staff to hear their ideas and concerns. Listening to, respecting, and responding to staff concerns will help identify opportunities to implement meaningful changes that are responsive to employee needs. Following through on these opportunities will help keep valued staff and attract productive new employees.
   
   Engagement will improve job satisfaction, and happy employees are among your best recruiters, so ask for their help and reward those who bring successful new employees into the fold. Using various types of recognition, rewards, or bonuses can be very effective.

3. A strong pipeline is key. The healthcare industry is not educating enough nurses and other clinical professionals. Consider how expensive crisis staffing and incentives for hard-to-fill shifts are on an annual base. It is time to be flexible, creative, and aggressive when competing for staff.
   
   Look for alternatives to recruit and employ nursing students, QMAs, and certified CNAs. Invest time researching grants, scholarships, and tax incentives for training. Leverage student loan forgiveness for loyal staff to upskill and advance their education.
   
   Be creative and flexible using nontraditional shift schedules; explore the use of technology to target and attract alternative staff. Develop a specific system to manage crisis staffing and hard-to-fill shifts. Consider enhanced premiums and rewards for those who step up to take on the weekend and last-minute night shifts.

4. Remember that flexibility in scheduling is big. Meeting the staffing demand of this high-pressure industry requires a nimble workforce. Look at pooling resources from several facilities to build an internal task force of temporary workers who are willing to work emergencies and on-call shifts. This will offer greater bandwidth to cover the most demanding time slots.
   
   Recruiting for these teams may appeal to younger nurses who are single, and with no kids. Dedicated task force teams should rotate every other month, and for high-demand seasons; flexible scheduling, assignments close to home, work sharing, or split shifts are ways to better accommodate different employee lifestyles.

5. Money talks.  Recognize that a better plan will cost more money and time in the short run. However, changing the process and protocols to better address crisis staffing issues may not necessarily be as costly as continually running in crisis mode. These changes will lead to keeping more employees, improving patient satisfaction, and creating a more satisfying work environment for everyone. Emphasize flexibility and creativity in finding ways to cover those hardest-to-fill spots on your schedule.

Conclusion

Even in the face of tremendous staffing challenges, organizations that listen and respond to their employees will fare better. Successful leaders will take creative approaches to push their company forward. Leaders can’t be afraid to apply new creative approaches to staffing, it’s the only way to gain competitive advantages, in terms of both recruiting and also in improving their overall business results.

Success requires recognizing business climate changes, building trust-based relations with employees, and leading import collaborations.

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 if you want a staffing agency that will work for you as a partner DaMar is a rare company. 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.

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Flexibility is Key to Long-Term Success.

Flexibility is the ability to respond effectively to external changes. Companies like Netflix and Amazon are successful because they cater to the public’s demand for convenience.

Leaders are facing three major challenges; below we have outlined these top challenges employers must consider as they plan to move forward:  

1. Cultivating and Inspiring Company Culture
   If you want to build a successful company culture and organizational brand, you must be flexible with your team.

2. Establishing and Maintaining Trust
   Flexible work demands trust. Not only from employee to employer but vice versa. While this might seem insignificant, it isn’t.

3. Managing and Engaging a Remote Workforce
   Employees need to feel valued and creating a flexible working environment can go a long way in retaining your top talent.

Businesses that stay stuck in their ways and don’t become adaptable and flexible to technology, the economy, and their workforce needs are more likely to fail. Success will require flexibility, staying on your toes, and the ability to dance. May we show you how?

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.

Corporations Greatly Need a New Diversity Approach

Diversity efforts are failing employees of color. Here’s a better approach to building a more equitable workplace.

Companies are desperate for diversity help and many of them are rushing to hire people of color in the wake of the racial protests. More than 64% of CEOs say they support dismantling power and privilege to end racial injustice. Nevertheless, what are they really buying? Many DEI experts are making a lot of money speaking training on unconscious bias and diversity. When companies hire consultants to do training, they want to be told they are doing the right thing. The big question is, are leaders seeking change or a way not to be wrong?

Talking about change is much easier than changing. Unconscious bias is the buzzword of the day and the focus of many DEI initiatives; however, these one-off diversity-training programs are not effective in improving bias in the workplace.  Most diversity experts will tell you what is happing now does not work. A checklist approach to diversity is not a recipe for change, but it does make corporate leaders feel good and high-paid consultants are prospering.

DEI initiatives are largely reactions due to employees and the public's outcry over the injustice in the country; companies feel pressured to make a change. Most companies find it hard to transform themselves under pressure. Those in charge simply grasp at straws to show forward motion. They tend toward quick fixes; managers must show results, so they set agendas, conduct meetings, and outline metrics usually with no real goal or support to succeed.

In difficult circumstances, companies do not make use of proven tactics for implementing change. DEI initiatives implemented under fire are doomed to fail. The real reason for DEI initiatives is to improve the corporate culture, by seeking people of different gender, race, and age because of their unique skills and experiences. The goal of a successful diversity program should be to develop a balanced workforce mix. Bring in views and talents that will improve the work culture, product, and service offerings.

When the C-suite executives are not involved in these program efforts, commonly there is no budget or accountability connected. It is rare to find a CEO that genuinely cares and takes the project seriously. Pushing the responsibility onto a DEI director is bad news. Hiring people who have no authority to make change is waste of time and money; when these directors start asking tough questions and trying to make real moves things get difficult. Moreover, no one wants to be a token hire. The bottom line is old paradigms do not work.

Success depends on whether C-suite executives and the entire team buy into the change and are willing to do the arduous work. The executives who use proven DEI tactics will see significant improvements in their chances of success, and generally, will see a performance and financial advantage. Change is hard and it takes time, and it'll take a long time to straighten out the racial mess this country is in. These are cultural issues, and it may take a generation to see equality. However, experts say companies that understand diversity and inclusion and are willing to do it right will be the most successful. 

Promoting diversity, equity, and inclusion in the workplace is not only the right thing for businesses to do, but it is the smart thing to do. However, many organizations find it challenging to get started or effectively implement DEI initiatives in their workplaces. DaMar can help.

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.

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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.

https://damarstaffing.info/DEIDoneRight

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

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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