The Bagg Group Blog

In a recent blog, we suggested building a summer enjoyment plan into the workday to keep employees motivated during the dog days of August.

Now, it’s time to plan a way to counter the post-holiday blues, which also can cause a dip in productivity and prompt employees to consider making a change, just for change sake.  

It’s no wonder.  Many of us spend all year looking forward to the warm weather and our vacation. With Labour Day comes the hard, cold awakening that summer is over. The idea of returning to our regular routine can be extremely demotivating.

The back-to-work blues is a universal ailment. 

• A recent study by the University of Manchester in the UK shows 76% of employees report stress levels are back to pre-holiday highs within a week of returning to work.  And the Monday morning after a holiday is a time of “greater depression” for the majority of employees, according to the study’s author Professor Cary Cooper.
• The Beijing Today newspaper reported that 35% of office workers between the ages of 25 and 40 in Beijing suffer post-holiday blues. 
• In Australia, Gordon Black, the executive director of Black Dog Institute, a world-renowned facility for mood disorders, says the back-to-work blues is like “putting a harness back on a horse after it has had a taste of freedom.” 

Fortunately, there’s a way to allow people to continue to experience ‘a taste freedom’, albeit creative freedom, on a regular basis. The staffing solution experts at The Bagg Group suggest offering employees scheduled time to daydream and hatch ideas. Some of the best companies in the GTA, and elsewhere, are doing just that.

Google is famous for freeing its employees for 20% of their time so they can pursue their creative ideas.  This break from regular work has resulted in such innovations as Google News, Google Earth, and new features for Gmail and Search. 

Long before there was Google, 3M was running a  “15% paid time to dream” program to encourage employees to come up with ideas for the company.  The pay-off? In 1974, during his daydreaming time, 3M scientist Art Fry came up with the Post-It Note.

Even if you can’t free employees for long, allowing an hour once a week, or even bi-weekly, to dream big can help people overcome the back-to-work blahs. 

The Globe and Mail reports that Columbia Credit Union, WA, gives employees a weekly “genius hour” to work on ideas or learn new skills.  During this hour, bosses answer their phones.  But another option is to hire temporary staff to take over such tasks. Some of The Bagg Group clients turn to us for that very reason.

Time-to-imagine can go a long way to fueling productivity by reminding employees that work can be a place of possibility and opportunity.  

As well, The Bagg Group recruiters, who have successfully placed more than 57,000 candidates over 40 years, confirm that such a program can help attract the best candidates.

As the saying goes, a change is as good as a holiday. Ensuring the occasional break from routine and change of focus can help charge an employee’s batteries all year round.

At The Bagg Group, we know that seeking a full-time placement, contract work or temporary employment takes energy. 

Until you find the placement that’s right for you, it can sometimes feel as if you’re swimming against the tide.  Having placed people with top organizations in the GTA for decades, recruiters at The Bagg Group know that even the most positive candidates have to work to stay motivated during their job search at times.

If your get-up-and-go has gone, follow theses six tips to get your energy back.

Set small goals:  Lofty goals can leave you feeling disappointed, rather than energized.  Don’t put pressure on yourself to land a fantastic job within a short period of time.   Instead, write an specific, achievable, list of tasks for each day that are within your ability to accomplish.  

At day’s end, focus on the goals you’ve achieved, not those you have yet to reach:  When you complete a task, give yourself a high five.  It’s not arrogant or conceited to feel good about yourself, it’s a key strategy that is practiced by all successful job-seekers.  Celebrating small wins is a way to stay confident and positive — two qualities which are valued by hiring managers at organizations throughout the GTA.

Forget perfection, strive for progress:  If you didn’t catch a typo on a covering letter until it’s too late, if  you missed an opportunity, or messed up on an interview, immediately replace the words “if only”  with “next time”.  You can never go back in time but fortunately, you can always move forward, a little bit wiser.

Take a break:  When you truly feel your battery is on empty, take time out to do whatever it is you love to do to recharge.  

Work where other people are working:  If you have a laptop, consider working at a friend’s house  or office. If that’s not possible, head to a coffee shop with your phone and your computer. Simply being around others who are working can motivate you keep  focused on your tasks.  What’s more, looking for a job can be lonely business.  For the price of a coffee, you can feel less alone during the day. 

Choose a winning team:  Surround yourself with positive people who persevere with their own goals and remind you to persevere with yours.

Stay motivated and energetic, and you can be sure people will respond to your enthusiasm and be that much more interested in helping you meet your goals.

Sometimes the best thing you can do to boost daily productivity and morale is take a short break from work.  But new research shows that the very best breaks are not those spent watching funny videos on Youtube, or chatting around the water cooler.  Instead, the most effective way to recharge is to do what you did in kindergarten –  enjoy a 20-minute outdoor recess.

However, you don’t have to climb monkey bars or jog, according to a recently released study reported in the British newspaper The Telegraph.  The research by psychology professor Richard Ryan at the University of Rochester concludes that all you need to do is just be outdoors to get a jolt of energy that is equivalent to a strong cup of coffee.

Working with 537 volunteers, Professor Ryan found those who spent just 20 minutes in the open air experienced a significant increase in vitality that had a positive effect on their work day. 

Even desk-bound volunteers who were encouraged to imagine being outside and were shown pictures of  the outsides recorded better mood and energy levels throughout the day than those who didn’t let their minds stray out of doors.

Professor Ryan says his study shows that “people feel more alive” when they can feel the sun and the breeze.  It’s logical, he adds, given the natural bond between humans and nature.

At The Bagg Group, we know from decades of interviewing candidates that employees truly value organizations which recognize life-work balance.  Now, science has come onside to confirm that staying glued to the desk from nine to five is counter-productive.

A 20- minute recess is good for the spirit and for decreasing absenteeism. Going outside increases wellbeing.  “People with a greater sense of vitality don’t just have more energy for things they want to do, they are also more resilient to physical illnesses,” said Professor Ryan.

This summer, spread the word to colleagues that they’ll be doing themselves and the organization a favour by not lunching at the desks, but picnicking instead.

Change is an inevitable part of life … and the workplace.  And yet, at The Bagg Group, we know from more than three decades of interviewing candidates that the notion of change frequently provokes anxiety among employees.   

In his book, Management Challenges for the 21^st Century, Peter Drucker captures the sense of disquiet that is typically experienced by staff. He writes, “Everybody has accepted by now that change is unavoidable. But that still implies that change is like death and taxes — it should be postponed as long as possible and no change would be vastly preferable. But in a period of upheaval, such as the one we are living in, change is the norm.”

As experts in staffing, we can confirm that employees take change personally.  The question that people ask themselves first when any new initiative is introduced is, “How will it affect me?” 

Our clients, the best employers in the GTA, often address this question directly with their employees.  That’s important for employee morale and retention. 

The Bagg Group staffing solution experts suggest asking the following additional questions to help people manage change, fearlessly.

·         What problem do you think the change is intended to address?

·         What might work better for you as a result of the change?

·         What do you think might affect you negatively?

·         What obstacles do we need to overcome and what support do we need to offer to resolve your concerns?

·         What is in it for you to adopt the change?

These questions are adaptations of standard queries companies usually consider when building a case for organizational change.  

In a recent Financial Post article entitled Change can be managed, Mark Smith of KPMG writes that organizations must tackle such questions as, “How will things be better if we do change? And how will they be worse if we don’t?” to ensure that its new plans are the right ones for moving forward.

By personalizing these questions for the individual, the organization and the employee can recognize change as a way to move forward in synch.  As a result, resistance to change gives way to a willingness to let go of the old and bring on the new.  

And that’s a necessity for all of us in today’s competitive workplace.  As John F. Kennedy so famously said, “Change is the law of life and those who look only to the past or present are certain to miss the future.”

At The Bagg Group, we know that giving your employees a high-five can make all the difference

It’s been more than a month since the Vancouver Olympics, but the cheering that took place in offices during the Games doesn’t have to stop.

During the Winter Games, our clients across the GTA saw employees interact in new, more positive ways.  Staff from different departments who rarely exchanged two words found common ground.  Cheers rang out office-wide when Canadians won medals.  Team spirit was high, and so was morale. 

In fact, the Winter Games were terrific for team-building in the workplace.  But like all team-building activities, the real challenge is to ensure the bonding continues long after the exercise ends. 

At The Bagg Group, our staffing solution experts talk to candidates every day who say they want to feel connected to their workplace, to be part of a community.  That’s why when there’s not an outside event to bring people together, our recruiters suggest creating one.

Here are two tips that our clients have implemented with great success over the years.

Get a company team together to participate in a fun-run:  Spring heralds the beginning of fundraising marathons, and now is the time to get organized and to get staff in shape and training.  As the Olympics proved, nothing brings people closer together than a physical challenge.  

Launch a Spring into Shape challenge:  Volumes of study prove that physical fitness improves productivity and morale.  Keep Olympic medal fever alive by setting up awards for employees who meet measurable, attainable physical fitness goals — like getting to the gym regularly for one month — and who buddy up to help colleagues meet their goals. 

An article entitled Finding the Right Fit that appears on the Canadian Bar Association’s website examines how some law firms are rewarding employees for getting into shape.  At one firm, staff voluntarily record their runs, yoga classes, power-walks, etc. on a special card, in exchange for points that lead to prizes.  

The most important reward, however, is nothing more complicated than a high-five.  And that’s been confirmed by a recent University of California study that shows the best teams in the National Basketball Association — the Boston Celtics and Los Angeles Lakers — recorded the most high-fives and slaps-on-the-back among team-mates. 

The researchers conclude that acceptable physical contact, like a high-five, reduces stress and increases good feelings.   

It’s been great cheering on our country’s best athletes, and now it’s time to cheer on each other for any and every professional and personal accomplishment.

Office holiday parties– are they an indulgence or a morale booster?  It’s a question I am asked frequently by clients.

At The Bagg Group, we know from years of interviewing A-level talent that candidates are seeking workplaces that not only provide professional opportunities, but also a congenial environment. And employees are far more likely to stick with a team, through thick and thin, that has fun together.

But this year, many companies are concerned that fun doesn’t fit into their budget. According to an October 2009 Reuters survey of 100 companies in the US, only 62% are planning to hold a holiday party, which is down from 77% last year.  Two years ago, as many as 90% of surveyed companies were partying the night away.

Certainly, times have changed, but it’s not best practice to take on the role of The Grinch this year. 

Many of The Bagg Group clients across the GTA have told our staffing solution experts that they are concerned it would appear uncaring to hold a seasonal blow-out in this era of wage freezes and cut-backs.  However, we know that now, more than ever, people need the opportunity to de-stress. 

And while it’s true that this is not the year for flashy extravagances, even small gestures at this time can go a long way to lifting spirits.

New research from Britain shows that human resource professionals there feel that despite the recession, the party must go on-albeit on the cheap.   Marketwire reports that at many British companies, employees are planning to bring their own bubbly to the office to make toasts. And rather than outsource catering and DJs, employees with talents are being recruited to provide food and entertainment.

A number of top employers in the GTA are doing likewise.  It doesn’t matter what you do, just consider doing something to mark the holidays, even if it’s simply a pot luck lunch. It’s a great occasion to mingle with all employees-and our recruiters know a friendly conversation, which is not about business for a change, can go a long way to reinforcing good feelings in the hallways. 

But remember, at an office party, friendly means neighborly, not intimate or indiscreet. The comedian Phyllis Diller once quipped, “What I don’t like about office Christmas parties is looking for a job the next day.”  And as recruiters in the business for over 30 years, we’ve fielded calls from more than one candidate following a party blooper.

Whatever your holiday celebration proves to be, may it be a great reminder that the company of colleagues is worthy of a toast.

Cheers,

Geoff Bagg

For many of us, September feels like the start of a new year, more so than January.  And at The Bagg Group, it’s a time of year when we receive a lot of calls from restless employees. 

Many who have been feeling frustrated at work put problems on hold until after their vacations.  They return with a hope that things will be better. When they don’t experience change, they decide it’s time to look for new employment.

As President of The Bagg Group, I and our staffing solution experts make a point of alerting hiring authorities that a return to everyday routine, after a summer sojourn, is tough on all employees. 

I recently came across an article about the post-holiday blues in Spain in which psychologists estimated 35% of Spanish workers will have the syndrome this year. I estimate that percentage holds for Toronto as well.  

The experts on the subject noted the symptoms include lack of concentration, irritability, anxiety and sadness.  That adds up to the dreaded ‘couldn’t care less’ attitude which hurts productivity. 

What’s more, as all recruiters at staffing agencies know from speaking with candidates, returning from holidays to hundreds of emails and a mile-long to-do list increases employee stress at a time when they are already feeling despondent.

Fortunately, there are solutions.  Many of our clients, top employers in the GTA, make a point of holding ‘back-to-school’ meetings. 

At these get-togethers, which are either held one-on-one or with the department, emphasis is on upcoming innovations and projects that give employees something stimulating to think about, and to look forward to.

After all, everyone needs something to get excited about, and next year’s two-week stay at the cottage is not good enough-for employees or their managers.

Another effective strategy used by GTA employers is to help employees with workload balance.  Sitting down and reviewing deadlines and priorities is a first step. 

Where there is no relief in sight, many Toronto employers at this time of year hire temporary workers and contract workers to help staff get a handle on their work and feel more in control. 

Finally, schedule some September fun.  Anything from a holiday picture contest, to a eat-like-it’s-summer hot-dog and hamburger lunch reminds employees that while the workplace may not be a day at the beach, it still a place where you can socialize and have rewarding experiences.

– Geoff Bagg

At The Bagg Group, we remind candidates that looking for a job is a job.  And like any job, you can’t live, eat and breathe it 24-hours a day.  You need a break at the end of each day to recharge your batteries.

• Put in some hours daily on writing covering letters, fixing up your resume, making calls, thinking about interview questions and answers. But when your tasks are complete, give yourself a mental holiday. Go biking, go for a walk, catch a movie, play with the kids, listen to your favourite music.
• List all of the things you like to do, or you’d like to try, such as gardening, hiking, painting. Then see if you can find a group to join which does these activities. It’s energizing to be with people who share your interests.
• Looking for a job can be a lonely business so spending time with others is more important than ever. It’s excellent to network to find full-time job opportunities, contract work or temporary work. But it’s also worthwhile to meet with people just for the joy of it. And to talk about something other than your job hunt.
• Volunteer as much as possible. And don’t feel that every task you do as a volunteer has to develop a career skill. Helping out at a marathon or sorting food at the Food Bank is a chance to get involved, meet people and make a valuable contribution. And that makes you feel good, which is good for you.
• Working on your personal interests as you job hunt is not a waste of time. It’s an excellent strategy for when seeking job opportunities. Employers at companies across the GTA confirm that depressed people do not interview well. Hiring authorities are like everyone else-they gravitate towards positive, upbeat people.
• Above all, allow yourself to laugh every day. It’s long been established by medical researchers that laughter can lower the level of stress hormones and increase endorphin levels, the body’s natural feel good chemicals.

Attitude is important and right now, one of your jobs is to do what you can to maintain a positive one…and that’s a task you are meant to enjoy.

In previous blogs, our staffing solution experts have talked about how management needs to keep lines of communications with employees open in tough times. 

At The Bagg Group, we can’t emphasize enough how important this is. Our recruitment experts hear daily from A-level talent who are frustrated because their employers are not sharing information and keeping them in the loop. 

An interesting study from the US Centre for Work-Life Policy echoes our experiences.  This three-month long research project entitled, “Sustaining High Performance in Difficult Times” quantifies the value of talking.   

The study showed that loyalty to employers among a group of high-potential employees dropped from 95% in 2007 to 53% in 2008. Trust in their company plummeted from 79% in 2007 to 37% 2008.  And engagement, as evidenced by initiative and willingness to go the extra mile, decreased from 91% 2007 to 71% 2008.  The authors of the study have gone on record to say that over the course of 2009, things have only gotten worse.  

More details on the study can be found in the Business Week special report on The Real Effects of Workplace Anxiety. 

The study offers the same easy-to-implement tips The Bagg Group gives its clients. Hiring authorities with top employers in the GTA use these techniques to promote best workplace and staffing practices:

Managers who don’t have information to impart should share that fact with staff and reassure employees that they will pass on news whenever they receive it. Employees appreciate the good intention and the honesty.

It’s especially important for managers to have an open-door policy in uncertain times. And to circulate in the office. The research shows visibility and accessibility make a difference to morale.

At The Bagg Group, we have always believed in giving back to the community. And we know employees feel pride when their companies put important causes front and centre. It’s no surprise that the study found that integrating volunteer projects into office life is a great way to strengthen bonding and perspective.

Finally, managers should work with employees on ensuring they have a balanced workload.  Prioritizing tasks, training employees to take on new challenging responsibilities, hiring temporary workers to relieve staff of time-consuming tasks or employing contract workers to kick-start projects are found to strengthen loyalty and engagement.

With the warm weather comes daydreams of vacations and dips in employee productivity. Recently, a survey of a British staffing agency showed 68% of employees admit to spending a significant part of their workday thinking about their impending holidays and 25% of respondents acknowledged a drop in their productivity.

That’s not unusual. When fine weather finally hits, even the most disciplined of us find it difficult to block thoughts of canoes and cottages. 

At The Bagg Group, we advocate vacations.  They are all the more important in a recession when employees need a break from a heavy workload and office stresses.

Across Canada, most companies offer an average of 17 annual vacation days.  That’s down two days from 2007, but still three more than Americans, according to a  2008 Expedia survey of employed workers in North America and Europe

In Europe, the practice has always been to provide significant time off. In 2008, employees in Great Britain typically got 26 days off,  a two-day increase over 2007, and Germany, Spain and France saw increases of one day, with workers receiving 27 days, 31 days and 37 days respectively.

Recruitment agencies in  the GTA concur that there are three reasons to encourage employees to take their vacations:

Vacation help reduce burnout:  Rest and relaxation is the best way to re-charge the batteries.

Vacations promote creative thinking:  Often, in stepping away from a situation, you can see it more clearly and so come up with better solutions.  

Vacations improve work/life balance:  A holiday is a time for employees to reconnect with families and personal interests and increased quality of life can lead to increased quality of work on the job.

Still, daydreaming and vacationing employees can add up to a seasonal headache for managers and hiring authorities who must ensure smooth operations, regardless of the temperature outside.  As staffing solution experts, here are some tips that we have shared  successfully with top employers in the GTA.

Create work schedules for the summer frame of mind:  Allow flexible work hours that let workers start and finish the day earlier.  In this way, workers complete eight-hour days at the office and still have time to enjoy the sunshine

Post a visual chart showing who is absent when:  This is useful for colleagues, and helps managers ensure key employees are not on holiday at the same time.

Have employees compile a list of clients, suppliers, and anyone else who may need to be contacted in case of an emergency:  This list is useful year-round, and the summer holiday is a great incentive for the employee to put it together.

Cross train employees to take over duties of others:  Have employees prepare a list of their major duties and step-by-step instructions on how to fulfill these. But put on hold those tasks that can wait a week.  It’s not helpful to to overburden  colleagues left behind.

Consider hiring temporary staff or contract workers:  This ensures continued smooth operation, and allows the other employees to focus on their work.  Also, it helps the vacationing employee who can suffer a bad case of post-holiday blues if returning to work that has piled up.

Look for opportunities to celebrate summer:  After our long winter, we do need to make the most of summer.  Consider holding one-on-one meetings at a patio or allowing Bermuda short and sandal days.