The Bagg Group Blog

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.”

After 40 years of interviewing candidates to ensure they are the right fit for our clients, The Bagg Group has a well-known reputation for conducting insightful interviews. That’s why hiring authorities across the GTA often consult us on the subject.

One key piece of advice is to use of your limited time effectively. We know you have busy days and can’t afford to spend hours with each candidate.   A good rule of thumb is to ensure the candidate does 75% of the talking.  At a first meeting, it’s critical for you to spend most of your time together listening so you can assess the person’s potential.

If you find you’re doing more than 25% of the talking, you may be falling prey to one of three common pitfalls. 

1. Recounting the history of your organization:  Telling the history of anything takes time, more than you likely have to spare.  Moreover, it’s not essential information that you need to impart.  This is research that the candidate can do on their own time, and should have done before the meeting

2. Detailing your own career path:  It’s not unusual for a candidate to ask how long you’ve been with the company.  One anecdote leads to another, and soon you may find you’ve talked more about your experience and less about the candidate’s than you’d like.

3. Swapping industry gossip:  It’s hard for people in the same industry not to talk shop, especially if they have people and places in common.  

A little chit-chat is great, and recommended to put the candidate at ease. But it’s easy to lose track of time and have little left for the nitty gritty of the interview.

Also, keep in mind that what is said in the interview room doesn’t necessarily stay in the interview room.  When you trade war stories, it’s easy to make off-the-cuff comments that you may not want the candidate to repeat later. 

Two other common pitfalls to watch out for:

Letting first impressions rule:  We all make snap judgments.  Before a person says two words, we can be wowed or unimpressed by their personal style.  

However, as staffing solution experts who have successfully placed hundreds of people in full-time positions, temporary jobs and contract jobs, we know that first impressions can be wrong. 

The candidate who wears an eccentric tie can prove to be a fantastic team-player.  The one with tattoos may not look likes the sales rep you had in mind, but could have the best people skills you’ll ever come across.

Allowing the candidate to have an easy ride: At The Bagg Group, we ask our candidates hard questions, and only recommend those whose answers satisfy us. But we know that a candidate can be nervous in meeting with a hiring authority.

You may be feeling so sensitive to a person’s case of the nerves that you don’t want to add to their stress by throwing them a curve ball.  Sometimes, being too nice doesn’t do anyone a favour. Ask challenging questions as you need and allow the candidate to rise to the occasion.

Often hiring authorities and department managers ask The Bagg Group whether they should friend employees on Facebook.

They wonder if there’s a benefit to social networking with staff. Is it a way to show interest and build a collegial relationship, while also ensuring employees aren’t posting anything that could hurt their company’s reputation?

Or is it the virtual equivalent of gate-crashing your employee’s party?

Since Facebook launched in 2004, there hasn’t been corporate consensus on the answer. At The Bagg Group, our staffing solution experts hear mixed opinions from clients across the GTA and from candidates, whether they are looking for full-time employment, contract work or temporary placements. The feedback we receive mirrors the range of survey findings.

Not surprisingly, for the most part, employees prefer that employers keep out of their social networks. A recent report in the Globe and Mail showed that 69 out of 100 employees don’t want to socialize with their bosses, online or off. Moreover, 56 out of 100 employees don’t want to friend their co-workers either.

The majority of managers responding to that survey said they also would prefer not to mix work with online networking. The study said 72 out of 100 senior executives are uncomfortable about being friended on Facebook by those they manage.

However, there are many who are of another opinion. A different survey, carried out by Deloitte, showed that 60 % of managers believe that people make their private lives public on Facebook and Twitter. These managers speculate that employees are spilling the beans about their work situation, and so their postings should be monitored to make sure they aren’t broadcasting information they shouldn’t.

This same survey showed that, overall, 53% of employees believe that what they say on social networking sites such as Facebook and Twitter is simply none of their boss’ business. That’s the view of 63% of those in the 18- to 34-years-old bracket.

Yet, one-third of employees admit that they never consider how their employer will be affected when they post material online. Interestingly, almost 75% of employees admit that social networking sites make employers more vulnerable to damaged reputations.

Simply put, there’s no definitive right or wrong answer that applies to every organization. For companies that are unsure which direction to follow, the best step is to open the question up to a candid, respectful internal debate. As always, we urge our clients to talk to employees about issues that affect them so as to foster strong, positive, workplace relationships.

Once you have a policy, make sure everyone understands your rationale for it. It’s counter-productive to have employees make assumptions about why they’re expected to friend, or not friend, their managers on social network sites. We know from experience that when you don’t tell people why you are introducing a particular policy, they’ll invent their own reasons – and these are rarely accurate or flattering.

At The Bagg Group, we practice retail therapy, on company time. And we urge our clients to consider undertaking a similar practice. Our recruiters shop for toys, books, and clothes, and split the bill with me.  When our budget is spent, we hand over our purchases to The Scott Mission, and return to the office, energized by the experience.

For us, philanthropy is part of a day’s work.  We are honoured to be recognized for our dedication to empowering others by the Association of Canadian Search, Employment and Staffing Services (ACSESS) which awarded us the 2010 Community Service Award. We first received the award in 2004, and it feels great every time.

The Award champions commitment to charitable, educational and community initiatives. We couldn’t agree more on the importance of this. In turn, we want to champion Hayley Rosenbaum, recipient of the HRPA Scholarship which The Bagg Group sponsors annually to enable a student to complete studies in human resources.

At The Bagg Group, giving back isn’t just corporate goodwill, it’s part of our corporate DNA.  This agency was founded on the belief that you succeed when you help others succeed.  And it is because we live this principle every day that we continue to sustain strong, positive relationship with our clients. 

We have successfully placed people in full-time positions, contract positions and temporary opportunities for decades.  Over the years, we have interviewed thousands of job-seekers. The result is that  we know what people need to feel engaged and productive on the job. And it’s not just money.

The most loyal employees are those who work for organizations which support their efforts to make a difference to their company, and to their community.

We can verify this first-hand.  Our staffing solution experts continuously launch and support various charitable initiatives, and their enthusiasm, optimism and actions invigorate their colleagues, clients and candidates.  Most recently, our recruiters got together to help send myself and my teen son to Honduras to do volunteer work and donate a house to one of the poorest families in a region ravished by poverty and neglect.  

As for the company’s annual shopping spree for the Adopt-A-Family program organized by the Toronto-based Scott Mission every year at Christmas, it is proof of how community service is a tremendous workplace practice.   We have a great time, and are motivated to think of different and more ways we can help others.  This fuels our creativity as a group, and ends up boosting our own productivity.

Geoff Bagg

Sometimes it’s not what you say, but the words you use to say it that can work for you or against you. 

When working with hiring authorities at companies across the GTA, our staffing solution experts at The Bagg Group often help our clients find the right words for everything from a job performance review to a job description. 

That is because we know from more three decades of interviewing candidates that words have the power to either inspire and motivate, or overwhelm and defeat.  

It’s often surprising to bosses, but not to us, how employees can remember word-for-word line that a boss said to them, even years after it was spoken.  Many top talent have picked up the phone to call The Bagg Group after a manager said something to them that left them feeling dispirited. Sometimes, when our expert recruiters probe further, we find that the manager simply used the wrong words to convey a message.

For example, telling employees they have a problem can trigger defensiveness and concern.  But if you use the word challenge instead, people are likely be intrigued and open to tackling the issue.

In the same vein, if you tell someone that they are working for you on a project, they may feel as if they are meant to just fulfill orders, and their initiative and ideas aren’t necessary.  But when you tell someone that they are working with you, they feel as if they are a contributing team member, whose input is valuable.

Richard Gallagher, author of How to Tell Anyone Anything: Breakthrough Techniques for Handling Difficult Conversations at Work, says the key to good communication in the workplace is to speak to your employees as if they are part of the solution, not the problem.  He mentions, as an example, the internal employee slogan at WestJet, “We succeed because I care.”  In other words, the employees view themselves, and are viewed, as key to the company’s success.

In his book, he cautions managers who want to seek improvement, or need to deliver bad news, from using standard workplace phrases that set a negative tone from the get-go.   Telling people, “I hate to tell you this,” prompts them to put up a mental shield to prepare for bad news.  But if you say, “There’s something you need to know,” the listeners will pay attention to discover the benefit to them in what is to follow. 

Likewise, “I have no idea” suggests the conversation isn’t worth time or effort.  Conversely, “I wish I knew”  makes the listener feel like the speaker would help, if they could.  

The simplest way to choose the best words is to put yourself in the place of the employee who will hear them.  Do the words suggest possibility or make you feel defensive?

Finally, just ask yourself the question that almost always opens the door to improved communication, “Is there a more positive way for me to say this?”  It’s amazing the difference a good word can make.

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.

February is the time of year when a lot of people call in sick, and we know, from more than 30 years experience as staffing solution experts, that it’s not just a virus that gets people down. 

About 15% of Canadians suffer the winter blues, according to the Ontario Ministry of Health.  And the desire to pull the blankets over one’s head is aggravated by stress and insecurity at work.  In turn, that prompts headaches for managers and colleagues who are left to pick up the slack. 

A survey of 1,700 employees showed that the three main causes of workplace stress are an uncertain future, an inability to assert control at work, and a lack of organizational support, according to Strategy + Business magazine (September 2009 issue).  The study confirmed that employees who are stressed have trouble concentrating and call in more sick days.  

It’s not news that when work becomes overwhelming, people are quick to take a mental health day.  In October, the Globe and Mail reported that a North American survey of 4,700 employees found that 32% of people call in sick at least once a year when, physically, they feel just fine.

And what do they do on their day off?  Some update their resumes and call staffing agencies.

At The Bagg Group, we work closely with hiring authorities at organizations of all sizes in the GTA.   And we collaborate on solutions to decrease workplace stress year-round for higher employee satisfaction and retention.

 Our clients, top employers in the GTA, know that ensuring employees don’t feel overburdened by their workload is good preventative medicine.

The first step is to support employees by ensuring they are not juggling too many priorities at once.  But if there is a multitude of tasks that must get done, the solution is to spread the work around. In other words, delegate.

With that in mind, our staffing solution experts offer these three tried-and-true tips on how to delegate.  

Trust the one you delegate:  Whether you are hiring a contract worker to take over a project, or an office temp to take over a variety of tasks, you must be assured that they have the appropriate skills, experience, track record, and initiative.  They need to have the right competencies and attitude so you can concentrate on your priorities, worry-free.

Take the time to know the task:  It’s important to break down your project into its smallest components.  For example, write down who needs to be contacted, what research needs to be done, what reports need to be written.  Next to each detail, write your name if you are the only one who can do it, or write a D if it’s something that can be delegated.

Say it, don’t just think it:  No one is a mind-reader.   The more clear and detailed you are about what you want done, and how you want it done, the greater the result.  Go over the breakdown of the task with the person who is taking it over and encourage questions.

Good delegating can’t melt snow, but it can melt away some of the panic and that’s a good boost to the immune system.

For 21 years, The Bagg Group has been sponsoring an HRPA scholarship to encourage students to pursue studies and a career in human resources.

We’re the only staffing agency to sponsor this scholarship, but we have good reason.  First and foremost, we are in the business of helping people achieve their aspirations.  So to sponsor an HR student who is motivated to excel embodies our values. 

Equally importantly, sponsoring this scholarship is another way we show our  appreciation of an industry that contributes so much to the day-to-day work lives of Canadians.

We share with HR professionals the same belief that people are a company’s best asset. The staffing solution experts at The Bagg Group can confirm that the right person, in the right job, is the ultimate competitive advantage of any organization.

While we find the right people, it is the HR specialists who put programs and policies in place to help them thrive on the job. They are the ones who work diligently to create a safe, fair, and productive environment.  And we know that is what our candidates want, whether they are seeking full-time positions, contract opportunities or temporary employment.

This year’s HRPA scholarship winner, Hayley Rosenbaum, does the profession proud.  Hayley is a straight A student who is earning her Master’s Degree in Industrial Relations and Human Resources at the University of Toronto.

She has proven competencies in those skills that characterize HR professionals.  She is strong in team-work, relationship building, and critical thinking.  With those abilities, it’s no surprise that Hayley won the prestigious U of T arbitration competition.

While completing her studies, Hayley works part-time in the HR department at the Ontario Clean Water Agency where, among other things, she has analyzed exit interview data to identify areas for improvement and organized an employee recognition program. 

Do you have a scholarship candidate working in HR?

Is there someone in your company you would like to see honoured with The Bagg Group sponsored HRPA scholarship?  If so, encourage her or him to apply.  The award carries a $2,000 gift to assist the student financially so that they may successfully complete their human resources studies.

To be eligible, the candidate must be an HRPA member and enrolled in the association’s academic courses, either full-time or part-time.

Visit the HRPA site for more information.

It’s not just a new year, it’s a new decade.  More than ever, employees’ thoughts are turning to personal and professional resolutions for the future, near and far.  It’s an almost universal ritual, and one that explains the surge in calls to recruitment agencies across the GTA.  

That’s why for more than 30 years, the staffing solution experts at The Bagg Group have been advising clients to collaborate on resolutions in early January with their staff.  It’s an opportunity to strengthen relations and employee retention.

A resolution is a vow to yourself to do something differently that will improve quality of life.  For the past four years, the management consultant company of Franklin Covey has been taking a survey of the new year’s resolutions of its clients across North America.  Not surprisingly, the same resolutions make the top ten list every  year. 

These are, in order:   

1. Get out of debt or save money

2. Lose weight

3. Develop a healthy habit

4. Get organized

5. Increase time with friends and family

6. Develop a new skill

7. Improve work-life balance

8. Other

9. Break an unhealthy habit

10.  Change employment.

Stephen Covey, best-selling author of The 7 Habits of Highly Effective People  and founder of Franklin Covey Co, suggests that at this time of year, everyone should reflect on the question:  “What are one or two things that I could change that would significantly increase my happiness?”  

At The Bagg Group, we work with top employers in the GTA on adjusting that question for their teams.  “What are one or two things that we could do to improve our team, department, or workplace experience?” is a terrific question for a round-table brainstorming that prompts positive action in the year ahead. 

But beware…studies show that 75% of people abandon resolutions within three months of making them.  Stay tuned to my blog for how to avoid falling into that trap.  

Best wishes for a great kick-off to 2010!

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