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As 2024 draws to a close, many organizations are gearing up for year-end performance reviews. While these evaluations are a standard practice, they often feel like a perfunctory exercise for both managers and employees. However, with the right approach, year-end reviews can become a powerful tool for growth, goal setting, and boosting engagement as you head into 2025.

Tip 1: Prepare for Constructive Feedback

The first step in making year-end reviews meaningful is thorough preparation. Leaders should gather specific examples of an employee’s strengths and areas for improvement throughout the year, rather than relying on recent events. This helps to create a balanced and fair assessment.

Equally important is creating a safe space for constructive feedback. Leaders must be open to hearing about challenges their team members have faced, as well as suggestions for improvement. This two-way communication is key to building trust and making the review feel like a collaborative discussion rather than a lecture.

Tip 2: Set Goals for Growth in 2025

A crucial component of effective year-end reviews is setting clear and actionable goals for the coming year. Rather than vague aspirations, these objectives should be specific, measurable, achievable, relevant, and time-bound (SMART).

Leaders should work closely with their team members to understand their career aspirations and identify opportunities for growth within the organization. These goals should not only align with the company’s overall objectives but also play to the individual’s strengths and interests.

Tip 3: Foster an Environment of Continuous Development

Finally, year-end reviews should emphasize a commitment to ongoing learning and development. Leaders should explore training programs, mentorship opportunities, or new challenges that can help their team members expand their skill sets. By demonstrating a genuine investment in their employees’ growth, organizations can boost engagement and retention.

Make 2025 Your Best Year Yet

By shifting the mindset around year-end reviews, organizations can transform them from a mundane obligation into a catalyst for growth and success. Through constructive feedback, SMART goal-setting, and a commitment to development, leaders can energize their teams and set the stage for a productive and engaging 2025.

As you prepare for these important discussions, remember the power of preparation, open communication, and a growth-oriented mindset. With the right approach, your year-end reviews can be a springboard for achieving your vision in the year ahead.

Ready to take your team to the next level in 2025? Start by reimagining your year-end review process. Prepare for constructive conversations, set goals that inspire growth, and invest in your employees’ development. As you look to the future, consider partnering with a recruitment expert like ABBETCH to find top talent that aligns with your goals for 2025. Contact us at ABBTECH today!

Navigating periods of uncertainty and change is an inevitable part of professional life. In these challenging moments, the role of a leader becomes even more critical. Transparent communication is the key to boosting morale, building trust, and keeping everyone aligned with organizational goals. Your team is looking to you for guidance and reassurance.

Key Messages Leaders Should Be Sharing with the Team

Here are the key messages you should be sharing with your team:

• Validation of their efforts: “We appreciate your hard work and dedication.” Acknowledge your team’s efforts and let them know that their talent and contributions are recognized and valued.
• Unity in the face of adversity: “We are in this together.” Emphasize that you are part of the team, facing the challenges as a collective unit. This fosters a sense of camaraderie and shared purpose.
• Transparency amidst uncertainty: “Here’s what we know, and here’s what we’re doing about it.” Provide as much clarity as possible about the current situation and your plans. Be open about what you don’t know, but reassure them that you will share updates as more information becomes available.
• Prioritizing well-being: “Your well-being is important.” Encourage your team to take care of themselves during stressful times and remind them of any available resources for support.
• Confidence in a brighter future: “We will get through this.” Express confidence in your team’s ability to navigate the uncertainty and become even stronger on the other side.”

Leadership Equals Action AND Words

Remember, actions speak louder than words. Good leadership demonstrates the behaviors and values it communicates to the team. Be visible, approachable, and genuine in your interactions with your team. Your example will inspire your team to stay focused, motivated, and committed to shared goals.

Partnering with an effective recruiting firm can be a game-changer for your organization. The right recruitment partner can help you reduce the time to hire, find higher-quality candidates, lower your overall hiring costs, and allow you to focus on what your business does best. However, not all recruiting firms are created equal. So, what sets the all-stars apart? At ABBTECH®, we believe it comes down to five essential qualities: Empathy, Partnership, Communication, Compliance, and Curiosity.

Empathy: Understanding Your Unique Needs

An all-star recruiting firm will take the time to truly understand your organization’s unique needs and challenges. They’ll ask the right questions to understand your company culture, the skills and qualifications you’re looking for in a candidate, and the nuances of the role you’re trying to fill. At ABBTECH®, we pride ourselves on our empathetic approach. We take the time to walk a mile in our client’s shoes and tailor our recruitment strategies to meet their needs.

Partnership: A Collaborative Mindset

The best recruiting firms don’t just see themselves as vendors – they’re true partners in your hiring process. They’ll collaborate closely with you every step of the way, from defining the job requirements to making the final offer. At ABBTECH®, we believe in building long-term relationships with our clients. We take the time to get to know your business and become an extension of your team.

Communication: Keeping You in the Loop

Effective communication is critical to any successful partnership. An all-star recruiting firm will keep you informed every step of the way, from updating you on candidate searches to providing feedback from interviews. At ABBTECH®, we don’t just communicate; we do it proactively and transparently. We’ll keep you in the loop so you always know where things stand, giving you peace of mind and confidence in our process.

Compliance: Navigating the Legal Landscape

Compliance is more critical now than ever before. And an all-star recruiting firm will deeply understand all relevant laws and regulations, from OFCCP requirements to EEO standards. At ABBTECH®, we’re not just aware of these laws; we are deeply dedicated to compliance. We’ll ensure that every step of the recruitment process is conducted with the utmost integrity and adherence to the law, giving you confidence that your hiring process is in safe hands.

Curiosity: Always Looking for Ways to Improve

Finally, the best recruiting firms are curious – always looking for ways to improve their processes and deliver better client results. They’ll stay current on the latest recruitment trends and technologies and continually seek feedback. At ABBTECH®, we are committed to continuous improvement. We always ask ourselves how to do better and deliver more value to our clients.

We would love to connect if you are looking for a recruiting firm that embodies these five qualities. The team at ABBTECH® is dedicated to delivering exceptional staffing solutions tailored to your unique needs. Connect with us today to learn more about how we can help elevate your current hiring process.

As a leader, your team’s well-being is vital to the success of your organization. With the ever-increasing demands of the modern workplace, burnout has become a prevalent issue that can significantly impact productivity, morale, and overall job satisfaction. It’s essential to be aware of the early signs of burnout to provide the necessary support and interventions before it takes a severe toll on your team’s mental health.

Recognizing the Warning Signs

Burnout often manifests gradually, making it crucial to recognize the subtle signs before they escalate into more severe problems. Keep an eye out for the following telltale indicators within your team:

• Chronic Fatigue: Persistent exhaustion that doesn’t improve with rest. Team members may appear drained, lethargic, or lacking the energy to complete tasks.
• Cynicism and Detachment: Increased negativity, sarcasm, or a growing apathetic attitude towards work, colleagues, or the organization as a whole.
• Reduced Productivity: Noticeable decline in performance, missing deadlines, or a lack of motivation to engage in tasks. Employees may seem overwhelmed or disorganized.
• Physical Symptoms: Frequent headaches, stomach problems, or an increased susceptibility to illness. Burnout can severely impact both mental and physical health.

Proactive Strategies to Mitigate Burnout

Identifying the signs is the first step, but it’s equally important to take proactive measures to address burnout before it becomes a pervasive issue within your team:

• Encourage Work-Life Balance: Foster a culture that respects boundaries. Discourage excessive overtime and promote using vacation days or flexible working hours when possible.
• Open Conversations: Regularly check in with team members, creating a safe space for them to express concerns or feelings of overwhelm. Show genuine interest in their well-being.
• Recognize and Reward Efforts: Acknowledge your team’s hard work and contributions. Express gratitude, consider bonuses or incentives, and provide opportunities for growth and development.
• Prioritize Wellness Initiatives: Offer access to mental health resources, such as employee assistance programs, mindfulness workshops, or on-site fitness classes.

Seeking Support When Needed

If you are struggling to manage your team’s workload or require additional talent to prevent burnout, consider partnering with a recruitment specialist from ABBTECH®. Our expertise can help you find qualified professionals to augment your team, ensuring you maintain a healthy and productive work environment.

Contact us at ABBTECH® and get the support you and your team need.

A well-conducted reference check can be the difference between hiring a candidate who excels in their role and one who struggles to meet expectations. At ABBTECH®, we understand the importance of thorough screening in building high-performing teams. Here’s how reference checks fit into your overall hiring strategy and the key approaches to get the most value from them.

Why Reference Checks Matter

A candidate’s resume and interview performance only tell part of the story. Reference checks provide a window into how a candidate has performed in previous roles, their strengths, and areas for potential growth. They offer an objective perspective from those who have managed or worked alongside the candidate. By verifying the information provided by the candidate and gaining new insights, you can assess their fit for the role and your team’s dynamic.

Strategies for Effective Reference Checks

1. Prepare Specific Questions: Move beyond generic questions about the candidate’s job responsibilities. Instead, focus on behaviors and skills critical to success in the role you’re hiring for. Ask about specific examples that demonstrate their problem-solving abilities, teamwork, leadership style, and adaptability.
2. Speak with Multiple References: Relying on information from a single reference can provide a skewed perspective. Whenever possible, connect with both a previous manager and a peer or direct report. This gives a more well-rounded view of the candidate’s performance and working style from different vantage points.
3. Look for Red Flags: While a reference is unlikely to volunteer major concerns, pay attention to hesitation or vagueness in their responses. Probe further into areas where they seem uncertain or evasive. This could indicate underlying issues you’ll want to consider.
4. Verify Information: Use the reference check as an opportunity to fact-check the details provided by the candidate. Ensure their job titles, responsibilities, and tenure align with what they’ve claimed. Any discrepancies should raise concerns about the candidate’s honesty.
5. Assess Cultural Fit: A candidate’s technical skills are only half the equation. Use the reference check to gauge how they’ll mesh with your team’s culture. Ask about their communication style, attitude, and how they handle conflict or feedback.

ABBTECH’s® Commitment to Thorough Screening

At ABBTECH®, we understand that the success of your organization depends on the quality of your hires. Our rigorous screening process includes in-depth reference checks to ensure the candidates we present are not only qualified but align with your team’s unique needs and culture. By partnering with ABBTECH®, you can have confidence that the candidates you’re considering have the skills and fit to excel.

Take the First Step Towards Strengthening Your Team

Don’t leave your hiring decisions to chance. A well-executed reference check process is a powerful tool in building a high-performing team. Ready to learn more about how ABBTECH’s® thorough screening can benefit your organization? Connect with our team today to discuss your hiring needs and how our expertise can support your success.

Is your organization hemorrhaging top talent due to high turnover rates? If so, it’s time to examine your company culture. When team members feel disposable and unappreciated, they’re more likely to leave for a workplace that values and recognizes their contributions. Cultivating a culture of genuine employee appreciation is key to fostering loyalty, boosting engagement, and driving long-term success.

Why Employee Appreciation Matters

In today’s competitive job market, employees have the upper hand. They know their skills are in demand and won’t hesitate to seek opportunities where they feel truly valued. Employees who don’t feel adequately recognized are twice as likely to say they’ll quit in the next year.

Appreciation isn’t just about preventing turnover. Employees who feel seen and appreciated are more motivated, productive, and committed to helping the organization thrive.

Practical Tips for Showing Employee Appreciation

So, how can you start making your team members feel non-disposable? Here are some practical tips and creative ideas to get you started:

Regular, Genuine Praise: Move beyond generic, impersonal recognition. Take the time to specifically acknowledge individual contributions and how they’ve positively impacted the team or organization. Be timely with your praise, while the achievement is still top of mind.

Personalized Rewards: A one-size-fits-all approach to recognition won’t cut it. Get to know your team members’ interests, strengths, and what motivates them. Tailor your rewards and recognition accordingly. This might be a bonus, extra time off, a professional development opportunity, or a public shout-out.

Celebrate Milestones: Milestones matter, whether they’re a work anniversary, years of service, or the completion of a major project. Mark these occasions with a small celebration or meaningful gift to show you value your team member’s dedication and commitment.

Open Communication: Foster an environment where team members feel heard and valued. Regularly solicit feedback, act on it when possible, and keep the lines of communication open. This demonstrates you respect and appreciate their input and perspective.

Wellness Initiatives: Show you care about your team members’ well-being by implementing wellness-focused initiatives. This might be flexible work arrangements, mental health days, access to wellness tools, or a focus on work-life balance.

Development Opportunities: Invest in your employees’ growth and success. Provide training, mentorship, and opportunities for advancement. This signals you see their potential and are committed to helping them thrive in their careers.

Making Appreciation a Core Part of Your Culture

By making genuine employee appreciation a core part of your culture, you’ll create a workplace where team members feel valued, seen, and indispensable to your organization’s success. This is the key to driving loyalty, engagement, and, ultimately, achieving your business goals.

Ready to Take Your Employee Appreciation to the Next Level?

Contact ABBTECH today to schedule a consultation and build a workplace where your team members feel truly valued and non-disposable.

In the world of recruitment, the concept of the “perfect candidate” can be both inspiring and intimidating. It’s the ideal vision of a candidate who checks every box, possesses every skill, and aligns seamlessly with your company culture. But is this level of perfection genuinely attainable?

The answer lies in understanding the difference between searching for an absolutely perfect fit versus finding a great candidate with immense growth potential. While the former may be an unrealistic expectation, the latter is an achievable and advantageous goal.

Defining Your Ideal Candidate

Before you begin your search, clearly defining what makes up your ideal candidate is essential. This goes beyond just the necessary qualifications for the role. Consider the following factors:

• Skills: What are the must-have skills versus the nice-to-have skills? Be realistic about what can be taught versus what requires existing expertise.
• Experience: What experience is necessary for success in the role? Could less experience with more significant potential be a better long-term investment?
• Culture Fit: What values and personality traits will thrive within your company environment? Look for alignment with your mission and vision.
• Potential: Where does the candidate want to go, and does that align with your company’s growth opportunities?

The Nuances of Identification

Once you have a clear picture of your ideal candidate, the next step is identifying them in the vast talent pool. Here are some practical tips:

• Diverse Sourcing: Don’t rely on a single recruitment channel. Explore job boards, social media, employee referrals, and partnerships with universities or professional organizations.
• Behavioral Interviewing: Move beyond just skills-based questions. Behavioral questions reveal how a candidate has handled challenges in the past, indicating future potential.
• Assessments: Consider using personality or skills assessments to objectively measure a candidate’s fit. Just be sure to choose assessments validated by science.
• Gut Instinct: While data is essential, don’t discount the power of your intuition. If a candidate sparks excitement, they may be worth further exploration.

Aligning Expectations with Reality

The key to successful recruitment is aligning your expectations with the reality of the available talent pool. No candidate will be 100% perfect, and that’s okay. Look for candidates who are a strong fit for the most critical factors and have room to grow in others.

Finding Your Future Team Members

While finding the perfect candidate may be a myth, finding great candidates with immense potential is a reality. By defining your ideal candidate, using nuanced identification strategies, and aligning your expectations with reality, you can build a team of individuals who will drive your company forward.

At ABBTECH, we specialize in helping businesses find the people they need to succeed. Our recruitment experts can guide you through defining, identifying, and securing top talent. Don’t settle for less than the best – find the people you need with the help of our team at ABBTECH. Contact us today to learn more!

An organization’s reputation is its most valuable asset in today’s interconnected world. It takes years to build a strong reputation, but it can be lost in months due to a single adverse event or a series of small mistakes. As business leaders, managers, and executives responsible for organizational reputation management, your role is crucial in identifying and addressing these issues. So, how can you tell if your organization’s reputation is declining? Here are three subtle signs to watch out for:

1. Negative Online Reviews and Social Media Backlash

In the internet and social media age, customer and employee opinions are readily available for the world to see. If you notice an increase in negative reviews on platforms like Yelp, Glassdoor, or your organization’s social media pages, it could be a sign that your reputation is taking a hit.

2. Diminishing Employee Morale and Turnover

Your employees are your organization’s greatest asset, and their morale and satisfaction directly impact your bottom line. If you start to see signs of decreased job satisfaction, increased absenteeism, or higher-than-usual turnover rates, it could be a red flag that your reputation is suffering internally.

3. Declining Sales and Customer Loyalty

While negative reviews and high turnover are clear warning signs, a more subtle indicator of a declining reputation could be a dip in sales or customer loyalty metrics. If you notice a decrease in repeat customers, lower-than-usual conversion rates, or a drop in customer retention rates, it could be a sign that your brand is losing its appeal.

How to Restore and Safeguard Your Reputation

If you’ve noticed any of these warning signs, don’t panic. Remember, you have the power to address the issue and rebuild your organization’s reputation. Here are some proven strategies:

Own Up to Mistakes: If you’ve made a mistake, whether a product error or a public relations blunder, the best thing you can do is take responsibility and make amends. A sincere apology and a commitment to improving can go a long way towards repairing damaged trust.

Prioritize Customer Service: Excellent customer service is critical to maintaining a positive reputation. Respond promptly and empathetically to complaints and inquiries, and go the extra mile to make things right when things go wrong.

Foster a Positive Company Culture: Happy employees are your best brand ambassadors. Work to create a positive, inclusive environment where employees feel valued and motivated. Regularly seek feedback and make changes as necessary to improve morale and reduce turnover.

Focus on Quality and Integrity: In the long term, the best way to safeguard your reputation is to consistently deliver high-quality products or services and operate with integrity. Treat your employees, customers, and partners respectfully and maintain strong ethical standards in all you do.

By staying vigilant and proactive, you can detect early signs of a declining reputation and take action to address the issue before it becomes a significant problem. With a strong reputation, your organization will be better equipped to weather challenges, attract top talent, and thrive long-term.

Ready to strengthen your company’s reputation? ABBTECH is prepared to use its long-standing expertise to help you find the best talent and keep your reputation solid.

In today’s competitive business landscape, investing in your employee’s development is not just a luxury; it’s a strategic necessity. At ABBTECH, we understand the importance of fostering a culture of growth within an organization. By exploring and implementing ways to contribute to your employees’ career advancements, you can reap benefits that extend far beyond individual growth, directly impacting the overall success and reputation of your company.

Cultivating Talent Through Mentorship Programs

One of the most effective ways to support employee development is through mentorship programs. Pairing less experienced employees with seasoned professionals can provide them with invaluable insights and guidance. This one-on-one relationship allows for personalized advice, goal setting, and a supportive environment that encourages professional growth. Mentorship programs not only help mentees but also offer mentors the opportunity to hone their leadership skills and gain a new perspective on their own careers.

Enhancing Skills with Development Initiatives

Skill development initiatives are another crucial facet of employee investment. Whether it’s through workshops, online courses, or cross-training, providing employees with the resources to enhance their skill set is beneficial for both the individual and the company. As employees grow their expertise, they become more efficient, innovative, and adaptable. This, in turn, can lead to better performance, higher job satisfaction, and a more robust talent pool within the organization.

Performance Feedback as a Growth Catalyst

Performance feedback is a key component of employee development. Regular, constructive feedback helps employees understand their strengths and identify areas for improvement. It also fosters an open dialogue between management and staff, leading to a more engaged workforce. By recognizing achievements and addressing challenges, performance feedback can motivate employees to strive for excellence and align their personal goals with the company’s objectives.

The Ripple Effect on Your Business

Investing in your employees’ development has a ripple effect on your business. When employees feel valued and supported, it boosts morale and reduces turnover rates. A company known for its commitment to development is also more attractive to top talent, enhancing your reputation as an employer of choice. Moreover, a skilled and motivated workforce is more likely to innovate, push boundaries, and drive your business forward.

Scaling Your Team with ABBTECH

Remember, the success of your business is inextricably linked to the success of your employees. If you’re planning to scale your team this year, it’s crucial to lay the groundwork for a culture that prioritizes development. By investing in their development, you’re not just contributing to their career advancements; you’re positioning your company for long-term growth and success.

As we approach the close of 2023, the Human Resources (HR) landscape continues to evolve at a rapid pace. From the rise of remote work to the integration of artificial intelligence in hiring, the way we work and how we manage talent is undergoing a significant transformation. Here, we reflect on five key takeaways that HR professionals need to navigate the changing dynamics of the workplace.

1. Remote Work Policies: The New Norm

The pandemic has reshaped the workplace, with remote work no longer being an exception but the rule. In 2023, companies have embraced flexible work arrangements, recognizing the value in work-life balance and employee well-being. HR professionals need to ensure that their remote work policies are robust, focusing on clear communication, team collaboration, and employee engagement.

2. AI in Hiring: Streamlining Talent Acquisition

Artificial intelligence (AI) is revolutionizing the hiring process. From screening resumes to scheduling interviews, AI has proven to be a game-changer in talent acquisition. It facilitates a more efficient and unbiased recruitment process, allowing HR to focus on strategic decision-making. In 2023, leveraging AI in hiring isn’t just a trend; it’s a necessity.

3. Talent Retention Strategies: Prioritizing Employee Satisfaction

With the shift to remote work and the rise of the gig economy, retaining top talent has become a major challenge. To combat this, HR teams need to prioritize employee satisfaction. This means providing competitive compensation, opportunities for career advancement, and fostering a positive company culture. Remember, a happy employee is a loyal employee.

4. Upskilling and Reskilling: A Future-proof Workforce

The rapid pace of technological advancements has made continuous learning a must. HR needs to champion upskilling and reskilling initiatives to future-proof their workforce. Providing employees with opportunities to learn new skills not only enhances their productivity but also boosts their morale and job satisfaction.

5. Data-Driven Decision Making: The Power of HR Analytics

Data is the new currency, and HR is no exception. HR analytics provides valuable insights into hiring trends, employee performance, and more. It empowers HR professionals to make informed decisions that align with business goals. In 2023, embracing HR analytics is key to staying competitive and making strategic HR decisions.

In this changing landscape, HR professionals are expected to adapt and innovate. If you’re looking to grow your team to prepare for the new year, consider partnering with the hiring experts at ABBTECH. With a proven track record of success, ABBTECH can provide the support and expertise you need to navigate the evolving dynamics of the HR world. Contact us today!

The aftereffects of the pandemic and economic upheaval created and unprecedented trend dubbed “the Great Resignation.” This churn in the labor market resulted in nearly half of all U.S. workers quitting their jobs.

In 2022, records numbers of employees continued to leave their jobs. Among the industries most affected by resignation in 2022 were:

• Accommodation and food services
• Leisure and hospitality
• Retail trade
• Trade, transportation, and utilities
• Professional and business services

Now that the stresses of the pandemic have passed, many Great Resignation participants are considering returning to their former jobs. Returning to a work environment where you were formerly employed is a big step that requires serious thought. This blog will discuss a few questions you should ask yourself when considering returning to your former workplace.

Key Questions to Answer

When you’re contemplating a return to your old job, consider these key questions to determine if it is the right move:

1. Why did you initially leave your job? To get away from something or go toward something?

The reasons you left your job in the first place are crucial to making this decision. Did you leave because career growth was stagnant or the workplace culture was toxic? Understanding your reasons for leaving will help you determine if returning is worthwhile.

2. Have the conditions changed if you left because you were unhappy?

Whatever made you unhappy in the job, has it changed? Are working conditions better? Is a toxic situation no longer an issue? Have growth opportunities improved?

3. What do you miss about your old job? How much do you miss it?

Understanding what you miss and why is essential, whether it’s the work itself or the workplace culture you were a part of. List everything you miss about your old job and workplace versus what you don’t. If the positives you miss outweigh the negatives you don’t, then a return to your old position might be wise.

4. Can you see potential growth and a bright future with your new role?

Maybe you have acquired new skills and abilities that open new prospects within your old workplace. Or perhaps you want a chance at a leadership position. Pursuing a new role with your old company should have value and career growth opportunities.

Conclusion

There are many reasons you may decide to return to your former job. You’re off to a good start if you parted on good terms and maintain a good relationship with former coworkers and managers. Take the time to ask and answer the right questions about your motivations and goals for returning and the current company atmosphere. Once you have your answers, you can confidently apply for a new role at your old workplace.

If you ultimately decide a new job is best for you, let our team at ABBTECH lend you a hand!

The pandemic forced many businesses to shift to hybrid or fully remote teams. The transition was challenging for some companies, and many managers are still learning and adapting to managing their remote teams.

If you are still learning to manage your remote workers effectively, here are 5 effective strategies for managing remote teams.

Trust your Remote Teams

Nothing brings out the best in an employee like managerial trust. Trusting your employees to self-manage themselves to complete tasks and accomplish goals increases their trust in you as a manager. They become more confident, more productive, and more capable. Limit yourself to quick morning meetings and check in on progress only when necessary.

Host Daily Meetings

Tracking your team’s progress may be complicated when your team is remote, but it is not impossible. Beginning each day with project-oriented meetings ensures you are all on the same page professionally. Daily meetings allow your remote employees to manage their own time. They also allow you to give them your full attention once a day while avoiding micromanaging.

Encourage Communication

Regarding communication, work-related communication is only part of the equation. Employees need to know that you are not only invested in their work results but also in them as a person. Take moments to reach out to employees, especially ones you don’t usually speak to. Be empathetic, and never let your employees forget that you see them as people first. This should be a daily exercise in building communication and company culture.

Provide Time and Space for Building Connections

It’s also important to note that improving company culture means encouraging employees to build connections with each other. The best way to do that is to provide time and space for employees to build those connections. This may seem difficult with a hybrid or remote team, but many virtual opportunities are available to bring people together. Team members can come together for games, a virtual happy hour, or other online team-building activities.

Lead with Empathy

Psychological safety is a vital element to create for your team, especially for hybrid and remote teams. You can do this through all of the ways listed above and more. Create a shared purpose for your team members, ask for their perspectives on projects and new hires, and create opportunities for bonding. Then sit back and watch as their confidence and productivity soar.

Conclusion

Managing your remote or hybrid team doesn’t have to be complicated. Keep the strategies above in mind and you’ll be well on your way to effectively keeping your teams aligned and productive.

If you’re searching for a leader to lead your remote team, ABBTECH can help!

If you’ve been working toward a promotion at work, you may wonder if you can improve your chances of getting it in 2023. Earning a promotion raises your position in a company, as well as increasing your salary, benefits, and sense of accomplishment. Below are 3 tips to help you earn a promotion this year.

When you’re ready for a promotion, the key is catching your employer’s attention. While your job performance, knowledge, experience, and skills are essential, they may not be enough. If you are ready to earn that promotion you’ve been working towards, follow these helpful tips to increase your chances.

Get Yourself Noticed to Help Earn a Promotion

You know you deserve a promotion, but does your employer? Even if you’ve been working towards a promotion for years, your employer may not know you’re interested. You need to put yourself in a visible position and show your employer why you deserve to be promoted.

Demonstrate your leadership skills and the positive contributions you make to the company. Look for opportunities when you can showcase your knowledge, abilities, and accomplishments. Performance reviews and staff meetings are great opportunities to shine your light.

Continue to learn and broaden your knowledge and skills through educational courses and programs. If your company sponsors opportunities to learn, take advantage of them. Constantly seeking improvement and growth increases your value as an employee and improves your chances of promotion recommendation.

To Help Earn a Promotion – Pay Attention

Look at the promotion history of your company and your team. What achievements, habits, or personality traits helped other employees earn promotions? Understanding the skills and experience that helped others succeed will guide you in your pursuit of advancement.

Talk to Your Employer

Want to know exactly how to get promoted at work? Talk to your employer. They are the best source of information about the promotion process. Plus, they can provide you with valuable feedback on your performance and what you need to do to move forward.

When you talk to your employer or supervisor, make your case for promotion. Be professional and include your current responsibilities and achievements. Show them how your work has benefited the company; include specific examples. Be specific when you let them know you are interested in promotion and follow their suggestions to increase your chances of success.

Conclusion

When you’re ready to go after that promotion at work, having effective strategies and goals keeps you motivated. Focus on professional improvement and get noticed for all the right reasons so you can achieve your career goals in the new year.

If you are ready to advance your career in the new year, consider searching with ABBTECH today!

As more industries return to their pre-pandemic state, we can expect 2023 to be a year full of opportunity and innovation in the labor market. In this blog, we’ll discuss several of the recruiting trends that we expect to see in the new year. Below are 5 recruiting trends we expect to see in 2023.

1. Continued Remote Work/ Hybrid Work

Work-from-home and hybrid working arrangements will continue to form a productive part of businesses. Candidates will be seeking opportunities for more flexible work hours and arrangements. Work-life balance and mental health have become worker priorities, so offering flexibility in time and location for work continues to have strong appeal.

2. Retention is a Primary Focus for Recruiting

As companies fight to continue growing as recession looms, many are shifting focus to retaining their employees. Why? Because they know that when the market disruptions resolve and the economy begins to improve, they need to be prepared. Increasing growth efforts will be much more difficult if they lay off employees now and have to replace them later.

Managers will focus on retaining their current staff, such as internal career mobility paths. These paths provided employees with ways to pursue a promotion. The potential for promotion is a valuable enticement for employees to remain with the company and build a career there.

3. DEI Enhancement

Diversity, Equity, and Inclusion (DEI) have become vital to a company’s brand and culture. DEI initiatives vary from business to business, but these practices prove a real enticement during the entire recruitment process. Inclusive language in job descriptions, unconscious bias training for hiring managers, and diverse interview panels are all ways you can enhance your recruitment process.

4. Great Resignation Workers Return

Many of the workers who left during the Great Resignation regret quitting and will be actively looking for jobs in the new year. While this won’t alleviate the talent shortage issues facing HR managers and recruiting firms, it will infuse more qualified job seekers into the labor market.

5. Recruitment Process Revision

The competition within the job market for top talent is stiff. The hiring process is often where candidates are lost. Applicants tend to accept job offers that suit their needs on the spot. The slow rate of review and response in some hiring systems can mean missing out on the ideal person for the role.

Many businesses are focusing their efforts on revising and streamlining the recruitment process. The goal? To attract more top talent, get them through the process quickly and smoothly, and retain them once they are hired.

Conclusion

These 5 recruiting trends we expect to see in 2023 are hopeful. While some old trends will continue into the new year, fresh takes will also be in demand. Whether old trends or new, the goal is the same: recruit and retain the best talent out there.

If you need help building the team you need in 2023, turn to ABBTECH today!

Showing appreciation to your employees is easy when everyone is in-office. What if your team is remote? How can you show your employees how valued and appreciated they are when they are miles (or even countries) apart? Employee appreciation ideas for your remote team to follow.

If you’re eager to show your remote team your appreciation and gratitude, we have a few ideas! Let’s look at some great (and affordable) employee appreciation ideas perfect for your remote team.

Affordable Remote Employee Appreciation Ideas

Employee Recognition

Sometimes the simplest gesture is the most rewarding. You can show appreciation to your remote employees by appreciating them publicly. Send a personal “Thank You” note to each of them and thank them for all they’ve contributed over the past year. Be specific, too.

Organize a virtual event to recognize employee contributions throughout the year. Individual and team achievements can be rewarded with certificates and awards.

Buy Them Lunch

Who doesn’t love good food? If a company gathering for lunch or dinner isn’t possible, consider gift cards for a restaurant or for a popular food delivery service such as Grubhub. You can gift lunch, dinner, or an allowance for coffee in the new year.

Wellness Package

The 2020 pandemic taught us that health should always be a top priority. Employee wellness has become a major focus for most companies as we become more wellness conscious. A wellness package is a wonderful way to show your remote employees your appreciation and let them know their health matters to you. You could offer virtual employees a variety of wellness bonuses and perks, such as healthy meal subscriptions, fitness app subscriptions, spa or massage gift certificates, or gift cards for healthy snack baskets.

Paid Time Off

How about a vacation? Times are stressful, and many remote employees would benefit from some extra time off. Adequate rest minimizes burnout and allows employees to work at their best. Consider gifting remote employees a week off or a time allowance for vacation.

Career Development

Just because employees are working from home doesn’t mean professional development should be on hold. Encourage your employees to grow professionally by offering online learning opportunities. There are many online schools and websites that provide a variety of courses to expand skillsets and stimulate career growth.

Conclusion

Working from home can be lonely, and the distance from coworkers and managers makes it difficult to see and feel validation and appreciation in your job. Making the effort to recognize and reward your remote employees will encourage and support them. It will also foster company loyalty and pride in their role and their work. With some simple gestures of gratitude and affordable gifts, you can help your employees feel appreciated and focused on their personal growth and company growth.

If you’re searching for more people to add to your remote team, let our team at ABBTECH lend you a hand!

If you’ve recently left the military, transitioning to your first civilian role may be difficult. Below are some tips for transitioning to your first civilian role. Even if you’ve found a job, it may not be the right fit for you; many veterans leave their first civilian job within the first year.

Thankfully, there are plenty of resources available to help veterans navigate their post-military careers. In this blog, we’ll break down some of the tips for veterans transitioning to civilian life and finding the right job.

Reach Out to Fellow Vets

Just as civilians plan for retirement and prepare to leave in advance, it may be beneficial for you to start preparing for transition out of the military as much as two years before retiring. Reach out to fellow veterans who have been on this road to retirement before you and get their advice on what to do and not to do.

Learn About Local Resources

When it comes to finding transition resources, the Department of Veterans Affairs is the best place to start. They offer a Transition Assistance Program. Other state and local agencies provide resources and options, too. Schools and churches are also good sources of information and guidance.

Research the Job Market

Finding a job you like starts with what you’re interested in and qualified for. It is good to learn about a specific industry and the career fields within it that interest you. This can help you decide what kind of job you want and whether you need further education to pursue that career. You may need to go back to school to finish your degree or start a new one. There are many programs are designed to help veterans succeed in pursuing their degrees and certification.

Working with a Staffing Agency

If trying to do everything yourself sounds overwhelming, consider working with a staffing agency like ABBTECH^®. ABBTECH^® helps Vets get back to work by finding the right jobs that match their education, experience, and skills. They also guide you through the entire process of onboarding and orientation.

ABBTECH^® has helped hundreds of veterans find new jobs and transition to civilian life. There is resume writing assistance, interview prep, a wide range of available job opportunities, and plenty of information on their weekly blog. ABBTECH^® is your strategic IT partner ready to help you transition into a new life out of uniform.

For tips for transitioning to your first civilian role, get in touch with the ABBTECH^® team!

We all understand what it means to be “employed” or “unemployed” because you either have a job or you don’t. “Underemployment,” however, is more complex and far more common than you might think.

The Center for Law and Social Policy estimates that 4 out of 10 part-time workers are currently underemployed, meaning you have a job, but in some way, you are working below your capacity.

Think you are underemployed but not sure? Read on for a closer look at 3 signs you are underemployed and what you should do.

Your Wages are Too Low

It’s true; some jobs do not pay a high wage. However, you may be underemployed if you think your role would typically pay more. Do your research and check out websites that track average salaries to understand better what you should be paid for the job you do. Remember to consider location when calculating your salary range. Job salaries differ from state to state and from place to place within a state.

If you find that your wages are below the market rate for your role, talk to management. If adjusting your salary isn’t possible, consider applying for positions that offer a higher wage.

You’re Overqualified

In some cases, this is obvious. If you hold a graduate degree, but the position requires only a high school diploma, you’re likely underemployed. Now, it’s not a problem for you if you’re happy in a role considered underemployment on paper. However, if you have learned and acquired skills and experience and have no opportunity to showcase them in your position, you no doubt feel underemployed.

Before you decide what to do in this situation, ask yourself: Am I happy in this role? If you are, there’s nothing to fix. If you aren’t, it’s time to look for jobs that better match your skills and qualifications. Take the time to refresh your resume and update your professional profiles. Identify the best keywords to generate job leads in your job searches.

Not Enough Hours

When it comes to hourly work, it’s simple: the more hours you work, the more money you make. Employers may restrict the number of available hours for various reasons, including not wanting to provide benefits or simply not having enough work. You may be underemployed if you have to work multiple jobs to pay your bills.

Have you discovered signs you are underemployed? Before you hunt for a job with more available hours, check with your employer to see if you can move to full-time or work less desirable (and often higher-paying) shifts like nights or weekends. If these options aren’t open, start hunting for a role that provides the hours you need.

If you’re ready to explore your next opportunity, get in touch with our team at ABBTECH!

While many software development opportunities are available, the competition is fierce unless you stand out from the crowd. The best way to stand out from the crowd when going after a software development position is to be a great software developer. Here are 5 qualities that make good developers GREAT.

If you want to be known as a great software developer and increase your chances of landing your dream job, some vital qualities make.

1. A Positive Attitude

Great developers don’t let their egos get in the way. They bring a positive attitude to every project and task, bringing their best every day. A great developer takes pride in their work but never lets it get in the way of receiving constructive criticism. Even when faced with an urgent deadline, a great developer will step up and get the product ready as soon as possible because they genuinely care about its success.

2. Excellent Communication Skills

To be a great developer, you have to be a great communicator. It is crucial to understand problems, break them down quickly, and transparently propose proactive solutions. Great developers process information quickly and know the right questions to ask when they need clarification or more information.

3. Self-Management

A great developer can self-start and often have taught themselves new languages and technologies out of personal interest. When confronted with a situation to which they don’t have an answer, a great developer will pursue the resources and people necessary to discover the solution. Great developers are also reliable, managing their time and completing tasks on schedule and as desired.

4. Deep and Broad Technical Experience

A great developer has worked competently with several technologies and is an expert on several. Diverse industry experience, cognitive abilities, and familiarity with standards and best practices are all hallmarks of a great developer.

5. Big-Picture Focus

Great developers do not simply focus on the task in front of them. They want to know that the feature they are programming is high-value and how it will impact the system and the user’s experience. Their abilities and experience help them see this big-picture view, and they are more than willing to speak up about changes that could compromise the software. Put these 5 qualities that make good developers great to use. Ready to search for a new developer role? Explore our career opportunities today!

Summer is here, and you want remote IT workers to enjoy the season. It can be challenging to keep remote staff engaged, particularly during summertime. However, with the right approach, you can help your remote employees perform at peak levels in summer and beyond. Below are tips to keep your remote team engaged this summer.

Tips to Keep Your Remote Team Engaged This Summer

1. Engage Remote Workers by Encouraging Use of Their PTO

Remind remote workers to use their paid time off. You can send updates to let workers know how much time off they have available. In addition, you can encourage workers to reach out with any concerns and questions on how to submit PTO requests. And you can respond to workers’ PTO requests right away, too.

Remember, your workers have earned PTO, and they deserve to use it however they choose. By reminding workers about their PTO and encouraging them to use it in summer, you can foster goodwill with your employees. This can help workers use their PTO to recharge during summer. When they return to work, they’ll feel their best once again. As such, they can help your company thrive.

2. Show Your Remote Workers You Appreciate Them

Do your part to express appreciation to your remote staff. For instance, you can send summer care packages to your remote workers. These packages can include summertime goodies and show workers you value them and their contributions to your company.

Make employee appreciation a key part of your company’s culture as well. Sending thank you notes to remote workers or highlighting these employees’ accomplishments in company meetings can go a long way toward keeping your staff engaged. These actions can even help your company stand out to top talent.

3. Engage Remote workers by Keeping the Lines of Communication Open

Let remote workers know you are available to listen to their concerns and questions. You can set up regular check-in meetings to ensure your remote team members get the support they need. Also, you can use Slack and other communication platforms and tools to connect with remote personnel in real time.

It can be beneficial to schedule group events for your remote team. For instance, you can host weekly trivia events or lunches. These events encourage remote workers to come together and socialize. They can help remote employees connect with one another and foster meaningful relationships with their peers.  Plus, the events can drive employee engagement and satisfaction across your remote workforce.

Want to Hire Remote IT Staff This Summer? ABBTECH Can Help

Summer is a great time to pursue IT talent — and ABBTECH can help you do just that. Our IT talent recruiters are the industry’s best. We listen to companies and find out what IT roles they need to fill. From here, we can put you in touch with top job candidates. We make it easy to add IT talent at any time. Our team is available to help you identify and recruit quality IT job candidates. To find out more about our IT staffing services, please contact us today.

With workplace hoteling, companies remove assigned seats from their workplaces and let employees reserve workspaces as needed. This gives employees the flexibility and space they need to perform at peak levels. There are many reasons to take advantage of workplace hoteling. Read on to uncover everything you need to know:

1. You Can Make the Most of Your Office Space.

Workplace hoteling helps you avoid “empty” space. It ensures workers can reserve space at any time. Meanwhile, you can set up designated workspaces for your employees. And you can use your remaining office space however you choose.

2. You Can Reduce Your Overhead Costs.

Workplace hoteling will allow your business to minimize operating costs. Since certain workspaces will only be used as needed, you can avoid the costs of managing and maintaining these spaces. This ensures you can lower your electricity costs and other expenses. And you can save money without damaging your company’s day-to-day productivity.

3. Promote Networking Like Never Before

Thanks to workplace hoteling, you can encourage workers from different departments to communicate and collaborate with one another. Employees can reserve workspaces and work next to one another. In these instances, workers will be in close proximity to each other. This can create opportunities for workers to build positive relationships.

How to Get Started

Here are things you can do to make workplace hoteling a key part of your operations.

1. Get Feedback from Your Workers

Engage with your workers and get their feedback on workplace hoteling. You can use surveys and questionnaires to learn from your workforce. This enables you to find out how your employees feel about hoteling at work. And you can take steps to optimize their overall experience.

2. Evaluate Your Workplace

Examine the size and layout of your workplace. If necessary, reconfigure. You can also add desks and other furniture and items to help improve your work environment.

3. Track Your Results

Explore your business productivity and efficiency as you get started. Continue to collect employee feedback on your hoteling efforts. Keep an eye out for improvement areas, too. That way, you can get the most value out of workplace hoteling now and in the future.

The Bottom Line on Workplace Hoteling

Workplace hoteling is one of many factors that can distinguish your company from its rivals. It may even help you land top talent in a competitive job market.

If you’re on the lookout for quality job candidates, partner with ABBTECH. Our professional recruiters can help you engage with talent across your industry. We can also offer tips and recommendations to ensure you can achieve your talent recruitment goals. Our team is happy to help you connect with superior job candidates. For more information about our staffing services, please contact us today.