Quick Tips: Busting Through a Mental Block

Whether you’re trying to create a presentation, write an article, or compose an email, nothing is worse than having a mental block you just can’t seem to bust through. It invokes the same feelings of frustration and panic you experience as when you know you need to get to sleep but can’t. But, don’t let those feelings get the better of you. Try these five quick tips to overcome your block and finish the task at hand.

Turn Off the Distractions

Despite what you may have been told, multi-tasking is a myth. In fact, multi-tasking actually delays your progress and delivers poorer results, according to research from Stanford University. So shut down the email, unplug the phone, and close any unnecessary computer programs so you can focus on the task at hand.

Consider the Why

Sometimes it’s easy to lose sight of why you’re doing something. Think beyond just the need to check something off your to-do list and visualize what you want to happen as a result of your effort. If you can’t fully comprehend the end result, then you probably don’t have all the information you need to start this project in the first place.

Let Go of Perfectionism

Give yourself permission to not get it perfect the first time. The pressure to immediately produce something that is free of flaws is unrealistic, and will only serve to further squelch your creativity and ability to think. You can always go back later and make corrections once you have written your general thoughts down.

Just Start

Getting something – anything – down on your paper or screen can often serve as the final push that completely breaks through your mental block. For some reason, going from a completely blank page to a page with a few thoughts scribbled on it can make a huge difference. Just keep putting your ideas down on paper until you have your break-through moment.

Walk Away

If nothing else is helping, try to just shut it down and walk away for a while. Have a quick coffee break, try focusing on another project for a while, or take your lunch break. Sometimes even walking away from your desk and talking through the project with a teammate can be just what you need to get your spark back.

The good news is, just like sleep eventually comes when you’re tired, your mental block will dissolve and you’ll be able to complete your task. Just make sure you don’t give up too quickly when you first hit your block – there is a great feeling of accomplishment on the other side if you just push through!

Are Your Hiring and Retention Efforts Balanced?

The workplace is always evolving. The recession, in particular, has hastened and highlighted many of these changes, including the growing age gap among the current workforce. According to a study from the Pew Research Center, over the past 20 years the number of older workers has steadily risen, while younger adults are waiting longer to enter the labor force. This means that the workplace is becoming even more diverse in the age groups it contains, and leaders are now dealing with the added strain of catering their retention and recruitment efforts to this varied palette of employees.

As you strive to maintain and grow your own workforce, keep these considerations in mind as you try to find the right candidates with the experience, culture fit, and attitude you’re looking for.

The Experienced
Workers age 55 and older will account for 90% of the labor market increase from 2008 to 2018, according a recent article in The Christian Science Monitor. And, in a report from CNN, by 2018, almost one out of four employees 65-years-old and beyond will choose to remain in the labor force. Surprisingly, this uptick is not solely tied to financial hardships brought on by the economic collapse. These seasoned workers are choosing to remain in the working world for reasons ranging from living longer to desiring to stay active and engaged. And, as a positive sign to employers, the Pew Research Center study revealed the highest percentage of satisfied workers is among workers 65 and older, with 54% saying they work because they want to. In addition, the Deloitte Talent Edge 2020 study showed Baby Boomers are looking for specific motivations from their employers, including additional benefits, more financial incentives, increased compensation, and strong leadership. But, employers receive a lot in return from this generation of workers. According to research from Bank of America Merrill Lynch, older workers are valued for their institutional knowledge, skills, dependability, training abilities, and long-standing relationships with clients.

The Youth
On the flip side, the Pew Research Center revealed that the percentage of workers age 16 – 24 within the labor force is at an all-time low. This age group cites two reasons for this – education and lack of jobs. Of those not working, 49% say they don’t work because they’re focused on school and training while almost four out of 10 list inability to find a job as their reason for unemployment. Unlike their older counterparts, almost half said the top reason they work is because they need the money, and only 20% said they actually want to work. Additionally, just 29% of this age bracket lists themselves as “completely satisfied with their job.” However, the younger generations still have a lot to offer. According to the recent Bank of America Merrill Lynch report, employers want these younger employees due to their fresh ideas, innovation, and technological skills, as well as the fact that they’re needed for future growth and succession planning. Businesses should keep in mind, however, that the motivators for the younger generations are much different from their older counterparts, as shown in the Deloitte study. They are looking for a company culture that aligns with their personal values, flexible work arrangements, new training programs, and support and recognition from managers.

Despite the rather stark differences, the Bank of America Merrill Lynch research concluded that 94% of employers believe it is important to retain older workers and 98% said it’s also important for them to attract younger employees. And, with college graduates having a hard time finding work as a result of employers choosing to under-employ experienced, older workers in exchange for lower pay, it’s vital that employers not lose sight of the importance of building a diverse workplace. Filling your workplace with both experienced, knowledgeable employees and youthful, innovative professionals will not only balance out your employees’ strengths and weaknesses, it will also ensure your business is ready to achieve success both now and in the future.

Untrained Employees Lose Companies Time and Money

Company leaders are in a place of great influence and responsibility, so if they lack training and knowledge in how to manage their own workflow, problems can spread quickly throughout an organization. Dr. Cubie King, a business professor atNationalUniversityinSan Diego,Calif., believes most employees desire to be the best for their company. “Underneath that suit of clothes beats the heart of a real person who, more often than not, truly wants to do a great job for your company or organization,” King said. But, to be able to do their best for their company, employees need the right tools and training to help ensure success.

In a recent Hiring Trends survey conducted by Express Employment Professionals of companies, 55 percent of respondents said they do not train their leaders on how to handle an increased workload. This lack of training becomes apparent most often when deadlines need to be met and the pressure to reach goals is at its highest. So what can employees do to avoid letting the organization down when the demand is high?

Make sure employees are fully aware of job expectations so they can focus on growing the company. Fifty-four percent of business leaders who took the Express survey say they lose up to six hours a week because they are busy being reactive instead of proactive. Oftentimes, the employees in an organization begin working within the parameters of their position, and down the road take on tasks they should delegate to others. Training every person in the organization will help them know their responsibilities and what is expected of them.

If it becomes clear that employees are struggling to keep up with their workloads, consider offering company-sponsored training classes on how to utilize technology, deal with time management, and improve work-flow processes. You can also save money by utilizing people within your own company to teach the classes. Talk with your human resources and information technology teams to see if they would be willing to offer their perspective on the topic of time management. For example,MaryvilleCollegeinTennesseeutilizes its staff members by having them lead different employee workshops. This easy solution to a training problem is cost effective and offers employees more time in their own familiar office setting. The trainers may also have information to offer on time management or project management software that could bring an added benefit to the training.

It’s also important to ensure leaders know the value of showing appreciation for their team’s accomplishments. If a complicated, quick turn-around order gets shipped out on time, employees love hearing a “congratulations” or “nice work” from their supervisor. Big parties and free food are great, but they don’t need to be a weekly occurrence. So often, it’s the small thank-you cards or emails and handshakes that can keep an employee motivated to continue working hard.

Finally, make sure the next person you hire understands the demands of the job. For instance, ask them how they handle high pressure situations, working under deadlines that can quickly change, and how they work with teammates to reach goals. A mentoring system is also important, so that new employees can have someone in place to help them during the first few critical months. Heather Brighton of The Brighton Group, a strategic management and consulting firm, believes this is an overlooked, but very successful tactic. “By introducing recruits to the office culture immediately, mentors make them feel important and necessary to the company’s success,”Brighton said.

Untrained leaders and employees do not need to be the status quo of your business. Simple changes will help make sure your organization has the best trained and prepared leaders who can improve productivity and employee engagement.

What Employers Can Do to Keep Their Best Employees

The current economic climate has led to an interesting new trend in business. In a recent study by CareerBuilder, only 45 percent of employers saw employee retention as a problem, while 87 percent of employees are open to a new job opportunity or are actively seeking a new job. This extreme difference in the views of the current hiring situation shows that many businesses may be vulnerable to losing their top employees, and may not even know it.

So what can businesses do to guarantee that their best employees won’t be leaving for greener pastures? There are several steps employers can take to make sure the most valuable employees in their company are going to be there long term.

Improve the Work Environment

First, provide a work environment that gives employees respect, recognition, and feedback, with some fun mixed in every now and then for good measure. Top employees want to know they will be given one of the basic aspects of the work place, respect. Remove respect from your office, and be prepared to see the very best of the team walk out the door quickly. A respectful work environment should include recognition for accomplishments and goals being met, but also feedback and constructive criticism to encourage growth.

Most employees want to do a great job for their company, and desire to produce great results, so they deserve to be recognized for their efforts. Helpful advice on a project or tips on what to do before the next presentation helps employees perform better and feel like they are needed at work. And, a work environment with the occasional family day or ice cream social during a break lets employees know the company cares about them.

Offer Training Opportunities

The next way to encourage the best employees to stay with a company is to offer training and learning options. Training can come in several varieties, including onsite computer or leadership classes, mentorship programs, or reimbursement for classes at a local university or vocational school. In a survey of 1,400 chief financial officers, 29 percent planned on offering training or education in 2011, while 24 percent planned on offering a mentorship program.

These additional learning opportunities not only help employees feel more committed to the company, but also provide businesses with employees who are better trained, loyal to the company and willing to go out into the community to talk about the great benefits they receive.

Competitive Compensation

The final, and usually most talked about way to retain great employees, is to offer a competitive compensation and benefits package. The most obvious of ways to keep great employees is to pay them more, but in today’s economic climate, a pay raise may not be feasible for small businesses. But, that doesn’t mean there aren’t creative ways to offer the hardest working employees benefits other companies don’t have.

The best employees know their company may not be able to give them a bonus or pay raise right now, but a small form of appreciation can make a big difference in their decision to search for a new job or stay in their current position. Consider offering a flexible work schedule one or two days a week. In a 2010 report from the president’s Council of Economic Advisers, a flexible work program that allowed 10 to 15 percent of its employee’s flexible hours helped increase retention rates by 15 percent.

If it’s not already offered, a corporate wellness program – whether through an onsite work gym, weight management programs, company-paid gym memberships, or wellness activities like company sports teams in local intramural leagues –is a great way to help retain your top talent. A survey by the Principal Financial Group showed that 53 percent of employees used company-offered weight-loss programs in 2010, compared to 28 percent the year before. The same survey also showed that 48 percent of employees participating in some form of company wellness programs were motivated to stay with their employer.

The best employees will always be in high demand, but that doesn’t mean companies have to lose them. With a few, cost-effective programs and work environment changes, the best employees will be more committed to their employer and, because of their contentment in their role, can attract even more hard-working, dedicated employees.

Staying Encouraged During the Job Hunt

While recent unemployment rates have slowly declined, the average job hunt is still lasting six to eight months, discouraging many job seekers. Despite positive reports, such as CNNMoney’s recent survey where economists predict an average of 2.5 million jobs to be added to the U.S. in 2011, the growth is slow.

As Christine Owens, from the National Employment Law Project, reported on the radio program Marketplace, while the rate decreases are encouraging, the number of discouraged job seekers is growing. Some people on the job hunt have given up altogether, which means they are no longer even being counted as “unemployed.”

As the search for a job drags on, it can be hard to remain upbeat and positive. But, today’s job hunt is a marathon, not a sprint, so it’s imperative that job seekers not give up and stay motivated. Searching for a job is a job in and of itself, which means the same tips that apply to discouraged and unmotivated employees apply to today’s job seekers. So, if you’re feeling the strain of searching for a job or know someone who is, take a look at these tips to stay motivated.

Get Organized

After a few months, or even just a few weeks, of calling employers, searching job boards, and emailing résumés, all your efforts can run together. You are required to track at least some of your job search activities to receive unemployment, but if you’re doing anything additional you need your own tracking system. Whether you prefer a notebook or a spreadsheet on your computer, keep a list of the companies you’ve contacted, who you talked to, when you talked with them, if you spoke over the phone, in-person, or through e-mail, what they said, and what the results were. Not only will this ensure you don’t contact the same employer too often, but it will also give you a sense of accomplishment that you have been trying and doing everything in your power to find a job.

Change Your Surroundings

Sitting around your house at your dining room table or on your couch day after day sifting through the want ads or scanning for jobs online can get old fast. Try going to a local bookstore or coffee shop for a change of scenery. Your public library is also a good place to go, especially if you need a computer for searching job sites or emailing applications. Local meeting places such as these often have bulletin boards where employers post job openings, which are another great resource for your hunt.

Take a Break

Everyone needs a break from their day-to-day activities, and that includes job hunting. If you’ve been job searching for a while, take a day or two off. Work around the house. Go to the park with your family. Volunteer with a local non-profit. See a dollar movie. You’ll come back to the job hunt feeling refreshed, less stressed, and with a new outlook. You’ll be ready to start again with new energy, and you never know what networking opportunities you might find on your break.

Ask for Help

With the number of individuals searching for jobs, it never hurts to have as many people as possible helping you market your skills and experience. Make sure all your family members, friends, and acquaintances know you’re looking for work. Contact your local staffing companies and give them your information. As a job seeker, you should not be charged, and you’ll gain access to companies and job openings that you didn’t have access to before.

Whether you’ve been searching for a few days or for six months, the job hunt can be discouraging. Experts are predicting good things in 2011. Make it your goal to get one of those 2.5 millions jobs in 2011, stay motivated, and keep trying.

Express Employment Pros Employee Testing and Training Programs

Knowledge and proper training are key factors when you’re competing for jobs in today’s market. At Express, we have several training programs in place to help you learn new skills and enhance those you already have. The goal of these programs is to help make you a strong contender for the job you want.

Industrial Performance Assessments
These hands-on evaluations accurately gauge your technical and mechanical skills.

Computer Testing and Training
All office applicants are tested for proficiency in various software packages, 10-key, spelling, math and more. Computer software training is also provided through computer-based tutorials, beginning to advanced levels of learning.

Behavioral Assessments
These assessments help define your tendency to succeed in a particular job position. You can also define the types of work environments and activities in which you might find the most satisfaction and work productivity.

Orientation to Client Companies
Our orientations prepare you for a new job by providing general information on the client’s policies and procedures. This includes attendance, conduct, dress code and more.

Communication Training
This type of job training addresses both verbal and written communication. The training is administered to workers in customer service positions or any job that requires contact with the public.

Human Relations Training
Issues such as stress management and harassment in the workplace are addressed in human relations training. It also reinforces the importance of good communication skills, quality and good customer relations.

Safety Education
You are given a tour of the worksite and introduced to the tools and equipment used to complete the job assignment. Guidelines for job safety and instructions on the proper use of safety equipment are also provided.

Each of these distinct training programs focuses on crucial job-related topics. You gain actual hands-on experience, as well as lecture, video, classroom or self-study-based learning to fully prepare you for your new career.

Testing and training programs may vary by location. Contact a Staffing Consultant at the location nearest you to learn more about the programs offered in your area. To learn more, contact the West Palm Beach office of Express Employment Professionals at 561-471-8285 or dial up http://www.wpalmbeachfl.expresspros.com.

The Top Five Important Questions to Ask During an Interview

The order of the questions can vary depending on the feel and the way the interview is going, but you will know when to ask these following questions during your next job interview.

1. Can you give me a detailed explanation of all the job duties of this position?

Follow this question by mentioning what you read on the advertisement of the position and see what else is expected from the position in more detail.

2. Who will be evaluating me if I am hired?

This answer will give you insight about the company’s structure.

3. How do you see me benefiting the company?

This answer will give you an idea of what they know about you and insight about whether or not they truly have interest in you.

4. Why did YOU choose to work at this company?

This answer will give you important insight about the company through an employee’s eyes.

5. What type of growth opportunities does the position and this company offer?

In addition to the obvious information that the question will garner, it also implies that you’re looking for long-term commitment and not just a paycheck.

For more information about finding a position of filling one in the Greater Palm Beaches, call Express Employment Professionals’ West Palm Beach office today at 561.471.8685 or visit http://wpalmbeachfl.expresspros.com/.

Express Employment Professionals: The Company Behind the Name II

The next several Express blog entries will be about our company, our values and services to give our followers a better understanding of who we are and what we stand for. Next is a timeline of important company milestones.

2008 Celebrating 25 years of success with a new name – Express Employment Professionals.

2007 Reached nearly $2 billion in sales; 600th office awarded.

2006 Reached $1.8 billion in sales; 85 franchises awarded.

2005 Reached $1.55 billion in sales; awarded 62 franchises.

2004 Reached $1.3 billion in sales.

2003 Reached $1 billion in sales with offices in the United States, Canada, South Africa and Australia.

2001 Reached $781 million in sales.

1997 Reached $698.6 million in sales.

1995 Operated nearly 200 franchises and reached $531.8 million in sales.

1993 Express Personnel Services reached $324.2 million in sales.

1991 Reached $197.2 million in sales.

1990 Funk and Stoller purchased Gray’s shares of the company.

1989 Reached $155 million in sales.

1987 Reached $82 million in sales.

1985 Express began franchising and reached $18.4 million in sales.

1983 Robert A. Funk, William H. Stoller and James Gray established Express after Acme Personnel, a staffing firm where the founders previously worked, dissolved. Express generated gross revenues of $2.1 million that first year despite the struggling economy.

About Express Employment Professionals

For over 25 years, the mission of Express Employment Professionals has been to help people find jobs and help businesses find the people and human resource services they need. We accomplish this mission through a network of more than 550 employment agencies in the United States, Canada, South Africa and Australia. Each Express employment agency is locally owned and operated and backed by the expertise and support of an international headquarters. Simply put, Express is large enough to meet your employment needs, yet small enough to care.

If you’re a job seeker, Express will assess your skills, offer interview and résumé writing tips, and work with you to find a job that fits your needs and abilities. Applicants never pay a fee at Express, and you’ll have the opportunity to earn benefits such as medical insurance, holiday pay, vacation pay, referral bonuses and much more.

As a full-service staffing agency, Express provides employment services and human resource solutions to help meet employers’ needs and production goals. For your HR needs, our services include:

• HR Hotline
• Human Resource audits
• Employee handbook creation
• Job Training and development
• Affirmative action plan creation
• eFeedback™
• Organizational Effectiveness Survey

Our staffing solutions include evaluation and direct hire, temporary and contract staffing, professional search and contract, flexible staffing, and onsite services.

If you’re looking to own your own business, Express offers a successful franchise system that provides exceptional training, service and support.
Express offers professional search and contract staffing services through its Specialized Recruiting Group. Through this service line, candidates with experience in accounting, engineering, information technology and many other fields are placed in short- or long-term contract work or full-time positions.

For more information about Express Employment Professionals, go to our corporate website at http://www.expresspros.com.

Common and Uncommon Sense

By Jim Stovall • July 18th, 2011

I have long been intrigued by people who have become known as universal men and women. These are people who have succeeded at the highest level in more than one field of endeavor. The person who probably most embodies the concept of a universal man is Benjamin Franklin. Franklin was a statesman, inventor, scientist, publisher, and philosopher just to name a few areas of accomplishment.

Benjamin Franklin was fond of saying, “Common sense is not common.” He was pointing out the fact that, just because most people know the right thing to do, doesn’t necessarily mean they will do the right thing.

Think about the current problems you are facing or messes you are cleaning up in your personal or professional life. Oftentimes, we have to admit that we brought these situations on ourselves, either by doing or not doing something that we understood to be important.

Since the invention of the automobile over 100 years ago, there has been no development that has saved more lives than the seatbelt. The seatbelt is a simple, low-cost solution to a potentially lethal problem. Seatbelts are simple, painless, and are literally at our fingertips every time we need them; however, more than a half century after the development of the seatbelt, many people still fail to wear them.

Millions of dollars are spent on advertisements to encourage us to simply wear our seatbelts. All of us old enough to obtain a driver’s license understand the practical, safety, and legal benefits of wearing a seatbelt, but millions of times every day, people get in a car and take their life into their own hands as they drive without putting on their seatbelt. As Mr. Franklin told us, having everyone aware of a benefit is not the same as everyone taking advantage of that same benefit.

There are many obstacles and difficulties in life that we cannot avoid, but unfortunately the ones that are readily avoidable still plague many people who don’t do what they know to be in their best interest. Whether it’s wearing your seatbelt, funding your retirement, getting your insurance and will in order, or any number of simple common sense things we know we should do, our success and failure is determined not by what we know but, instead, it is determined by what we actually do.

As you go through your day today, determine to make common sense common in your life.

Today’s the day!

Jim Stovall is the president of Narrative Television Network, as well as a published author of many books including, “The Ultimate Gift.” He is also a columnist and motivational speaker. He may be reached at 5840 South Memorial Drive, Suite 312, Tulsa, OK 74145-9082; by email at Jim@JimStovall.com; or on Facebook at http://www.facebook.com/jimstovallauthor.