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WELCOME TO OUR HR CORNER WITH ALLISON DECEMBER 2018

“It’s finally the end of the year and many of you are reflecting on Company achievements. As you review Company goals, are you taking the time to see how your employees helped contribute to your success? Do you feel you have a highly rated work environment? If you are unsure of your answer, according to an article in the Wall Street Journal a few weeks ago, “Happy workers not only score higher for engagement, productivity, loyalty, creativity, they take fewer sick days and are more likely to help their colleagues.” By sharing your vision, mission and goals with your employees, you enable them to feel empowered in their job, foster a team environment, and promote a positive company culture. Expressing gratitude whether through an email, gift card or award, goes a long way in driving employee happiness. A simple thank you face-to-face with your employee or colleague can make all the difference! Studies have shown that by showing gratitude improves physical and mental health, creates a sense of belonging, strengthens relationships and helps achieve goals. As you wrap up this year and look towards 2019, express your thanks and gratitude to one another. Here are some tips for showing thanks and appreciation in the workplace: Lead by example. Once a leader expresses gratitude, other employees, colleagues and even customers have an example to follow and feel more comfortable sharing. Make the thank you specific. Don’t just say thank you for a job well done. Acknowledge what specifically the employee did. Be authentic. Always be sincere when saying thank you. Recognize both big and small accomplishments. All contributions are important no matter how large or small the scope is. Follow up throughout the year. Saying thank you shouldn’t just be around holiday […]

HAPPY THANKSGIVING!!!!

  “With the speed of a comet, time continues to pass, allowing only those with the keenest of eyes the ability to see hours inside of the month. It’s Monday. It’s Friday. It’s first day of school. It’s winter break. I am 16, I am 50. This, to me, is where my focus needs to sharpen.  I need to be able to slow down and enjoy the moment instead of looking through my windshield as I head to the next stop (both literally and figuratively). This is the purpose of this musing. Each year, those who know me, and are in my contact list, receive a holiday note expressing my thanks to you, combined with my hope for love, laughs and happiness to surround you and your family.  Honestly, it feels like it was just a moment ago that I sent last year’s message, and here it is already time to send this year’s.  How do we change that?  What do we need to do to slow down time?  Some people have told me that “time moves quicker as you age because each year represents a smaller percentage of your time here on earth.”  I suppose this makes sense.  I believe it is because our life just becomes too overwhelming with the distractions of the minute, causing us to miss the truly spectacular that is unfolding around us.  I no longer want to make that mistake.  I want to wake from the ether of the mundane, so I can fully appreciate, and drink in, the beauty of the moment.  I want to slow down time by injecting a greater level of awareness into it – no longer allowing the moment to merely wash over me, but instead swimming with it.  This is […]

“Strategic Partners Blog With Irv from Visiting Angels”

Motivating Employees Through Recognition Ever wonder how you can motivate your employees to be more engaged with their jobs – to be enthusiastic and go that extra mile for your company? Bonuses?  Raises? Threats?  Detailed performance evaluations? Employee -of -the -Month contests? Wrong! More than 70 years of scientific research, much of it spearheaded by the Gallup organization, has demonstrated that the key to promoting employee engagement is RECOGNITION. Personal recognition by their manager or immediate supervisor for a job well done has been shown, time and time again, to be more highly valued by employees than any other factor, including compensation. More than 88% of employees view being recognized by their manager for good work as extremely important or very important. Employees in a company that focuses on recognition of this kind are 5 times more likely to feel valued, 7 times more likely to remain at the company and 11 times more likely to feel committed to their jobs and the company’s mission. In contrast, in several studies insufficient praise and recognition was ranked as a primary reason for leaving a company. Less than 30% of employees said that compensation would motivate them to stay.  This might be music to many a manager’s ears, since recognition is easier on the budget than increases in monetary compensation.  But an effective employee recognition program is not so easy to implement and sustain.  It requires educating managers about the true triggers of employee motivation and it requires consistent application across the board.  To be effective, the recognition must be: Sincere Personal Immediate Specific Appropriate Gratuitous or generic praise has little effect and is soon discounted.  It must be tied to a specific act […]

WELCOME TO OUR HR CORNER WITH ALLISON

Performance Planning How often do you sit down with your employees and conduct a performance evaluation? This tool is one of the most important factors when determining how well your employees are achieving their established goals not only for their own development but for the development of the Company overall. Reasons for performance planning include: Clear understanding of goals  Enhances communication between employees and management  Fosters commitment across the organization Empowers employees to be part of the performance planning process Goals should be established at the beginning of each year which usually corresponds to the Company’s fiscal year. This helps prepare budgets for merit increases and or bonuses. When doing performance planning, think about your Company’s mission statement, goals and values which will help set the foundation for your employee’s goals and expectations. Having definitive plans in place will help with:  Improvement in current job performance Achieve personal growth Advance Career development Further skills development Remember, taking the time to sit down with your employees to discuss goals and future development, will only help the Company in the long run achieve its goals and further your success!

“Strategic Partners Blog With Debbie From Allstate”

  Team Optimum RTS introduces our first “Strategic Partners Blog” Debbie Piescik originally became a licensed insurance agent in 1982 and worked for a family agency. In 1999 she opened her own Allstate agency in Downtown West Palm Beach.  Debbie’s office offers friendly customer service while providing professional guidance to protecting all that matters. Her mission statement puts the customer at the center of all that they do in our office. Debbie and her staff welcome family, friends, neighbors and referrals for a free consultation for any insurance need. “High staff turnover can be bad for business. It can create unease, affect morale and cost a company in both time and recruitment fees to find a suitable staff replacement.. One of the most effective and least expensive ways to recruit and maintain great employees is through Employee Benefits. Allstate is a leading provider for employee benefits. We offer superior products and services with cutting-edge technology, exceptional customer service and compassionate claims administration. With over 40,000 groups in force and insuring more than 3 million employees, we deliver the promise of our Good Hands every day. Our products include Accident, Cancer, Critical Illness, Life, Supplement Health, Dental, Disability and many more. These policies help fill coverage gaps and offer income protection to customers during some of life’s biggest challenges. Whether you have a group of 3 in your business, or if you have multiple locations with hundreds of employees, we can provide customized programs to fit your needs.” Debbie Piescik.  Contact Debbie directly at debbiepiescik@allstate.com. CLICK HERE TO VIEW DEBBIE’S ALLSTATE WEBSITE

Behavioral Interviewing Guidelines

        HR Corner By Allison, Recruiting Manager Planning and Preparing For The Interview A formal, planned, structured interview is a valuable tool in assessing a candidate’s potential success for a particular position. By utilizing proper interview techniques, companies can reduce turnover, time to hire, and minimize costs, which will enable you to find the right candidate the first time. Prior to the interview the applicant’s resume should be reviewed once again in order to identify and/or clarify key areas in which you need more information. Information to review on the resume and which should be addressed during the interview includes: 1. Appearance of resume –Was it put together haphazardly, are there typing mistakes? 2. Gaps in time –Are there periods of time that aren’t accounted for? 3. Overlaps in time –Do jobs overlap? 4. Inconsistencies between education and experience 5. Rate of job changes –Does this person change jobs frequently? 6. Reasons for leaving previous positions 7. Job titles 8. Red flags –Information that doesn’t make sense or makes you uncomfortable Interview conditions The setting of the interview is important and can impact the success or failure of the interview. Interviews should take place in a private setting where there are no distractions or interruptions. Remember that while you are assessing the candidate, they too are assessing their surroundings and making comparisons to other companies they have interviewed with. To reduce distractions, inform your assistant and/or department of your interview schedule, put your phone on send calls, have the resume and job description in front of you, be ready to show an organizational chart if necessary, and have paper for taking notes (do not write directly on the resume). Interview Guidelines To interview effectively, you should have a general plan of how the interview will proceed. Here are some steps to consider: Welcome the applicant-Introduce yourself […]

GREAT RECOMMENDATION!

Looking for a position? Email us your resume today! employment@optimumrts.com and write WEB SITE in the subject. Thanks!!!

The Alzheimer’s Association Walks are starting!!!

John Dalton, Owner of Optimum RTS, is a Board Member for the Alzheimer’s Association. He was on WPBF 25 News this morning discussing the upcoming walk. Keep in mind the WPB Alzheimer’s Walk is Saturday, October 20th…love to have you on our team! Call 561.408.2192 to join our Optimum RTS’ team! CLICK HERE TO WATCH!!!!

HR Corner By Allison, Recruiting Manager

JOB DESCRIPTIONS One of the most essential components to helping ensure success in a job is hiring the right candidate but how do you make sure you have made the right choice? The hiring process starts with a well-written job description. It is a valuable tool which will help drive your recruiting process, determine a salary range, aid with performance evaluations and help set reasonable accommodation standards. The first step in writing the job description is conducting a job analysis. You can do this by collecting information about the job through interviews with employees, observations, and looking at other organizations who have similar jobs. The next step would be to determine essential functions of the job. Make sure you list which duties are necessary to performing the job then list preferences. Factors to consider when writing the job description: What are the day-to-day responsibilities of this job? What knowledge does this individual need to possess? What skills are necessary for this position? What education level is required? Position type—full or part-time? How much experience is necessary for this position? Are management skills necessary? Who will this position report to? Are there any special language requirements? Is travel involved in this position? Frequency of travel? Lastly, the job description is not all-encompassing, and a disclaimer should be state that the job description could change at any time. All job descriptions need to be written per ADA guidelines. By following some of these guidelines, hopefully your next hire will be the right one!

Do you have a happy or sad customer?

Recently, I have been doing a lot of research on customer service and how to set yourself apart from your competition.  Through this research I have uncovered some great tips that I will share with you, but initially I want to expound on an observation I’ve made about the consequences of not paying attention to a customer’s emotional state. This might not at first seem important, but by the end of this article I am sure you will start to see just how critically important this is. Let’s start off by defining who your customer is.  Immediately, you envision the person currently utilizing your service or products.  Typically, these people would be called your prospect, patient, client, shopper, patron, etc. Other people fall into this category as well, however, when you examine this a little closer.  A customer is not always only the person using your services. It could be the parents of a child in school, the family members of a parent using your services. It could be the candidate you’re attempting to hire or the employees in your organization, or even your manager or one of the company’s vendors. In brief it is everyone you come into contact with during the course of your work day.  Beyond your work day, the term “customer service” can be substituted for just being polite in your interactions with everyone you meet. Now that we have defined who a customer is, let’s dig deeper into why understanding their emotional state might be important to a successful and positive interaction.  To do this, think of a child and his or her parent going back-to-school shopping.  In this scenario there are two clients you will be faced with, and both may have very different emotional states.  […]
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