Building Better Relationships with Co-Workers

Workplace relationships can make or break your career.  In order to succeed in today’s economy, you have to have a great effort of a group of people working toward the same goals.  Because of this, the ability to build and leverage a network of relationships is more essential than ever before.  Building collaborative relationships with coworkers is a challenge for many people, but by practicing the below tips you’ll be well on your way to forming more effective relationships.

Be Friendly.

There’s nothing more disheartening than being the new person walking down the hall in the office and saying hello to a passerby, only to receive a blank stare back.  A simple exchange of smiles and “hello” is the very minimum to becoming a more constructive workplace.  When new people are brought on the team, don’t act like they’re trying to crash your party.  Be friendly and make people feel like they’re welcome.  Everyone plays an important role in the business or they wouldn’t be there.  You never know when you’ll need someone’s help or have to work with them on a team.  Start building relationships by being a nice, warm person and you’ll already have the foundation for a great working relationship when you do work with that person.

Communicate Effectively.

Learn which means of communication work best for different coworkers.  Some prefer phone calls or instant messaging, while others respond better to email.  Utilize these preferences when engaging in the workplace.  It’ll help ensure more effective communication and you’ll get responses quicker.  If someone isn’t responding, try following up with them in person and ask which mode of communication works best for them.  They may just be too tied up to check messages and can give you the answer you’re looking for or refer you to another resource. Just remember to conduct business operations with coworkers at times that are convenient for everyone.


In order to develop better relationships, you have to listen closely to what your coworkers are saying.  Repeat back to the person who is talking to you to confirm you heard them correctly.  This will ensure that you’re both on the same page and eliminate the classic telephone game scenario.  Encourage your colleagues to voice their opinions about a project and express their ideas. Open communication is essential for team building and morale.

Pick Your Battles.

Good working relationships consist of working together as a team.  Therefore, you have to be willing to make compromises.  You’re not going to see eye to eye with your colleagues 100 percent of the time, so you have to decide what things are most important to you.  When you disagree about something that’s trivial, let your coworker be right.  That way when it is something you care about that person will be more willing to compromise.

Do Lunch.

A great way to foster better workplace relationships is by connecting on a personal level with your coworkers.  Do you currently have a negative relationship with a coworker and you don’t even know why?  Try inviting that person to lunch.  Spend most of the meal listening to them and asking questions.  Think about the people whom you have the best relationships with.  They’re the ones that are interested in what you’re doing, what’s important to you, and care about what’s going on in your life.  Use the same strategy to build a stronger relationship with your coworker.  Show them that you genuinely care.

Building effective workplace relationships is essential to your career.  Implementing these tips will help get you on the right foot.  Whatever you do, don’t ignore the people aspect of your work.  After all, it is the opinions of other people that decide whether you grow in the workplace.

Ready to start building relationships at a new job?  Let the experienced recruitment professionals at All Team Staffing help fast track your career search. Since 1989, All Team has been placing candidates in opportunities all across the country.  From food service and concierge, to painters and plumbers, clerks and data entry… All Team offers opportunity for candidates seeking temporary work or full-time permanent employment.  Contact our team of professionals today and you’ll be on the job in no time.

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Do Your New Employees Feel Like Part of the Team?

The first few weeks at a new job can be very stressful.  You’re anxious, but excited.  You liked meeting the people you interviewed with, but they seem to be really busy.  Your coworkers seem nice, but they have inside jokes that you don’t yet get.  It’s like being the new kid in class when everyone has known each other for years.  While a learning curve is expected at any organization, walking into a company where you don’t understand the cultural norms can be disarming and make someone question where they ended up in the right place.

Making employees feel welcome can help alleviate initial stress and lead them to becoming a successful part of your organization.  Especially in an economy where surveys reported 84 percent of employees planned to look for a new job in 2014, it’s essential to make sure your new hires feel like a valuable part of team.

6 Tips for Making Your Business Inviting to New Employees

Create a “Hello” culture.

Make a great first impression by immediately welcoming the new employee when they arrive their first morning.  Don’t leave them waiting in your lobby.  Alert your current employees that a new hire will be starting that day, and get them on board with becoming a “Hello, how are you?” culture.  This means that anytime an employee sees someone they don’t know wandering around the office, they make an effort to smile and say hello.  This simple gesture goes a long way in making new employees (and any other office visitors) feel welcome.

Set them up for success.

Welcome new employees aboard by having a designated workspace set up by their first day.  Be sure they have a completely functioning computer, phone, and any other tools.  Have your IT department set up all of their accounts and provide them with a list of passwords.  Show the employee to their workspace and let them know where they can get any additional supplies they need.  Having everything prepared ahead of time will help the new hire get up to speed much more quickly.

Provide training documents.

Many organizations suffer at the onboarding due to all of their processes and procedures being located only within their current employee’s heads.  While these employees can serve as valuable resources to new hires, they likely have a lot of work on their plate and won’t be able to spend all of their time training a new employee.  Instead, have things written down before the new hire starts.  Giving a new employee everything from a list of vendors and clients to an org chart of who does what will help them gain a better understanding of how the organization works.

Give them work.

The quickest way to make a new hire feel like part of the team is to make them feel like their presence is needed.  It’s important not to overwhelm them, but start small and give your new hire some tasks to work on right away. This will allow them to demonstrate their value and contribute to the company.  They’ll leave work the first week feeling like they’ve accomplished something.

Immerse them in your culture.

It’s essential that you do your best to make sure new employees are fitting into your culture.  Make sure they’re included in company meetings, lunches, or other outings.  Ask them to sign the congratulations or birthday cards for their coworkers, and invite them to participate in any office rituals.  If the new employee doesn’t feel connected within the company, more than likely they will not be motivated to stick around long.

Ask for feedback.

After the first few weeks, ask new employees what they found the most confusing when they started.  What parts of the processes were most difficult to comprehend?  Is there anything that would have helped them get ramped up quicker? Actively gathering this feedback can help you refine your onboarding process for the next new hire.  New employees can provide an outsider’s perspective on problems the organization is struggling with that someone too involved in the organization can’t see.

Need help finding top talent for your organization?

Let the experienced team at All Team Staffing help.  Since 1989, All Team has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact us today to see how we can provide the best employees for your organization.


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The30/60/90 Plan for New Employees

Onboarding a new hire can be a difficult task for both the employee and employer.  The first 90 days of the assignment is usually a trying transitional period that ultimately determines whether or not a good hire was made.  A popular method many companies use to help make the transition as seamless as possible is the 30/60/90 business plan.

The 30/60/90 plan is a written outline of the employee’s strategy and plan for the first three months of the job.  The plan helps ensure that the employee understands what the job entails and shows how they can go from a promising job candidate to a full-time contributor.

Implementing a 30/60/90 Day Plan for New Employees

The introductory section of the plan is a short summary that outlines what the employee is expected to accomplish in the first 3 months on the job.

30 Days
The 30-day portion of the plan is made up of introductory job tasks including time spent training, meeting team members, learning the company’s systems and software, reviewing procedures, and studying up on client accounts.  Most of the items in this section will have to do with attending training, gaining product knowledge, and learning specific systems.  If the employee will be in sales, this should also include learning their territory.  The first part of the plan is all about the employee getting their feet wet.  Even if you don’t have a lot of time to train your new hire, having a plan for what knowledge they need to learn will help them get up to speed much more quickly.

60 Days
The second month on the job should focus more on field or independent time—less training, more doing.  While the first 30 days were for ramping up, the next should take that learned knowledge and apply it towards accomplishing tasks.  This section will outline how the employee is expected to contribute towards achieving the organization’s business goals.   As the employer, you should also schedule time to review progress and provide feedback during this month.

90 Days
The last month of the provisional period should show the steps the worker will take to go from novice to leader.  This is the 30-day period when the employee will take a more proactive role in the organization.  They should be up to speed, rolling with independence, and contributing to the organization.  A superstar employee will begin making suggestions, implementing new strategies, and addressing strategic initiatives.

The 30/60/90 plan is a great tool to measure employee progress and make sure your new hire is an asset to the organization.  Successful planning leads to successful employees and a successful organization.

Need Help Finding Top Talent for Your Organization?

Let the experienced recruitment specialists at All Team Staffing help.  Since 1989, All Team has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact our team of recruitment experts today to see how we can provide the best employees for your organization.

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Should You Hire Superstars Who Could Outshine You?

People at work consider you a staple.  You’ve been a fundamental part of the organization for many years and know the company inside and out.  When anyone new is brought on board, everyone directs them to you if they have questions.

Your team is growing rapidly and it’s time for you to add new hires.  However, you haven’t been enthralled with anyone HR has sent your way.  From the hipster obsessed with his beard to the achiever with four master’s degrees, you’ve given a mental thumbs down to everyone.

It’s time to face it.

You’re feeling threatened by those who may be younger, more technically inclined, and possibly smarter than you.

Why should you want to hire these people who could potentially outshine you and overtake your title of the office expert?  Because contrary to popular belief, you should want to hire people with more knowledge, determination, and/or experience than you.

3 Reasons to Focus on
Hiring Top Talent in the Industry

  1. There’s room for more than one genius on the team.
    Your colleagues know that you’re the original leader that has helped the organization achieve its current level of success.  They trust you and you’ve formed valuable relationships have been formed over the years.  You’re close working relationships, knowledge, and experience are your key assets.  This being said, why not hire some smart, young hires to follow in your footsteps?  While you’ve been busy climbing the ladder, they’ve been in the classroom learning how to use the latest technology.  They’re current with all of the marketplace trends and are light years ahead of you when it comes to computer programming.  You need these assets to make your processes even more efficient. 
  2. You should never stop learning.
    While the rise of millennials in the workforce has been making a lot of people nervous, the amount of information you can learn from this younger generation is immense.  While they may not have more experience in your particular role, they have experience in current trends such as work-life balance and making technology work for them.  Millennials will teach more senior members of your organization to ask for, expect, and even demand more flexibility in the workplace.  They’ll show you how to have a balanced life and get you out of the stagnant 9 to 5 routine. 
  3. Let go of your ego.
    You probably aren’t destined to be the head of your department forever.  As companies evolve, roles change, and you need the best person for the job.  Would you really rather be manager of a mediocre team rather than hiring the best people you can while you have a chance?  And besides, you’ve already proved yourself in this role, so it’s time to start thinking about what could be the next opportunity for you.  

Don’t sacrifice the success of your company by feeling threatened by superstars who could outshine you.  Bring those stars on board and everyone will shine brighter.

Need Help Finding Superstars
to Fill Open Positions?

Let the experienced team at All Team Staffing help.  Since 1989, All Team has been providing employers with proven staffing solutions that help grow their business, reduce risk, and boost their bottom line.  Contact our experienced network of recruiters today to see how we can provide the best talent for your organization.


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