4 Ways to Show Your Boss that You Love Your Job

PNP Staffing Group
1. Show appreciation. There’s nothing wrong with thanking the boss for the opportunity to work with the company, or providing input on the organization. Most employers appreciate feedback about the company’s culture and welcome suggestions for how to improve. 2. Ask how you can help. The #1 complaint that marriage counselors hear is, “she/he should do (whatever) without me having to ask”. Oddly enough, this translates into the workplace too. Don’t wait around waiting to be told what to do. Better yet, bring a solution to a problem that you’ve identified. A well-timed offer can do wonders for your career, and, it lets the boss know that you have the organization’s best interest at heart. 3. Conduct your own performance review. Honestly evaluating your own job performance speaks volumes about your work ethic and aspirations. It also shows that you care about your impact and role within the company. 4. Say good things about the company. Employees are the best brand ambassadors a company can have. Share positive experiences when networking, and if you are in a position to refer business into the company, do it.
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4 Ways to Show Your Staff You Love Them

PNP Staffing Group
1. Get rid of the bad attitudes. Employees want to love their job. Having negative attitudes, or worse yet, bullies in the workplace, can destroy your culture. If you’ve done all you can to coach a less than favorable employee with an attitude, fire them. 2. Give paid sick days. People get sick. If your employees feel like they have to come to work sick because of their workload, it’s going to exacerbate the problem by spreading germs. Not to mention, it means you have a process problem. Consider cross-team training and/or having experienced temp staff on call when you need them. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line. 4. Provide opportunities. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges, and let them make decisions that matter. High performers are more likely to stay with you if there is room to grow.
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Payroll Strategies That Work for Nonprofits: Payrolling

PNP Staffing Group
Payrolling, or payroll transfer, is an effective tool for managing some or all of your employees by moving them to a staffing agency payroll. PNP Staffing Group provides Payrolling services for hundreds of employees in many nonprofits. This effectively makes our organization the employer of record. When using Payrolling services, the employer of record becomes responsible for: On boarding for new hires. Verification of work eligibility and maintenance of all employee paperwork, including W4s and I-9s. Administration and distribution of paychecks , including direct deposits. Payment of all mandatory Federal, State and City taxes, including processing tax returns. Management of liabilities, including workers compensation, insurance costs, and management of work related injury claims. Assumption of unemployment liability and payment of unemployment costs. When should you use Payrolling? When engaging special or highly skilled professionals on an as-needed basis, especially when top tier talent is required During probationary periods for new employees to ensure against unemployment claims With contract, temporary, short term, and seasonal staff When internal audit systems aren’t in place to ensure accurate classification of 1099 consultants and to help avoid potential associated tax penalties When hiring staff to fulfill grant requirements without artificially increasing your organization’s budget To...
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Hiring Without Hesitation: Filling Vacancies As They Occur

PNP Staffing Group
An organization’s workforce is its most important asset as well as one of its greatest investments. Understanding the importance of a good workforce is increasingly critical as organizations push to improve top and bottom line performance while managing costs. In addition, competition in the nonprofit marketplace – for talent, donations, support – is at an all-time high. Research shows a clear association between a nonprofit’s performance, on all levels, and its talent management practices. Nonprofits with better talent management practices attract better talent, earn significantly higher performance ratings, and succeed in fulfilling their missions more successfully. Yet, it is clear that some nonprofits have adopted counter-productive talent management practices, such as putting off hiring talent when needed, as a strategy for budget management. In a recent PNP survey, 40% of nonprofits polled had one to three staff vacancies for over 6 months. 20% had more than three vacancies for over a year. An organizational practice that keeps positions vacant is a bad strategy that drains the organization and is contrary to what research tells us: The best investment for an organization is its workforce. Every study shows that a nonprofit with a committed and fully productive workforce is more successful....
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3 Ways to Help Your Team Excel This Year

blackoliveco
1. Provide your employees with the proper job training—and don’t stop. Successful onboarding is only a step in the process of helping your employees develop their skills. Employees are far more likely to stay with the company when you provide opportunities for professional development and a path for career growth. This helps you build the talent and teams needed to deliver on your mission. 2. Focus on strengths. Research from the Gallup Organization found that building on employee strengths is much more effective than trying to improve weaknesses. Individuals who use their strengths are six times more likely to be engaged in their job. Find out more in the report State of the American Workplace. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line.
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