Recognize and Repair Employee Burnout with These Management Tips

With the sudden transition to working from home during the pandemic, many employees were caught off guard. When offices, schools, and day cares closed due to social distancing requirements, staff quickly had to adapt. Parents had to handle homeschooling, childcare, and elder care on their own. Maintaining work productivity became a greater challenge. All these factors can lead to burnout. As part of your managerial role, how are you helping your employees navigate through these changes while maintaining work output?

Here are some tips to implement to recognize and protect against employee burnout.

Look for Signs of Burnout

Burnout often occurs when staff blur the boundaries between work and life. They may believe that working nights and weekends shows dedication to their company. However, employees who work more than 40 hours per week are less productive than those who limit their work week. Overworking is directly related to stress, anger, anxiety, and depression. A weakened immune system, trouble sleeping, low energy, cardiovascular issues, heart disease, and other health concerns can develop.

Promote Flexibility

To combat burnout, provide employees as much flexibility as possible. With social distancing enforcement and Safer at Home initiatives, there is limited control over everyday life. Letting staff decide where and when to work, including from home, lets them have a say in how they spend their day. Being able to control their schedule, workload, and types of work assignments is empowering. Regular check-ins and communication about managing workloads helps team members feel valued and supported.

Implement Traditional Office Activities

Remind employees that although work looks different right now, many office activities can take place remotely. Water cooler chats can be done through a Slack channel. Individual and team meetings, group discussions about COVID-19, virtual coffee, and happy hour can take place through Zoom. Employees can share stories, ask questions, and give and receive support as needed.

Establish Boundaries

Encourage employees to maintain physical and social boundaries, especially when working from home. Initially, being able to spend the day in pajamas may be welcoming. However, changing from the “home you” to the “work you” is an important way to tell the mind when to focus on work and when to relax. To promote this idea, encourage staff to get ready each morning as though they are going to the office. Suggest they replace commute time with a walk to a local park or around their home.

Get Help Managing Your Remote Accounting and Finance Team

The effects of COVID-19 can have a significant impact on employee burnout. Potentially having to work from home while balancing childcare and elder-care responsibilities is challenging. As a leader, guide your team through setting personal and professional boundaries, managing workloads, and reducing stress to avoid burnout.

If you need assistance managing your accounting and finance team from a distance, reach out to Casey Accounting & Finance Resources. We provide superior value to our business partners through innovation, creativity, and initiative. Find out more today.

What the Back-to-Work Office Looks Like?

Now that all 50 states have implemented phased re-openings, the question among executive leaders and their HR teams is: “What is our policy to get employees safely back into the office and what policies change?”

According to the Bureau of Labor Statistics, before the COVID-19 pandemic eight percent of all wage and salaried employees worked from home at least one day a week; about two percent worked from home full-time. Now that nearly 100% of workers in positions that were considered non-public facing have gotten a taste of telecommuting, how will employers provide safe work environments?

And do employees really want to go back to the office? Global Workplace Analytics conducted a recent survey on the Global Work-From-Home Experience. President Kate Lister stated, “77% of the workforce wants to continue to work from home two to three days a week.” (the full survey results can be downloaded here)

As Corporate America and smaller business firms explore opening their offices again, what steps are being taken to put the proverbial genie “back into the bottle?” What should employers consider when balancing safety measures against pragmatic policies that benefit both employer and employee, decrease person-to-person contact and allow the practice of social distancing?

It Won’t Be The Same Office

What we do know is that people will not be coming back to the same office. Today, there are conversations about reconfiguring the office plan to lower the risk of contagion. Management is looking at providing hand sanitizer, masks and increasing cleaning procedures from nightly to several times a day. Sneeze guards are being installed and staggered workdays will result in fewer people in the office at a time.

Some offices will provide directional arrows throughout hallways and common spaces to reduce the possibility of employees passing one another face-to-face. Others are providing disposable placemats for shared desks and common areas. Chairs are being removed from worktables and conference rooms so employees maintain safe social distances. Touchpads to enter office spaces may also need to be reconfigured to a more sanitary solution.

Employers are also considering more generous sick leave policies to encourage workers to stay home when they are not feeling well.

The Pros and Cons of Telecommuting

You might ask yourself, “Isn’t telecommuting working out?” Yes and no. Some of the Pros for considering longer-term strategies of working from home include

  • Reduced costs on real estate, furniture, and supplying computers and printers.
  • Access to a broader pool of talent since geography is no longer an issue.
  • Higher employee retention rates for employees who enjoy the reduced stress that telecommuting and more time with family creates.

But what about the Cons?

  • Employee retention could also be a con. The level of loyalty that office comradery brings may become fragile and mentorship opportunities for new employees may suffer.
  • Companies may still need to address telecommuting security issues.
  • Managing could also become harder.

A virus-free work environment is unrealistic but considering some of the above ideas allows companies to reconfigure their office space into something safer.

Lastly,  whatever approach your company is taking, it is imperative to keep your employees informed and communication updated regularly about the virus and how your company is responding to new information.

 

Ensuring Employees’ Fears & Anxieties Are Addressed During Crisis

As we continue to deal with COVID-19, terms such as self-quarantine, safer at home, and social distancing are becoming common. While we stand at least six feet away from others, work remotely, and avoid face-to-face visits with loved ones, abnormal situations are becoming more normal. Because we don’t know how long this will go on, many employees are facing increased levels of stress and uncertainty. As a team leader, it’s your job to help them navigate through these unprecedented times.

Find out how you can help address your team members’ anxieties about COVID-19 through employee assistance programs.

Defining Employee Assistance Program

An employee assistance program (EAP) is a group of services created to improve and maintain productivity and healthy employee functioning by applying specialized knowledge and expertise about human behavior and mental health. Deploying an EAP begins with confidential, brief therapy or referrals for specific issues that are affecting job performance. Managers often are consulted to help troubled staff by enhancing the work environment, however possible. When services conclude, the impact on the team member is evaluated. Results are used to improve future assistance.

Relieving Employees’ Burdens

Putting EAPs to work means reducing the burdens employees may be facing. In the wake of COVID-19, many staff members are worried about financial security, childcare, providing basic necessities for their family, and what the future may hold. When team members are stressed about family issues, they’re typically unable to work to their full potential. By providing the tools and resources needed to reduce staff members’ anxiety about uncontrollable circumstances, they are better equipped to cope with their issues. Knowing they can count on employer-provided benefits to help navigate through difficulty helps employees return to typical performance levels.

Emphasizing EAP Benefits for Staff

Remind employees of the services your EAPs offer. During COVID-19, common mental health concerns impacting families include depression and anxiety, fear and isolation, health impairment, stress, and substance abuse. Other concerns may include sleeplessness, grief, child or elder care, virtual schooling, housing, or work challenges. Your EAP might provide mental health and substance abuse counselors, financial advisors, attorneys, family and child counselors, or other assistance. Educational and informational resources, including referrals to community services, may be available as well.

Use EAPs to Address Employees’ Anxieties

As we continue to deal with COVID-19, use the services provided by your EAP to increase staff members’ overall wellbeing. Find out what their biggest fears are, and which professionals can guide them through to a more productive way of thinking. Offer services in line with improving employees’ physical and mental health to continue productivity levels and business operations. Focus on coming out stronger when things have settled down.

If you need temporary accounting and finance professionals to cover for team members’ absences, reach out to Casey Accounting & Finance Resources. Our candidates have the necessary skills and training to quickly get up to speed and producing. Get started with us today.

 

COVID-19 – How to Lead Your Workplace Right Now

There is no playbook on how to respond to COVID-19. Social distancing, self-quarantines, and stockpiling supplies have become common responses. With many employees working from home, conferences have been postponed, canceled, or happening virtually. Due to the rapidly evolving concerns about the virus, leaders like you need to find a balance between being extremely cautious and conducting necessary business operations.

Here are some suggestions to help you navigate your team through COVID-19.

Deploy Your Crisis Management Committees

Put your crisis management teams into action. They need to provide information about COVID-19 awareness, prevention, management, and hygiene practices to leaders, managers, and front-line employees. The teams also must enact management protocols, and business continuity plans to lead current actions and potential responses to future events. These activities may include reducing to business-critical operations only, cross-training team members to fulfill critical responsibilities in case another teammate is quarantined, and restricting business travel. If an employee or family member is diagnosed with COVID-19, ensure they follow protocol. This may involve reporting confirmed cases to HR or management, disinfecting anything they may have touched, and informing coworkers, customers, and clients they may have had contact with.

Monitor Employees’ Wellbeing

Stay informed on team members’ overall wellbeing. Since most should be working from home, ask for regular updates on their physical and mental health. Remind staff members of the employee assistance programs available to them, including mental health services available for stress management. Provide information on employees’ compensation and benefits, such as employer-sponsored health insurance. Allow paid time off for team members who become symptomatic or need to care for a family member. Encourage the use of short-term disability insurance, time off under the Family and Medical Leave Act, childcare subsidies, or other existing benefits.

Frequently Communicate

Communicate with staff daily, weekly, or when new information becomes available. Everyone must remain updated on your company’s response to COVID-19 advice, policies, and protocols. Be sure to tailor email, text messages, hotlines, and internal systems communications to the recipients, such as leaders, managers, and employees. You may include FAQs or links to authorities such as the Centers for Disease Control and Prevention, The World Health Organization, or local governments. Remind everyone to obtain information from credible sources, stay calm, and not spread misinformation. Emphasize the importance of obtaining adequate food, water, medicine, and other essentials in case of quarantine.

Lead Your Workplace Through COVID-19

As a leader during COVID-19, your example to employees is more important now than ever. Overcommunicating with team members keeps everyone informed about changes within the company and professional organizations providing updates on the virus. Showing ongoing concern for staff members’ overall wellbeing reminds them you care about them. Demonstrating calm behavior encourages others to follow your lead while moving forward through uncertain times.

If you need temporary accounting and finance professionals to fill in for absent employees, contact Casey Accounting & Finance Resources. Our experienced candidates can jump right in and get started working remotely for you. Find out more today.

Now is the Time to Develop Your Recruiting Strategy During High Unemployment

In March, our work world was hit by a tornado called COVID-19. In the blink of an eye, we went from the challenge of recruiting during a 3% unemployment rate to furloughing employees, establishing work-from-home policies, embracing more technology for virtual meetings and other activities, and leading our teams with calm during a crisis.

As we talk with clients and other hiring managers, it’s clear you have your hands full adjusting and adhering to the new company and government policies and scrambling to create work environments that will minimize or prevent the spread of the virus.

As some states begin to loosen Stay Home policies and your company begins to bring employees back into the office, the last thing you might be thinking about is needing a strategy for recruiting during high unemployment. After all, won’t there be plenty of candidates to choose from?

True, but not necessarily a good thing. Let’s look at a few of business consultant Bridget Miller’s thoughts in a recent HR Daily Advisor article about recruiting during high unemployment:

  • Individual vacancies may have a higher number of applicants than usual, which may mean it will take more time to qualify applicants.
  • There may be more unqualified applicants than usual, as more people are looking for quick work to replace lost jobs. This may also mean that recruiting costs are unexpectedly higher than anticipated due to the extra work involved.
  • As time progresses, more and more applicants may have extended periods of unemployment. This does not necessarily mean they’re not great candidates for the job.
  • Skills gaps may persist, even with higher unemployment levels. This can be a frustration for employers that wish more applicants automatically meant more skills to choose from—but it may not.

Rethinking Your Recruiting Strategy

What is different this time is that COVID-19 isn’t going away which means this is unchartered territory. There are more obstacles to overcome beyond just recruiting to fill positions.

Our team has decades of recruiting experience under our belts and we have seen these cycles before. Each time we guide our clients in developing dynamic strategies and processes to bring on new talent quickly. We are positioned to overcome this latest obstacle. Let us help you implement a clever recruiting plan that sails across this new recruiting environment.

If you would like to connect and discuss further, please get in touch with our recruiters. We are happy to share our successes and strategies and welcome the chance to work with you.

Should You Rehire a Former Employee?

In today’s competitive hiring climate, you may consider rehiring a former employee. Also called a boomerang employee, this type of candidate may be more attractive than other candidates. You already know their work style, performance level, and fit with company culture. Although knowing whom you’re hiring may seem advantageous over bringing aboard an entirely new person, the former employee might be bringing along baggage that could affect their performance. In this case, you’d be better off hiring a brand-new person.

Consider these points when deciding whether to hire a boomerang employee.

Potential Cost Savings

You might spend less money rehiring a former employee. You won’t need to invest as much time vetting and interviewing them. Plus, you already know whether the person is a good culture fit. Since the former employee understands your products/services, policies, and processes, they need less time for onboarding. They may bring additional skills, experience, and ideas that require less training to perform their job duties. Because boomerang employees tend to stay longer, they’re typically more engaged and productive than a brand-new hire would be.

Issues to Consider Before Rehiring

Before deciding whether to rehire a former employee, consider the circumstances surrounding their exit. Why did they leave? Was it personal or family-related, lack of room for advancement, or an educational opportunity? Whatever the reason, it may be a factor if you rehire the former employee. What were their strengths and weaknesses? Along with reviewing the person’s file, talk with former managers and coworkers to gain insight into the person. There may be outstanding accomplishments or adverse personal qualities to consider. Why does the former employee want to return? They may have had time to develop new skills that can benefit your organization. Or, the person could be between jobs

Keys to Successful Rehiring

If you decide to rehire a former employee, follow your standard interview and hiring process. Ensure the person has the knowledge, skills, and experience required for the position. Ask interview questions as you would for any other candidate. Find out why the former employee left their most recent employer, why they want to return to your organization, and how they can benefit your team.

Consider Rehiring a Former Employee

Bringing aboard a boomerang employee may be in your best interest. Since they already understand your company culture, processes, procedures, and offerings, they need less time to acclimate. A former employee’s new skills, knowledge, and experience can add value to your team. Before rehiring, think about whether the person left on good terms, what their strengths and weaknesses were, and why they want to return.

If you need help recruiting accounting and finance candidates, turn to Casey Accounting & Finance Resources. As your trusted partner, we can find direct-hire, temporary, temp-to-hire, or contract workers who will excel with your organization. We also provide resume screening, background checking, and testing. Let us know how we can help you today.

How to Handle Hiring and Candidate Onboarding Virtually – Now and in the Future

Companies have used technology to conduct virtual interviews for a decade or more. With COVID-19 changing the work world, we are seeing the interview process, candidate onboarding, and new employee engagement go virtual in the last month. If your organization has been doing virtual interviewing sporadically, it is time to invest in the technology that will keep your recruiting and hiring processes going today and possibly as the preferred method to the more traditional process.

Charles Hipps of OLEEO recently shared the results of a recent informal poll of 70 Talent Acquisition leaders on the effect of COVID-19 on their recruiting:

  • 25% said COVID-19 had not impacted recruiting plans
  • 61% said it had slowed their pace of recruiting
  • 14% said they had paused recruiting

As social distancing becomes the norm, the multi-visit interview process is out. Now we are seeing recruitment “job fairs” via webinars, assessments and training, signing of hiring paperwork, and employee onboarding and introduction to the team – all conducted virtually.

Where to Find Candidates?

With unemployment quickly climbing, you would think that the candidate pool would be filled with job seekers. That might not be true, especially if candidates are unable to either work from home or perform a job in the public. Or, your typical criteria for a position is altered due to the current pandemic.

The first place to look is to tap into your current talent network, including current and past employees, friends, and family. Also, consider candidates who weren’t a perfect fit in the past whose skills are in line with your current needs.

One key aspect of virtual hiring and work-from-home practices is to ensure that the candidates you are interviewing will adapt easily to this new norm. Recruiting Daily advises to make the virtual interview process as comfortable as possible, advise candidates to be appropriately dressed and not to read from scripted answers, watch body language and vocal inflection, as well as non-verbal cues. Some companies are developing pre-interview questions that the candidate answers by recording, and then submit a video. This is just one way to automate the screening process before conducting the online interview.

“In the middle of every difficulty lies opportunity.” – Albert Einstein

Hipps noted that “In today’s highly changeable economic environment, it’s time to rethink or even forget traditional recruiting tactics, and to adapt new techniques to turn difficulty into opportunity. This is a defining moment for talent acquisition teams.”

Our recruiting experts are available to assist you in all your hiring needs. Calls us today to discuss how to adapt your processes to hire the candidates that will fit well in this new normal.

4 Best Questions to Ask Professional References

To better understand whether a candidate may be an excellent fit for a role, you need to talk with their professional references. Because these people worked with the candidate, they can attest to the candidate’s work ethic, hard and soft skills, achievements, strengths, and other pertinent information. You can gain insight into projects they worked on, how they interacted with team members, and whether they would excel with your organization.

Here are four questions to ask a candidate’s professional references.

How Would You Describe the Candidate’s Reliability and Dependability?

Find out how strong the candidate’s reliability, dependability, and related soft skills are. Determine whether they prioritized activities, maintained a consistent schedule, and were relied on as a source of accurate information. Discover how well the candidate collaborated, made themselves available for help, and followed through with commitments.

What Was One of the Candidate’s Most Memorable Accomplishments While Working with You?

Determine which achievement made the candidate stand out for a previous employer. Perhaps the candidate took the initiative on a project or showed leadership in finishing an activity. Find out what the outcome was and how it benefitted the company.

Which Type of Work Environment Do You Think the Candidate Would Be Most Likely to Thrive in, and Why?

Uncover whether the candidate would thrive in your work environment. If the reference discusses an environment different from yours, talk further with the candidate about your culture. Assess whether they’d be comfortable working in an environment different from what they’re used to. If not, consider other candidates who may be a better fit.

Which Skills Would You Have Liked to See the Candidate Develop to Reach Their Full Potential?

Discover gaps in the candidate’s skill set that are relevant to the position. Ask whether the reference believes the candidate may be willing to develop the necessary skills. If so, use this information to help create a plan for the candidate’s professional development. If prior development of the missing skills is required for the role, consider looking for a more qualified candidate.

Always Check References

Always check a candidate’s professional references. Know whether their hard and soft skills will help them excel in the role and your organization. Be certain that the candidate’s previous accomplishments can be built on to attain successful outcomes for your company as well.

For help filling your accounting and finance roles, reach out to Casey Accounting & Finance Resources. We’ll identify six candidates for an opening, then narrow it down to three candidates for your interview and selection process. You choose which candidate to hire. Get started with us today.

How to Recruit Remote Workers to Your Accounting & Finance Positions

Hiring accounting and finance employees in a tight labor market isn’t easy. Since candidates expect a lot from their employers, you need to work hard to encourage them to join your team. One perk to attract accounting and finance candidates is offering remote work options. This widens your candidate pool to include significantly more candidates.

Here are four tips for recruiting remote workers to your accounting and finance positions.

Show Support for Remote Workers

Demonstrate throughout your recruiting process how you support remote workers. Highlight on your career page how you include remote accounting and finance workers in your company based on the role and team needs. Label your job openings as remote-eligible. Include in the job description details about what working remotely actually looks like. Mention questions to expect during an interview for a remote position. Share stories of how remote workers actively embrace your flexible work culture. Help candidates see themselves working remotely and being fully supported by your organization.

Be Authentic

Show candidates that the flexible culture they learn about during the recruiting process matches the reality of working remotely for your company. Describe specific ways remote workers are included in team activities and supported as valuable employees. Demonstrate how the messages you communicate through your employer brand match with how your business operates. This may include enforcing key policies, processes, and tools similar to those involving onsite employees. Mention a method such as Slack that remote workers use to communicate with their team. Provide targeted perks to support productivity and inclusion for remote workers. For instance, if onsite employees have a snack wall, offer remote workers a monthly subscription snack box.

Highlight Required Skills

Point out the necessary skills to work remotely. Strong communication, collaboration, and organization skills are required. Excellent time management, self-discipline, and accountability skills are essential. Use pre-employment tests to evaluate these skills. Determine candidates’ comfort level with video chatting, which many meetings and collaborations will require to connect remote team members. Find out whether candidates have an internet connection with a certain speed or a specific brand of laptop to complete their work. If not, you can provide the necessary items if those candidates get hired.

Offer a Paid Trial

Instead of extending a job offer to desired candidates, extend a contract for a trial period. Include how long the trial period is how the candidate will be compensated and other pre-agreed conditions. Assign actual work to see how skilled a candidate is, how well they learn, and how seamlessly they fit into your culture. When the trial period ends, decide whether to permanently hire the candidate.

Source Remote Accounting and Finance Workers

Source remote workers through Casey Accounting & Finance Resources. As a leading Chicago employment agency, we reduce your time spent on recruiting, evaluating, screening, and interviewing candidates. Find out more today.

 

Coronavirus Update For Our Clients

March 12, 2020

Dear Valued Customer:

The coronavirus situation is highly fluid. As a valued client, we want to take this opportunity to inform you that we are staying abreast of public health information and guidelines and will continue to monitor and assess the actual and potential impact on our clients, temporary associates and contractors, and staff employees.

The well-being of our staffing community and neighbors is paramount to us. We will continue to share up-to-date developments, as necessary. We are following government and health organization web sites and we encourage you to review the same. Many of the most commonly suggested preventive measures are inexpensive and easy to obtain. These web sites include:

U.S. Centers for Disease Control and Prevention (CDC)

We trust you are advising your employees similarly and that you will apply the recommended safety policies outlined in the links above. We will stand together to navigate this public health challenge and further the well-being of everyone.

Should you wish to discuss this issue or have any questions, please let your local representative know, or feel free to contact our Director of Insurance and Risk ManagementAnissa Wieck, at awieck@cssitalent.com.
As always, I am also a phone call away and welcome your direct input or suggestions.

Sincerely,
Steven R. Drexel
President & CEO