Networking for business – sometimes, it is who you know.
While networking cannot replace solid relationships that are built over time, it is an effective way to begin those relationships. With each new person you meet, your network expands to include their contacts as well. And, since most of us tend to prefer doing business with people we know, being introduced to a new contact by someone in your network is a great way to grow your client base. Along with repeat clients, referrals are the lifeblood of most businesses – networking is a key strategy for developing your referral business while building your new business.

These days, everyone networks, so it’s unlikely you’re new to the game. However, even the most seasoned professional can use a few tips to keep them off the bench and their business on the winning side.

Focus, focus, focus.
When you meet new people, whether as a part of your business, through a professional organization or just in the course of your day, it’s important to keep in mind what you can do for them. Focusing on their needs first and foremost helps you recognize opportunities where you may be of assistance to that particular contact. Perhaps you can refer business to them or share some knowledge regarding one of their prospective clients. Either way, the more helpful you prove to be – or even attempt to be – the more likely that person will think of you first when they need something from a business like yours. Even if you don’t see an immediate return on your efforts, have patience; eventually it will pay off.

Use technology to your advantage.
Thanks to new technology, keeping track of networking contacts has never been easier. Current software enables you to create databases of contacts that can be updated frequently with information on each person. Rather than jotting pertinent facts on the back of your contact’s business card, you can now enter this information into a database like Microsoft Outlook “Contacts” that can help you sort them into categories and then be synched-up with your handheld electronics so you can have this information at your fingertips. Attending a cocktail party and need to refresh your memory on a few guests? No problem! Simply retrieve the info and impress the contact with your knowledge of their spouse’s name and occupation.

Seek professional help.
Join professional organizations specific to your field, but don’t ignore general professional organizations like your local Chamber of Commerce. This “indirect networking” method helps you take advantage of associations whose members are varied and is an excellent way for you to build your contact list.

In addition to increasing the number of people you may do business with, building your network in this way also allows you to learn more about your existing contacts, which in turn helps you make smarter business referrals. And, since a bad referral can come back to haunt you, it’s important to take any opportunities available to get to know the people you’re referring. This way, you’ll be more comfortable the next time you recommend one contact to another. Remember, a strong, successful network is built on solid relationships that you develop over time. Indirect networking is a great way to do this.

Always be networking.
Keeping the lines of communication open with the people in your network is crucial. As important as it is to add new people to the network, it is just as vital that you keep in touch with previous contacts. Once you’ve developed a rapport with a contact, consistent follow-up helps to build the relationship by establishing a comfort factor and keeping you in touch with their needs. This way, you’re in a better position to not only be helpful to them, but to remind them of your goals as well.

Want some more simple, yet effective tips for succeeding in today’s working world? Contact an Adecco staffing professional today and they’ll give you more great advice to succeed in today’s workplace!

For many people, a job is mainly a means to an end – it pays the bills and enables them to enjoy time with their family and friends, and pursue their interests outside the office. But if the majority of your employees view their job this way, your business could be in trouble. Employees who are invested in your company and their position are happier, more productive, more innovative and more likely to stay with the organization and help it succeed. Determining what – beyond fair pay and benefits – motivates your employees and providing it for them whenever possible, is the key to developing and maintaining a happy workforce and a successful business. Fortunately, we’ve compiled the following insights to help you identify what your workers are looking for from their jobs – and how you can ensure they get what they want.

Live and let live.
You’ve built a team of hardworking, dedicated individuals – people you rely on to go the extra mile whenever necessary. But what happens when that extra mile (or two) is constantly needed? Employees with jobs that consume all of their time and leave them too exhausted and stressed to enjoy their evenings and weekends are unhappy, unhealthy and unproductive, and eventually, they leave – taking valuable experience and company knowledge with them.

Fostering a healthy work/life balance is crucial for warding off burnout amongst your people – and for keeping turnover low. So promote a company culture that supports employees’ having a life outside of the office. Be flexible if they occasionally need to work from home in order to care for a sick child or elderly parent, and let them leave early or come in late if it means they’ll be able to attend their children’s sporting events or school meetings. Encourage them to take vacations and leave the office on time whenever possible, and be an example for the people you manage: try not to work late every night, occasionally leave the office for lunch, take regular vacations, and when you’re sick – stay home. By showing your employees that you recognize that work can’t always be their top priority, you’ll earn their loyalty, keep them happy and help your business achieve its goals.

Give them room to grow.
When the learning curve wanes, employee interest often follows. After all, for many people, the opportunity to continuously improve and grow within their position – and the company – is a key incentive. So, for employees who show an interest in learning advanced skills and taking on more responsibilities, providing them with chances to do those things whenever possible could go a long way towards keeping them happy – and happy employees are good for business. Provide access to your company’s internal training program, or, if your business doesn’t have one, send employees to seminars, workshops or professional development classes.

If your company doesn’t already have a formal performance review process in place, start planning one today. The performance review is an excellent talent management tool that helps ensure you and your employees are on the same page regarding their career path. So, develop a review process that allows for open dialogue on both sides, helps employees set clear goals and creates an action plan to help them attain those goals. Remember, every person is different – performance reviews help ensure that each member of your team has what they need to succeed.

Mix it up a bit.
Raise your hand if you enjoy doing the same thing every single day with no hope for change. Nobody? That’s what we thought. And your employees feel the same way as you. In every business there’s necessary – but often tedious – work that must be completed. Try spreading the “good” assignments around whenever possible so the same people aren’t spending all of their time working on those essential, but dull, tasks.

Create a culture of empowerment.
With any luck, you’ve hired qualified individuals who are prepared to handle any assignments you send their way – and smart enough to ask for assistance or more information when they need it. If that’s the case, give them room to do their jobs. Micromanaging can add to everyone’s stress level – including your own, and often results in employees believing you doubt their competency. Letting your people take ownership of their own work and make decisions where appropriate increases their job satisfaction and company loyalty – and frees you up to focus on higher-level tasks.

Likewise, companies that take the time to build an environment that fosters mutual respect among colleagues and encourages “outside-the-box” thinking are setting the stage for success. An atmosphere where employees know that their input is valued – and, more importantly, feel secure enough to offer it – benefits everyone.

Let them know they matter.
Employees who believe in the value of their work – and the company as a whole – are better team members and higher contributors to the business’s success. So take the time to ensure that each member of your department understands where they fit into the team and how their work impacts the company’s results.

No cookie-cutter answers.
Above all, keep in mind that everyone is different – and so are their reasons for working. Employees are individuals, and what motivates you may not be the same as what inspires your workers. Staying in tune with your staff’s needs will help keep turnover low and results high.

To learn more about how we can help your business achieve success, please contact Adecco today www.adecco.ca

Most of us are aware that happy employees create a pleasant work environment, but did you know that happy workers also save their business money? It’s true – happier employees are more productive, less likely to take unnecessary sick time, and more likely to remain loyal to the business. And, if those aren’t enough reasons to motivate you to improve employee morale, consider this: hiring and training new employees is, on average, more expensive than investing in the people who already work for you.

So, what can your business do to create – and maintain – a work environment that brings out the best in your people? Plenty – and the good news is that Adecco has practical suggestions you can start using today to make it happen.

Re-examine your company culture.
Whether employees recognize it or not, every company has a certain culture – and it can be positive or negative. If your business isn’t actively fostering a positive culture, odds are good it’s the latter. Fortunately, it is possible to change your employees’ perception of the company – through a positive attitude, good communication and appropriate incentives – and have them embrace a new culture that inspires them.

Set the tone.
Projecting a positive attitude about your company, your position and life in general – at least around your employees – can have a significant impact on morale. As a manager, your attitude carries over to those you manage, so it’s important to begin and end each day on a positive note. There’s no need to go overboard, but compliments, enthusiastic greetings and small talk with members of your team can help keep employees invigorated.

Be a good communicator.
Stay in tune with your employees by scheduling regular meetings and forums where they can provide feedback and ideas. Setting up a company email address for feedback and suggestions is also a great way to encourage employees to take a more active role in the company. By offering opportunities for employees to voice their concerns and comment on company and industry issues, you are keeping the lines of communication open and providing them with a view of the big picture. By actively involving employees in this manner, it shows that their input matters – to you and to the future of your organization.

It’s also important to remember that keeping the lines of communication open with your employees is a two-way street. Your feedback can play a vital role in their job performance, so be sure to offer sincere, targeted praise when warranted. Most people can sense when a manager is being insincere in their praise, and offering general feedback rather than commenting on a specific accomplishment usually doesn’t do much to help the employee improve. So, determine the amount of praise each employee requires and dole it out when appropriate. Some, like new or inexperienced workers, typically require more praise than their more seasoned coworkers. Try to be timely in your recognition; waiting too long to praise an employee does little to encourage them to repeat their actions. Above all, remember the cardinal rule: praise in public, reprimand in private.

Invest in their success.
Help your team stay at the top of their game by providing ample opportunities for training – either through an internal program or with seminars or classes at a local college or university. The benefits of ensuring that your employees have the most current skills and are informed of the latest trends in their field are two-fold: first, they are better able to represent you and your business interests and second, learning new skills in their area keeps employees interested and engaged at work.

In addition to training, consider subscribing to an industry publication and having it delivered to the department for your employees to read. Or take it one step further and encourage them to join a professional organization – you might even elect to sponsor their membership, as some organizations offer a discount for group membership. Encouraging your people to participate in professional organizations and activities will help them stay in tune with industry developments and, ultimately, benefit your business.

And remember, just like actions sometimes speak louder than words – so too does money. Paying your employees a fair salary shows them that you value their contributions to your team. And, while money usually isn’t the main source of motivation for employees to consistently perform well, under-paying members of your team is a sure way to lose them. When someone believes that you don’t value their efforts, they will look elsewhere. This increases staff turnover and decreases team morale.

Who says you can’t have fun at the office?
Crank up the tunes on a Wednesday afternoon to get your people out of a mid-week slump. Or, occasionally break up the day a bit with a round of trivia or a quick board game. And consider taking it off-site: if there are batting cages, a driving range, mini-golf or a bowling alley nearby, try taking your group there for a long lunch every so often. While evening outings like happy hours can also be a good time to connect with employees outside of the office, personal or family obligations or even a preference not to drink (at all or with their boss and co-workers) – and especially not to drink and drive – mean that some employees may be unable or unwilling to attend and even some of those who do make it out will not really relax.

If taking your team offsite isn’t logistically (or financially) feasible, try ordering bagels for the whole group once a week – or even once a month. When it comes to boosting employee morale, a little effort on your part can go a long way.

Encourage a work/life balance.
Whatever else you decide to do to boost morale, be sure to set a clear example for your employees by maintaining a healthy work/life balance. Instead of eating lunch at your desk – which sends a message to your team that they should do the same – make a point of eating in a break room or leaving the office entirely at least a few times each week. If you’re sick, stay home, and, above all, use your vacation time. If your people see you taking care of yourself in this manner, they’ll be more likely to follow suit – and that’s a great way to keep morale high.

For more information on how to boost employee morale and get the most out of your people, please contact Adecco today.

There’s no doubt about it; the 2009 job market will be tough. There’s increased competition and, in many industries, fewer openings. Here are a few tips on how you can maximize your job search resources and land the job you want.

1. Start by searching the job boards. Search the traditional job boards such as CareerBuilder and Monster, but don’t stop there. Be sure to check out industry specific job boards. For example, if you are looking for a senior administrative assistant position, seek out job boards that specialize in administrative and clerical job postings such as IAAP. Don’t forget to also explore your regional job boards and local classifieds.

2. Do your social networking. These days, it seems just about everyone belongs to one of the social networking sites. If you have not already done so, be sure to get yourself a presence on LinkedIn or Facebook, or both. These sites are a great way to connect with old high-school buddies, as well as make some great contacts that can assist with your job search. Be sure to keep your site professional – you never know where your next opportunity may crop up. For more tips on how to best use the web for your job search, check out our white paper “Job Hunting in the Digital Age.

3. Consider temp work. In tough times, temporary employment is a great way to make money and contacts. In addition, it helps you stay active in the marketplace, sharpen existing skills and develop new ones. What starts out as a part-time job could turn into a full-time opportunity.

4. Attend professional networking events. This is a great way to make new contacts in a non-threatening environment. In addition, don’t discount sport and social clubs – the more people you know, the more professional contacts you can make. By joining professional associations, you show future employers your commitment to your professional development.

5. Develop versatile skills. Be sure that your skills are transferable from one industry to another. In these tough times, you may need to broaden your search criteria.
Most important, remain positive and be proactive – your next opportunity could be just around the corner!

adecco.ca

Adecco Finance is a division of Adecco Canada. Adecco is the world leader in human resource solutions, with a service offering that includes permanent, temporary and contract recruitment.

We place top accounting and finance talent at leading companies for temporary/temp-to-hire/direct-hire positions.

Businesses have been growing their operations significantly over the past several years, and we don’t have to tell you about the effect Sarbanes-Oxley, Bill 198, and the much anticipated IFRS has had on your industry. The bottom line is, Accounting and Finance professionals are in greater demand than ever.

From AP/AR clerks and collections specialists, to bookkeepers and analysts, Adecco connects top candidates with their next great job. Whether you are looking for accounting jobs, finance jobs, or a combination of both, exciting career prospects in accounting and finance are plentiful, so put your skills to work with us!

Stay tuned for our new AdeccoFinance.ca website coming up soon. If you are a job seeker, please join our mailing list. And, if you are an employer, please contact us to learn about our a special offer till March 31st inquiries@adeccofinance.com (for employers only).

* Avoid being known only as a “in the box”
* Identify & solve problems
* Be a go-to resource for your organization

2 – Think about the big picture.

* Don’t just say no
* Look at more than what’s in your job description
* Be open minded

3 – Keep to high standards

* Deliver quality work
* Always strive for excellence
* Be as efficient as possible

4 – Be open to new opportunities.

* Don’t be known as single-faceted
* Take on stretch assignments
* Operate outside of your function

5 – Develop and grow your skills.

* Don’t limit your abilities
* Compliment your strong skills
* Pursue ongoing training and education

6 – Stay ahead of the curve.

* Keep up to speed with what’s happening – internally and externally
* Anticipate change and be open to it
* Be aware of industry shifts

7 – Stay in sync with your boss.

* Help make their job easier
* Seek out feedback and be nimble
* Get as much info as you can

8 – Network.

* Talk to lots of people, internally and externally
* Keep in touch with old colleagues, bosses
* Take advantage of associations

9 – Update your job search tools/skills.

* Revise your resume
* Join social networking sites
* Think about transferrable skills

10 – Look to recruiters.

* Get personalized coaching
* Find the hard to find opportunities
* Have someone constantly looking out for your career

www.adecco.ca

For the first time in history, today’s workplace spans
at least four generations. The Silent Generation is
about 95% retired already, while Baby Boomers
are delaying their retirement plans. Generation X
is climbing the corporate ladder and Generation
Y is just entering the workforce. This collision of
generations — unless fully understood and properly
managed — could create long-term turbulence
in the workplace.

Here’s the big picture.
Together, Generation X and Generation Y now
make up 49% of Canadian workers. Over 50% of
Canada’s workforce is over 40 years of age. As
these Boomers begin to turn 60, the majority will
forgo traditional retirement and continue working
in some manner. At the same time — the
Silent Generation — the oldest, most experienced
workers who have great institutional knowledge,
traditional work values and ethics, have already
left the workforce in droves.

The challenges of an evolving workforce.
Today’s workforce is growing older. Currently there
are nearly 3.7 million workers are aged 55 and
over and close to a quarter of a million workers
are between the ages of 65 and 69. Generation
X is a smaller generation in number, providing a
shrinking pool of prime-age workers. While the
demand for bright, talented leaders in Gen X will
increase, the supply will be decreasing, potentially
creating a leadership deficit.

The shift away from traditional career paths (i.e.,
long tenures at the same company and lifetimelasting
careers), and work values (i.e., loyalty and
work ethic) will accelerate in the coming years
as the age differences in the workforce become
more pronounced. All these trends in the population
will conspire to force us to rethink — and
indeed revamp — how we hire, manage and
train employees.

We anticipate younger staffers will need to develop
faster, take on important positions and acquire
leadership skills at relatively early stages of their
careers. The competition for older, more experienced
decision-makers will intensify, setting off
a recruiting war for these premium knowledge
workers and managers. Companies will need to
implement more aggressive retention measures
and recruit more competitively than ever to prepare
their organizations to meet the challenges presented
by these evolutionary changes in the workforce.

Questions to ask yourself:
• Is your company prepared if a sizeable group
of executives and managers leave the
workforce as they plan for retirement?
• What kind of impact would such an event make?
• How will your organization recover?