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These 3 Stress Factors at Work are Impacting Your Mental Health – Here’s How to Avoid Them

May 25, 2022 by Amber Lamb

Each May marks Mental Health Awareness Month, where people all over the nation join the movement to raise awareness about mental health. This recognition serves to fight stigma, provide support, educate the public, and advocate for policies that support people with mental illness as well as their families. The National Alliance on Mental Illness has dubbed 2022’s Mental Health Awareness Month’s message as “together for mental health.”

As part of the movement, Blue Signal asked our followers how their work environments and related stress impact their mental health. In 2019, the American Institute of Stress found that 83% of US workers suffer from work-related stress. More alarming, 2022’s stats revealed that 25% of workers say that their job is the #1 stressor in their lives. Our followers specifically noted career and job ambiguity, their workload, and lack of recognition as their top stressors. In this blog, we will review these stressors and discuss some of the best mechanisms for choosing and thriving within a healthy work environment.

Stress Factors at Work Blog Poll Results

#1 – Stress Surrounding Career Ambiguity

Due to the turbulence set in motion by the pandemic, career ambiguity and job insecurity have become prominent issues for all professionals everywhere. Even today, layoffs are commonplace and many are unsure if they could be affected next. Based on our poll results, career and job ambiguity were listed as the #1 stressor for 34% of respondents. This reflects similar findings from 2021’s AIS reports, with 52% of people saying that growth and development-related factors had a significant impact on their stress levels at work.

Although the worry is well-founded, there are ways to feel more secure in your job or career – starting with selecting the right employer. Whether you’re looking for a job today, or are re-evaluating your current situation, here is what you should look for in an employer.

Transparency

Every good employer displays some degree of transparency. Whether it’s regarding the overall performance of the company, or their plans for the future, a healthy work environment will make the status of the company’s stability common knowledge among all employees. If not, it can leave workers wondering where they stand – resulting in stress.

Clear-Cut Progression Plans

Companies should have clear-cut progression plans in place when it comes to departments, teams, and promotions. If you join a company at X level, you can expect to move up to Y, then Z after meeting pre-established criteria. If an employer doesn’t have a plan like this in place, it’s a recipe for disaster as far as career progression expectations are concerned.

Actionable Feedback

An organization’s leadership truly sets the tone for all operations. Seek out organizations that promote regular and actionable feedback from leadership – like regular one-on-one meetings. This should help affirm how to move up in the company, the importance of your role, and the overall encouragement of communication and idea sharing. The more consistent the feedback, the more stable you will feel.

#2 – Workload Stress

In a close second place, 32% of our respondents listed an excessive workload as their #1 stress factor at work. Unfortunately, this seems to be an issue that’s stood the test of time. In 2017, Statista found that 39% of workers said that a heavy workload was their main cause of stress. If this sounds familiar, here’s how you can improve that environment for yourself.

Talk to Leadership

If you are feeling overworked in your current role, you should ask for help from leadership. If you have good leaders, it shouldn’t reflect poorly on you that you want to better manage tasks. Try to come up with a solution together, whether that’s hiring more help, offloading responsibility to another less-utilized individual or department, or by streamlining processes.

Delegate Tasks

If you find yourself overworked, and you are the leadership – delegate! Handing off tasks can be difficult; many people believe that time invested in bringing someone up to speed could have been the time used to just do the task yourself. However, while training someone up on a new task can be time consuming in the short term, in the long term it will benefit your workload for the better. After all, this is what junior team members are for! Utilize them.

Prioritize

This may seem like the easy answer, but prioritizing tasks can truly have a positive impact on time management and ultimately easing your workload. Schedule out blocks of time for recurring tasks, and set the expectation with your team that you will only devote that amount of time to the task per day, week, or whatever you decide. By setting firm boundaries, but still prioritizing the right tasks, you can better manage your workload.

After completing these steps, if your employer is unable to help alleviate this workload stress, it signifies poor management on their part – that could be present in other areas of the business. In this case, it’s probably time to move on and prioritize your mental health.

#3 – Stress from Lack of Recognition

In many work environments, particularly in team settings, it can be an unfortunately common occurrence to not receive recognition for individual actions and successes. In fact, 23% of our respondents credited this lack of recognition as their main form of workplace stress. Research by Deloitte confirms this, finding that “the top driver of burnout... was lack of support or recognition from leadership.”

Therefore, in order to avoid these pitfalls in your next role, ask your interviewer how they work to recognize individual contributions to greater goals. Good employers should have programs in place that help support their workforce. Look for things like quarterly awards, awards based on something other than metrics, room for merit-based promotions, and individual recognition.

If you are in a leadership capacity today and don’t have programs like this in place – make them! Whenever a success is achieved, congratulate each individual and thank them for their personal contributions in front of the team. This will help them feel recognized, valued, and can help with retention.

Remember – leaders set the tone. To avoid stress from lack of recognition in your next role, look for leadership that puts in the extra effort to celebrate individual performance and achievements.

TLDR – What to Remember

Ultimately, every workplace is different. This list does not encompass all stressors experienced by workers, however it’s a good place to start. If you’re looking for further support and tools, the CDC has created a great set of tools for stress management in work settings that covers all the bases. Just remember and put these key indicators to practice in order to help you find and join a healthy work environment.

Whether you’re looking to make a career move due to stress, are just wanting to improve your current situation, or are seeking better ways to build up your team as a leader – working with a recruiter can help you achieve those goals. They can give insight into what it’s actually like to work for a company in your industry, and will advocate for you to land in your best situation. Blue Signal’s talent acquisition professionals are experts on spotting green flags and will get you headed on the right path to achieving workplace mental health. Reach out today to get started, and alleviate your work-based stress.

Blue Signal CEO Named Among 2022 Phoenix Titan 100

May 20, 2022 by Amber Lamb

Titan CEO and headline sponsors, Class VI Partners and Wipfli LLP, have named Blue Signal’s CEO Matt Walsh as a 2022 Phoenix Titan 100. The Titan 100 program recognizes Phoenix’s Top 100 CEO’s and C-level executives. They are the area’s most accomplished business leaders in their industry using criteria that includes demonstrating exceptional leadership, vision, and passion. Collectively, the 2022 Phoenix Titan 100 and their companies employ upwards of 90,000 individuals and generate over $32 billion dollars in annual revenues.

“The Titan 100 are shaping the future of the Phoenix business community by building a distinguished reputation that is unrivaled and preeminent in their field. We proudly recognize the Titan 100 for their successes and contributions. We know that they will have a profound impact that makes an extraordinary difference for their customers and clients across the nation.” says Jaime Zawmon, President of Titan CEO.

This year’s Titan 100 embody the true diversity of Phoenix’s business landscape. Representing technology, distribution, healthcare, construction/real estate, food/beverage, self-storage, hospitality, professional services, and non-profit organizations, among others.

“On behalf of all the partners and associates at Wipfli we congratulate all the Titan 100 winners. It’s an honor to recognize this diverse group of leaders in the Phoenix community. We appreciate the lasting impact each leader has made, and continues to make, in building organizations of significance both here in Arizona and abroad. Your ingenuity and creativity have set you apart, and the honor of being seen as an industry Titan is richly deserved,” says Michael Vaccarella, Partner at Wipfli.

Since founding Blue Signal in 2012, Matt Walsh has instilled several core values into the organization. He believes that excellence, transparency, integrity, commitment, and respect are all core tenants of a good business – and even just a good person. In addition to these core values, Matt has worked to set high ethical standards for the team regarding diversity, equity, and inclusion with 100% of our workforce being trained in the subject. His contributions not only help improve business operations within the local Phoenix community, but also with companies across the globe.

This recognition is a great reassurance that we are on the right track. We are incredibly honored to be listed among so many of the best leaders, drivers, and innovators in our community.

David C. Tolson, Managing Director at Class VI Partners said it best, “Congratulations to all Titan 100 honorees! We are so proud to be affiliated with the Titan 100 program that recognizes exceptional leadership and true diversity within the Phoenix business community. The leaders and industries selected are proof that the Phoenix Titan 100 are positively impacting the entire Arizona market.”

About Blue Signal

Having successfully completed over 1,600 search projects, it’s no surprise that Blue Signal has the experience, relationships, and tools to help you grow your career. Our deep industry knowledge – from 215 combined years of recruiting experience – and streamlined processes help clients to secure high-caliber talent within tight timeframes. As a top executive search firm, we have been a driving force in our clients’ professional successes. At Blue Signal, we immerse ourselves in both our clients’ businesses and our candidates’ careers to fully understand top priorities and the best direction of both parties. Our reputation is built on our ability to consistently incorporate these priorities into all of our searches to make long-term, impactful connections.

About Titan CEO & Titan 100

Titan CEO brings CEOs together through private events and roundtables. They also provide private, instructor-led peer groups for Titan CEO members. Held monthly, their CEO peer groups are designed to meet a CEOs unique need as a business leader by facilitating curriculum that helps to build business valuation and tackle everyday business challenges. They offer a suite of resources including private coaching, high-level networking, and executive level retreats. Through their community, they aim to work with CEOs to help them connect and grow as Titans of industry.

About Class VI Partners

At Class VI, they understand that selling a company is a big, big deal and that those who do invest a lot more than just money. Each transaction is so unique from the next, so they leverage technology to enhance the effectiveness of their experienced team to provide customized personal and business offerings, transaction services, and entrepreneur-focused wealth management solutions. Learn more at classvipartners.com.

About Wipfli LLP

At Wipfli, they're committed to providing industry-focused assurance, accounting, tax, and consulting services that make a lasting, positive impact on their clients — helping them overcome personal and business challenges and plan for future success. Wipfli ranks among the top 20 accounting and business consulting firms in the nation, with more than 127,000 clients and 3,100 associates. They're proud to give their clients the value and experience of a diverse firm that specializes in a wide range of services and industries, dedicated to enduring results, outstanding service and lifetime relationships. Learn more at wipfli.com.

Top 5 Hiring Trends in 2022

February 11, 2022 by Aylish DeVore

Looking back on 2021 hiring trends, the hiring industry has learned a lot about how to pivot and excel in an ever-changing job market. As we’ve already started to see the many differences we’ll navigate in 2022, some hiring trends will remain the same. The war for talent is still prevalent and the candidate-driven job market persists. Remote work is not going anywhere, but even so has seen subtle differences today compared to hiring trends a year ago – along with new sets of trends beginning to emerge. Beyond acknowledging these trends as they occur, it’s important for businesses large and small to innovate and properly prepare for success. Offering candidates benefits they care about, hybrid work, DEI initiatives, upskilling, and automating processes are all covered in this overview of 2022’s hiring trends.

1. Candidates Want More Than a Paycheck

No different than 2021, candidates still have the power in the job market as we navigate through the war for talent. In 2022, experts don’t see this hiring trend shifting which means employers must remain flexible in their offerings and be open to what candidates are actually seeking. Simple benefits like sign-on bonuses just aren’t cutting it anymore. Companies need to get creative and adapt to their candidates’ desires in order to stay ahead of the evident competition. By breaking down non-negotiables such as the ability to work remotely, it tells candidates you are open to being flexible and ultimately want the best for them. Overall, candidates are looking to be treated as human beings – and not just a small cog in a big machine.

Another crucial way to grab the attention of candidates is to ensure there’s updated company branding available for them to learn more about you. Today’s generation of professionals are looking to be a part of a company long-term. To do so, employees need to feel valued, important, and cared for, both at work and in their personal lives. Of course, hiring managers are able to elaborate on values and what sets their company apart in the interview process; but first - they need candidates to apply. Job seekers are looking online for evidence about why a company has potential before they even start the application process. By making this informational hunt easier for them to navigate, you’ll be a step ahead of the competition. Studies have shown that 52% of candidates rely on the information from a company’s website and social media to learn about the employer. Don’t overlook what a critical investment employer branding can be.

2. Remote/Hybrid Work is Here to Stay

Brought on in 2020 by the global pandemic, we’ve seen a spike in remote work. Studies show that 62% of workers aged 22 to 65 claim to work remotely at least occasionally. 2022 hiring trends all point to a continued increase in this area, with a particular focus on the availability of more hybrid working opportunities. Hybrid working conditions are trending to be the top ask among job seekers in this market. Every employee’s situation is different and in today’s candidate-driven market, companies need to provide options for how they work. Be prepared for candidates to negotiate a flexible schedule such as remote, hybrid, or a split shift.

These offers don’t just benefit the employee side, but also benefit the overall well-being of the company. Studies found that remote workers are more productive than in-office staff. Not to mention, remote working opportunities mean that companies can hire from a more diverse pool of talent. Another key factor that plays into these benefits is employee retention. When good candidates are becoming far and few between these days, retention is everything. Harvard Business Review found that remote workers were more likely to stay working for a business longer than colleagues who worked in-office. Overall, it’s important to be flexible and open-minded to what potential employees are asking for. Some people will prefer the office, some people will want to work at home, and others will need a mix of both. The best companies will cater to this hiring trend.

3. DEI Initiatives Now a Must-Have

As the candidate pool shifts to a younger and more socially aware workforce, they are emphasizing diversity, equity, and inclusion (DEI) initiatives when searching for jobs. As we’ve seen an increase in progressive movements towards diversity in the workplace in the past couple years, it’s now become a requirement rather than a nice-to-have. Hiring trends state that in the coming year, businesses need to deliver on these big promises. Candidates are looking at actions rather than words. In 2022, companies will continue to focus on these initiatives, and we’ll see an increase in leadership roles created around diversity and inclusion such as “Chief Diversity Officer” and “Head of DEI.”

Along with the obvious social responsibility that companies should be supporting, DEI plays a critical role in productivity and retention in the workplace. Studies have found that companies in the top quartile for racial and ethnic diversity are 35% more likely (and those in the top quartile for gender diversity are 15% more likely) to have higher financial returns. Hiring trends have also proven that 35% of an employee’s emotional investment in their work, and 20% of their desire to stay at their organization, is linked to feelings of inclusion. Overall, an equitable and inclusive workplace will attract and retain a happier and more diverse workforce, creating success in every aspect of the business.

Wondering where to start? When strategizing DEI initiatives you can implement, start by setting up a diverse hiring team. This helps companies expand their workforce with individuals that bring unique ideas and experiences to the table.

4. Close the Skill Gap; Invest in Existing Employees

Today’s hiring market can be misleading when viewed at the surface level. Hiring trends state that 87% of employers are struggling to fill positions as a result of the skills gap, despite a high degree of unemployment. For companies who are looking to grow and expand market share, this may seem like a dead end. The solution? Promote and invest in education internally. All hiring trends, both current and predicted, lead to an emphasis on candidate’s skillsets rather than years of experience. Top skills being sought out focus on digital talents. Software development, data analytics, digital marketing, cloud computing, problem-solving, and project and change management are among these targeted skills.

By turning the attention to existing employees who are on the cusp of qualifying for a more technically advanced or higher responsibility role, employers avoid the stress of hiring during today’s climate. To be a successful business, we know retention is key. Offering skill advancement opportunities such as trainings and education programs takes retention a step further by saving both time and money. Statistics show that it costs more and takes longer to recruit and train new employees than upskilling current ones. SHRM reports that the average cost per hire in the U.S. is around $4,000, and that it can take an average of about 42 days to fill a position.

It’s hiring trends like these that are encouraging companies to focus internally. Surveys found that 84% of companies are increasing investment in reskilling programs. Amazon for example, recently announced that they were going to upskill 100,000 people in the near future. Above retention advantages, these opportunities promote employee satisfaction, loyalty, and employer branding all at once.

5. Advanced Technology and Automated Practices

As the digital world continues to take over and become more applicable to businesses, automation and AI will continue to be the most utilized hiring trend in 2022. With the new, younger generation set to take over a majority of the workforce, digitally advanced technology becomes critical. For smaller companies in particular, this will be essential in breaking out to compete with bigger businesses who have already been implementing advanced processes.

As we saw remote and hybrid work flourish, companies have since turned to AI technology to build out more automated processes and ways to streamline and communicate. 2022 hiring trends say that automation will go beyond HR and see advancement in all aspects of a business. This will go hand-in-hand with machine learning technology, resulting in an increased need for candidates with this unique skillset.

Taking all these hiring trends into consideration alongside the rapidly evolving and advancing job market; more companies are turning to recruiters and search firms. Navigating a new hiring market can feel like a full-time job in itself. That’s why there’s specialized recruiters in every industry space. Recruiters can help your company learn new hiring skills for this evolving world of work, expanding beyond being a personable employer and a good company. At Blue Signal, all our recruiters specialize in developing personal branding, adapting to industry changes, and offering insights to business leaders in their niche. Gaining insight on how to effectively work, interview, hire, manage, and communicate remotely can help you be the best hiring manager possible throughout today’s hiring trends. No matter the challenge you face, Blue Signal can help.

Why You Should Hire a Veteran in Your Next Open Role

January 12, 2022 by Aylish DeVore

With the effects of the Great Resignation still ravaging many companies, this job market is unlike any we’ve ever seen. Millions have left their jobs in pursuit of new opportunities, which has left a lot of hiring managers with the arduous task of filling those vacant roles. Finding top-quality talent is always a struggle, but today, it’s even more so. Getting an edge over the competition is simple — consider a veteran hire in your search.

The Benefits of a Veteran Hire

It’s tough for some veterans to find sufficient full-time work after service. According to the white paper “Challenges on the Home Front: Underemployment Hits Veterans Hard,” almost 16% of veterans are underemployed. So why should you consider hiring a veteran? Not only does this help to give back to those who have served, but in a recent study, around a fifth of employers said a veteran’s experience was indispensable to the betterment of their organization. Veterans gained a unique set of skills, abilities, and even education during their time serving. Depending on the role they held in the military, they could have a one-of-a-kind perspective to bring to your company.

For instance, imagine you’re looking for someone in a management or C-level position. Hiring a veteran is a no-brainer! “They [veterans] perform better under pressure... Service in the military may prepare one to make tough decisions and show leadership in tough times,” says Efraim Benmelech from Kellogg Insight. Many veterans have hands-on leadership experience in the military that can easily translate to the civilian world and ultimately better your organization. For example, an active security clearance lets employers know that they already had to pass a hefty background check. In the telecom industry, as well as others, this helps open doors for companies working on government contracts. Whatever the case, we’re here to help our nation’s veterans highlight their military service skillsets in the best way possible!

Another great benefit for companies hiring veterans is the Work Opportunity Tax Credit, an initiative by the federal government to help certain groups of people that may get overlooked, get hired - including veterans. By hiring a veteran in your next job search, you could potentially save on your company’s taxes, making hiring veterans a win-win situation for everyone.

Blue Signal Search Veteran Recruiting

Here at Blue Signal, we’re committed to connecting veterans with the companies and jobs that are a great match for both parties. Veterans have a lot to offer in the job market, including leadership experience, education, technical skills, a great work ethic, and more. To achieve our goal of getting more veterans hired in the coming years and beyond, we’re going to be targeting more veterans in our searches and seeking them out amongst other qualified candidates. If you’re a veteran looking for a job, we want to hear from you!

Why Our Team is Different

So why should you, as a candidate or potential client, work with us versus one of the other recruiting firms out there? To us, you’re not just a number — our primary goal is to maintain great relationships and help everyone achieve their goals, whatever those might be. Besides our commitment to you, we offer veteran recruiting as a specialty, which includes access to members of our team who have served or are currently serving in the military:

Learn More

Alex Bolan

EXECUTIVE RECRUITER

Although a newcomer to the recruiting world, Alex has an extensive track record of success when it comes to creating and maintaining long-lasting business relationships. With his insight into sales and consulting, he is able to help any company meet and exceed its talent acquisition goals. Alex began his military career in 2017 and is currently serving in the US Army Reserves. Deployed during the majority of 2020, he learned many new and valuable skills to bring to the table in his job as a recruiter, including flexibility, perseverance, and the value of hard work. He knows that the military teaches you some valuable lessons, but it doesn’t teach you everything - and that’s what he’s here for. His goal as a recruiter with a military background is to help veterans achieve their dreams outside of the military, by helping them translate their skills and land them their next job.

In addition to the dedication and experience of our team, veterans we work with have access to many jobs that aren’t posted anywhere else. Partnering with us has its perks beyond just scouring various job boards. Our team helps connect veterans to those jobs that they might not be able to find (or apply for) otherwise. We are there to help through the application and interview process by providing helpful tips along the way.

The bottom line is: we’re willing to go above and beyond to help veterans. Part of that is helping them to translate their military service into beneficial skills in the civilian job market.

Training and Resources

For our veteran candidates, we’re proud to offer many resources, including our newest service you can take advantage of: Resume and Career Services, powered by Blue Signal. If you're looking to get even more out of your job search, sign up now to get a head start on your next career move.

We look forward to serving those who have already given us so much. Contact us today to get started.

8 Questions Successful Managers Ask Before the End of the Year

December 8, 2021 by Aylish DeVore

The end of the year is filled with annual performance reviews, P&L reports, end-of-year budget meetings, a never-ending to-do list, and a thousand other holiday errands. As busy as the end of the year wrap up may be, the opportunity of a fresh start and a new strategic perspective on the coming year is something all leaders should take advantage of. That being said, good business strategy cannot be reduced to a quick planning meeting. It is important to prioritize the time to self-reflect and ask yourself the right questions, because the strategy you plan now has a direct and lasting impact on what your next year will look like. Palena Neale emphasizes that it is vital that leaders make time to reflect on the past year in relation to business goals, actions, values, successes and, of course, their "best" failures.

As you sit down to review the last 12 months and begin planning future strategies, it’s common to feel overwhelmed and left asking, “where do I start?” We’ve gathered a list of the top eight questions successful managers ask before the end of the year to ensure you get started on the right track in the year ahead. These questions are designed to zero in on the important things that tend to get overlooked in the holiday haste. As a best practice moving forward, you can also implement opportunities to review and follow up on these questions quarterly. Checking in on these main ideas will lead to a more realistic view of the overall year and in turn be a more productive use of your time.

8 Questions Successful Managers Ask Before the End of the Year

Question #1: How would I Summarize the Year?

Looking back on the entire year can seem daunting but it’s a great first step in your reflection process. Take a step back and review the past year as a whole. How would you summarize the outcome? Check in with the business goals you had set for the year and see what was met and what fell short. Take this time to dive into the overall performance of your team, individual employees, and most importantly, yourself as a manager.

When looking at the overall performance as a team and individual employees, it’s important to remind yourself to humanize the workplace. It’s okay to report on highs and lows of the year and have open conversations around both. Collaborate with your team about next steps and break down the work that comes from it. When evaluating yourself, don’t be afraid to be brutally honest and truly look for areas of improvement. Once you gather your findings in each area, ask yourself what you can learn from each. List out clear takeaways that you can turn into actions items to accomplish in the future.

Question #2: Where was the Majority of My Time and Energy Spent in 2021?

Pull research and look back to find where your time was allocated the most and where it was lacking in the past year. Are these findings sustainable going forward? Do they make sense in relation to your business goals? When looking at how time was spent, try to pinpoint what caused stress and be aware of signs of burnout.

Stress in leadership can lead to more negative effects than just personal wellbeing – businesses in the US suffer a $300 billion loss every year because of workplace stress. Additionally, almost 60% of leaders reported feeling tired at the end of each day, which can be an indication of burnout. One recent survey found that 44% of leaders who felt worn and used up planned to move to a new company in order to advance their careers. When deciding how to disperse your time, remember that when you’re at your personal best, the company can succeed. Inga Bielińska, a coaching and consulting mentor, recommends looking at the coming year’s agenda and planning for family events to participate in, friends’ reunions or routine outings to go to, winter holidays, summer holidays, and regular “me time” to help combat stress.

Question #3: What Areas Can I Take a Step Back From?

According to a recent survey, developing the next generation of leaders is the top challenge for 55% of CEOs. In most cases, taking a step back will create the opportunity to delegate tasks and responsibilities to those who are ready to step up in the company. This allows you to encourage individual growth on your team and it frees up your time for overall business development opportunities. It’s a win-win. Remember it’s your team who has led the company to its success so far. Trust them to take on more responsibility and show you what they can do!

Once you identify areas you are able and willing to delegate, set aside the time and resources you’ll need to properly train the individuals taking them on. Avoid throwing anyone in the deep end and make sure they are confident in their new role and expectations. Additionally, schedule future meetings to follow up on how things are going after team members have had time to settle into those new responsibilities. This will allow them the opportunity to ask questions and will ensure you are both on the same page moving forward.

Question #4: Where am I in My Personal Five-Year Career Plan?

This is the time to be a little selfish. Just as you would evaluate business performance, it’s equally important to conduct personal evaluations. Check-in with yourself and your business goals – more specifically, where you are in your 5-year plan. You can do this by conducting a personal SWOT analysis and looking at it from a technical standpoint. Loren Margolis, from Training & Leadership Success LLC, suggests asking yourself questions such as, "What are my top leadership strengths and weaknesses?", "What are my growth opportunities?", and "What are the internal (mindset) and external (marketplace) threats to my success?"

In the same sense, take this time to revisit your long term goals. When answering these questions, you’ll determine if you’re on track with your goals and certain areas that need more attention. Remember that all goals are works in progress and you can add and adjust them based on where you are today. Once you’ve reflected and updated, you’ll need to develop an actionable plan to continue on the path to meeting those milestones.

Question #5: How is Overall Employee Engagement?

Once you take a look at your personal progression, the next step is to do the same for your team. This starts with evaluating employee engagement. Studies show that 78% of business leaders are focused on improving their engagements with employees. In turn, engaged employees outperform their peers that are not engaged – and overall, companies with high employee engagement are 21% more profitable. A good place to start asking the right questions is during employee performance reviews. G. Riley Mills, from Pinnacle Performance Company, shares that “despite common conceptions about workers receiving performance-based feedback, research shows that they not only want it, but they also want to give it to you. A whopping 65% of workers want more feedback – and that number swells to 80% for younger workers (76% of which also want to give their bosses feedback).”

Before the new year, carve out the necessary amount of time to meet with employees one-on-one to touch base. Take this opportunity to notice anyone starting to show symptoms of burnout, or those who need more of a challenge. Be sure to set the necessary follow ups to discuss next steps and note who will need more attention in the coming year.

Question #6: What Gaps Does the Team Have?

No team is perfectly balanced all the time, especially when the company needs to make changes to stay competitive – and that’s okay. When looking for gaps, it’s easiest to tackle this separately from performance reviews. Individual annual performance reviews are critical, but they don’t give a holistic, big-picture view of a team. Meet as a team and create an open discussion regarding where employees are noticing gaps – be open to feedback.

Once identified, categorize them by priority. Which gaps are the most important to close and which are less urgent? Analyze what it would take to close them, such as incentives for the team to work harder, redistributed duties, improved technology, new hires, or more training. Prioritize which gaps to close based on projects and available resources. Oftentimes this can lead to the realization of necessary budget increases for departments. Going into that discussion with this tangible analysis can help increase chances of approval.

Question #7: What Technology Changes are Around the Corner?

Automation, smart devices, IoT, cloud computing, and other advances are changing the landscape very quickly, even in businesses outside the technology industry. No matter the industry, ask yourself how you will remain innovative in the near future. As remote work has taken off in the past two years due to Covid-19, technology and processes have advanced quickly to meet the communication standards among teams working across the country. Many businesses have identified software, programs, and devices to implement or better utilize for reliable internal communication, streamlining processes, remote work, etc. The innovation of 5G has brought a particular shift in advancing technology we use daily.

More specifically – cybersecurity has proven to be more important every year. It’s crucial to keep teams up to date about what skills they need to stay competitive. Additionally, pay attention to market trends throughout the year – last-minute technology upgrades are never convenient or cheap. After you reflect on these points, you may find it’s time to hire new IT professionals or teams to manage internal technology advancements. Remember that Blue Signal can help!

Question #8: What Would a Successful 2022 Look Like to Me?

After all the self-reflection and input from the team, the last step is to set business goals and intentions for the year. The hardest part of goal-setting is being realistic. Keep in mind – not all dreams should be goals. A great place to start when mapping out your business goals is to ask yourself what will stay the same, what will change, and how. All of these answers should lead to insightful follow up questions and provide you with the necessary steps needed to plan for success.

When setting these intentions, it’s important to focus on hard numbers and actionable projects. In turn, this helps outline expectations and clearly communicates what considers a goal complete. The best goals have benchmarks and key performance indicators to measure success along the way. A great tip is to dig up your previous business goals - not just from this last year, but 3-5 years back - and look for trends. Look for similar, overly ambitious goals you tend to make year after year and decide how to make them more achievable or choose to scrap them altogether. If you find yourself getting stuck and unsure of what’s important, ask your team for input! This will ensure all department’s individual business goals are represented in some way when it comes to the company’s future plans.

Once you’ve settled on your goals – memorize them. Throughout the year you should be able to clearly visualize what you’re going to accomplish – almost manifesting the outcome. Share company business goals with your team as well and remind them to refer back to them often.

In the busy month of December, it is easy to get buried in small tasks and miss critical opportunities to get ahead in the coming year. Optimizing these questions can help you stay organized and zero in on important business goals and action items to take. When reflecting, remember to celebrate the wins as a team and try not to tread on the goals you didn’t hit. A new year is the perfect opportunity to clean the slate and start fresh with an ambitious mindset. Alexsys Thompson, from Alexsys Thompson Intl., states that “as a leader reviews the wins and losses of the previous year, it is powerful to revisit the wins that were experienced, and acknowledging the misses through story will help ensure lessons are taken forward as valuable learning experiences.”

As you build out your 2022 strategy, remember Blue Signal can be a vital resource! Our seasoned recruiters can partner with you to help answer these questions and deliver action items related to hiring to hit your business goals in the year to come. Contact our qualified team of recruiters to learn more about the wide range of services we offer.

2020-2021 Blue Signal Virtual Summit Awards

January 14, 2021 by Aylish DeVore

In 2020, Blue Signal expanded its recruiting team to 24 full-time recruiters, brought on an additional 3 operations team members, and awarded several promotions to some of its senior team members. We placed over 300 qualified candidates in exciting new roles, and despite the difficult circumstances brought on by Covid-19, we were able to exceed our annual revenue from 2019. This year our annual Blue Signal Summit looked a little different as it was held virtually, rather than in-person in Scottsdale, Arizona. None the less, we were elated to come together to review our record-breaking 2020 awards and discuss big plans for 2021 and beyond.

If it weren’t for our incredible leadership, we would not be where we are today. At the Summit, Blue Signal Owner and Executive Vice President, Matt Walsh, announced several awards to recognize some of our top performers and exemplary mentors.

Top Cash In & Top Billings 2020 - Ryan Walsh

Within his first two years in the industry, Ryan Walsh has achieved the awards for Top Cash-In and Top Billings two years in a row - a feat unheard of in recruiting. This past year he was promoted to Senior Recruiting Manager for his diligence and eagerness to share knowledge with junior members of the team. While accepting his award, Ryan took the time to thank his team and the fellow recruiters that worked together on split placements that all contributed to securing these milestones. He also gave a special shoutout to our Project Manager Kimberly Sjurson, who was brought on just six months ago and has truly made a huge impact at Blue Signal through her hard work and dedication.

MVP Award 2020 - Lacey Walters

As the “lifeblood of Blue Signal,” Lacey Walters was recognized as the three-time recipient of the MVP, Top Contributor award. During his speech, Matt mentioned that without Lacey’s daily, behind-the-scenes work, none of what we do at Blue Signal would be possible. Over the years, Lacey has been able to grow her team, and by building an incredible support system she leads the execution of all marketing aspects for Blue Signal with ease. She is truly the company’s MVP and has proven it time and time again as she contributes to the company’s overall success and earns this acknowledgment.

Record-Breaking 2020 Awards - Jonathan Lee

Excellence Award 2020 - Jonathan Lee

In his announcement, Matt congratulated Jonathan Lee with the nickname “Jonny Excellence,” as this award was created specifically with him in mind. Matt voiced his appreciation of all Jonathan’s support, as he is always there to help with the most positive attitude and continues to put in the extra mile in all he does. As the first recipient of the Best Support Award at last year’s summit, it comes with no surprise that Jonathan is yet again acknowledged for his hard work. Jonathan is constantly focused on excellence for himself and the team and is truly a beacon of the word. We’re extremely grateful to have Jonathan as part of the team!

Record-Breaking 2020 Awards - Kelsey Campion

Top Contractor Billings 2020 - Kelsey Campion

With over $100K in contractor billings, Kelsey Campion secured the award for the Top Contractor Billings in 2020. Matt said it best when he described Kelsey as an “absolute machine” when it comes to contract roles. He mentioned her extreme dedication and work ethic as she is always making herself available by working nights, weekends, and holidays to secure her roles and keep pushing for more. Kelsey’s efforts this year played a huge part in Blue Signal being recognized as part of Forbes’ annual list of America’s Best Temporary Staffing Firms for 2020. We don’t know how she does it, but she continues to improve and outperform her personal records on a regular basis.

Record-Breaking 2020 Awards - Brent Stokes

First Year Top Billings 2020 - Brent Stokes

In order to recognize Brent Stokes’ mind-blowing performance, this award was newly created to recognize his achievements as a new member of the Blue Signal team. With almost 4 years of recruiting experience behind him, Brent joined Blue Signal in February of 2020 and was able to secure over $300K in total billings in the remaining 10 months of the year. In his speech, Matt congratulated Brent on all he has accomplished and shared his appreciation for Brent’s dedication to learning, and for serving as a role model for others to learn from. We hope to replicate this kind of success and drive in future recruiters to come.

These 5 individuals embody Blue Signal’s core values of excellence, transparency, integrity, commitment, and respect. They put clients and candidates first, no matter the circumstance; and drive the culture of the organization through leading by example. These standout team members earned their prestigious recognition, and we are all excited to see what success 2021 will bring them, and the company as a whole.