Human Resource Roles

The Do’s and Don’ts of Employee One-on-One’s

by Lauren Molitor | June 23, 2017

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS

One-on-one meetings with your employees might seem like a time-consuming effort, but the return on investment is huge. … Read More »

How to Know if you are Working with the RIGHT Recruiter!

by Marketing Team | June 9, 2017

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS get connected, main whats happening

We know how important the hiring/recruiting process has become. And it all starts with selecting the RIGHT RECRUITER or RECRUITING ORGANIZATION … Read More »

From “Personnel” to Strategic Partner. The Evolution of Human Resources!

by Jeanne Knutzen | August 12, 2016

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS get connected

The PACE Staffing Network has been around 40 years - long enough to experience the changing role of Human Resources in the local business and professional community. … Read More »

PACE Celebrates Human Resources…

by Marketing Team | August 5, 2016

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS, INFO AND RESOURCES FOR JOB SEEKERS main on the move

PACE Celebrates HR professionals who play a critical role in the success of NW businesses! … Read More »

NOW is the Best of Times for HR PROFESSIONALS!

by Marketing Team | July 11, 2016

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS, INFO AND RESOURCES FOR JOB SEEKERS main whats happening

HR professionals are highly sought after and your expertise is highly valued and appreciated. … Read More »

Admins are Filling BIG SHOES in our Local Marketplace!

by Marketing Team | June 20, 2016

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS main whats happening

Today, the requests we get for Administrative Assistant or Executive Assistant roles are just as detailed as any request for someone to fill a professional or managerial role. … Read More »

Hiring is Never Easy. Finding the “Right Fit” is Even Harder!

by Jeanne Knutzen | June 20, 2016

0 Blog, Hiring.Best Practices, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS get connected

We know there are some timeless “best practices” for hiring right that are particularly important when talent pipelines are lean. … Read More »

The NHRMA Conference is Right Around the Corner…

by Jeanne Knutzen | May 25, 2016

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS, PACE News!

We’ve Signed Up to be at the NHRMA Conference in Bellevue, WA... Have You? … Read More »

Human Resources is the Place to Be!

by Marketing Team | May 18, 2016

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS, INFO AND RESOURCES FOR JOB SEEKERS, What's New in Staffing? Whats Happening

While large employers have been beefing up their HR teams for the last several years, smaller, more medium sized companies are just getting into their recruiting rhythm and are adding HR staff as their way of getting into the race. … Read More »

How to Select the Right Staffing Partner

by Jeanne Knutzen | April 7, 2016

0 Blog, Flexible Staffing Strategies, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS

A Seattle Staffing Agency “Point of View” Selecting the right vendor to support your needs for temporary and contract staff has become an increasingly important purchasing decision for many Seattle area employers. … Read More »

How to Do a Meeting Debrief Regardless of the Topic

by Guest Author | October 14, 2015

0 Blog, Human Resource Roles

I don’t know any time when you could become obsolete or irrelevant quicker than today. The world is moving faster than ever. New technologies are changing the way we work and live our lives. We have to stay current with trends and be willing to change regularly. We need to develop an “evolve or die” mentality. … Read More »

Is the Annual Performance Review Disappearing?

by Guest Author | October 14, 2015

0 Blog, Human Resource Roles

In a recent article in The Washington Post, several major firms annual performance review reported they were either eliminating or drastically revising their annual performance reviews. While the cheers from employees and managers might be deafening, the HR world is no doubt shuddering. How will we evaluate performance and determine salary adjustments and promotions? … Read More »

Working Together Effectively After A Harassment Investigation

by Guest Author | September 9, 2015

0 Blog, Human Resource Roles Employment Agency Bellevue, Hiring Seattle, how to get along, PACE Staffing Network, Seattle Staffing, working together

I have an employee that filed a complaint against their supervisor for alleged harassment. An investigation has been completed and it was determined that there was no harassment and the issue was resolved. I am very concerned about the employee and their supervisor being able to work effectively together in the future. What can I do to help them move forward after this situation? … Read More »

To Rise “Above the Crowd” You Must “Make a Difference”

by Jeanne Knutzen | September 3, 2015

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR JOB SEEKERS above the crowd, differences, employers, Employment Agency, Employment Agency Bellevue, hiring, Hiring Seattle, jobs, jobs seattle, make a difference, Seattle Staffing Agencies, Staffing Agency, temp jobs, Temporary Staffing

“Above the Crowd” is just one more way for us to talk about “making a difference” which has been a watchword for our company, the PACE Staffing Network, since its founding over 35 years ago. Being different by finding people for our clients who “make a difference”, and by helping our clients differentiate their businesses from their competitors, is, for us, the one and only way to truly rise “above the crowd”. … Read More »

Three Entrepreneurial Tips to Make Your Company More Nimble

by Guest Author | August 11, 2015

0 Blog, Human Resource Roles employers, entrepreneurs, tips

instead of abandoning your employer, consider how you could take a page out of an entrepreneurial playbook and inject new energy into your organization. … Read More »

How Can I Improve The Flow of Communication?

by Guest Author | August 11, 2015

0 Blog, Human Resource Roles Communication, employers

Question: Until recently, I thought we did a good job of communicating with our employees; but now I’m getting blind-sided with issues that I had no idea were brewing and it is obviously affecting productivity. How can I improve the flow of communication? … Read More »

3 Tips to Avoid Playing Succession-Planning Jenga

by Guest Author | July 14, 2015

0 Blog, Human Resource Roles

There's more to succession planning than identifying the next wave of senior managers or VPs. While it's important to groom future leaders for your company, a singular focus on finding "leadership" often comes at the cost of missing talent for lower-level positions. … Read More »

Seattle’s NEW Minimum Wage Goes Into Effect April 1!

by Jeanne Knutzen | March 27, 2015

0 Blog, Human Resource Roles, INFO AND RESOURCES FOR EMPLOYERS, Legal Issues - Staffing

Beginning April 1, both large employers (501 employees or more) and small (500 or fewer employees) located in SEATTLE must pay their employees no less than a hourly rate of $11/hr. – or a base of $10/hr. … Read More »

4 Tips for a Merrier Holiday Office Party

by Jeanne Knutzen | December 23, 2014

0 Blog, Human Resource Roles

By Josh Tolan The winter season, and all its attendant holidays, can make you really take stock of what you have. This is why many companies throw holiday parties for employees. It's a great way to say "thanks" for a job well done this past year. But holiday parties can come with their own set of minefields to navigate. An awkward holiday party is like an employee getting coal in their corporate stocking. Here are some tips to avoid this fate and keep your holiday party as merry as Santa Claus: 1) Keep Your Spirits Bright...but Under Control Tis the season to keep spirits bright, but employees who imbibe too many spirits can be a recipe for a holiday party disaster. By spirits, of course, we mean alcohol, which is often a key component to an office holiday party. You just need to look toward pop culture for an example of how dangerous drinking to excess at the holiday party can be. On the AMC's 60s-era drama Mad Men, a booze-filled party turned into a disaster when a drunk employee ran over the foot of a superior with a lawn mower. Most likely having a few too many drinks won't result in bodily injury, but it can certainly hurt your employee morale. Instead of pouring out hard liquor, pick something more mellow such as wine or something seasonal like eggnog. Watch employees who look like they might be on the verge of drinking to excess and quietly cut them off. Or you could even decide to forgo the alcohol entirely and instead provide fun seasonal beverages. Whatever you do, make sure employees don't wake up regretting their actions at your holiday party in the next morning. 2) Know Your Staff To craft the perfect holiday party, you'll first need to understand the makeup and needs of your employees. These are the same people you connected with in the hiring process, whether through an in-person interview or through online video. Think about their unique needs before scheduling your office party venue. Do most of your workers have families or are they single and ready to cut loose? If your employees are mostly family-minded, you don't want to schedule your holiday party at the new hip bar in town. Instead, you might decide on a holiday fair or family-friendly activity everyone can take part in. Likewise, if your employees are mostly single and looking to have fun this winter, a night out might be more alluring to them than going to a production of The Nutcracker. Many offices, however, have a mix of both types of employees. In this case, you'll want to schedule something that will be fun for everyone. For instance, going bowling or attending a karaoke night will allow the single workers to grab a few drinks and have fun while the families can still tag along and enjoy themselves. 3) Rock Around the Holiday Tree Winter is a great time of year in which many holidays occur. Staying clear of religious affiliation is a great rule of thumb in the office in general, but it's even more important around the holidays. Not all of your employees will observe the same religious holidays, and therefore it's good to keep this time of year as nondenominational as possible. Put aside the manger and Hanukkah candles for twinkle lights and snowmen. It will make your entire workforce feel included instead of just the members that share your religious views. 4) Consider ditching Secret Santa Secret Santa can be very stressful, especially if you end up with a coworker you don't know very well. The episode of NBC's The Office, where horrible boss Michael Scott reacts badly to a homemade present, shows the shortcomings of secret Santa present swaps. Avoid the awkwardness of buying the wrong present by encouraging your office to give to others instead. Start a toy drive or pool all the money that would be spent on gifts to give to charity instead. After all, the season is about giving back and being grateful for the gifts we already have, and no one really needs another scented candle from a coworker who has no idea what to get you. Holiday and Christmas work parties can be great ways to bond with your workforce and say a special thanks for a job well done in 2014. So before hanging up twinkle lights, make sure to check these holiday party tips twice.


  Josh Tolan is the CEO of Spark Hire, a video powered hiring network that connects job seekers and employers through video resumes and online interviews. Connect with him and Spark Hire on Twitter.

9 Low-Cost and No-Cost Ideas for Motivating Employees

by Jeanne Knutzen | November 21, 2014

0 Blog, Human Resource Roles Coaching Employees, Employee Motivation, Job Shadow Program, Mentoring Programs Work Place, Val Grubb, Valerie Grubb

By Valerie Grubb Managing employees can be one of the most challenging–and also most rewarding–responsibilities as you move up within a company. When your management works and you see your employees surpass even their own expectations, it's wildly exciting and incredibly fulfilling! If you're new to managing employees – the great news is that you don't need a big budget to inspire your employees. The strategies listed below can help you motivate and engage your employees, even under the tightest financial constraints. 1) Provide Interesting Work Management theorist Frederick Herzberg once said, "If you want someone to do a good job, give them a good job to do." So give your employees good jobs by making sure that at least part of their responsibilities includes something of great interest to them. Even for those jobs that are inherently boring, having at least one or two stimulating projects can motivate employees to perform well in the mundane tasks, too. Recommend your employee to a new task force your CEO is forming, for example, or let him or her take the lead at your next staff meeting. Find out your employee's career aspirations, then identify assignments that will expand his or her skill set in the desired direction. The increased productivity you gain by providing interesting projects beyond the day-to-day tasks will more than compensate for the time your employees are away from their regular jobs. 2) Require Managers to Coach and Develop This strategy may sound like a no-brainer. But it bears repeating, because we all know managers who are slackers when it comes to coaching and developing their employees–and in these uncertain times, employees need feedback more than ever. Remember, employees join companies, but they leave managers. So hold your managers accountable for coaching employees to achieve outstanding results and developing their staff through mentoring and training opportunities (see the next two bullet points). If they aren't fulfilling those responsibilities, replace them with people who will. 3) Establish a Mentoring Program Seventy-one percent of Fortune 500 companies offer mentoring programs to their employees. Why? Because those companies recognize that such programs bring a multitude of benefits to both protégé and mentor. Mentoring employees (especially new hires) can lead to better retention while mentoring aspiring talent can form the cornerstone of succession planning. Mentoring programs traditionally pair a junior employee with a more experienced colleague, but there's no need to stick only to this format. Reverse mentoring, for example, can help senior executives keep up with cutting-edge technology and with company issues that are usually only on the radar of junior staff. Group or situational mentoring is also on the rise for issues such as diversity or high-potential training. And if your company doesn't have a formal program, create your own! Establish mentoring relationships for your employees by tapping fellow executives (and agree to mentor their employees in return). 4) Train Your Employees Training doesn't have to cost money. No-cost and low-cost internal training options include:

  • Establish a job-shadowing program – even if you're the executive your employee is shadowing! Allow your high potentials to gain exposure to senior executives through the projects on your plate.
  • Arrange for monthly luncheons with your top executives whereby they can interact and ask questions.
  • Allow your employees to represent the company at a public function (charity fundraiser, sporting event, etc.), teaching them the responsibilities when in front of clients.
  • Expose employees to organizations with relationships to yours (e.g., visit a vendor, take a trip to customer's site).
  • Rotate employees into areas in which they need to improve their skills or gain exposure for continued growth.
  • Invite employees to spearhead projects in areas where they need improvement.
  • Read case studies and books on issues that are relevant to your organization, and discuss with fellow executives. (Be sure to find out what books your CEO recommends!)
  • Encourage employees to volunteer for industry organizations where they can develop leadership and management opportunities. Local non-profit groups, school organizations, or community-based programs may also be an option.
5) Roll Out Financial Training All employees need to understand how your company makes money, how individual department budgets connect to the organization's products and services, and how all that information describes the company's financial health. Unfortunately, most employees (including some senior leaders) are woefully ignorant in this area. So have your HR and finance departments team up to teach classes on budgeting and its connection to your company's financial well-being. By teaching fiscal responsibility, you'll soon have employees identifying cost-cutting measures, because they'll be as eager as your CFO to save the money and improve the company's finances. 6) Invite Involvement and Ownership in Decisions Most companies don't prioritize involving employees in decisions that affect them. Perhaps it's time to reconsider that practice, though. Keeping employees in the loop is not only respectful, but it's also practical: people who are closest to a situation typically have the best insight on how to improve it. Employees on the ground floor of an issue often know what works (and what doesn't) and can provide valuable insight into how to resolve the issue quickly and effectively. In addition, employees who have a hand in crafting a solution are more invested in working toward its success. 7) Increase Visibility and Opportunity Motivate employees by recognizing when their performance goes above and beyond. You can do this through publicly crediting them for their work, for example, or by giving them new assignments or additional responsibilities. Keep in mind, however, the first strategy in this list: make sure those additional responsibilities are of interest or value to the employee. (After all, having to deal with even more mundane tasks isn't the reward most people are looking for.) Remember, you get what you reward. 8) Provide autonomy Employees value the freedom to do their jobs as they see fit. So if your employees are able to get their jobs done (and done well) on their own, leave them alone! When you give high-performing employees more autonomy, you increase the likelihood that those employees will continue to perform as desired. Even with new recruits who haven't yet proven themselves in your company, you can provide autonomy in work assignments by telling those employees what needs to be done without dictating exactly how to do it. 9) Train your Managers to Provide Greater Recognition A 2012 Bersin & Associates study indicates that, compared to companies without recognition programs, those organizations that do have such initiatives enjoy 14% higher employee engagement, productivity, and customer service and 31% fewer voluntary turnovers. So tout the accomplishments of employees–and require your managers to do the same. And if your company doesn't already have a formal recognition program, perhaps now is the time to push for one. Next Steps Even if you do have a big budget, simply throwing money around rarely creates a more engaged and motivated workforce. Don't get me wrong–if your employees are underpaid, money is the first step toward making them happier and more valuable members of your organization. But if you really want to engage them, you need to think beyond the paycheck. Many employees work longer than an eight-hour day because that's what it takes to get the job done, but all of us probably know people who put in the extra time and effort because they are totally committed to their company (or have a passion for a particular volunteer organization or cause). They have this drive in large part because they're getting more than a paycheck. There's something that motivates them to go above and beyond–and with the strategies outlined here, you can cultivate a similar commitment and drive in your own employees! Valerie Grubb of Val Grubb & Associates Ltd. (www.valgrubbandassociates.com) is an innovative and visionary operations leader with an exceptional ability to zero in on the systems, processes, and personnel issues that can hamper a company's growth. Grubb regularly consults for mid-range companies wishing to expand and larger companies seeking efficiencies in back-office operations. Her expertise and vibrant style are also in constant demand for corporate training classes and seminars. She can be reached at vgrubb@valgrubbandassociates.com.