Hanna Vogel Transitions to Talent Sourcer Role

Hanna Vogel Transitions to Talent Sourcer Role

 

LUTZ BUSINESS INSIGHTS

 

Hanna Vogel

hanna vogel transitions to talent sourcer role

Lutz, a Nebraska-based business solutions firm, recently transitioned Hanna Vogel to a Talent Sourcer position in its Talent division. In her new role, she is responsible for interviewing and placing candidates. Vogel focuses on the accounting, finance, office administration, and human resources sectors.

Hanna has over two years of experience in client service, previously interning in Lutz’s HR department in 2021 and working as an Administrative Assistant during tax season 2022. She graduated from the University of Nebraska-Omaha with a Bachelor’s degree in human resources management.

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8 Ways To Get (And Stay) Motivated At Work

8 Ways To Get (And Stay) Motivated At Work

 

LUTZ BUSINESS INSIGHTS

 

Motivated At Work

8 ways to get (and stay) motivated at work

Steve guenther, client relations manager

 

We’ve all been there. You get started on a new project at work and you’re fired up about it. Things go smoothly for a little while, and then eventually, getting anything done feels like pulling teeth. That motivation to work hard and produce great results can fade just as quickly as it starts. So, what do you do?

Motivation is a crucial part of business. Whether you’re working alone or in a team, it’s an important skill to grow. Unmotivated teams tend to be less productive and more likely to have higher turnover rates. So, lack of motivation is not only stressful, it actually costs you money!

If you are ready to beat that mid-project slump, here are eight tips on how to get (and stay) motivated at work:

1. Set goals and timelines

Your goals should be established by using the SMART method to nail down what’s important. Many goals look huge at first glance, but breaking them down into daily, weekly, and monthly tasks can help you manage them. Finishing a task is always a nice feeling and splitting your goals into bite-sized pieces will help you monitor your progress and motivate you with each step. When you have several relatively simple tasks to complete instead of one big, looming project, you’re less likely to be overwhelmed.

2. Avoid procrastination

This one is hard to follow, but here’s the truth: We all have things we don’t really “like” to do. But continuing to put them off doesn’t get them done any faster. Whenever you can, try to complete these less desirable tasks as soon as possible. With them out of the way, you can move on to other, more enjoyable work. This also ties in with number three.

3. Make strategic use of rewards

You read that right! Rewards aren’t just for kids anymore. Rewards give us dopamine and that quick hit of excitement can do wonders for motivation. It doesn’t have to be anything huge or fancy but consider treating yourself after you finish a particularly stressful project or task. When you combine this with time-blocking, such as the Pomodoro Method, this technique can be especially effective. Work for a set amount of time, and then take a short break as your “reward.” The anticipation will keep you going even when motivation runs low.

4. Keep work at work

Our brains need time to rest and recover in between periods of intense work, just as we rest our bodies after a workout. Make work-life balance a priority and focus on the things you love while not at work. Spend time with your loved ones or take up a hobby. Anything that energizes and nurtures you. That way, when you come back to the office, your mind will be refreshed.

5. Adopt a positive attitude

Look, no one’s job is fun all of the time. There will be stressful times, but we cannot control them. What we can control is how we react when faced with negativity. Will you choose to get wrapped up in drama or worrying, or will you move forward with a positive outlook?

6. Have a support system at work

You don’t have to be best friends with your coworkers, but the workday will be a lot more pleasant if you find some people to connect with. Surround yourself with individuals who are positive and make you feel good. Having colleagues that you feel comfortable talking with and that you can trust will help ease your stress.

7. Take control

Too often we get wrapped up in worrying about things we can’t control. Do it enough, and you’ll not only lose motivation, but you’ll also fall behind on things you actually can control. This also ties in to number five above. Adopt a positive outlook, take ownership of things that you can do something about, and if it can’t be helped, let it go.

8. Take care of yourself

Work is important, but there’s only one you. Try your best to get enough sleep, eat a balanced diet, and move your body. We all know that we feel sluggish and unmotivated if we’re tired, hungry, or sad. So, by making sure your physical and emotional needs are met, you’ll have a much easier time staying motivated.

The workplace can be a stressful place sometimes, but it’s not impossible to regain motivation when you need it. Whether you’re a manager or an employee, you can use these strategies to get motivated, stay positive, and produce your best work. For more information on how we foster a positive workplace at Lutz, contact us or check out our current opportunities.

ABOUT THE AUTHOR

402.763.2969

sguenther@lutz.us

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STEVE GUENTHER + CLIENT RELATIONS MANAGER

Steve Guenther is a Client Relations Manager at Lutz Talent with over 20 years of experience in a hiring and managerial capacity, and more than five years in staffing/search. He is responsible for assisting clients through the hiring process by searching for and selecting potential candidates that will fit their current and future business needs. Steve focuses his efforts on the accounting, finance, human resources, and office administrative industries.

AREAS OF FOCUS
  • Recruiting & Search Services
  • Temporary Staffing
  • Direct Hire Placement
  • Client Account Managment
AFFILIATIONS AND CREDENTIALS
  • Predictive Index Analyst, Certified
  • Organization Analysis & Design, Certified
EDUCATIONAL BACKGROUND
  • BA in Business Administration, Wayne State College, Wayne, NE
COMMUNITY SERVICE
  • Saint Columbkille Catholic Church, Parish Member, Volunteer

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3.30.22 | Top HR Trends for 2022 | Recording

3.30.22 | Top HR Trends for 2022 | Recording

 

LUTZ BUSINESS INSIGHTS

 

Top HR Trends 2022

Top HR Trends for 2022

3.30.22 | RECORDING

The business landscape continues to evolve, and how and where we work remains in flux. As a result of the unprecedented challenges presented by the COVID-19 pandemic, the needs of employees continue to change and expand as well. In this presentation, Stephanie Hand and Chris Bouchard will cover the top HR trends for 2022 and how to lead your company through the ever-changing environment.

Key Takeaways:

  • Top HR Trends for 2022
  • Considerations for Employee Retention
  • What Attracts Today’s Candidates

Seminar Level: General Human Resources Knowledge and Up

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Is Your Business Staffing Strategy Working for Your Company?

Is Your Business Staffing Strategy Working for Your Company?

 

LUTZ BUSINESS INSIGHTS

 

Business Staffing Strategy

is your business staffing strategy working for your company?

chris bouchard, LUTZ Talent shareholder

 

Do you spend more time than you would like worrying about your current and future hiring needs? Whether you’re a small business or a large established firm, the success of your brand depends on its staffing strategy.

Your employees are one of the greatest assets to your company. Nonetheless, businesses continue to struggle to plan and effectively manage their human resources. In fact, forty-three percent of human resource specialists claim that manpower is the biggest investment challenge for businesses.

The most common staffing issues companies face include skill limitations, high turnover, poor productivityover-employment, and constantly changing business views. These matters may be alleviated by using an effective staffing plan. Consider these five tips for building a successful staffing strategy for your business.

 

What is a Business Staffing Strategy?

As a company, it’s crucial to identify and evaluate your staffing needs to gain insight into the types and number of employees needed to accomplish your goals. Your staffing plan should answer the following questions:

  • What is the job that needs to happen?
  • What is the number of employees needed to complete the job?
  • What is the experience and skill set required to do this work?
  • What skill gaps and redundancies need to be addressed and streamlined?

Business staffing strategies can consist of the whole company, or it can pertain to: 

  • Small groups
  • Specific projects
  • Independent departments 

For instance, say that your company’s business goals are to broaden its sales force next year. Having a staffing plan in place can help you put properly skilled employees in the right position at the right time to ensure productivity. It also provides your sales department with the support needed to prepare for and manage next year’s growth successfully.

 

The Benefits of a Business Staffing Strategy

With a business staffing plan, you can curb issues that, otherwise, might delay or hinder growth or the quality of your services, which would likely cause dissatisfied customers and possibly a loss of business opportunities. A good staffing plan will contribute to your business’s ability to:

  • Eradicate skills gaps
  • Enhance productivity
  • Lessen the cost of labor
  • Bolster the customer experience
  • Optimize your business growth
  • Step-up employee engagement
  • Reduce employee turnover and increase retention

It will also aid in guiding financial and budgeting policies within the company. An effective staffing strategy necessitates three main measures:

  • Assessing existing staffing levels 
  • Projecting anticipated staffing needs
  • Distinguishing the gaps separating the two

Once you understand what a business staffing strategy is and why it’s important, you will need to begin calculating your staffing needs to create a plan that fits your company.

 

Calculate your staffing needs and devise a strategic plan

1. Identify Your Business’s Goals

Before you make any changes, it’s important to identify your company’s goals. What do you want to accomplish or improve in the next month, year, or five years? Each company’s priorities are different, but you will want to make sure that your goals align with your staffing plan to garner the best results.

2. Assess your Company’s Existing Staffing Reality

After identifying your goals, you should examine your existing staffing climate. Be especially aware of:

  • Potential leaders and high performers  
  • The company’s total number of employees
  • What are the competencies and skills in the workplace?
  • Employee tenure and age (for forecasting retirement figures)
  • Low-skilled or job-hopping employees that can suggest turnover
  • The size and work location of each team member (staff distribution)

This helps you realize your current staffing circumstances and distinguish employment opportunities and needs in the future.

3. Forecast future staffing needs 

Once you measure your present staffing environment, you can better determine your future needs. While performing your workforce assessment, consider the variables that can impact staffing options and opportunities, such as: 

  • Business goals 
  • New item launches
  • Unemployment rates 
  • Shifts in the economy
  • Marketplace labor costs
  • Projections and fluctuation rates
  • Your rivals are recruiting key talent 
  • Anticipated acquisitions and mergers
  • Business expenditures (newer technology) 

Each of these external and internal elements can shape your workplace and staffing demands.

4. Perform a Gap Analysis

Now that your current and future workforce assessments have been completed, go ahead and evaluate both results to check for gaps.

  • Are there any discrepancies? 
  • Does your company require more staff?
  • Is your workforce where it needs to be right now?
  • Is your staff lacking the skill set needed to meet your future business goals?

Take note of anything missing to adjust your plan accordingly.

5. Create Your Staffing Plan

Now that you’ve completed your workforce needs analysis, it’s time to create your plan. Your business’s staffing strategy could include: 

  • Guidelines to adopt a training program that identifies and resolves skills gaps. 
  • Tactics for recruiting new talent.
  • Opportunities to invest in the continued education and development of your staff.
  • Procedures for integrating contractors.
  • Processes for promotions and retirements.

Throughout this process, it is essential that you collaborate with the business’s heads to develop a comprehensive action plan to clarify personnel needs that coordinate with your company’s culture, mission, and goals.

 

Conclusion

Lutz Talent can help your business place the right people in the right positions at the right time. If you’re ready to take your staffing strategy to the next level, contact us today. You can also visit our website to learn more about our staffing services or read related articles on our Lutz Talent blog. Our team of recruiters looks forward to helping your business find what matters.

ABOUT THE AUTHOR

402.769.7059

cbouchard@lutz.us

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CHRIS BOUCHARD + TALENT SHAREHOLDER

Chris Bouchard is the Talent Shareholder at Lutz with over 16 years of staffing and recruiting experience. He focuses on direct-hire and temporary staffing and strategic assessment and selection of potential candidates with an emphasis on human resources, accounting, finance, and office administrative positions.

AREAS OF FOCUS
  • Recruiting and Search Services
  • Confidential Replacements
  • Temporary Staffing
  • Salary Reviews
  • Position Description & Advertising Analysis
  • Screening & Selection Assistance
  • Outplacement Services
AFFILIATIONS AND CREDENTIALS
  • Association for Corporate Growth, Member
  • Financial Executives International, Member
EDUCATIONAL BACKGROUND
  • BS, Northwest Missouri State University, Maryville, MO
COMMUNITY SERVICE
  • Habitat for Humanity, Volunteer
  • Together Inc., Volunteer
  • Nebraska Humane Society, Volunteer

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Lindsey Sparks Transitions to Recruiter Role

Lindsey Sparks Transitions to Recruiter Role

 

LUTZ BUSINESS INSIGHTS

 

Lindsey Sparks

Lindsey Sparks Transitions to Recruiter Role

Lutz, a Nebraska-based business solutions firm, recently transitioned Lindsey Sparks to a Recruiter role within its Lutz Talent division. In her new position, she will be responsible for placing candidates for Lutz Talent clients, as well as assisting with filling internal roles at Lutz. She specializes in search and staffing for administrative, human resources, accounting and finance positions.

Sparks joined the Lutz Talent team in 2021 as a talent acquisition assistant, where she gained experience reviewing applications, writing job ads and corresponding with candidates. She graduated from the University of Nebraska-Omaha with a Bachelor’s degree in journalism.

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Lutz adds Cradick and Driewer to Omaha Office

Lutz adds Cradick and Driewer to Omaha Office

 

LUTZ BUSINESS INSIGHTS

 

Laurie Cradick
Laurie Cradick

Lutz adds Cradick and Driewer to Omaha Office

Lutz, a Nebraska-based business solutions firm, recently added Laurie Cradick and Abraham Driewer to its Omaha office.

Laurie joins the Talent division as a Client Relations Manager. She is responsible for helping business leaders find the best long-term talent to reach their business goals. Cradick graduated from Truman State University with a Bachelor’s degree in business administration.

Abraham joins the Accounting division as a Staff Accountant in the audit department. He is responsible for performing audits, reviews, and compilations for clients in a variety of industries. Graduating from the University of Notre Dame, he received his Bachelor’s degree in accounting.

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