Company Culture

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10 Tips for Creating a Positive Company Culture

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Franchise company culture plays a large role in a company’s success. A positive company culture will encourage employees to work harder and stay with your company longer. Employees will also look for ways to help the business become more efficient and more profitable. When your people are happy, they pass the savings onto you. Here are some tips on how to create a positive company culture.

Here’s How to Create a Positive Company Culture

1. Prioritize Health

The world has recently come out of a pandemic, and health is more important to employees than ever. If you want to create a positive company culture, you need to make employees feel safe and healthy. Do this by providing adequate health insurance for full-time employees. People should get their insurance within 3 to 6 months after their start date. You should also encourage employees to work from home when they aren’t feeling well. Finally, you should make sure employees have plenty of physical space between each other. You can also install hand sanitizer stations and reminders on how to stay healthy. Healthy employees show up to work more and work harder. 

2. Use Standardized Metrics to Measure Performance 

Employees need to feel that there are fair metrics in place to judge their progress at work. You can gauge things based on productivity, sales, or a number of other metrics. Make them clear to everyone. You should also make it clear how you calculate the metrics so that employees understand what they need to do to help you gather accurate data. This helps you learn what your employees are doing every day and how much they can accomplish. You can use the data to adjust the metrics as you see fit. 

3. Get to Know Employees 

You need to make a point to get to know your employees on a personal basis. You can do this with casual meetings in both a group and one-on-one setting. You can have other meetings to talk about performance. These meetings should involve learning what motivates your employees and their thoughts about working for you. If meetings aren’t your style, make an effort to get out into the workspace to answer questions and help when the real work is going on. You will be able to show your expertise while getting to watch your employees in action. 

4. Request Feedback 

Running a company can mean that you focus on the big-picture ideas as opposed to the day-to-day operations of your organization. You may not be able to properly see the things that could use improvement. Who better to suggest improvements than the people who work there every day? Provide an anonymous suggestion box or anonymous surveys to allow people to express their thoughts. You can also establish an open-door policy that gives people the chance to voice any concerns to you in person when a certain problem comes up. 

5. Encourage Diversity 

People have struggled and worked for years to become equal to other people simply due to their skin tone, country of origin, gender, sexuality, or age. As the leader of your organization, you need to go out of your way to create an environment of inclusion. Start by hiring a professional who can consult on ways to increase inclusion in your business. If you do notice any form of discrimination, it needs to be taken seriously. Investigate all complaints immediately. Establish clear consequences for anyone who hinders your efforts of diversity and harmony. 

6. Recognize Hard Work

Many employees don’t feel adequately appreciated in their current position. When you see an employee doing a good job, you should make a point to celebrate their efforts. Acknowledge them in a public way. You can also give them some sort of monetary reward for going above and beyond. Hopefully, other employees will be encouraged to work hard, too. 

7. Create Clear Core Values 

When you clarify what your company stands for, these values can guide you in the right direction during your daily dilemmas. Make sure that all employees in your company know your core values, too. The idea is to get them to go through the workday with those same values instilled in them. Write your core values down, go over them during orientation, and reiterate them once or twice a year while also placing reminders around the workspace, whether it’s an office or a restaurant.

8. Promote From Within

Many employees don’t appreciate being at a job for years only to watch someone else come in at a higher position who doesn’t know the ins and outs of the company. You should only hire people that you can see promoting down the line at some point. Instead of hiring C-level employees, you can promote within and hire entry-level employees to train. Always keep your eyes open for who is truly making an effort at the company.

9. Set Standards 

You want your employees to like you, but you also want your employees to behave in an appropriate manner. Establish standards and hold people to them. If you let employees get away with anything, they will do just about anything. Some common expectations include regular attendance, proper customer service, and appropriate behavior in the office. Establish consequences when an employee does not meet your expectations, and stick to them. 

10. Have Fun

Just because you are at work does not mean you can’t have any fun. It’s okay to joke around with employees and let employees joke and laugh and have fun. Encourage social outings after work and allow people to be silly. For some workplace culture examples, you can even provide games in the break room or ice-cream socials once a month. These little extras can make an employee want to stay. 

Hire Applicants Who Will Contribute to a Positive Environment

Two men shaking hands at a restaurantOne of the best ways to create and maintain a positive company culture is to hire people who will help make it happen. Luckily, Sprockets empowers you to do precisely that. Our sophisticated solution to hiring combines natural language with artificial intelligence and over 80 years of psychological research to predict which applicants will succeed at your company and mesh well with your team. It’s not magic — it’s logic.

Schedule a demo today to see how the Sprockets solution works!

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Why Applicants With No Industry Experience Can Be Quality Hires

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While it is understandable that one would prefer to work with an employee who already understands industry jargon, is familiar with the proper tools, and has a grasp on what the job entails, these hiring criteria might only benefit you in the more senior positions. However, when trying to fill hourly or even entry-level positions, hiring candidates with no industry experience might lead to a better quality hire in the long run. 

When faced with a mountain of resumes, it makes sense to focus on candidates with a proven record in the industry. However, multiple reports, such as this one by Glassdoor, say that this might not always be the case. You might actually end up missing out on the ideal applicants. Below, we discuss five important reasons why you should pick potential over experience:

5 Reasons to Hire Applicants With No Industry Experience

1. They Are Adaptable: Newbies are moldable, unlike someone who has done the same tasks and solved the same issues in a different organization. An experienced person will not question or examine strategies, status quos, or processes with fresh eyes. They tend to be cookie-cutters who follow the same standard procedure that they’ve always used.

Currently, all industries are facing uncertainty. There has never been a time when organizations needed change or coping skills as much as they do now. Unfortunately, an employee who has spent a significant amount of time fixated on the same role, facing similar challenges and using the same thought process to come to solutions, will need intense training to re-imagine or rethink a task. Choosing to bring new and unexplored talent — people who have yet to develop habits and routine practices — will present you with employees who respond positively to changes, adapt seamlessly to new company culture, and seek new solutions and opportunities.

2. They Bring Fresh Talent and Perspectives: While experience is valuable, companies are now more focused on diversifying their culture and hiring employees with a wide range of skills. Culture is ever-changing, and the younger generation is at the forefront of it. Hiring fresh talent will introduce new ideas and perspectives that align with the current market trends and expectations. People who’ve done the same or similar jobs over and over tend to fall into a mental rut. Similarly, your interviews will be more enlightening and exciting. Not only will you grow in the process of hiring newcomers in your industry, but you might land the brilliant, energetic employee you always wished for.

3. They Are Passionate: When you’re accustomed to the same routine and job, your curiosity tends to dip. Taking a chance on someone without experience and training them can help motivate them to remain passionate and loyal to your organization. New employees without experience are usually eager to learn and impress if only to affirm your decision in hiring them. Experienced employees will probably tell you how they will accomplish the job in the same guaranteed approach, without expressing interest in learning what makes your company unique. Candidates who have been in the industry for years sometimes tend to be the least creative, especially if you’re looking for someone who can rethink and improve upon an idea or a function.

On the other hand, an entirely new candidate in your industry has innate curiosity, positivity, and passion. Along with the feeling of accomplishment, these traits will rub off on other employees, which might end up positively impacting your organization’s productivity.

4. They’re the Future: Bringing in a new candidate with no prior experience, while challenging, can help foster innovative ideas. You get the opportunity to train them to fill the role the way you want it to be. Additionally, watching your new hire transform right before your eyes into a full-fledged professional is both rewarding and inspiring.

5. They Bring Diversity: Diversity and inclusion are vital in any organization. A diverse workplace yields higher revenue growth as well as increased employee retention. A diverse team improves morale and allows for exchanging ideas from different demographics, leading to out-of-the-box solutions.

Find the Right Applicant With the Right Recruitment Solution

A woman on a laptop hiring applicants with no industry experienceHiring young talent is not only refreshing to your organization, but it’s also an opportunity for growth and better ideas. You will develop a positive company culture of inclusion, challenge your thinking, and open pathways to innovative ideas, which might be the best thing you ever do.

This hiring process can be difficult, but not with Sprockets. To ensure you hire the right candidate, Sprockets offers personality tests for the interview process to ensure you find the right candidate. Our sophisticated solution combines technology and psychology to find applicants with a similar mental makeup as your current top-performing employees, ultimately reducing costly turnover. Schedule a brief demo today to see it in action!

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The Importance of Recruiting for Personality: Everything You Need to Know

The Importance of Recruiting for Personality: Everything You Need to Know 1016 528 Sprockets

What matters more to you when hiring: the applicants’ personality or the skills in their CVs? A study revealed that 78% of professionals from various industries agreed that personality is the most crucial factor when hiring. These employers cited the initial skillset as the least important factor. Many employers want to find people who will mesh well with their values and cultures.

Why Should You Recruit for Personality?

According to Leadership IQ’s study that involved about 20,000 companies, 46% of new employees quit their jobs or fail within one and a half years. Also, a whopping 89% of those failures were due to attitudinal reasons. You can imagine the cost these companies incurred due to high employee turnover. So, assessing your applicants’ personality rewards you with the following benefits:

1. Boost Employee Engagement: If a person’s preferences and interests fit a job, they’ll keep them engaged over a long period in the workplace. As an employer, you’ll want to know your potential employee’s engagement level in the job. People who enjoy doing their tasks are more likely to derive satisfaction from their jobs. Consequently, they’ll gladly welcome opportunities for growth and development in their careers. As such, expect improved on-the-job performance, which will boost the overall success of your business. 

Your business needs people that will freely share ideas and forge robust cooperation. However, it’s nearly impossible to determine if a potential employee can interact positively with your customers and other employees before hiring them. That’s where an employee personality assessment becomes useful. You can determine an applicants’ social skills with a quick personality test.

2. Increase Employee Success and Job Performance: Pre-employment personality assessments can give you powerful insights into a candidate’s future success at the workplace. If you’re looking for employees that will post stellar performance in your business, the assessments will help you identify desirable personality traits.

These traits include professionalism, high energy, confidence, self-monitoring, empathy, etc. You can rest assured you’ll reduce your employee turnover by recruiting for traits such as these. Your workforce will tend to stay positive in their jobs and improve performance.

3. Reduce the Cost of Bad Hires: You win some and lose some, but it’s expensive to hire badly. So, strive to hire more people with the right personality. While a typical profit-and-loss spreadsheet will never reveal bad hires, evidence shows that low employee retention is among the factors that hurt corporate profitability. According to research, a company can incur 50% to 400% of an employee’s annual salary if that employee leaves. 

What Are Some of the Crucial Personality Traits to Look for in a Candidate?

When arming yourself with personality tests for your applicants, be sure you identify all the ideal traits that fit the target positions. Here are the most common qualities to test:

  • Professionalism: This trait includes a person’s attitude, behavior, and conduct in a business or work environment. You want people who conduct their jobs in a way that preserves and even boosts your company’s image.
  • High energy: An employee with high motivation will work their tail off to bring maximum value to your business. They’re usually highly engaged, proactive, energized, driven, focused, and coachable.
  • Confidence: Having technical skills is one thing, but demonstrating confidence in your skills to solve an issue is another thing. Does your candidate believe in themselves and their ability to serve clients, interact with other employees, and push your business forward?
  • Self-monitoring: Don’t hire a person that will laze around and scamper to their duties when they see you or their superior. Go for those who value the company’s time, know how to use their skills for particular tasks, and self-monitor their improvement. Such breeds don’t need high levels of supervision. 
  • Team-player: While one person can move quickly, your company requires team players if you’re looking to grow. Employees who easily collaborate among themselves will brainstorm on ideas, solve problems together, and support each other for common goals.
  • Empathy: A highly empathetic personality strives to cultivate curiosity about strangers, discover commonalities, listen well, and try to understand another person’s situation. They also have ambitious imaginations. Hire empathetic people to wow your clients, surrounding community, fellow employees, suppliers, and other stakeholders. 

How Personality Assessments Can Help Pin-Point the Right Candidates

Employee personality tests aim to determine attitudinal and other traits. Most modern tests, like Sprockets’, employ a combination of psychology and technology to identify red flags. Forward-thinking companies understand the importance of hiring for personality and embrace these psychology-backed assessments. They’ve realized that relying on gut-feelings and CVs alone can only take them so far.

The icing on the cake is that you can get the testing done within just a few minutes using a desktop or mobile device. You can then use the results to assess how applicants will fit with your business culture. With these personality assessment tests, you’ll get all sorts of relevant information concerning your applicants, like their:

  • Level of emotional intelligence
  • Work ethic
  • Reliability
  • Score in terms of the big five personality dimensions: extraversion, conscientiousness, neuroticism, openness, and agreeableness

Would you like to customize the tests to meet your specific wants and needs? These psychology assessments can handle that too. 

Hire the Right Fit With Sprockets!

A woman showing a laptop screen of the Sprockets hiring platformThere’s more to hiring the perfect candidate than experience and skills. Hiring someone with the right personality is crucial to the company’s success. While skills can be taught, having the right attitude, passion, and eagerness for a field cannot. Focusing on the candidate’s personality is vital to ensure a healthy work culture and employee engagement amongst team members. The wrong personality and attitude issues can impair workplace morale, draining your energy, resources, and time. Eventually, negative traits can drive away your hard-earned customers and top performers. 

Do you find it hard hiring the right fit for your business work culture? At Sprockets, pinpointing the perfect match is our business. Request a demo now and see how we can bring value to your business. 

A smiling businesswoman, spreading positivity in the workplace

The Power of Positivity in the Workplace

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A positive outlook has a major impact in the workplace. From hiring to retaining employees, a positive attitude by management can make all the difference. In fact, Glassdoor reported that 35% of employers who hire new employees do so expecting that more will quit within the year. If employee retention is an issue at your business, don’t forget to start at the beginning because positivity in the workplace can make all the difference. 

If you’re looking for help in your hiring process, Sprockets’ Applicant Matching System can ensure you only hire the right matches for your business. 

In order to retain employees, you can be a skeptical optimist. By wanting to believe that your new hires will stick around, you’re more likely to put in the extra effort to keep them around. This turns into a ripple effect. When you treat employees with a positive attitude and gratitude, they will have a positive feeling towards the business. Employees who feel a deeper connection to a business are more likely to stay longer. 

In addition, a positive workplace has effects beyond employee retention. Employees with a positive attitude are found to have the characteristics outlined below.

  • Positive employees are more productive, proven by this study.
  • Employees who are known for a positive attitude are typically more engaged.
  • Those who have a positive outlook are good role models for other employees.
  • People with positive attitudes get sick less often.

How to Spread Positivity in the Workplace

  • Be respectful

No matter the position of the employee, be respectful! If they’re having a stressful day, don’t just brush it off. Lend an ear and proactively work towards a solution together. This will aid in employee retention.

  • Attitude of gratitude

Always show gratitude for your employees! Whether it’s a thank you note around the holidays or special recognition for a job well done, don’t take your employees for granted. When people feel appreciated, they are more likely to be happy in their position and with the organization.

  • Be receptive to feedback

It’s one thing to ask for feedback and another to be receptive. When you show employees that you appreciate their feedback and take action on it, you convey that you care.

Overall, if you begin your hiring process with a positive outlook, the ripple effect will have a great effect on your business. From productive employees to increased employee retention, do your best to see the best in your workforce and support them.


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Why You Should Care About An Employee’s Financial Wellbeing

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Organizations have only recently understood that employee wellbeing is an aspect that affects both employees and employers. Financial wellness, in particular, goes hand in hand with emotional health and too many employees in America are worried about money. With millennials making up the largest generation in the U.S. labor force, 65% of them are worried about their finances. It’s no wonder then that many are looking for employers who offer student loan repayment assistance as 44.7 million Americans owe a total of over $1.56 trillion in student loan debts. And with 56% of workers with loans and other debts indicating that they worry about repaying their loans either ‘often’ or ‘all the time’ it’s affecting their work and costing their employers.

With roughly one in two employees worried about their finances, many suffer from depression, panic attacks, and lack of sleep, which can lead to chronic physical ailments. Clinical psychologist Carla Marie Manly explained that the burden of debt has been shown to take a major toll on mental and physical health. She noted how chronic stress can lead to long-lasting harm like greater rates of heart disease, diabetes, and chronic sleeplessness due to elevated levels of stress hormones like adrenaline and cortisol.

This is because when we’re stressed the body’s fight-or-flight response, which developed as a survival mechanism to allow our ancestors to react quickly when faced with immediate danger, kicks in flooding the body with stress hormones. The Link Between Physical and Financial Health’ by Marcus quoted financial coach Elisabeth Donati, who said that money is “tied to our basic, hardwired drive to survive.” In fact, as Donati explains, “Financial stress seems to trump almost every other kind of stress except health stress.”

In turn, it also ends up costing millions in productivity for their employer. A survey by Salary Finance indicated that American businesses are losing $500 billion every year due to employee financial stress. Lost productivity is costing employers 11% to 14% of their payroll expense, or $2,000 per employee every year. On a national level, lost productivity due to financial worries comprises 2.5% of the U.S. GDP and it’s a problem that gets worse every year. Mental wellness quickly deteriorates if financial solutions aren’t made available.

Now more than ever employers understand that by investing in the general and financial wellbeing of their employees they can net a substantial ROI. While most employers focus on aspects like flexible work hours, remote work, good work-life balance and employer-matched 401(k), for example, to keep employees happy and help reduce their stress, there is a growing need to help employees with financial wellbeing. It starts with financial literacy education in the workplace. Nearly two-thirds of Americans could not pass a basic financial literacy quiz, so teaching them how to budget and save is a step in the right direction to prevent employees from getting into crippling debt in the first place.

Second, an employee assistance program that helps connect employees with financial and mental health services they need has minimal yearly costs to the employer. Other options include setting up a rainy-day fund by partnering with zero interest loan providers that can help your employees in times of need. Although these initiatives have costs involved, over time they can pay dividends in employee retention, engagement and increased productivity.


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By Lana Deron

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How to Manage and Minimize Workplace Negativity

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Unhappy employees lead to unhappy customers. While it can be easy to overlook an employee blowing off steam on an off day, it should be taken seriously. When negativity begins to fester within one employee, it can quickly spread throughout their team, department, and beyond. In order to keep your business running smoothly, use these tips to minimize workplace negativity.

The first step to minimizing workplace negativity is to acknowledge and understand it’s occurring. When you hear someone say they’re having a bad day, don’t brush it off. Instead, dive in. Acknowledge their grievance and either offer a solution or simply let them know you value their feelings and opinions. If you’re a step removed from employees, task your managers with reporting on when negative comments occur and prepare them to address these comments. However, you shouldn’t solely rely on managers to report. We recommend periodically distributing an anonymous workplace survey to gauge employee satisfaction. A free, popular survey site is SurveyMonkey.


Popular employee satisfaction survey questions include the following:

  • Is work enjoyable for you?
  • Do you feel valued in the workplace?
  • Does management seem invested in work and team members?
  • How happy are you at work?
  • Do you feel like your job responsibilities are clear and well defined?

The next step to minimize workplace negativity is to understand the causes. It’s important to learn whether negativity revolves around outside factors, such as home life and health, or workplace factors. No matter the cause, being proactive on these factors are signs of a great employer. For example, if you learn that there is a lot of negativity in the workplace revolving around terrible traffic each day, consider offering flexible work hours. If you allow employees to switch their work hours from 8-5 to 7:30 to 4:30, does this relieve their traffic woes? Picking up on these shared grievances is a great way to quickly turn around morale and improve employee satisfaction.

Another way to minimize workplace negativity is to create clear expectations for employees. It’s reported that 50% of employees don’t fully know what is expected of them. This sense of confusion can fester and create doubt and uncertainty. By letting employees know exactly what you expect of their role, it’s a win-win.  With clear expectations, you can both acknowledge milestones and recognize when goals are achieved. With an extra sense of accomplishment, thoughts of negativity and self-doubt will start to disappear. 

Overall, minimizing workplace negativity is key to business growth. Happy employees are more productive and have a positive effect on your customers. To address negativity in your workplace, take direct and proactive approaches to make a change.

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How to Show Employee Appreciation Around the Holidays

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The holiday season is a joyous time to spend with friends and family. But, it’s also a good time of year for employers and managers to show appreciation for their employees. Showing appreciation doesn’t have to mean spending a ridiculous amount of money. In fact, the best way to show your appreciation is through meaningful actions and gifts. 

Just how many businesses participate in gift giving during the holiday season? A survey showed that 78 percent of respondents said their companies are offering a year-end gift or bonus. Of these respondents, about half said the gift is either a monetary contribution or item under $100. 

Let’s dive into how you can show appreciation for your employees over the holidays.


Individual Recognition

A free, yet effective, way to show appreciation over the holidays is by giving employees individual recognition. This does not mean saying “thanks for your work” at the end of a day. Showing individual recognition entails calling out the positive contributions of each employee in front of their peers, showing them and others that you value them as an employee. This type of appreciation can also contribute to employee engagement and recognition when done effectively.


Eat a Meal as a Team

Depending on your business hours and shifts, eating a meal as a team can offer many benefits. Paying for the meal itself is a way to show your appreciation for your employees. On top of that, the conversations and recognition that can be given during the meal is also valuable. This option also fosters team building for those employees who may not know each other well. By eating as a team, you can foster communication and build employee engagement.

The extension of this, which is more expensive, is hosting a holiday party for your employees. Hosting a holiday party can be a dinner at a local restaurant, a cocktail party at a special venue, or a get together with snacks at someone’s home. A holiday party typically entails inviting all employees and a guest for each of them. This can be a good option if your workday is typically jam-packed and you have a large staff. The benefits of this option are that the time and money put into hosting an event shows your staff they are appreciated. Similar to the other options, this is also a good opportunity to show verbal appreciation through recognition. With an after-hours event you can do fun “awards” to recognize each employee. Plus, getting employees’ guests involved further cements their commitment to your company by involving people that are important to them.


Small, Usable Gifts

Providing gifts to employees is not expected, but can be a nice surprise in the holiday season of giving. When giving gifts, be sure to add a note. The added note could simply be “Thank you for your continued hard work throughout the year. I appreciate all of your efforts around [company name].”

In terms of gifts, small and usable gifts are a good bet. Gift ideas entail food items, small tech items, or practical items. Whatever you decide to give, be sure you don’t discriminate the value from person to person. For food gifts, think of giving a ham/turkey, fruit basket, special chocolates, etc.). Tech gifts could include bluetooth headphones or a portable speaker. Practical gift items is a fun category to explore. Some of our favorite gift ideas include a reusable water bottle, travel mugs, fleece blankets, or simply a cash bonus!


What have you done to show employee appreciation around the holidays and throughout the year? We’d love to hear what’s worked well and what gifts were crowd-pleasers!

Based on your interest in this article, we think you’d like this blog: The Importance of Employee Engagement.

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How to Show Your Employees You’re Thankful

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As we near Thanksgiving, gratitude is top of mind for many. Learning how to show employees you’re thankful is key to making them happy not only around the holidays, but for keeping them engaged year-round. Employee engagement is key to retaining great people. In addition, when employees are happy and engaged in the workplace, it increases productivity. It’s not too late to show your employees that you’re thankful for them this holiday season. 


Write Thank You Notes

As simple as the idea may seem, who doesn’t appreciate getting a handwritten thank you note? Taking the time to write thank-you notes unique to each team member is a cheap, effective tactic. When writing thank-you notes, be sure to include everyone on your team. When doing this, be sure to check your list twice. Even if you don’t interact with all of your employees, take the time to speak to the managers that do. Having people recognize both big and small accomplishments leads to a sense of belonging. This tactic holds yearlong benefits for both the employee and employer.


Host a Thanksgiving Potluck

Sharing a meal is always a good time to strengthen relationships. The same idea applies to the workplace. Gathering your team for a meal during the day is a great time to spend extra time together and create memories. By providing the main dish, you put forth the effort to create a positive environment for your employees. In addition, during the meal is a good time to acknowledge the contributions of each team member. In fact, a Cornell study found that teams who share meals are more effective than those that do not.


Implement a Monthly Recognition Program

A key to reducing employee turnover is to let people know they are valued. One strategy to do this is by creating a monthly reward system. These are typically structured by creating 3-5 categories, dependent on company size, that people can be nominated for. Category ideas may include innovative ideas, best teammate, exceptional work, and more. From there, ask employees to nominate their co-workers for the awards through an online system. Tallying up scores is all that’s left to determine who the monthly winners are. The awards for each winner should be announced in a company-wide manner, whether in-person or mass email, to reinforce the recognition. Awards for these winners may be gift cards, movie tickets, cash, PTO, or other ideas relevant to your business.

When doing these recognition programs, think beyond actions. These monthly meetings are also a good time to recognize work anniversaries. Have someone who’s been around for 5 years? 10 years? More? Let them know that you’re glad they’ve stuck around and give a brief recap of their contributions to the company. Showing new employees that the company values when people stay is an important message to convey.

Overall, when taking the time to show employees you’re thankful is easy, yet effective. Letting employees know that you’re thankful for them and their hard work is something that all managers can do – regardless of budget. From buying $1 thank you cards at the Dollar Store to starting a monthly reward system, when employees feel appreciated they are happier. When employees feel happy and connected to their work, they become even better employees! 


Let us know if you try out these tactics for showing employees you’re thankful and what works for your business.

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Are These Management Styles Holding Back Your Business?

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If you take a step back from your restaurant and peer in, you may see a friendly cashier or a glimpse of a cook in the back. These frontline workers have a large impact on your business, but those who give them direction impact them. This is why it is important to routinely take a step back and evaluate if your management team is effective – their work and authority trickles down into every aspect of the business. We encourage you to identify whether these management styles are occurring in your business and hindering growth and causing other employees to quit.


Stuck in the Mud

Managers have typically gotten to where they are because of their experience and hard work. However, years and years of experience can make people apt to avoid changing their ways – and the way the business works. If a frontline employee brings up a new idea for automating the process of relaying orders to the cooks, what does the manager say? “No thanks, we already have a system in place” or “Interesting, tell me more about that”? Understanding if your management team is stifling innovation and putting down other employees is important to recognize and act on.


Short Tempered

Managers with a short temper can be detrimental to any business. Yelling at staff members, making snide remarks, and/or ignoring employees are all signs of a bad manager. These kinds of actions, even if rare, can cause other employees to quit, leave a bad impression on customers who may overhear, and simply stifle growth. By not allowing this type of behavior from the management team, or any employee, it conveys the message that your business does not tolerate bad behavior and allows you to find another employee that better fits your culture. 


Distant and Dazed

Do you have managers who sit in the back office their entire shift? They don’t know the names of the other employees? They don’t communicate effectively with employees or customers? Managers who act distant from their employees or dazed during their shifts can be difficult to detect. These managers often don’t receive as many complaints and don’t anger the employees they oversee. However, by not actively being engaged, they are stifling the growth of the business by not overseeing daily operations. They may be missing out on ways to automate processes, diffuse arguments, give an extra level of customer service to guests, or simply learn from employees which shifts they prefer. 


What You Can Do

While each of these management styles are different, none of them are helping your business. The first step to fixing a bad management problem is to discover that it exists. To do this, it is important to regularly get feedback from your employees and customers regarding management. Check out this guide for feedback slips. 

In addition, pop-in to a shift unannounced and simply observe. Is the manager on duty out with the other employees? Are they in the back office? Communicating with customers? You can learn a lot by sitting back and watching your operation occur. 

If you discover that you have one of these management styles occurring in your business, it can be fixed. You’ll want to first determine whether you are going to let them go or try to correct the behavior. If you decide to let them go, check out this advice first regarding letting go of employees. If it’s determined you will give them another chance to correct their behavior, be sure to track their progress by getting regular feedback from employees and taking note of when they may be mentioned in customer feedback surveys.

When it is time for you to make your next hire, whether at the management or frontline level, Sprockets’ hiring solution can help ensure you only hire people who match your positive company culture. Learn how Sprockets can help.

A woman on a laptop, recruiting to build a strong team

How to Build a Strong Team

How to Build a Strong Team 2048 1365 Sprockets

Building a strong, productive team comes from a good foundation, hiring people who fit the culture and a focus on retaining employees. It pays to invest the time into building strong teams. A top multi-unit franchise operator, Mitra QSR, recognizes that, their teams are only as strong as the weakest member. Keep in mind the suggestions below in order to build a strong team all the way around.


Focus on People

It’s worth the extra time and money to find and hire an employee who stays around long term and positively contributes to the company. A revolving door of bodies who just show up to work and clock out is costly. These employees are less productive and the time and money it takes to replace an employee is more. Take a step back during your hiring process to understand each person interviewing in order to determine if they share the same characteristics as your best employees. 


Value Each Role

Everyone should feel like their role makes an impact on the company. By setting clear guidelines about what is expected of each employee and how their actions contribute to the bottom line, you give them a goal to work towards. When each person is on the same page about their expectations and are given feedback, employees feel valued and work harder.



It’s important to keep open communication in the workplace. If some employees get bites of information that others don’t, it makes them feel undervalued. By keeping a level of transparency with all employees, it ensures they feel valued and appreciated. 

It’s also beneficial to have quick, weekly check-ins in order to keep an open line of communication. During this time, discuss what they like about their position, what they would like to be doing and any scheduling preferences that can be addressed. Establishing an open line of communication increases the likelihood of finding out when issues with other staff members need to be dealt with.


Set Up Goals

From their first day to the last day of work, it’s important to create goals and the accompanying plans to achieve them for each employee. Common goals may include special training, career stepping stones and assisting in hitting store financial objectives. By creating goals for each employee, you give them a purpose for work and a reason to stick around. For example, if you set a goal to become a shift manager within their first six months of work and tell them what is needed to achieve that, they are more likely to stick around and work harder to achieve that goal (and it’s pay raise).



When teammates meet their goals or when the store achieves financial objectives, consider celebrating as a team. This is a prime time to bring people together and creating high-functioning, collaborative teams. Also, when a specific person receives great feedback from a customer, give them a shout out in front of the other employees. This creates a sense of pride and gives others something to work towards through positive reinforcement.


Overall, working to build a strong team lifts up all team members and positively impacts the bottom line. To hire the right team members who will add to your team, learn how Sprockets’ pre-hire assessments can help.