MRI Cleveland SW First Friday of the month news letter Enjoy

1. Do Your Employees Have the
Sunday Night Blues?
Weekends are supposed to be for enjoyment and relaxation,
essentially a time to unwind from the busy work week. Most
importantly, weekends provide us with time to focus on our
personal lives, creating balance between work, friends and
family, and pleasure. However, what happens when weekend
fun comes to a close and starts to turn into Sunday night blues?
While it's understandable that we all wish weekends could last
longer, a strong case of Sunday night blues that persists week
after week, likely points to unhappy employees who feel
overworked and unappreciated, eventually causing them to
leave the company.
Consider whether the majority of your employees have deep
stress and anxiety about returning to work on Mondays.
What does this say about the culture of the organization
and its ability to retain top performers? If employees are
calling out with numerous "sick day" Mondays, this is
probably a strong indication of a problem within the
organization.
When a recent Monster study asked participants "Are your
'Sunday Night Blues' bad enough to make you want a new job?",
76 percent of U.S. respondents who admitted to having Sunday
night blues, said they are "really bad." According to the survey,
62 percent of global respondents who have the Sunday night
blues additionally reported they are "really bad."
"This type of insight provides companies with an opportunity to
take a closer look at work expectations and how they are
impacting employee morale and productivity," says Suzanne
Rice, director of U.S. franchise development. "Employers can
play a bigger part in helping staff better manage their workflow,
and make adjustments that can lead to improved work-life
balance."
Rice provides the following tips for creating an environment
where employees look forward to Monday mornings:
VOLUMEIXISSUEVIIAugust7,2015
© 2015 Management Recruiters International, Inc. An Equal Opportunity Employer
Energize the team with Monday morning meetings. Save
constructive criticism for later in the week and use this time to
congratulate team members on positive outcomes from the
previous week. Chart the course for the current week, and
identify challenges and resources that are needed to complete
tasks so everyone feels they have the support they need.
Provide more workplace flexibility and opportunities to
recharge throughout the week. Whether it's telecommuting, a
flexible schedule or office perks, staff needs to feel a sense of
work-life balance in order to be happy and healthy. Periodically
survey employees to find out their workplace needs and
determine what improvements the organization can make to
help workers maintain a sense of balance so they don't burn
out.
Ask staff to use Fridays at the end of day to create a to-do
list for the next week. By prioritizing and scheduling things for
the next week, employees can alleviate stress about coming
into a mountain of work on Mondays and not knowing where to
get started.
Encourage employees to use smartphone apps for
calendars and note-taking to manage tasks and situations
that arrive during the weekend. Since many employees sync
their Outlook calendars with their smartphones, they can use
this as a tool to prioritize when they will address issues that
may occur after hours or on weekends, instead of feeling
overwhelmed that they have to attack these things immediately
on Monday morning.
"By starting with strategies to counteract Sunday night blues,
employers can demonstrate they are committed to creating an
enjoyable workplace where employees are provided with the
support, flexibility and resources needed to be as productive as
possible," adds Rice. "That can send a strong message to
employees, especially top performers who are more likely to
stay when they feel their employers are invested in helping
them create more balance in their lives that can ultimately lead
to a more successful tenure with the company."
Source: Department of Labor
Submitted by: Joe Cianciolo, Senior Account Manager
Management Recruiters of Cleveland-Southwest
(330) 273-4300 ext. 109
JoeCC@MRCSW.com
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2. August 2015
According to the most recent data from the U.S.
Bureau of Labor Statistics, the unemployment rate
stayed at 5.3 percent in July, as economists
predicted. Although job gains were slightly lower than
expected, the numbers show promise that the nation's
employment situation continues to move in the right
direction.
A total of 215,000 new jobs were added in July,
slightly under the 12-month average of 246,000 new
jobs. The largest gains were seen in the retail
industry, adding 36,000 positions. Within the industry,
motor vehicle and parts dealers experienced the most
growth, adding 13,000 new jobs.
Professional and technical services also saw major
gains, adding 27,000 new jobs throughout month.
Computer system design and related services, and
architectural and engineering services added the
most jobs in the sector.
Healthcare saw a significant spike in employment,
adding 28,000 new positions in July. The area with
the highest growth was in hospitals.
Financial activities additionally experienced
employment gains in July, with 17,000 new positions
added. Insurance carriers and related activities was
the largest job contributor, making up more than half
of job gains. Manufacturing employment developed
15,000 new positions, with nondurable goods seeing
the most growth. Food services and drinking places
added 29,000 new jobs.
Employment in construction, wholesale trade,
information and government did not change
significantly.
According to the Wall Street Journal, the Federal
Reserve has not made any decisions regarding the
short-term interest rate changes but is expected to
soon. The Feds held a policy meeting last week, and
many are expecting the Fed to increase the rate in
September. However, global growth remains slow,
causing many investors to be skeptical about the
economy's health and worry rate changes in
September may hurt more than help.
The full Bureau of Labor Statistics report can be
downloaded here:
Provided by MRINetwork www.MRCSW.c
EMPLOYMENT SITUATION REPORT
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