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We recently marked three years since COVID-19 was declared a global pandemic by the World Health Organization, which has undeniably had a profound impact on the workforce. The pandemic and subsequent shutdown completely transformed the way we worked, collaborated, and functioned within our organizations. But what have we learned from this universal experience? What trends and outlooks remain a permanent fixture within our organizations? Remote and flexible work is here to stay One of the most significant changes has been the widespread adoption of remote work. With offices closed and employees forced to work from home, organizations around the world had to rapidly transition to remote work arrangements. This shift has proven successful for many companies, with some even reporting increased productivity and employee satisfaction. However, remote work has also presented challenges, including the need for effective communication and collaboration tools and for organizations to support their employees in maintaining a work-life balance. Another lesson we have learned is the importance of workplace flexibility. The pandemic has highlighted the need for organizations to be adaptable and responsive to changing circumstances. This includes offering flexible working hours and accommodating employees with caregiving responsibilities or health concerns. By embracing workplace flexibility, companies can not only attract and retain top talent but also create a more inclusive and supportive workplace culture. The Digital Transformation continues to accelerate The pandemic significantly accelerated the adoption of digital technologies in the workforce. From video conferencing to cloud-based collaboration tools, organizations have had to quickly adapt to new technologies in order to maintain productivity and communication. This shift has created opportunities for technology companies to innovate and develop new solutions and has also highlighted the importance of investing in digital literacy and upskilling programs for employees. Health and safety are a top priority The pandemic quickly highlighted the importance of prioritizing employee health and safety. At the onset, organizations had to implement new safety protocols, including social distancing, mask-wearing, and increased sanitation measures, in order to protect their employees. These concerns shined a light on a business’s responsibility to its employees’ well-being and underscored the need for organizations to also prioritize mental health, in addition to physical health. This includes providing easy access to mental health resources and support. These types of benefits are now seen as critical to many populations within the workforce, especially younger generations entering the market. Resilience and adaptability are key The pandemic has also highlighted the importance of resilience and adaptability in the workforce. Employees have had to navigate a rapidly changing work environment, with many facing job loss or furloughs. However, many have also demonstrated remarkable resilience and adaptability, pivoting to new roles or industries and acquiring new skills in order to remain competitive in the job market. Moving Forward Three years into the pandemic, we have learned a great deal about the workforce and how it has adapted in response to the challenges that emerged. From the widespread adoption of remote work to the importance of workplace flexibility and digital literacy, these lessons will continue to shape the future of work for years to come. As we move forward, it is important for organizations to continue to prioritize employee health and safety, resilience, and adaptability, in order to create a more sustainable and equitable workforce.

U.S. Economy Continues to Show Strength with Impressive Job Growth The U.S. economy continues to show its resilience by adding 311,000 jobs last month, surpassing economists’ expectations of 225,000 new jobs. The unemployment rate experienced a slight increase to 3.6%, but this was due to an encouraging rise in labor force participation. These monthly job gains are well above pre-pandemic levels when roughly 180,000 jobs were added per month between 2010 and 2019, according to data from the Bureau of Labor Statistics (BLS). This impressive job growth is a testament to the ongoing recovery efforts from the pandemic. Labor turnover data released earlier this week for January showed that there were 1.9 job openings for every person looking for one. This indicates that employers are still struggling to find workers despite the strong job growth. Bank of America data shows these missing workers are primarily older workers with traditionalists and baby boomers making 53% of the workers not returning to work, citing a variety of reasons including retirement, caregiving responsibilities, migration trends, and deteriorating health (both related and unrelated to COVID). Average hourly earnings grew by 0.2% month-on-month and were up by 4.6% over the year before. This metric is closely watched by the Federal Reserve as it evaluates the impact of rising wages on inflation. Employment in professional and business services continued to trend up in February (+45,000), with a gain of 12,000 in management, scientific, and technical consulting services. Employment in professional and business services had increased by an average of 35,000 per month over the prior 6 months. Eric Peters, Professional Division President for BGSF said, "Moving into February, organizations began funding for projects and initiatives in technical consulting such as software selection, implementation, and customization. Companies continue to look for ways to improve areas of efficiency and automate processes. With the recent acquisition of Horn Solutions, our firm is well-positioned to meet the demand for resources in areas of business process improvement and management consulting." The real estate and leasing sector showed signs of their annual seasonal growth adding more than 5,000 jobs and nearly reaching a YOY increase of 70,000 jobs when compared to Feb 2022. "Supporting our client partners by sharing data around wages is one way that we plan to continue on the path of attracting talent to the careers available in the Property Management segment." Said Kelly Brown, BGSF Real Estate Division President,  "This is a key component to remaining competitive as an employer of choice. Our maintenance training platform will empower individuals to secure stronger wages and bring new talent into the industry that may have otherwise chosen other career paths. " In other positive news, earlier this week the Labor Department reported that quits fell from over 4.1 million in December to 3.9 million in January 2023 with an overall quits rate of 2.5%. This indicates that workers are feeling more confident in their current positions. Overall, this latest jobs report is another positive sign for the U.S. economy as it continues its strong recovery from the pandemic. Visit our job section to view openings in your market today!

Tradeshow season is upon us. It’s time for the comfy walking shoes, company hats, and business cards to make their way out of the storage closet and into waiting bags and backpacks. Planning on attending at least ONE of your industry’s tradeshows this year? Keep reading for the top ways to get the MOST out of your tradeshow experience. Attend with your team. You get some great face-time with your colleagues, and you can make a true event out of it- wear company t-shirts, matching caps, or go all-out and dress in the tradeshow theme. As much as it’s about the people who are exhibiting, you can use the opportunity to brand yourself and your company to other attendees too! Be prepared to talk. Don’t just grab at the awesome-looking swag and run. Make a point to ask the exhibitor about themselves and their business. Even if it’s a service you can’t use right now, you might be able to pass the information on to a friend or file it away to use later. Also, be prepared to talk about your company and your role within the organization. Scope out the people you want to see. Whether swinging by a trade partners’ booth or searching for a new service for your company, look at the tradeshow floor map and plan your route to ensure you get to see everyone you need to see. Refresh and hydrate. If it’s your first rodeo, let us be the first to say that there’s a lot of walking involved here. Put on comfy shoes and don’t forget to bring a bottle of water. Most tradeshows offer snacks and drinks on the expo floor and there will probably be some exhibitors with food to give at their booths as well. Respond to follow-up emails. If you hand out your business card at a tradeshow, be warned that it will come back to you in the form of an email from the exhibitor after the show. Most exhibitors are expected to follow up with all potential clients – that’s you! Be cordial and respond, even if you cannot use the service or product now, thank the exhibitor for reaching out and for their time. Kindness doesn’t cost a thing. BGSF attends tradeshows all over the United States throughout the year. Be sure to swing by our booths and say hello! For more information on our services and workforce solutions, visit BGSF.com.

Remote or hybrid office situations have become the norm. According to EmploymentHero.com, 26% of US employees work remotely and 51% of businesses across the country have adopted a hybrid working environment. Employees say they have a better work-life balance when working from home at least two days a week and the launch of a hybrid work model has helped businesses increase performance by 22%. Whether embracing a new team with technology or just wanting to brush up on how to keep your team connected; here are five (5) ways to lead a virtual team. Encourage team bonding. A virtual team lunch or an after-work virtual happy hour dropped on the calendar is an awesome way to facilitate a little team bonding, even virtually. Even if the “meeting” is only 30 minutes, some time away to talk about something other than work is a great way for your team to connect on a more personal level; and let’s be honest, when we like who we work with, we’re more satisfied to work with them, right? Don’t criticize in front of others. We get it, people make mistakes. As a leader, it’s important to not criticize or get outwardly frustrated with an employee in front of their peers. Frustrations happen, of course, but it’s wise to ask for a private chat about how the situation could have been handled better in these moments. This allows your employee to respond, apologize and ask questions without their colleagues around. Conduct check-ins frequently. Having a monthly check-in outside of your regular meetings to discuss projects is a great way to be able to give praise, discuss career growth and next steps, ask how the employee is doing and talk about bigger things that just that every-growing to-do list Let go of control. When not in-office, it’s easy to wonder if your employees are doing work or just watching Netflix. A great quote to remember is “Hire the right people for the job, then trust them implicitly.” If you’ve found the right person for the job, let them do their thing; no micromanaging or pinging them every hour needed. Over-communicate, especially with change. Changes come. Of course they do. In these seasons, it’s important to share the “why”, “how” and “when” with your team and allow them to ask questions and feel their feelings. Asking them for feedback and for suggestions on change management is also a wonderful way for your employees to feel involved with the decision making process and trust that you have their best interests at heart. At BGSF, we are always working to learn and grow a better internal leadership culture and heart, which we always emulate to our clients and field talent. For more information on BGSF and our roles, please visit BGSF.com.

Enterprise resource planning (ERP) systems are essential tools that help businesses manage their operations, processes, and data. As businesses continue to evolve and adapt to the ever-changing digital landscape, ERP systems are also evolving to meet the needs and demands of modern enterprises. Here are some of the key ERP trends that businesses should keep an eye on in 2023. ERP Trends in 2023 Increased Focus on Cloud-Based ERP: Cloud-based ERP systems have been gaining popularity over the past few years, and this trend is set to continue in 2023. With more businesses moving to the cloud, ERP vendors will continue to invest in cloud-based solutions that offer scalability, flexibility, and cost savings. Integration with Other Technologies: ERP systems are no longer stand-alone solutions, but rather integral parts of a larger technology ecosystem. In 2023, we can expect ERP systems to be more tightly integrated with other technologies such as customer relationship management (CRM), business intelligence (BI), and supply chain management (SCM). Rise of Intelligent ERP: Intelligent ERP systems, which incorporate artificial intelligence (AI), machine learning (ML), and predictive analytics, are becoming increasingly important in the business world. In 2023, we can expect ERP vendors to introduce new intelligent ERP solutions that help businesses automate routine tasks and make more informed decisions. Emphasis on Mobility and Accessibility: With more employees working remotely, ERP systems will need to be accessible from anywhere, anytime, and on any device. In 2023, we can expect ERP vendors to focus on delivering solutions that are mobile-friendly, intuitive, and easy to use. Greater Focus on Security and Privacy: As businesses get deeper into the digital transformation, the risk of cyberattacks and data breaches will continue to rise year after year. In 2023, we can expect ERP vendors to introduce new security and privacy features that help businesses protect their systems and data. Learn how our experts are embracing trends like Artificial Intelligence (AI) and incorporating them into their cybersecurity strategies to protect their enterprises here. In 2023, ERP systems will continue to evolve and adapt to the changing needs of modern businesses. With a focus on cloud-based solutions, technology integration, intelligent ERP, mobility and accessibility, and security and privacy, ERP vendors will deliver new and innovative solutions that help businesses grow and succeed. Learn more about our ERP expertise here!

Appreciation makes an impact in the workplace, fueling camaraderie, improving morale, creating a culture of belonging, and increasing employee engagement. Employees who feel appreciated reduce their chances of burnout by 84% according to a 2022 Global Culture Study by O.C. Tanner Institute. Even more alarming is the finding that 79% of employees are not engaged at work according to Gallup. You can start the ripple to increase this number by taking today to show appreciation to your employees and increase connections with your teammates. Here are five ways that you can show appreciation: Acknowledge: Send a text, email, or handwritten note to a candidate, client, or coworker to let them know you appreciate them. Collaborate: Ask if you can support teammates with a project, learn a new skill, or assist with their workload. Recommend: Endorse someone on LinkedIn, give positive feedback, or provide a recommendation to a coworker. Recognize: Give a shout-out to a teammate on an internal platform like Workhuman, a tool designed to inspire team members to recognize and celebrate each other’s successes! Listen: Ask your team members how you can be a better coworker and do it! Act: Consider your words and tone in all communications, especially as you communicate via online messaging platforms or email. Ensure your messages are clear and pick up the phone to avoid miscommunication. The goal is to create a kinder, more positive working environment that people enjoy being a part of. According to Achievers, 63% of employees who feel recognized and heard at work are unlikely to look for a new job. Encouraging and modeling a culture of kindness and appreciation benefits everyone, increasing job satisfaction and employee retention. Interested in finding out more about BGSF and what we value? Click HERE! You can also Search our jobs or contact us!

In today’s workplace, your online image is often the first interaction potential clients and candidates have with you or your business. According to Forbes magazine, you have seven (7) seconds to make a first impression. Surprisingly, it may take only a tenth of a second to form an impression of a stranger from their face alone according to Princeton psychologists Janine Willis and Alexander Todorov. Increase the likelihood of a positive impression with a headshot that accurately represents you and your business. Benefits of a professional headshot: Conveys your brand: A professionally taken headshot displays your identity, approachability, integrity, and competence according to PreferredHeadshots.com. Makes an instant impression: First impressions often occur online before meeting face-to-face. How many times have you searched the LinkedIn profile of a candidate or potential client before reaching out? Builds trust: A professional headshot conveys a message that you are trustworthy and will represent yourself and your business with integrity according to Gorn Photo. Makes you more relatable: Your online image allows others to “meet” you virtually before you meet in person. A focused image with a warm smile shows you care about yourself and your brand. This conveys approachability, warmth, and professionalism, making you more relatable. Demonstrates that your career is important to you: This is especially important if you are seeking a new job, clients, or leads. A professional headshot can help open doors to new opportunities! We live in a digital world where social media is vital in promoting brands, including our own.  A good headshot is an effective way to give people an idea of what you’re made of before they meet you physically. Often the first impression made in the virtual space will determine if an in-person meeting will ever happen! Put your best impression forward and start making new connections today! Interested in finding out more about BGSF and what we value? Click HERE! You can also Search our jobs or contact us!

Celebrating Black History Month in the workplace is an important way to recognize the contributions of African Americans in our society while also promoting diversity and inclusivity within your organization. We developed our DE&I Council, VIIBE (Voices Inspiring Inclusion, Belonging, & Equity), in 2020 and introduced two Employee Resource Groups in 2023. Our African American and Allies ERG led the efforts to create awareness within our teams during February. Listed below are ways our teams recognized and celebrated Black History: Video: Ebony Butler, our VP of Diversity & Development, announced Black History month with Awareness Initiatives throughout February. Highlighting Black Leaders: We recognized African American inventors, authors, and pioneers and their contributions. Knowledge Breaks: We shared ways we are exposing our families to African American culture as well as our favorite Black authors. Panel Discussion: We held a company-wide virtual Empower Hour featuring BGSF employees as panelists. They shared their experiences attending HBCUS, with a focus on highlighting their importance and dismissing biases. Our goal was to amplify Black voices and drive awareness by engaging in conversation and learning opportunities. In doing so, we dismissed assumptions, promoted inclusivity, and walked away with increased knowledge. The sharing of experiences, perspectives, and stories from our colleagues helped build stronger connections by creating a workplace culture that values and respects all employees. Interested in finding out more about BGSF and what we value? Click HERE! You can also Search our jobs or contact us!

Many factors affect your feelings about your career, with the degree of importance varying on individual preferences and circumstances. With February celebrating the month of love, we believe finding attributes you love about your career is also important. One clear sign of job dissatisfaction is a lack of engagement. According to Gallup, 79% of employees are not engaged at work! Reasons for the lack of engagement included high stress, an unmanageable workload, unclear communication, lack of support, and unreasonable time constraints. In contrast, Gallup reported that 21% of employees are engaged at work. Common factors considered important in a career include personal fulfillment, financial stability, growth opportunities, work-life harmony, security, and the environment. This prompted us to ask our 27K+ followers on LinkedIn the question, “In the spirit of Valentine’s Day, we want to hear from you. What do you LOVE most about your career?” Poll options included the following: Aligns with my values Fosters my career development Supports my skills/talents Gives me purpose Supports my skills/talents received the most votes at 31%, which is not a surprise considering a career that utilizes your strengths will often allow additional opportunities for growth and advancement. Gives me purpose came in second with 29% of votes. A career that gives you purpose speaks to your passions, ignites your motivation, and provides a sense of fulfillment. Aligns with my values came in third with 23% of votes. Alignment with your values – including your interests, strengths, passions, and lifestyle can make a huge difference in your level of satisfaction. Fosters my career development came in last with 17% of votes. Although this option came in last, it’s important to recognize that employees value opportunities for professional development, including learning new skills, advancement, and increased earning potential. Ultimately, what you love about your career depends on your individual goals, priorities, and values. Consider what is most valuable to you and find a career that aligns with those needs and aspirations. In doing so, you will increase your engagement, renew your excitement, be a more supportive teammate, and ultimately positively impact yourself and your company. Seeking a more rewarding work environment or talent solutions? Let BGSF help you find career satisfaction and assist with your talent search.  Search our jobs or contact us!

Working women often face unique challenges in balancing their professional and personal lives, and employers can play a critical role in helping employees manage these challenges. Let’s explore some of the ways that employers can support the needs of working women. Supporting Working Women Flexible Work Arrangements: Offering flexible work arrangements such as flexible hours, remote and/or hybrid work options, and job sharing can be incredibly beneficial for working women. This type of flexibility allows employees to better manage their work and personal responsibilities, and it can have a positive impact on employee morale and productivity. Paid Parental Leave: Providing paid parental leave for new mothers and fathers can help new parents adjust to their new roles and can improve employee retention. This can also help to address the gender pay gap, as women are often more likely to take time off after the birth of a child, which can negatively impact their career advancement. Health Benefits: Comprehensive health benefits that cover the needs of employees and their families can help working women manage their health and wellness. This includes covering preventive care, mental health services, and treatments for chronic conditions. Workplace Culture: Creating a supportive and inclusive workplace culture can help working women feel valued and supported. This includes promoting diversity and inclusivity, as well as creating a safe and respectful workplace where employees feel comfortable speaking up and seeking support when needed. Career Development Opportunities: Providing women with opportunities for professional development, training, and advancement can help to address the gender gap in leadership positions. Encouraging women to take on leadership roles and providing mentorship opportunities can also help to promote the advancement of women in the workplace. By exploring the options above, employers can help employees manage their work and personal responsibilities and achieve a better work-life balance. Investing in the needs of working women can be beneficial for both the employees and the organization, leading to increased productivity, improved morale, and lower turnover.

As we come into the third month of 2023, skilled IT workers are maintaining their high-value compensation despite the layoffs. Even in the turbulence within the IT world, investing in new skills and growing your career has a huge appeal and continue to be in high demand. From artificial intelligence and machine learning to full-stack development and cybersecurity, these are the skills that will continue to help professionals stand out in the job market and drive innovation within their organizations. Top 10 in-demand IT skills for 2023: Artificial intelligence and machine learning: As businesses continue to collect and analyze data, the demand for professionals with expertise in artificial intelligence (AI) and machine learning will only increase. These skills will be particularly useful in industries such as healthcare, finance, and e-commerce, where data analysis can help improve decision-making and streamline processes. Cloud computing: The shift to remote work and the increasing reliance on digital tools has made cloud computing skills more important than ever. Professionals with expertise in cloud platforms like Amazon Web Services (AWS), Microsoft Azure, and Google Cloud will be in high demand as organizations look to move their infrastructure and data to the cloud. Cybersecurity: Cybersecurity threats are constantly evolving, making it essential for organizations to have professionals who can help protect their networks and systems. In-demand cybersecurity skills include incident response, vulnerability management, and network security. Data analysis and visualization: The ability to turn raw data into insights and communicate those insights effectively will be a key skill in the coming years. Data analysts and data scientists with expertise in tools like Python and R will be in high demand, as will professionals who can use visualization tools like Tableau to communicate data insights effectively. Full-stack development: Full-stack developers who can work across the entire web development stack, from front-end to back-end, will continue to be in demand as organizations look for versatile developers who can work on a variety of projects. In-demand programming languages for full-stack development include JavaScript, Python, and Java. Mobile development: The proliferation of smartphones and the increasing use of mobile devices for both personal and business purposes has made mobile development a key skill. Demand will be particularly high for developers with expertise in native mobile development (e.g., iOS, Android) and cross-platform development tools like React Native. DevOps: As organizations continue to focus on agility and rapid deployment, professionals with expertise in DevOps practices, including continuous integration and delivery, will be in high demand. In-demand tools for DevOps professionals include Docker, Kubernetes, and Ansible. User experience (UX) design: As the digital landscape becomes increasingly crowded, organizations will look to hire professionals who can help them design engaging and user-friendly experiences for their products and services. In-demand skills for UX designers include user research, wireframing, and prototyping. Project management: The ability to effectively plan, coordinate, and execute projects will be a valuable skill for IT professionals in the coming years. Demand will be particularly high for professionals with expertise in agile project management methodologies. Blockchain: While the hype around blockchain may have cooled somewhat in recent years, the technology continues to have a variety of potential uses and will likely see increasing adoption in the coming years. Professionals with expertise in blockchain development and architecture will be in high demand. As the IT landscape continues to evolve, it’s important for professionals to stay up-to-date on the latest technologies and trends. By investing in the skills listed above, you can position yourself as a valuable asset to your organization and remain competitive in the job market. As you consider your career goals for the coming year, be sure to prioritize learning and developing these in-demand IT skills.

It’s a candidates world and we love that! But, your company may be facing retention problems when ten years ago those candidates would have stayed. The old saying that “People don’t quit companies, they quit people,” is true. People stay for good leadership, for teams they enjoy, growth opportunities, and might even take a cut on pay or some benefits for the right culture fit. Don’t misread us, you should be paying competitively and offering the best benefits that can be afforded. However, in the end most studies find that it’s the human element that keeps talent on board. Here are seven tips on how to become a leader that retains and enriches those under their management: Be a safe person. Be the kind of leader or colleague that others feel comfortable coming to when they need a sounding board. Whether asking for feedback, hearing suggestions, or just talking about the weather, being someone that others feel at ease around goes a long way in helping people decide to stay where they are. Focus on facts. Keep emotions out of it. Focusing on the facts; namely, what the business needs- will help guide your conversations, actions, and response. And when in doubt, take a deep breath and think about your words. It’s easier to say nothing sometimes than something you cannot take back! Lead with integrity. Do you do what you say you will do? Are you the same person behind closed doors as you are in the conference room? Presenting your authentic self, no matter the circumstance, helps your employees to understand who you are and how you lead, without fear of getting more than one personality. Be fair, firm, and friendly. Whether having a coaching conversation, performance review, or anything in between, a leader is usually recognized by how they speak to others. When offering feedback, create a “love sandwich”- starting with a compliment or praise, moving to the opportunity or difficult piece, and then finishing with another praise or compliment. This style of conversation has been proven to make employees much more receptive to constructive criticism. Delegate and trust. Hire great people who are good at what they do. Trust that they will get it done. Stepping back and allowing your team to complete what you’ve given them to do without micromanaging not only allows for ownership but promotes self-accountability. Remote and hybrid environments are great examples of this, in fact, companies are reporting an increase in productivity when allowing Take time for you. Coming back to your own goals and your own “why” is such a key piece to becoming a better leader.  Your employees will be ignited by your excitement and enthusiasm for what you do. Take time off,  unplug after office hours and allow your employees to do the same. Finding a mentor within your area is also a wonderful way to see how others in your position lead and put things in perspective. Boost team morale. Allow time for team bonding. Do you have a remote team? Invest in a team retreat a couple times a year. What about a virtual escape room or after-work virtual happy hour? Post-COVID, so many at-home activities can be delivered right to your employees’ doors. Pop some time on their calendar and make it a surprise for your team. We have locations all across the US, with a representative from one of our divisions near you. For more information, or to connect with our team, send an email to info@bgsf.com. We can’t wait to talk with you.