What Makes a Job Good: 4 Empowering Takeaways for Employers  

Not all jobs are made equal. Some jobs are much more demanding than others and not all people excel in the same roles—it’s all about finding the right fit. But no matter how challenging a job is, employers can elevate employee experience.

In this post, we’ll share some insights about the things that keep top talent within a company, or—in other words—what makes an employee’s job “good.”

It’s Not Just the Job 

Often, you’ll come across employees who quit their jobs, saying, “I’m not satisfied with that job,” “This job is driving me crazy,” or “I’m better off working for something else.” Does that ring a bell?

After COVID, 40 percent of people said that they were unhappy with their jobs and are planning to hand in their resignation letters, with varied reasons like going to different industries, opting for non-traditional and temporary work, or simply wanting to reassess life and spend time with their loved ones.¹

Whether it’s about unfair compensation, misaligned benefits, or work-life balance, employers still play a huge role in keeping the work lives of their employees worthwhile. Companies can create a more welcoming environment for their employees and reduce the number of employees leaving prematurely.

What Makes a Job Good? 4 Questions Employers Need to Answer 

Have you ever tried asking your field staff about how they feel when they’re at work? What and how your people think has a direct and solid correlation to your business’s overall success.

The first thing you can do as an employer is to make sure that when your employees are asked the question, “How’s your job?” they’ll respond excitedly, promoting your brand, culture, and the overall satisfaction they experience.

Ask yourself these questions:

Are your employees fairly treated?

Fair compensation is one thing, but proper treatment is also fundamental to retention. When employees are treated fairly without any bias, they tend to be more loyal to the organization as they know their efforts and contributions will not be overlooked. Ask yourself:

  • How do you talk to your employees?
  • Do they fear management?
  • Can they communicate openly with you?
  • Are people with disabilities given equal growth opportunities?
  • Do you have a diverse staff?

Do they see your company having a promising future?

Besides offering fair pay, you must focus on building career paths that your employees can look forward to. You can offer promotions, management training, and upskilling. Many businesses today put their time and effort into compensating their workers lucratively. But most employees also want to see themselves growing and having opportunities for professional development.²

Equip workers with the tools they need to function more so that they can perform better and prepare themselves for the tasks that may open up in the future. Allowing avenues for growth creates opportunities for your company to spread knowledge among talented individuals and will benefit the company’s success.

Do they feel psychologically safe?

Psychological safety in the workplace is when you believe that you are safe to share concerns, feelings, ideas, and opinions without any risk of being rejected, humiliated, or fired.

Who wants to work for an employer they cannot confide in? Most employees refrain from speaking up because of the lack of autonomy in the workplace. This can drain employees’ self-confidence, preventing them from speaking their minds.

Since employees are at the core of business processes, they can offer valuable input. Let them express their opinions and share their thoughts on how business processes can improve. Ensure that speaking up is a positive thing and that your culture values different opinions and perspectives. In turn, they might offer valuable insights that could benefit the company.

Do they have a sense of purpose?

We all want to see their efforts contribute to the success of an organization and this is the same with employees. Most companies and organizations today exist because they have a purpose—their mission and vision—and employees are an important part of fulfilling that mission and vision.

Helping employees find purpose is more than just a mission statement. As employers we can build a positive working environment where employees are given an opportunity to contribute to the mission. This way, they will be more aligned with your company’s goals.

In the Minds of Employees: 4 Things Employers Can Do for Them 

The exit interview is an activity designed to help employers capture the feelings of their exiting employees as well as the reason they’re leaving. But why wait until then?

Before this day comes, there are things that you can do to ensure that you’re providing a suitable work environment where employees can thrive and achieve success, fostering company culture that employees will love and ultimately improving retention.

1. A simple “thank you” goes a long way.

Being grateful increases retention by boosting employee morale and loyalty. Employees appreciate acknowledgement for their efforts and contributions where they feel valued. Let them know that their work is a genuine contribution to the organization’s success.

2. Spend time listening to what your employees have to say.

Take time to listen to your employees. It doesn’t always have to be about company or process improvements. Your employees might be experiencing some difficulties.

  • Do they have personal affairs they need to attend to?
  • Are they receiving the right accommodation to help them perform well?
  • Are they overloaded with tasks and responsibilities?
  • Do they or their family experiencing health problems that they need to prioritize?

There are many things happening in an employee’s life, and it varies from person to person. Make sure to know these things and lend a hand whenever possible. This creates a work culture that prioritizes employees first and their well-being, fostering a motivated and engaged workforce.

3. Actionable plans that the company is making for further improvement.

Since employees are at the forefront of an organization, they are much more aware of things that can improve. As you create a psychologically safe environment, allow them to offer valuable insights on how to enhance the company. If there is anything you can do, create actionable plans for implementing these concerns—and not just being forgotten as a last conversation.

Genuinely work toward achieving these and draft how you can incorporate these in the company. It can be:

  • Training programs that can help employees perform their tasks better.
  • Leadership training to help employees transition to higher roles.
  • Processes that can ease work such as the use of automation or AI.
  • Workplace improvement and accommodation for people with disabilities.

4. Plans for conducting fun and extra-curricular activities.

Work doesn’t always have to be about performance. It’s also about having fun while you’re at it. However, if you’re not mindful, fun work events can feel uncomfortable or like just another task to complete.

Hear out to your employees for ideas that can be used for your next company event. Let them voice their opinions and let them opt out if they don’t want to engage in these activities. After all, having fun is only fun if you’re enjoying it.


Peak Performers is committed to assisting businesses in finding the right people. Let us help you fill your positions with suitable candidates whether in tech, engineering, or management roles.

Let us help you build the perfect team that can sail you toward success. With 28 years of experience in business, we can help you build a diverse team that’s more likely to stick around . Reach out to us today and meet the candidate you’ve always been looking for!


1.De Smet, Aaron, et al. “The Great Resignation is Making Hiring Harder. Are You Searching the Right Talent Pools?” McKinsey & Company, 13 Jul. 2022, www.mckinsey.com/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools.

2. Adkins, Amy. “What Millenials Want From Work and Life.” Gallup, 10 May 2016, www.gallup.com/millennials-work-life.

12 Soft Skills You Need to Thrive in Today’s Workplace  

In today’s workplace, possessing technical skills alone is insufficient to excel in your career. Employers are increasingly looking for candidates with diverse soft skills that complement their technical expertise.

In this article, we will explore 12 essential soft skills you need to thrive in today’s workplace.

What Are Soft Skills and Hard Skills? 

Soft skills are personal attributes and abilities that enable individuals to interact effectively and professionally with others. They are essential for building strong work relationships, fostering teamwork, and adapting to the dynamic nature of modern businesses. These are transferrable skills like teamwork, leadership, compliance, ability to work on deadlines, communication and so on.

On the other hand, hard skills are technical know-how or skills required to accomplish tasks. Usually, people learn these skills through education, experience, and observation of those who already have the skills. Unlike soft skills, these skills are not easily transferable since not every function and industry require the same set of skills to operate. These skills are IT knowledge with specific IT expertise, accounting and finance, project management and operational know-how in specific industries, engineering and architecture.

Do Employers Seek Soft Skills as Much as Hard or Technical Skills? 

According to a survey by LinkedIn, 92 percent of HR professionals and hiring managers believe that having strong soft skills is crucial for candidates. In fact, these soft skills could be the deciding factor in hiring the right candidate. This survey found that 89 percent of hiring managers think that candidates with weak, soft skills are more likely to turn out to be “bad hires.”1

Unlike technical or hard skills, which are specific and job-related, soft skills are transferable and can be applied across different roles and industries. By continuously developing these skills, you can differentiate yourself from the competition, build strong relationships, and be more likely to get promoted.

Soft skills are not static; they can be cultivated and refined over time, making them a valuable investment in your personal and professional development.

Top 12 In-demand Soft Skills in the Workplace Today 

The modern workplace demands more than technical skills and qualifications. Soft skills play a critical role in shaping successful careers and thriving in the dynamic business landscape. As the job market evolves, employers seek to have employees who possess the following skills on their team:

1. Communication Skills

Arguably the most crucial soft skill in any workplace is effective communication. This skill goes beyond simply conveying information; it involves actively listening, understanding others’ perspectives, and expressing ideas clearly and professionally. Communication skills enable you to collaborate with colleagues, managers, and clients. It also helps prevent misunderstandings and conflicts.

In today’s digital age, communication occurs through various channels like email, instant messaging, video calls, and social media. Adeptly navigating these platforms and understanding the nuances of written and verbal communication is essential.

2. Emotional Intelligence

Emotional intelligence (EI) refers to the ability to recognize, understand, and manage one’s own emotions and those of others. High EI is associated with empathy, self-awareness, adaptability, and strong interpersonal skills. Being emotionally intelligent allows you to handle workplace challenges with composure, build empathy toward colleagues, and effectively manage conflicts.

3. Adaptability and Flexibility

In a rapidly changing work landscape, being adaptable and flexible is vital for staying relevant and successful. Industries are constantly evolving due to technological advancements, market fluctuations, and global events. Individuals who can embrace change and quickly adjust their approach to new situations are highly valued by employers.

Adaptability allows you to take on new challenges, learn new skills, and thrive in uncertain environments. Additionally, showcasing a positive attitude towards change inspires confidence in your ability to lead and navigate others through transformations.

4. Time Management

Time is a precious resource, and effective time management is crucial for maintaining productivity and achieving goals. Employees who prioritize tasks, set realistic deadlines, and avoid procrastination are more likely to excel in their roles.

With numerous responsibilities and deadlines in a modern workplace, time management ensures that you can meet commitments efficiently without feeling overwhelmed. It also demonstrates your reliability and professionalism, leaving a positive impression on your colleagues and supervisors.

5. Critical Thinking and Problem-Solving

Critical thinking involves analyzing information objectively and making informed decisions based on evidence and logic. Employees with strong critical thinking skills can assess complex situations, identify potential challenges, and devise innovative solutions.

Problem-solving goes hand-in-hand with critical thinking. It involves finding resolutions to challenges that arise. Being a proactive problem solver allows you to contribute to your team and positively impact the organization’s overall success.

6. Teamwork and Collaboration

In today’s interconnected world, teamwork and collaboration have become integral to workplace success. Whether working on a project with colleagues from different departments or collaborating remotely with team members in different time zones, the ability to work cohesively as part of a team is highly valued.

Effective teamwork involves active communication, respect for diverse perspectives, and a willingness to share responsibilities and credit for success.

7. Leadership and Influence

Leadership is not limited to managerial positions; it can be demonstrated at any level of an organization. Good leaders inspire and influence others positively, guiding their teams toward achieving shared objectives.

Strong leadership involves effective communication, setting clear goals, providing feedback, and leading by example. Cultivating leadership skills showcases  your ability to motivate and mentor others.

8. Conflict Resolution

Conflict is inevitable in any workplace, but effective conflict resolution can prevent escalation and maintain a professional atmosphere. Employees who can handle conflicts constructively, listen to all parties and work to find solutions that satisfy everyone involved. Conflict resolution skills contribute to better team dynamics and help organizations navigate challenging situations while minimizing disruptions.

9. Networking and Relationship Building

Networking allows you to gain new perspectives, opportunities, and industry insights. It can also lead to potential collaborations or future career advancements.

Active networking involves attending industry events, engaging with peers online and offline, and maintaining genuine connections. Building relationships opens doors to exciting prospects and strengthens your professional reputation.

10. Resilience

The modern workplace can be demanding and challenging, leading to stressful situations and setbacks. Resilience is the ability to bounce back from setbacks and maintain a positive outlook.

Resilient individuals can cope with failures, learn from their mistakes, and keep projects on track . Demonstrating resilience shows your ability to handle pressure and inspires confidence in your colleagues and leaders.

11. Positive Attitude

Maintaining a positive attitude can impact your workplace experience and productivity. It allows you to stay optimistic and see obstacles as opportunities for growth. A positive attitude doesn’t only boost your energy but also influences and motivates those around you.

12. Accountability and Responsibility

Taking ownership of one’s actions and being accountable for outcomes is a sign of a reliable and trustworthy employee. Individuals who demonstrate responsibility can be counted on to meet deadlines, admit mistakes, and take corrective action when needed. Accountability fosters a culture of integrity and reliability, earning the respect and trust of colleagues and superiors alike.


At Peak Performers, we believe that every individual possesses unique talents and abilities that can contribute to a thriving workplace. Our dedicated team of professionals is here to support you throughout your job search, providing personalized guidance and matching you with employers who prioritize diversity and embrace the value of your soft skills.

Whether you’re a seasoned professional or just starting your career, our inclusive approach to talent acquisition ensures that your abilities and strengths are recognized and celebrated. Contact us to learn more about how we can help.


1. “LinkedIn Releases 2019 Global Talent Trends Report” LinkedIn Pressroom, 28 January 2019, https://news.linkedin.com/2019/January/linkedin-releases-2019-global-talent-trends-report

Disability-Inclusive Infrastructure: 8 Ways to Implement Physical Workplace Adaptations  

When it comes to the workplace, fostering an environment of inclusion extends beyond awareness and best practices—it involves reimagining the workplace’s infrastructure, design, and functionalities to enhance accessibility and accommodate people with disabilities

Let’s go further and see what different innovative approaches to implementing disability-inclusive workplace adaptations there are today.

An Employer’s Legal Duties for Disability Inclusion and Reasonable Accommodation 

What you may not realize is that many accommodations are free or would only require minimal cost to the employer. According to a recent Job Accommodation Network study, approximately half of all accommodations were at no cost to the employer, while the remaining half were an average one-time cost of less than $300.¹

According to the Americans with Disabilities Act (ADA), employers must offer equal access to job opportunities, facilities, and technology.² Employers are responsible for making reasonable accommodations and physical adjustments to support people with visible and invisible disabilities. These adjustments apply to apprentices, trainees, contract workers, and business partners.

Read More: Set the Right Foundations: What is Belonging in the Workplace? 

8 Physical Infrastructure for Your Office That Foster Disability Inclusion 

As an employer, how you design your workplace matters.

Here are eight disability-inclusive workplace infrastructure “must-haves” that promote better and healthier office environments.

1. Natural Lighting

Adding natural light is an excellent adjustment in the workplace. Natural lighting helps elevate mood, improve sleeping cycles, and boost productivity. Designing your office is not just about aesthetics but also affects everyone’s mental health.

If possible, add glass to the ceiling if you’re in a low-rise building or adapt some innovative architecture that involves installing glass on the edge of the room with both walls and the ceiling all covered in glass. You can also design wider windows or enlarge current ones. Employees with low vision may be able to navigate different areas in the office more efficiently.

Alternatively, you can use a set of full-spectrum light bulbs. These imitate natural light and are not as painstakingly bright, which is helpful for people who have anxiety, migraines, and stress disorders.

2. Plants, Greeneries, and Natural Elements

There are many ways to add greenery and plants to your workspace without doing all the heavy work. Plants are natural elements that aren’t just pleasing to the eyes but also necessary in promoting a physically and mentally healthier work environment. Plants can reduce stress-related depression, improve people’s moods, boost self-esteem, and contribute to the overall health of the people around them.

You can be creative with desk plants on flat surfaces in common areas like reception tables, filing cabinets, windowsills, or, better yet, on your employees’ desk tables. You can also do the usual by hanging ceiling plants or bringing in big plants that are low maintenance and placing them in corners. Plants can even promote better air circulation, and some of these are:

  • Spider plant
  • Snake plant
  • English Ivy

3. Cleaner and Better Air Circulation

Some employees, such as those who are immunocompromised, may be uneasy in enclosed areas. Adding vents and investing in air filter systems can clean and purify the air, leaving the environment healthy for your employees.

You can also set up outdoor working environments for people who want to be with nature while working. Maybe a patio with umbrella tables on a wood floor?

4. Quiet Spaces and Collaborative Corners

Create spaces where people can go to be quiet. You can add focus areas or quiet spaces similar to libraries for people who want to concentrate on specific tasks. Set up sound absorbers, soundproofing foams, and sound insulation panels to control the sound from the outside.

To foster mental health through collaboration, build creative corners that encourage better communication and teamwork. Add a coffee maker, some magazines, cozy chairs, and tall tables, all of which can brighten up the place and encourage people to mingle.

5. Focus on Indoor Acoustics

Focusing on an office’s acoustic design can benefit many employees with disabilities. For example, people with hearing loss may find noise-dampened meeting rooms easier to hear everyone at the meeting, and people with ADHD may find it easier to focus in quiet spaces.

You can use specialized cushion fabrics on your furniture instead of leather to add more “quieting” features. You can also install sound-dampening ceiling panels.

6. Adaptation to Assistive Technology

Assistive technology in the workplace is any device, equipment, or software that helps employees work. According to the World Health Organization (WHO), 2.5 billion people need one or more assistive products to help them with their daily needs for personal and professional purposes.³

Vision Impairment or Low Vision 

  • Screen Readers: Software that reads displayed content.
  • Braille Displays: Devices that convert digital text into Braille characters.
  • Audio Description: Narrated descriptions of visual elements in videos.
  • Haptic Feedback Devices: Devices that provide tactile feedback to users.

Hearing Impairment 

  • Closed-Captions or Subtitles: Text-based representation of audio content.
  • Video Relay Services (VRS): Sign language through an interpreter.
  • Captioning and Subtitling Software: Captions or subtitles for any multimedia content.

Communication and Speech Impairment 

  • Augmentative and Alternative Communication (AAC) Devices: Speech-generating devices or communication apps.
  • Voice Amplifiers: Devices that enhance the volume and clarity of speech.

Mobility and Motor Impairment 

  • Speech Recognition Software: Enables individuals with mobility impairments to control computers using their voice.
  • Adaptive Switches: Allow users to interact with computers, devices, and other technology.
  • Environmental Control Units: Devices that help control various aspects of the environment, such as lights, appliances, and entertainment systems.
  • Eye-Tracking Technology: Technology that enables individuals to control computers or devices using eye movements.


  • Text-to-Speech Software: Tools that convert written text into spoken words.
  • Noise-canceling headphones: Headsets that reduce background noise and distractions.
  • Time-management apps: Tools that can create and track schedules, reminders, goals, deadlines, and progress.
  • Mind-mapping software: Tools that create graphical representations of ideas and information.

7. Comfortable and Adjustable Furniture

Ergonomics can help employees with a range of physical disabilities be more comfortable while working, and your employees without disabilities will benefit from it, too! EHS Today found in a survey that 81 percent of employees believe that ergonomic tools and equipment in the workplace are important.⁴

Invest in specific furniture that many employees will enjoy and will be comfortable in, such as:

  • Ergonomic chairs that are customizable to accommodate height and other preferences.
  • Portable drafting tables to help improve posture by tilting the surface.
  • Footwells that can provide comfort to the feet.
  • Desks with electric motors for easier and faster desk-height adjustments.

8. Physical Accessibility Improvements

Improving the infrastructure does not only support disability but also helps break the stigma about disabilities in general. Here are a few of the critical adjustments and improvements employers can learn to adapt and modify in the workplace for people with disabilities:

  • Replace stairs with ramps or add ramps beside the stairs.
  • Wider doorways and pathways allow wheelchair users to pass through easily.
  • Relocate door handles and light switches for easier access.
  • Remove physical barriers for better accessibility.
  • Place electrical outlets 24 inches or less from the countertop in office kitchens or pantries.
  • Design accessible restrooms by strategically placing accessories like paper towels, bins, and soap dispensers.

A Better Work Environment Is an Essential Piece to Eliminating Unconscious Bias 

These disability-inclusive workplace examples are just a few office adjustments you can make as an employer. Learning how to promote disability inclusion is a continuous process that requires a commitment to understanding disability employment beneath the surface.

Physical improvements in the workplace are integral elements of disability inclusion. By supporting the needs of your employees and taking care of their well-being, you move one step closer to achieving an inclusive workplace culture.

Read More: ‘Ally’ Is a Verb: 8 Ways to Practice Allyship at Work 


By equipping the workplace with accessibility features, people with disabilities become more engaged and productive at work.

At Peak Performers, we’re committed to helping you find talent with disabilities. With more than two decades of experience in the business, we can help you augment your workforce, get projects done, and enhance your DEI efforts.

Contact us today and learn how we can help!


1. “Costs and benefits of accommodation” Askjan, 4 May 2023, Costs and Benefits of Accommodation.

2. “Introduction to the Americans with Disabilities Act.” ADA, www.ada.gov/topics/intro-to-ada 26 Aug. 2023.

3. “Assistive Technology.” WHO, 15 May 2023, https://www.who.int/news-room/fact-sheets/detail/assistive-technology

4. Smith, Sandy. “Survey Reveals Importance of Ergonomics to U.S. Workers.” EHSToday, 4 Oct. 2006, www.ehstoday.com/survey-reveals-importance-of-ergonomics-to-us-workers.

Salary Negotiation 101: A Job Seeker’s Guide to Securing Fair Compensation 

Congratulations on securing an interview and getting one step closer to your career aspirations! As you prepare for your job offer, you will need to be thinking about salary negotiation.

Negotiating for better pay may seem intimidating, but it can significantly impact your future earnings and career trajectory. In this guide, we’ll walk you through the art of salary negotiation, equipping you with the knowledge and confidence to secure fair compensation.

Why is Salary Negotiation Necessary? 

Negotiating salary can significantly increase your earnings. According to Business Insider, salary negotiations can make up to a $1 million difference in your lifetime earnings.¹ By earning a higher or better salary early in your career, you have more chances of earning more as you progress and move on to your next roles.

But your salary isn’t just a number on your paycheck; it reflects your market worth, skills, and experience. Negotiation shows that you believe in your abilities and are willing to stand up for what you deserve.

How to Effectively Negotiate Your Salary for Better Compensation 

Even when offered underpayment, many people don’t negotiate out of fear of losing their job offer. Most employers are willing to negotiate but want to be assured they’re getting their money’s worth. Here are six salary negotiation tips to help you negotiate your salary successfully:

1. Research, Research, Research!

Knowledge is power—and this couldn’t be truer when it comes to salary negotiation. Before heading into negotiations, arm yourself with research on salary expectations for your desired position and industry.

Explore salary data websites like Glassdoor, Payscale, and LinkedIn Salary Insights. These platforms provide valuable real-market average salaries for different roles, considering factors like location, experience, and company size.

Additionally, you can consider reaching out to professional networks, industry peers, or mentors to gain a real-world perspective on salary ranges. Gathering information from multiple sources will help you understand your market value better.

Related Article: Salaries on job description 

2. Know Your Value and Leverage Your Skills

Now that you have gathered data on salary ranges, it’s time for some self-reflection. Assess your skills, experience, and achievements to identify what makes you stand out as a candidate. Highlight your unique selling points during the negotiation process, and be realistic with yourself about what you can ask for

Prepare a list of your accomplishments, certifications, and specialized skills. This will boost your confidence but also demonstrate your value to the employer. Remember: you’re not just asking for a higher salary; you’re providing reasons why you deserve it.

3. Ask About Fringe Benefits

Before you even receive an offer, you can ask for the other benefits the company may provide. It may not be monetary, but having extra benefits completes the package and can contribute to a more fulfilling career.

Each company offers different packages, and learning these will help you decide better. While others prepare free food, others have onsite childcare or tuition reimbursement. Here’s a list of popular fringe benefits companies provide:

  • Professional development
  • Travel reimbursement or company cars
  • Extra vacation or leaves
  • Health and wellness programs like employee assistance programs
  • Financial counseling
  • Flexible work hours
  • Discount programs or coupons

4. Timing Is Everything

Avoid discussing compensation during the initial stages of the interview process. Let the employer express their interest in you and your qualifications first. It’s essential to establish a rapport and showcase your potential before diving into the numbers game.

Once the employer is interested and you’re confident that you want the job, initiate salary discussions. If the employer brings up the salary question first. Be prepared to share your expected salary range and keep the door open for further negotiations.

Ideally, discuss your salary right after getting a job offer. You can ask for some time to think about the offer, but don’t wait too long

Related Article: Virtual Interviews: Essential Tips and Tricks for Jobseekers 

5. Develop Your Negotiation Strategy

Successful negotiation requires a thought-out strategy. Here are some essential tips to help you navigate the process:

Aim high, but be realistic. 

Start by setting a target salary within the higher range of the researched data. Be ambitious but also realistic, and know at what range you will accept an offer. Make sure your target aligns with your experience and the value you bring to the company.

Consider the entire compensation package. 

Remember, salary isn’t the only component of your compensation package. Benefits like health insurance, retirement plans, stock options, flexible working hours, and professional development opportunities can add significant value to your overall package.  Make sure to ask about these fringe benefits during negotiations.

Practice your pitch. 

Rehearse your negotiation pitch beforehand so you can confidently articulate your worth during the actual conversation—practice with friends or family members, seeking their feedback to refine your pitch further.

Stay positive and collaborative. 

Negotiation doesn’t have to be confrontational. Approach the discussion as a collaborative effort to find a mutually beneficial solution. Show enthusiasm for the job and the company, reinforcing your desire to contribute effectively.

Employers often allocate a pre-determined budget for each role. This can be affected by the company’s growth, economy, geographical location, industry, and many more. Considering your employer’s needs is also crucial to a good negotiation—think of it as a two-way street.

6. Be Prepared for Counteroffers

Employers may not always meet your initial proposal, so be ready for counteroffers. If the employer offers a lower salary than your target, consider negotiating other aspects of the compensation package to bridge the gap.

Also, know when to walk away from a job offer. While this can be difficult, part of negotiation is being willing to politely decline an offer so you can seek out a job that pays you what you expect to make.

7. Avoid Sharing Your Current Salary

In many regions, such as Alabama, Georgia, California, and Illinois, it has become illegal for employers to ask for your current salary during interviews.² Nevertheless, even if there are no laws against it wherever you are, avoid sharing this information, as it may anchor their offer to your current earnings.

Sometimes, employers ask these questions to see if you fit within their budget, how you see yourself, and your experience level. You deflect the question by:

Learning more about the role. 

Ask for some time to learn more about the position so that you can give a more realistic expectation.

Giving a range. 

Provide a range instead of the actual previous salary or the expected salary you want. Keep the range around $5,000, and make sure your bottom range is close to your target.

Considering other benefits. 

Instead of focusing on your salary alone, try to look at other benefits the company may offer, like equity, bonuses, stock options, and other benefits they may offer.

Examples of What to Say During Salary Negotiations 

What you say and how you say it can significantly impact the outcome. Here’s how you can structure your salary discussion:

1. Opening Statement

“Thank you for considering me for the [Job Title] position. I’m thrilled about the opportunity to potentially join [Company Name] and contribute to its success.” 

2. Highlighting Relevant Accomplishments

“During my previous role as a [Previous Position], I successfully led a cross-functional team that streamlined processes, resulting in a 20% increase in productivity. The better part is that I also received commendations for my strong problem-solving skills.” 

3. Showcasing Skills and Value

“I’m confident that my proficiency in [Relevant Skills] and my ability to adapt to changing environments would make me a valuable asset to your team.” 

4. Research-Based Request

“Based on my research of industry salary ranges and considering my experience and qualifications, I believe a salary in the range of [Your Target Amount] would be a fair reflection of my market value.” 

5. Expressing Enthusiasm

“I am genuinely excited about the possibility of contributing my expertise to [Company Name] and driving its future growth.” 

6. Handling Counteroffers Gracefully

“While I understand that there might be budget constraints, I hope we can work together to find a compensation package that aligns with my skills and the value I can bring to [Company Name].” 

7. Remaining Positive and Appreciative

“Thank you again for this opportunity. I look forward to becoming a part of the team!” 

The Art of Negotiation: Dos and Don’ts 

As you enter the negotiation room, keep these dos and don’ts in mind to ensure a smooth and effective process:


  • Be assertive but never aggressive. Also, be sure to maintain a composed demeanor throughout the conversation.
  • Back up your requests with concrete data and specific examples of your accomplishments.
  • Pay attention to the employer’s perspective and be open to their input.
  • Always express gratitude for the opportunity and the employer’s consideration, regardless of the outcome.


  • Don’t undervalue yourself or settle for less because you fear rejection. Stand firm and advocate for your worth.
  • Avoid making ultimatums or threatening to walk away if your demands aren’t met. Instead, focus on finding common ground.
  • Avoid rushing because negotiation takes time. Be patient and stay committed to achieving a fair agreement.
  • Don’t burn bridges even if the negotiation doesn’t go as planned. Remain professional and courteous.

Embrace the Outcome 

After all the discussions and negotiations, you’ve reached an agreement—fantastic! If the employer meets your target salary or offers a package that aligns with your expectations, congratulations on securing fair compensation!

However, don’t be disheartened if the employer’s final offer falls short of your expectations. Evaluate the entire compensation package, including benefits and growth opportunities. Sometimes, the overall benefits may outweigh a slightly lower salary. Ultimately, your decision should be based on the alignment of the job with your long-term career goals and your satisfaction with the offered package.

Wishing you all the best in your future job endeavors and a career journey filled with success and growth! Happy negotiating!

Related Article: Improve Your Job Search Online, Look Beyond Job Titles! 


Peak Performers is here to help.

We understand that salary negotiation can be an overwhelming process, especially for job seekers with disabilities who may face unique challenges in the job market. Our team of expert recruiters ensures that you receive fair compensation that reflects your skills and expertise.

We’ll work closely with you to understand your career goals, conduct in-depth research on industry standards, and skillfully negotiate with potential employers while keeping your best interests at heart.

Don’t let the fear of negotiating hold you back from progressing in your career.

Contact us today to learn more about how we can help.


1. Loudenback, Tanza and Gould, Skye. “The first big career choice you make can haunt you for years — and cost you $1 million” Business Insider, 22 Sep. 2022, www.businessinsider.com/how-to-negotiate-salary-earn-more-2017.

2. “Salary history bans” HR Dive, 20 Apr. 2023, www.hrdive.com/salary-history-ban-states-list.

Networking in 2023: Offline and Online Relationships Matter 

In today’s interconnected professional landscape, the power of networking cannot be underestimated. It has become a vital skill that can open doors, foster collaborations, and propel career growth.

However, successful networking goes beyond merely exchanging business cards at events. It hinges on building meaningful relationships that stand the test of time and serves as a foundation for professional success.

In this article, we provide practical and effective networking tips that can help you establish genuine connections, expand your network, and unlock exciting opportunities that can propel your career to new heights.

What Is Networking and Why Is It So Important? 

Networking is the process of creating and nurturing relationships with other professionals and individuals in your field of interest or industry. It involves actively engaging with others, whether in person or online, to build a mutually beneficial connection. And it is important for several reasons:

1. Opportunities

According to Zippa, Networking has been instrumental in securing the current employment of approximately 70% of individuals.¹

Networking helps professionals to expand their opportunities for career growth, job prospects, and business ventures. Connecting with a diverse range of individuals increases your chances of learning about new job openings, projects, collaborations, and partnerships.

 2. Knowledge and Learning

Networking allows professionals to gain valuable insights, knowledge, and expertise from others in their field. Imagine engaging in conversations, attending industry events, or participating in professional groups. These activities can expose you to new ideas, industry trends, and best practices.

 3. Collaboration and Support

Networking provides a platform for collaboration and support. You can find potential mentors, advisors, and partners who can guide you, share their experiences, and support your professional journey. Building a solid network can lead to mutually beneficial relationships where professionals help and support each other.

 4. Reputation and Visibility

Networking helps professionals build their reputation and increase their visibility within their industry. When you actively engage with others and contribute to discussions, you become known for your expertise and thought leadership. This can lead to increased recognition, career advancements, and opportunities for speaking engagements or thought leadership positions.

How Can You Start Networking? 

Starting networking can seem daunting, but with a strategic approach and some key steps, you can begin building your professional network. Here are some networking tips to help you get started:

1. Define your goals.

Clarify what you want to achieve through networking. Setting clear goals will guide your networking efforts. Are you seeking:

  • Career opportunities
  • Mentorship
  • Industry knowledge
  • Specific connections


2. Leverage existing contacts.

Start by reaching out to your current contacts, such as colleagues, classmates, friends, or family members. Inform them about your professional interests and ask if they can introduce you to individuals in your target industry or connect you with relevant networking events or groups.

3. Attend industry events.

Participate in conferences, workshops, seminars, and job fairs related to your field. These events offer excellent opportunities to meet professionals, exchange ideas, and expand your knowledge. Be proactive in engaging with others, ask questions, and collect contact information for follow-up.

4. Utilize online platforms.

Leverage social media platforms such as LinkedIn, Twitter, Slack, and professional forums to connect with professionals in your field. Consistency is key on social media. Share content regularly, engage with others’ posts, and stay active within your network. You can do this by creating a compelling and professional online presence and joining relevant groups.

  • Comment on posts or ask thoughtful questions.
  • Share relevant insights related to your industry or area of expertise.
  • Keep an eye out for virtual events, webinars, or live streams.
  • Use direct messages to initiate more personalized conversations.
  • Ask for advice and explore collaboration opportunities.
  • Ask connections do to a virtual coffee to deepen the relationship.


By being consistent and active, you increase your visibility, stay on others’ radars, and create opportunities for networking and collaboration.

5. Seek mentorship.

Mentors can provide valuable guidance and support in your professional journey. Look for experienced professionals in your field who can offer knowledge and advice. Approach them respectfully, explaining your interest in their expertise, and request their mentorship or occasional guidance.

6. Offer assistance and value.

Networking is a two-way street. It’s not just about what you can get but also about what you can offer. Be proactive in offering assistance by sharing relevant resources or providing support to others in your network. Actively listen to their needs and find ways to contribute value.

Building a reputation as a helpful and resourceful professional can strengthen your network.

What Skills Do You Need to Network? 

Networking requires a combination of interpersonal, communication, and relationship-building skills. Here are some essential skills that can enhance your networking abilities:

1. Communication and Active Listening Skills

Develop strong verbal and written communication skills to articulate your thoughts clearly, actively listen to others, and engage in meaningful conversations. Be concise, confident, and adaptable in your communication style.

2. Relationship Building

Networking is about establishing and nurturing relationships. Develop relationship-building skills, including empathy, trustworthiness, and the ability to connect with people on a personal level. Show genuine interest in others, remember details about them, and find common ground to build rapport.

3. Emotional Intelligence

Emotional intelligence involves understanding and managing your emotions and being aware of others’ emotions. It helps you navigate social interactions, read non-verbal cues, and respond appropriately.

4. Personal Branding

Presenting yourself professionally and authentically is crucial in networking. Develop a strong personal brand that reflects your skills, expertise, and values. Maintain a positive online presence, including a well-crafted LinkedIn profile and a professional website if applicable. Use these platforms to consistently communicate your value proposition and unique strengths.

5. Networking Etiquette

Respect others’ time, be courteous, and adhere to professional standards. Be mindful of cultural differences and adapt your approach accordingly. Networking events often have specific norms and expectations, so familiarize yourself with appropriate behavior in different contexts.

How Can I Network as an Introvert? 

Networking isn’t solely about extroverted socializing. It’s about building relationships, sharing knowledge, and creating mutually beneficial connections.

While extroverts are often inclined to meet people, this is not the same for introverts, who may not naturally gravitate toward social connections. Here are some strategies to help you navigate networking as an introvert:

1. Focus On Quality Over Quantity

Instead of trying to meet a large number of people, prioritize building deeper connections with a few individuals. Seek out smaller networking events or one-on-one meetings where you can engage in more meaningful conversations.

Quality connections can significantly impact your professional growth more than a vast network of superficial contacts.

2. Prepare and Research

Before attending an event or meeting, research the attendees and prepare an elevator pitch. Having some background knowledge or specific topics to discuss can boost your confidence and make conversations flow smoothly.

3. Find Common Interests

Look for shared interests or common ground when engaging in conversations. This can serve as a starting point and help you connect with others on a deeper level. Introverts often thrive in conversations that revolve around specific topics of interest rather than engaging in small talk.

4. Volunteer or Join Committees

Engaging in activities where you can contribute and work alongside others can effectively build meaningful connections. Consider volunteering for industry-related events or joining committees or task forces within professional associations. Working together on a common goal allows for more organic and profound networking opportunities.

5. Network One-On-One

If big events or group settings are intimidating, focus on establishing individual connections. Reach out to professionals you admire or want to learn from and request a one-on-one meeting or informational interview. These one-on-one interactions can be less overwhelming for introverts and provide a platform for more in-depth conversations.

How to Follow Up With a Contact After Networking 

Effective networking doesn’t end after the initial interaction. It requires following up with contacts, expressing gratitude, and nurturing relationships over time. Here are six networking tips to help you boost and solidify the relationship you’ve made:

1. Keep Connecting

Reference specific points discussed, any common interests or shared experiences, and express your appreciation for the conversation.

Start your follow-up message by expressing gratitude for the person’s time, insights, or any specific help they provided during your conversation. Show sincere appreciation for their willingness to engage with you and share their expertise.

2. Don’t Wait Up

Aim to follow up within a few days of the initial interaction while the conversation and context are still fresh in both parties’ minds.

3. Get Back to the Conversation

Briefly recap the key points or takeaways from your conversation to refresh their memory. This reinforces the value of your discussion and shows you were actively listening. If you discussed any action items or follow-up tasks during your conversation, remind them and express your intention to follow through.

4. Give More Input

Offer something of value to the contact as a way to contribute and continue the relationship. This can be sharing an article, resource, or relevant information that aligns with their interests or needs. Providing value demonstrates your willingness to be helpful and fosters reciprocity in the relationship.

5. Suggest Reconnection

Propose potential next steps or future engagements to keep the connection alive. This shows your proactive approach and enthusiasm for maintaining the relationship.

It could be suggesting a meeting or call to explore collaboration opportunities, offering to introduce them to someone in your network who may benefit them, or mentioning upcoming industry events where you may cross paths again.

6. Keep the Lines Open

Stay in touch periodically by reaching out to them and checking in to see how they’re doing. You can also share relevant updates, articles, or other resources. Cultivating the relationship over time is pivotal in developing a strong professional network.


If you’re seeking the next employment opportunity, Peak Performers can help you discover several jobs you might love. Especially for people with disabilities, we work passionately to connect qualified candidates with the right employers.

We believe that with the right network, skills, and determination, you’ll have everything you need to pursue your dreams. Contact us today  to learn more about us and how we can help you!


1. Flynn, Jack. “25+ Important Networking Statistics [2023]: The Power of Connections in the Workplace” Zippia, 23 Feb. 2023, https://www.zippia.com/advice/networking-statistics/.

Contracting and Temporary Staffing: What Every Employer Needs to Know  

Finding suitable candidates quickly and efficiently can be challenging for many employers. From balancing economic fluctuations with the evolving market demands, there’s just so much to do within a limited timeframe. The need for agile staffing solutions has never been more crucial in lifting some administrative weights, leaving you with more time to focus on core business activities.

In this article, we discuss everything you need to know about contracting and temporary staffing, including how these staffing solutions can help you optimize your workforce, adapt to economic situations and thrive in a rapidly changing business environment.

The Difference Between Contracting and Temporary Staffing 

While contracting and temporary staffing are both methods of hiring workers temporarily, there are some differences between the two approaches.¹ Here’s an overview:

1. Nature of Engagement

Temporary staffing involves hiring individuals to work on a short-term basis within an organization. The temps are typically employed by a staffing agency and assigned to work at client companies. There’s also a chance that if the company likes the temporary staff, they might be offered a permanent position, usually referred to as temp-to-hire.

In contrast, contracting involves engaging individuals or companies on a contractual basis to perform specific tasks, projects, or services. Contractors work independently or as part of a specialized firm and are responsible for fulfilling their contractual obligations.

2. Scope of Work

In temporary staffing, the focus is on providing additional workforce to meet immediate staffing needs, cover absences, handle temporary increases in workload, address specific projects within the client company, or to assess whether employees will be a good fit before hiring them. Temporary staff members are integrated into the client’s existing workforce and perform tasks as directed by the client.

On the other hand, contracting emphasizes engaging individuals or companies with specialized skills or expertise for specific tasks or projects. Contractors often work on a project-by-project basis and are responsible for delivering specific outcomes or results as defined in the contract.

3. Employer-Employee Relationship

Contract workers are considered self-employed or independent entities, responsible for managing their taxes, insurance, and benefits. They work for the contracting company as external vendors and are generally not entitled to employee benefits.

Temporary staff members are considered employees of the staffing agency. The staffing agency takes care of administrative tasks such as payroll, taxes, and benefits for the temps. The organization that the temps work for generally pays a fee to the staffing agency for their services.

While temp workers receive compensation and have taxes deducted through W-2 forms, independent contractors are responsible for determining their tax obligations using 1099 forms.

4. Duration and Flexibility

Contracting engagements can vary in duration, ranging from short-term to long-term contracts, ranging from a few weeks to several years, depending on the scope and complexity of the project or task.

Temporary staffing assignments are typically shorter in duration and can last up to a few months, depending on the need of the company.

Why Hire a Temporary Employee or Contractor? 

Regardless of the size, contracting and temporary staffing can benefit your business by providing the following:

1. Flexibility

Contracting and temporary staffing offer businesses the flexibility to adjust their workforce size and composition based on changing demands and project requirements. Suppose you have temporary skill requirements that the existing workforce may not possess. Hiring an independent contractor or temp staff can help you quickly scale up or down without long-term commitments.

Instead of investing in training or hiring permanent employees for short-term needs, you can simply engage specialized contractors or temp workers who already possess the skills you require. This enables you to access expertise on-demand, complete specific projects efficiently, and avoid long-term commitments when specialized skills are no longer needed.

2. Cost-Effectiveness

Temporary employees can be a cost-effective solution for organizations. Instead of bearing the costs associated with hiring permanent employees, such as benefits, paid time off, and healthcare, organizations can save money by hiring temporary workers, as it’s the agencies that provide these benefits. Depending on the salary and compensation package offered by the company, benefits can add up to 30-50% of the total package.

3. Specialized Expertise

Independent contractors or temporary employees often possess specialized skills or expertise that may be required for specific projects or tasks. Hiring them allows organizations to access these skills without investing in extensive training or hiring full-time employees.

4. Faster Recruitment Process

Temporary staffing agencies can assist businesses in finding suitable candidates quickly. These agencies often have a pool of pre-screened and qualified professionals ready to work on short notice. By leveraging their networks and expertise, you can expedite recruitment and save time finding the right talent.

5. Reduced Administrative Burden

When hiring temporary or contract staff, businesses can delegate various administrative tasks, such as payroll, taxes, and benefits, to the staffing agency or the contracting individuals themselves. This helps streamline administrative processes and reduces the burden on internal HR and administrative teams.

6. Trial Period for Permanent Hires

Hiring temporary workers can serve as a trial period to assess their skills, work ethic, and cultural fit within the organization. It provides an opportunity to evaluate potential candidates before considering them for permanent roles, reducing the risk of a bad long-term hire.

7. Enhanced Productivity

By bringing in additional staff during peak periods or for specific projects, organizations can distribute workload effectively, prevent burnout among permanent employees, and maintain high levels of productivity.

8. Fill Workforce Gaps

Temporary employees can help fill workforce gaps during employee absences, maternity or medical leaves, or sudden departures. It ensures that business operations continue smoothly while the organization searches for permanent replacements.

9. Knowledge Diversity

Temporary employees or contractors bring a fresh perspective and diverse experiences from working with various organizations. This diversity can enhance problem-solving, creativity, and collaboration within the team, leading to improved outcomes.

10. Geographic Expansion

Temporary workers or contractors can be valuable when organizations expand to new locations or embrace remote work arrangements. They can assist in setting up operations in new areas or provide remote support without needing physical relocation.

How to Hire Temporary or Contract Employees 

Here’s a step-by-step guide to help you uncover the advantages that come with temporary staffing:

1. Identify Your Staffing Needs

Before embarking on the hiring process, clearly define your staffing requirements. Determine the specific skills, qualifications, and experience needed for the temporary position. By precisely outlining your needs, you can communicate them effectively to the staffing firm, ensuring they source candidates who closely match your requirements.

2. Research and Select a Reputable Staffing Firm

Look for agencies with a track record of success, positive client testimonials, and a deep understanding of your specific workforce needs. Choose a staffing firm with a strong network of candidates, comprehensive screening processes, and a commitment to delivering quality talent.

3. Engage in Consultation

Once you have selected a staffing firm, schedule a consultation to discuss your staffing needs in detail. This consultation serves as an opportunity to provide comprehensive information about the position, your company culture, and any specific requirements or preferences. A staffing firm can use this information to identify the most suitable candidates and streamline the hiring process.

4. Candidate Sourcing and Screening

One of the key benefits of engaging a staffing firm is its extensive candidate network and expertise in sourcing qualified professionals. The staffing firm will leverage its resources to find potential candidates, conduct comprehensive screenings, and can perform background and reference checks upon request. This dynamic process ensures that only the most qualified and reliable candidates are presented to your organization for consideration.

5. Candidate Selection and Placement

After the staffing firm has identified potential candidates, they will present a shortlist of individuals who meet your requirements. Review the resumes, interview the candidates, and assess their suitability for the temporary position.

The staffing firm can facilitate this process, coordinating interviews and providing valuable insights on the candidate’s qualifications and fit within your organization. Once you have selected, the staffing firm will handle the necessary paperwork and ensure a smooth onboarding process.


Peak Performers is here to help! As an organization committed to making a positive impact, we prioritize job opportunities for individuals with disabilities and chronic medical conditions.

We believe that disability should not hinder anyone from accessing employment. By actively recruiting individuals with disabilities, you can help foster a diverse and inclusive workforce and tap into a wider talent pool.

If you’re seeking contract, temporary-to-permanent, or direct hiring solutions, we provide these options to enhance your workforce and reinforce your commitment to diversity, equity, and inclusion (DE&I) initiatives. Contact us today  to learn more about how we can help.


1. Elliott, Jessica. “Temporary vs. Contract Employee: What’s the Difference?” US Chamber, 25 Jan. 2022, www.uschamber.com/temporary-vs-contract-employee.

The Employed Job Seeker’s Dilemma: Can You Reach Out to a Recruiter?  

The question of whether it is acceptable to engage with recruiters while currently employed is something that most professionals ponder. It’s a topic that often stirs up mixed emotions, as it makes you weigh the potential benefits against the perceived risks.

However, embracing the idea of maintaining a conversation with recruiters while employed can be advantageous in many ways. So, going back to the question, the answer is a solid yes. But before that, let’s see what recruiters actually do.

Who is a Recruiter? 

You probably know what most recruiters do; hire new employees. They connect job seekers to companies with employment opportunities. But it goes beyond that.

Their primary role is to link candidates with the company they want to join by aligning the company’s job requirements, values, mission, and vision with the candidate’s skills and experiences. They typically work closely with hiring managers and human resource departments to understand the organization’s specific needs and develop strategies to attract suitable candidates.

They source, screen, and select potential candidates through various methods, like job postings, networking, and direct outreach, to identify potential candidates. Then they evaluate their qualifications, skills, and fit for the position through interviews, assessments, and reference checks.

It’s a long process, but ultimately, recruiters, or what we call “talent placement specialists” or “talent sourcing specialists” here at Peak Performers, act as a bridge between candidates and employers, ensuring a smooth and efficient recruitment experience for both parties involved.

Is It Okay to Reach Out to Recruiters While You’re Employed? 

As we’ve already revealed, yes (of course!), it’s generally acceptable to talk to recruiters while you are currently employed.

In fact, it can be beneficial to explore job opportunities and engage in conversations with recruiters even if you are not actively looking for a new job. Here are a few reasons why it can be a good idea:

1. Access to professional networks.

Recruiters typically have extensive networks of professionals within various industries. By connecting with them, you can expand your network and gain access to a broader community of professionals. This can open doors to new connections, mentors, and potential collaborations, which can positively impact your career growth and opportunities.

2. Staying informed about the job market.

Engaging with recruiters doesn’t necessarily mean you are actively looking for a new job. It simply means that you are proactively gathering information, exploring options, and staying aware of the opportunities that may arise. Recruiters are well-connected people who constantly interact with candidates and employers.

They are on top of anything new in the job market, and they can provide valuable insights into the changing demands of employers, emerging job roles, in-demand technologies, or specialized areas of expertise that may be relevant to your career trajectory.

They can also offer insights into which industries are expanding, which organizations are hiring, or which companies are looking to introduce new products or services. This information can help you identify potential growth areas to plan your career accordingly.

3. Exploring potential career options.

Engaging with recruiters can also give you a broader perspective on your career trajectory. By exploring different career options, you can assess whether there are opportunities for advancement or new challenges that may be more fulfilling and rewarding. It can help you identify potential career paths you may have overlooked and expand your understanding of the possibilities beyond your current position.

Recruiters can provide firsthand information about the skills and experiences that are in demand for different roles, helping you assess whether you possess the necessary qualifications or if there are areas you need to develop further. This knowledge can help you make strategic decisions about whether to adapt with an evolving industry or acquire new skills and transition to a different field.

4. Increased bargaining power.

Recruiters have insights into salary ranges, benefits, and other incentives companies provide to attract suitable candidates. Engaging with them gives you a better understanding of your market value and the compensation packages being offered in your industry.

With this information, you can position yourself as a more informed and competitive professional when it comes to negotiations within your current organization or when you begin an active search for new opportunities.

5. Building a support network.

Recruiters can act as mentors or advisors who can provide valuable guidance on various aspects of your career. They may offer feedback on your resume, interview tips, or suggestions for improving your professional profile. By leveraging their expertise and experience, you can enhance your job search strategies, refine your presentation skills, and improve your chances of securing desirable job opportunities.

6. Building your brand.

Engaging with recruiters can also lead to positive word-of-mouth recommendations. When recruiters have a positive impression of you and your professional brand, they may share their experiences with others, including potential employers. This can help build a positive reputation and increase your chances of being considered for desirable job opportunities.

How to Reach Out to a Recruiter 

If you’re planning on messaging recruiters but not sure how to do it, here’s a step-by-step guide to help you:

1. Identify the right recruiter.

Research and identify recruiters who specialize in your industry or the type of job you’re seeking. You can find recruiters through online job boards, professional networking platforms (such as LinkedIn), or by asking for referrals from colleagues or industry contacts.

2. Craft a personalized message.

Once you have identified a recruiter you want to reach out to, write a personalized message to grab their attention. Start by introducing yourself, mentioning any mutual connections or shared interests, and expressing your interest in their expertise. Clearly state your career goals and highlight any relevant qualifications or experiences. Be concise, professional, and proofread your message before sending it.

3. Utilize online platforms.

If you’re reaching out to a recruiter on a professional networking platform like LinkedIn, you can use the platform’s messaging feature to send a personalized connection request or direct LinkedIn message. Customize your message to demonstrate why you’re interested in connecting with them specifically and how you can add value.

4. Attend job fairs and networking events.

Job fairs and industry-specific events provide opportunities to meet recruiters in person. Prepare a concise elevator pitch highlighting your skills and career goals, and engage in meaningful conversations. Collect business cards or contact information to follow up afterward.

5. Follow-up.

If you don’t receive an immediate response, follow up politely after a reasonable amount of time (typically a week or two). This shows your continued interest and professionalism. However, avoid being too pushy or sending multiple follow-up messages.

Remember, recruiters are often busy with numerous inquiries, and building relationships may take time. Keep building your network, stay proactive, and be persistent in your efforts.


Peak Performers is here to fulfill your passive or active job-searching needs. We specialize in matching candidates, especially people with disabilities, with fulfilling and rewarding positions. We believe in the power of DEI and work tirelessly to connect professionals like you with employers who appreciate your unique skills and perspectives.

Whether you’re looking for accounting, clerical, IT, or engineering jobs, our hiring process can connect you with opportunities that offer safe working conditions, comprehensive benefits, and competitive wages.

Contact us  today, and let us help you discover a career opportunity that aligns with your aspirations.

Set the Right Foundations: What is Belonging in the Workplace? 

You may be increasingly worried about employees leaving their jobs, wondering if your own team feels like they should quit too. You have done what you can to make them feel included, but do they feel like they belong?

Improve your work culture by cultivating a sense of belongingness. Here are the things you need to know.

The Great Resignation: What’s Causing It 

A McKinsey survey on the Great Attrition justified employers’ concern about workplace connectivity.

  • Fifty-four percent of employees who left their jobs did not feel valued by their company.
  • Fifty-two percent didn’t feel valued by their managers.
  • Fifty-one percent said that they didn’t feel a sense of belongingness.
  • Forty-six percent said they would like to work with people who care for and trust each other.


This is proof that employees are looking for strong relationships with their leaders and colleagues so that they may feel connected and seen. Yes, leaders recognize these issues related to their company culture, but their responses aren’t really addressing the problems.

According to Mckinsey, around 52 percent of leaders want four to five days of on-site work schedule to promote connection and collaboration. However, this may not always be the case. This may backfire without other significant actions to go with it. The needs of employees have shifted throughout the past years, and employers need to shift their approach to address them properly.¹

Defining Belongingness in the Workplace 

Belongingness is when employees feel that their unique personalities and attributes are accepted and treasured by the people around them. It’s a buildup of daily experiences that empowers a person to feel safe as they bring their authentic selves to work.

However, this is not limited to feeling appreciated for what a person can do or the role they play in their jobs. It runs deeper, and it’s actually closer to diversity and inclusion. People who feel like they are part of a team and are encouraged to keep their unique traits in front of others feel a high level of belonging. This means valuing various qualities such as identity, race, disability, and sexual orientation.

An example of diversity is being invited to a party. But inclusion takes this to another level by encouraging guests to dance however they want and as creatively as they want because they were given the freedom to be true to themselves and dance how they want.

The Harmful Effect of Exclusion 

Exclusion can lead to self-sabotage which may eventually affect the team a person is a part of. Harvard Business Review’s study revealed that exclusion is a systemic issue that can lead to financial losses.² To address the issue, they conducted a series of experiments. Here’s how it went:

Employees were asked to play a virtual toss game. Each was assigned to a team with bots programmed to play the role of their teammates. Included employees had teammates that consistently threw the ball in their direction. Meanwhile, the excluded workers only received the ball a few times.

After this experiment, participants were given the task of earning money for themselves or their whole team. The longer they persevered in the activity, the more money they collected.

When the participants were informed that the payouts would be divided with their teammates, the excluded people gave less effort than the included people even though it meant fewer earnings. When people were told that the payouts were for them alone, excluded members worked as much as the included ones.

These experiments implied that people would participate less when they are excluded from work. This is because they may feel that their efforts are unnecessary and aren’t valued as much as others.

The Importance of Belonging 

Belonging in the workplace can affect the performance and results of your team members, making it vital to allow people to bring their whole selves to work. If employees feel excluded, it may lead to insecurity. They may feel trapped and can’t be true to themselves. This can affect their creativity and willingness to participate with others.

Great Place to Work’s research revealed that employees who feel that they belong are three times more likely to say they enjoy their workplace, three times more likely to look forward to going to work, nine times more likely to believe people are fairly treated regardless of their race, and five times more likely to want to stay at their company longer.³

This is why working with a staffing agency that values belongingness is key. With a retention rate that is twice the national average for staffing agencies, we at Peak Performers can help you perform to your fullest potential.

Building Belongingness for Your Employees 

To make your employees feel included, here are the things you can do as an employer and leader.

1. Maintain neutrality and equality.

Leaders and employers should treat each of their members fairly and without bias. This means you have to avoid any act of favoritism to create a workplace culture that allows everyone to feel respected and valued. While there will always be preferences, as this is just human nature, you can work your way around it and create a more inclusive environment around you.

You can express fairness by training your members as a team. If you think one needs to work on a skill and be taught, involve everyone. Another way is to ensure that every employee receives the same treatment toward career growth. If one is moving forward, others also need to see a path toward greater success. Ultimately, it’s all about not letting anyone get left behind.

2. Casually check in on your employees.

One of the best ways to make people feel included is to check in on them. Be casual about it. There are times when you have to drop the agenda-driven conversations to simply connect. You can do it in person during lunch or via call if you work remotely.

You can even do it randomly in the day when you meet them in the hallway or elevator. For remote work, you can send a short message. Simply ask how they’re doing and start a conversation.

Showing interest in a person’s well-being tells them that you care about them and want them to be okay at work.

Related Articles: Engaging and Remote Workforce 

3. Make business decisions with your employees.

Involving your employees in business decisions shows that their ideas and opinions matter to you and the company. When you ask them what they think is best, it makes them feel like they are contributing to the company’s success.

For example, if the company is struggling, inform your members and ask for their suggestions. They may have answers to resolve the issues you are facing. Do it together and see what you can do as a team.

Encouraging them to speak up allows them to provide more meaningful input. In turn, it lets them appreciate their contributions and efforts. It also provides the company with out-of-the-box ideas that may have been overlooked.

4. Communicate transparently.

Open communication motivates employees to deliver more. When everyone knows and has access to the same information, people are on the same page.

  • If there are concerns within the company, they might be able to provide meaningful solutions.
  • If there are safety concerns, give them the assurance that everything is being taken care of.
  • If there are new protocols and processes, let them have access to resources so that they can easily follow them.


Being transparent goes beyond letting everyone know everything happening within the organization. It shows that you care about their well-being and you’re not keeping them in the dark for any reason.

5. Make promotions fair.

Promotions are a company’s chance to showcase its values. Ensure everyone has equal advancement opportunities by creating a transparent and fair promotion process. Make sure that minority groups get their well-deserved rewards and promotions and that no prejudices might overlook their skills and experiences.

Aside from salary, promotions represent career growth. When people are promoted, it tells them that the company values their contribution, allowing them to appreciate their jobs and put more effort into their tasks.

6. Recognize each person’s accomplishments.

Celebrate the milestones and achievements of your employees, no matter how big or small they are. Creating an atmosphere of recognition can give everyone a sense of community and show your people that their efforts and contributions are valued.

You can express recognition through announcements via email or your social media pages. You can also treat everyone to lunch to celebrate together a person’s success. Here at Peak Performers, we have both employee of the month and the year program, ensuring to reward the efforts of those who have exceptional contributions from time to time.

Another way to show appreciation is by remembering their contributions and what they’re good at. Remember what they did best before, and when the time to take charge of a project comes up, ask specific people to lead. It lets them know that you trust their skills and judgment.

7. Be welcoming to new employees.

Employee well-being should be showcased from day one. Make new employees feel that they belong through meaningful onboarding. Introduce them to their new colleagues and involve them in team activities.

Imagine inviting visitors to your home, yet no one talks to them while common friends and family mingle. This is how employees would feel without being adequately welcomed by the team.

You can onboard them properly by letting them meet everyone on the team and the key people in the organization. Prepare resource materials that’ll provide insight into what they need to do and some company details regarding its background, history, values, and processes.

Foster Belongingness to Improve the Employee Experience. 

When there’s a culture of inclusivity that embraces unique individuals from diverse backgrounds, employees tend to strive better in their jobs. When they feel accepted and supported by their leaders and colleagues, it gives them a feeling of satisfaction that propels them to be more engaged in the company.

Belongingness is one way you can create a positive and productive workplace. When your team members feel included, it’s not just them who benefit but the company as a whole.


If you’re looking to hire more diversely, Peak Performers can connect you with talented individuals with disabilities. Let them show you what they can do.

We have employed 14,000 people and counting in our 28 years in the business. We regularly fill openings in accounting and finance, information technology, and office or professional jobs, and if you have hiring needs, get in touch with us today.


1. De Smet, Aaron, et al. “It’s not about the office, it’s about belonging.” McKinsey & Company, 13 Jan. 2022, https://www.mckinsey.com/its-not-about-the-office-its-about-belonging.

2. Carr, Evan W., et al. “The Value of Belonging at Work.” Harvard Business Review, 16 Dec. 2019, https://hbr.org/2019/12/the-value-of-belonging-at-work.

3. Bond, Tony. “Belonging in the Workplace: What Does It Mean and Why Does It Matter?” Great Place to Work, 16 Jun. 2022, https://www.greatplacetowork.com/belonging-in-the-workplace.

Improve Your Job Search Online, Look Beyond Job Titles!  

Looking for a job in today’s digital age has become easier—no more sifting through countless job ads in newspapers and magazines or visiting company locations just to send physical resume copies.  

However, it’s not exactly a walk in the park. A simple search online can result in hundreds of job openings and listings. Then there are different job search platforms, direct company applications, and staffing agencies. How will you know which of these opportunities would lead you to the career you strive for?  

Relying only on a job title can be misleading in many ways. So, how exactly can you find the right position? You need to look beyond job titles! 

Pitfalls of Relying Solely on Titles 

Using the job title you want as a keyword when searching online can still generate the positions you’re looking for. You may still find opportunities that pique your interest or those that follow your planned career path. 

But unfortunately, you can experience significant pitfalls that can negatively affect your job search. This can be very troubling since the more time spent searching for a job, the more money you waste.  

1. Similar job titles have varying details.

When looking at job boards, some listings may have the exact same job titles but different job descriptions and requirements. You need to understand that the industry and organization greatly affect the other details of the job requirements. Job titles for one team can have a completely different description in another organization. 

For example, the responsibilities and benefits of working as an accountant in a financial institution far outweigh those of working as an accountant in a restaurant. Then there are different focuses like loans, management, and taxation aside from the usual jobs of accountants. Each of these requires different specializations and experiences that you may or may not qualify for.  

2. Misleading usage of buzzwords.

Employers usually use buzzwords to generate more engagement with their job openings. This can be a problem when companies use buzzwords that aren’t directly related to the positions they’re filling. 

This can create confusion and disappointment for candidates who base their job search only on job titles. Instead of receiving the responsibilities they expected, they would be met with expectations misaligned with their position. 

Remember the last time you visited a job search website? There may have been other positions that popped up even though you’re specifically looking for an engineering role. This may have been caused by some of those job openings using the wrong buzzwords.  

Read More: A Better Way to Online Job Search 

Improving Online Job Search 

A strict focus on job titles can restrict your chances of accomplishing your goals. Since job titles, descriptions, and responsibilities for a position can vary per company, it can be hard finding the job that fits your goals perfectly. 

It’s best for you to move away from titles and refine your research by considering the following questions to maximize the opportunities available in the job market. Here are some questions you can ask yourself that can help improve your search online. 

Read More: 2023 Job Seeking Advice 

1. Who do you want to interact with all day?

No person is an island. As a candidate, this suggests that interacting with others will always be a part of your responsibility, no matter what company you join or what position you choose to fill. To be able to refine your job search, first, you need to identify the basics of the job you want. Start with the people who will surround you daily. 

  • Who do I want as officemates? 
  • What profession do I want my team members to have? 
  • Who are the customers I want to work with? 
  • What will my customers mainly need help with? 
  • What is my preference about the educational level and lifestyle of the new people I’ll meet every day? 

According to an article published in the International Journal of Research and Innovation in Social Science, 31 percent of employee retention is based on the environment within the office. 1 And one of the main factors that affect an office environment is the people within it. 

2. What do you want to do?

Think critically and create a detailed answer. Imagining yourself simply as an auditor is the same as restricting yourself to specific job titles. Focus more on the activities you would want to do once employed. 

  • Would you like to focus on analyzing research data?  
  • Do you see yourself interacting with customers about their financial standing? 
  • Do you prefer being at the desk all day with limited customer interaction? 
  • Would you like to lead people in finishing projects or help them improve their skills? 

Searching for the job you want is more about knowing the skills you prefer to utilize. In this way, you remain open to all opportunities that match the type of work you want. 

3. Where do you want to work?

Let’s say you see yourself helping customers in the field of finance. The venue where you want to work can help broaden the opportunities you consider for your next job. 

  • Can you imagine yourself in a bank setting, or are you aiming for an office inside a company?  
  • Which setting related to your industry do you find the most exciting? 

When answering this question, consider your previous answers as well. Remember that nothing is too specific since you’re simply identifying your preferences for the job you want. Try to make your responses similar to the ones below: 

  • I want to be an engineer for an organization focusing on buildings. 
  • I want to work near my home as a program specialist for a local business. 
  • I need an office that is near specific establishments like gym, hospital, or a shopping center. 

4. Why are those your preferences?

Knowing who you want to work with, what you want to do, and where you want to do it won’t be of any use to your job search if you don’t take the time to ask the reason why you want it. Take your answers and wonder about your motivations behind them.  


  • Why do I need to work with financial experts like me?  
  • Will my performance at work be different if I work with people who aren’t experts in the field?  
  • What am I hoping to gain from working with them? 


  • Why is that the type of work I want to do?  
  • Am I more interested in the marketing job than in another field of focus?  
  • What’s the reason behind my interest in specific activities?  
  • Do I like doing them because they’re the easiest or the hardest tasks to finish? 


  • Why do I need to work near these places? 
  • Does that factor affect my productivity or efficiency?  
  • What motivates me to choose specific settings more than others? 

Your Answers Are Your Valuable Tools 

Your responses to the questions above will serve as your best tool for refining your job search. Instead of looking at job titles, focus on the aspects you consider a must-have. Simply asking yourself about your preferences narrows down your search and gives you a better chance of having a fulfilled career.  

Remember: be open to different opportunities and consider other jobs that may not fully satisfy your needs while still being critical of the aspects you hold important. 


Here at Peak Performers, we value your capabilities. We believe that you deserve meaningful employment that fully utilizes the skills and talents you offer. Our expertise helps us find the right fit for your preferences, and we strive to connect the perfect employee-employer match.  

Contact us today to start your career journey! 

Redefining Employee Retention and Engagement in Today’s World of Work 

The struggle to attract and retain top talent has become an uphill battle for employers in today’s competitive job market. As the workforce landscape continues to evolve, one critical factor emerges as the linchpin for success: employee engagement.

The era of “quiet quitting” is upon us, and its impact on organizational productivity and morale cannot be ignored. In this article, we explore the vital relationship between employee engagement and retention, shedding light on how nurturing a culture of engagement can minimize the impact of quiet quitting.

What’s the Link Between Employee Retention and Engagement? 

Employee engagement and high employee retention rates are closely intertwined. When employees are engaged, they are emotionally invested in their work, committed to the organization’s goals, and motivated to contribute their best efforts. They develop stronger relationships within the workplace and feel a sense of belonging or connection with their colleagues and the organization at large.

This sense of engagement has a significant impact on their decision to stay at their workplace long-term. What’s more, according to a Gallup study, engaged employees have a 52% lower likelihood of seeking a different job in the next 12 months compared to disengaged employees.¹ This, in turn, results in reduced turnover costs, increased productivity, improved customer satisfaction, and a positive company culture.

How Does Quiet Quitting Affect Employee Retention and Engagement? 

Quiet quitting is when employees disengage from their work and organization without openly expressing their dissatisfaction or intentions to leave. Instead, they silently endure their discontent. According to Gallup’s report, about 6 in 10 employees fall under this category.² These disengaged employees may still physically show up for work, but their commitment and enthusiasm wane significantly.

They become less proactive and less productive, leading them to exhibit signs of disinterest or apathy toward their roles and responsibilities. It doesn’t stop there. Quiet quitting could lead to a ripple effect where disengaged employees may spread dissatisfaction to their colleagues, impacting team dynamics and overall employee morale. Recognizing the signs of quiet quitting is essential to intervene before it escalates into a full-blown exodus of valuable employees. Common symptoms may include:

  • Decreased productivity
  • Increased absenteeism
  • Decreased innovation
  • Reduced collaboration,
  • Disconnection from the organization’s goals and values.

The Changing Landscape of the Job Market 

In recent years, the job market has undergone a significant transformation, becoming more competitive and challenging for employers. The advent of technology, globalization, and shifting demographics have all contributed to this evolving landscape.

Technological advancements made remote work and flexible arrangements more feasible, giving employees greater freedom in choosing their workplaces. This increased flexibility has empowered job seekers to be more selective about the organizations they join, seeking those that align with their values, offer growth opportunities, and promote better work-life integration.

Globalization also expanded the talent pool, allowing employers to tap into talent from around the world. This means employers are not only competing with local businesses but also with organizations from different countries. To stand out in this global marketplace, employers have the responsibility to constantly demonstrate why their workplace is the best choice.

The demographic shifts have brought new expectations and priorities from the incoming workforce. Millennials and Generation Z, who make up a significant portion of the workforce, value purpose-driven work, opportunities for growth, and positive company culture. They seek more than just a paycheck; they desire meaningful and fulfilling careers.

Fostering Employee Retention and Engagement: 8 Ways to Keep Employees Engaged at Their Jobs 

Following the COVID-19 pandemic, what employees demand from their employers has taken new turns. Beyond competitive pay and benefits, here are some of their top demands:

1. Better Work-Life Balance

A healthy work-life balance helps to reduce employee burnout and stress levels. When team members are constantly overwhelmed with work demands and have little time for personal activities, it can lead to chronic stress, negatively affecting their well-being and work satisfaction. Employees can better manage their responsibilities and maintain a healthier work-life equilibrium by implementing policies and practices that promote work-life integration, such as flexible work arrangements, telecommuting options, and adequate vacation time. Reduced stress levels can contribute to increased engagement as employees feel more motivated, energized, and focused on their work, leading to higher productivity and performance.

2. Opportunities for Growth and Development

Offering career development opportunities through training programs, workshops, mentoring, or providing resources for self-paced learning allows employees to see a future within the organization. When employees perceive a clear path for advancement, they are more likely to stay motivated and committed to their current role, knowing there are potential opportunities for promotion or career progression. This can reduce the likelihood of them seeking opportunities elsewhere.

3. Employee Recognition and Rewards

Recognition and rewards demonstrate an organization’s values and appreciation for its employees. When employees receive acknowledgment for their hard work, they feel a sense of validation and worth, leading to higher job satisfaction and commitment. This sense of value fosters a positive workplace environment and strengthens the emotional connection between employees and the organization.

Related Articles: 2022 Peak Performers Employee of the Year 

4. Autonomy and Empowerment

Autonomy refers to the level of independence and self-governance that employees have in their work. By granting autonomy, you acknowledge the unique skills and expertise of your employees, allowing them to exercise their judgment and creativity. This sense of freedom enables individuals to tailor their work processes, set their own goals, and determine how to best achieve them. As a result, employees may feel more engaged because they are actively involved in shaping their work environment.

To implement autonomy effectively, it’s important to establish clear expectations, provide necessary resources, and offer ongoing support and feedback. Regular communication channels can also help to ensure that employees’ voices are heard and their ideas are considered.

5. Workload Balance

When workloads are excessive or poorly managed, employees often feel overwhelmed and struggle to meet deadlines and expectations. This can result in a loss of autonomy and a feeling of powerlessness. However, by ensuring a balanced workload, employees are more likely to experience a sense of control and ownership over their work, leading to increased engagement and motivation.

Workload balance also encourages skill development. When employees are not overloaded with work, they can take on new projects, learn new skills, and broaden their knowledge base. They’ll also have the flexibility to allocate time for personal and family commitments. This flexibility helps reduce work-related stress and allows individuals to maintain a healthier work-life integration.

6. Sense of Purpose

Purpose instills meaning and direction in employees’ work. When individuals understand how their contributions fit into the larger picture and how their efforts contribute to the organization’s mission, they develop a sense of purpose. This sense of purpose goes beyond mundane tasks and helps employees connect their work to a greater impact. When employees feel that their work matters or that their values and aspirations are consistent with the organization’s culture and objectives, they are more likely to be engaged and driven to excel in their roles.

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