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.

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.

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.

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.

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.

Related Articles: Peak Performers Mission 

7. Positive Work Culture

A positive work culture values diversity and fosters an inclusive environment where every employee feels valued, respected, and included. It promotes equal opportunities and discourages discrimination or bias based on factors such as gender, race, ethnicity, age, or background. When employees feel accepted and welcomed at work, they tend to experience a sense of belonging and fulfillment. This can encourage them to stay committed to the organization in the long run.

8. Health and Well-Being Support

Prioritizing employee well-being through initiatives such as wellness programs, mental health support, and work-life integration policies is a strategic approach that can have significant benefits for both employee engagement and retention within an organization. When employees feel that their well-being matters to the organization, they are more likely to feel valued and motivated. This, in turn, leads to higher levels of employee engagement, as employees are more willing to invest their time and effort in their work.

Remember that every employee is unique, and individual preferences may vary. It’s crucial to have open channels of communication and periodically assess employees’ needs and engagement levels to tailor strategies accordingly.


Employees with disabilities bring unique perspectives, experiences, and problem-solving abilities to the workplace. This diversity of thought can lead to increased innovation and creativity within teams, as different perspectives often generate more comprehensive and effective solutions.

At Peak Performers, we help you hone a workforce that consists of diversity by placing a strong emphasis on inclusivity in the hiring process. Whether you need a temporary solution or direct-to-hire services, be sure to contact us today and learn more!


1 Gandhi, Vipula and Robinson, Jennifer ” Great Resignation is Really Great Discontent?” Gallup, 22 Jul. 2021, www.gallup.com/great-resignation-really-great-discontent. Accessed 23 June 2023.

2 “State of the Global Workplace: 2023 Report.” Gallup, 2023, www.gallup.com/state-of-the-global-workplace. Accessed 23 June 2023.

4 Essential Interview Questions for Finding Your Ideal Hire 

The key to unlocking successful hiring lies in conducting interviews that reveal a candidate’s true potential and overall fit within the organization.

Beyond the typical questions, there is a treasure trove of inquiries that can uncover valuable insights. These are the best interview questions you can ask candidates for better hiring results.

General Interview Questions 

General interview questions are broader and can be asked across different industries. These questions are great conversation starters that help you understand a candidate’s background, career goals, work style, communication skills, self-awareness, and ability to articulate their thoughts and experiences effectively.

Here are some examples of the best general interview questions to ask candidates and why:

1. Tell me about yourself.

The candidate’s self-introduction often highlights their key strengths, achievements, and unique qualities. The response to this question can spark follow-up inquiries and discussion points, allowing you to delve deeper into specific areas of interest that other targeted questions may not cover.

2. Why are you interested in this position?

By asking why a candidate is interested in the position, you can gauge their level of enthusiasm and genuine interest in the opportunity. Candidates who express genuine interest in the position and clearly understand its requirements are more likely to be committed and engaged in their work.

By understanding why they are interested, you can assess their potential longevity in the role and their likelihood of staying within the organization for a significant period.

3. Why are you leaving your current employer?

Asking candidates why they are leaving their current job allows you to gain insights into their career aspirations, job satisfaction, work ethics, and priorities.

This allows you to gauge their expectations, work preferences, and factors contributing to their overall job fulfillment.

It can also help you determine if the position you’re offering helps them become more successful while enjoying their stay within the company.

4. What’s an accomplishment you’re proud of?

Candidates’ professional accomplishments can reveal their motivation, drive, and determination. Their ability to identify and discuss meaningful achievements mainly indicates their capacity to set goals, overcome challenges, and deliver results.

It allows candidates to showcase their strengths and demonstrate their unique capabilities. This, in turn, helps you evaluate their fit for the role, potential for success, and ability to contribute to the organization.

5. What do you know about this company?

A well-prepared candidate will often take the time to research the organization, its products or services, its industry, and its mission, vision, and values.

This allows you to gauge their level of preparedness and interest in the position. Their response can spark further discussions about their understanding of the industry, their thoughts on the company’s direction, or how their skills and experiences align with the organization’s goals. It also allows you to evaluate their:

  • Critical thinking skills.
  • Ability to connect their expertise to the company’s context.
  • Potential contributions they can make.

6. What are your long-term career goals?

Knowing a candidate’s long-term goals allows you to assess their potential for growth and advancement within the organization. It provides insights into their future potential and the possibility of them taking on more significant responsibilities.

This can help with succession planning and talent development initiatives within your company.

7. What’s your salary expectation?

If the exact salary can’t be posted for various reasons, at least include the salary range in the job description. If you have a predetermined compensation range for the position and it aligns with the candidate’s salary expectations, discussing this earlier in the process can help ensure alignment and prevent wasting time for both parties.

If the candidate’s salary expectations are significantly higher than the available budget, it may be more efficient to have this discussion later. If you’re open to negotiation and have some flexibility in terms of compensation, asking about salary expectations can provide an opportunity to discuss potential adjustments or additional benefits that may be offered to the candidate.

Pair Your Questions With Behavioral, Situational, and Technical Questions 

While general interview questions provide valuable insights, combining them with other question types provides a deeper perception of their capabilities, such as behavioral, situational, and technical questions.

This can help you comprehensively understand a candidate’s qualifications, skills, competencies, and overall suitability for the position.

1. Behavioral Interview Questions

These interview questions help you understand how candidates have handled specific situations in the past, giving you insights into their problem-solving abilities, decision-making skills, and interpersonal dynamics.

Asking About the Past 

The underlying principle behind behavioral questions is that past behavior is often a good predictor of future behavior. They help you assess a candidate’s fit for the role based on real-life experiences. Some examples include:

  • Tell me about a time when you had to meet a tight deadline.
  • Can you describe a situation when you had to deal with a difficult client or customer?
  • Share a time when you had to work with a co-worker who was not pulling their weight.

Dig Deeper 

Depending on the candidate’s initial response, you can dig deeper and ask follow-up questions to gather more insights. For example:

  • What were the specific steps you took to address the situation?
  • How did you handle any obstacles or challenges that arose during that time?
  • What did you learn from that experience, and how did you apply it to future situations?

2. Situational Interview Questions 

Situational interview questions help simulate real-world scenarios, allowing you to assess how candidates would approach specific challenges and make decisions on the job. Here are a few examples of situational questions:

Situation 1 

Imagine you have a tight deadline and multiple tasks to complete. How would you prioritize your work and ensure timely delivery?

Situation 2 

You receive negative feedback from a client about a product or service. How would you handle this feedback and address the client’s concerns?

Situation 3 

You are leading a team project, and one team member consistently falls behind schedule. How would you handle this situation to ensure project success?

3. Technical Interview Questions

Technical questions can be used to assess a candidate’s knowledge and skills in a specific technological domain relevant to the job they are applying for. Here are a few examples of technical questions for different fields:

Depending on the level of expertise required for the role, you can vary the complexity and depth of the technical questions. For entry-level positions, focus on foundational knowledge and basic concepts. For more senior or specialized roles, delve into advanced topics and expect more in-depth responses.

Software Development 

  • What is the difference between a class and an object in object-oriented programming?
  • How would you handle an exception in a Java program?
  • Can you explain the concept of code refactoring and its benefits?

Data Analysis 

  • What are the main steps involved in the data preprocessing phase of a machine learning project?
  • How would you handle missing values in a dataset?
  • Can you explain the concept of feature selection and its importance in predictive modeling?

Additional Tips for a Successful Job Interview Process 

In addition to asking the strategic interview questions, here are some general guidelines to keep in mind:

1. Create a comfortable environment.

Make the candidate feel at ease during the interview by creating a welcoming and professional environment. This includes providing a comfortable seating arrangement, offering refreshments if appropriate, and being friendly or attentive. If you’re meeting for a virtual interview, make sure you’re in a quiet space with minimal visual distractions.

2. Listen attentively.

Pay close attention to the candidate’s responses and actively listen to what they are saying.

  • Maintain eye contact
  • Nod to show understanding
  • Avoid distractions

3. Be consistent and fair.

Treat all candidates fairly and consistently throughout the interview process. Ask each candidate the same core questions to ensure a fair comparison and evaluation.

4. Take notes.

Document critical points and observations during the interview. This helps recall details later and make informed decisions during the candidate evaluation process.

5. Provide clear information about the next steps.

Before concluding the interview, let candidates know about the next steps in the hiring process and when they can expect to hear back from you. This helps manage expectations and keeps the candidates informed.

6. Give-and-take.

Remember that interviews should be a two-way street. Candidates will also likely have questions for you as an employer. Be prepared to provide information about the company, the role, growth opportunities, and any other relevant details to help candidates make an informed decision.


Embarking on the workplace transformation journey is no simple feat, but it all begins with the individuals you choose to hire.

As a nonprofit organization, Peak Performer‘s hiring process prioritizes individuals with disabilities and chronic medical conditions. We believe that disability knows no boundaries, and recruiting professionals with disabilities ensures a more inclusive workforce in today’s business landscape, where DEI has become a hot topic among organizations initiating to diversify and transform their workforce.

Contact us today to learn more about how we can help you build a diverse workforce.