Does Your Team Resist Change?

PsychPros Blog

NEW ideas for job searching & hiring from PsychPros, Inc.

Change is necessary to keep your business afloat for the long term, but it’s not always embraced by employees.Even the smallest shift can put people out of their comfort zone and make them feel insecure.

Thankfully, even the most stubborn people can learn to accept change, if it’s presented in the right way. Learn how to get your staff to embrace the transformation headed their way.

Keep Employees in the Loop

Help your team accept change by being upfront about it. Give them as much advance notice as possible, so they don’t feel like they’ve been kept in the dark. Chaos ensues when people are caught off guard because they need time to process the adjustment and get used to it. In most cases, people warm up to change when they have time to adequately prepare.

Explain the Reason for the Change

When rooted in mystery, change can quickly send the rumor mill into overdrive. If you don’t offer an explanation, people will jump to their own conclusions, and that can lead to widespread panic. Sometimes change is positive, other times it’s not, but you owe it to your team to be honest. It’s much easier for people to accept something new when they know why it’s happening.

Get Them Involved in the Transition

It’s hard for employees to sit back and watch change happen, so make them part of the shift. Ask them to help define new processes and procedures as their workday will be hugely impacted by them. This will make staffers feel valued, and help you come up with a new system that meets their approval.

Adapting to a new routine is hard for many people. This becomes much easier when they’re able to make new policies their own, instead of having to conform to someone else’s plan. This is a smart way to boost morale and create an initiative that meshes with employees.

Clearly Define Each Person’s Role

Whether the change is the addition of a new team member or a shift in business strategy, employees’ responsibilities will likely be adjusted — at least a bit. Get everyone on the same page from the start by explaining how each person will be impacted. This ensures no tasks will fall through the cracks and will keep people from stepping on each other’s toes. Change becomes a lot more doable for employees when they know exactly what’s expected of them.

Be Present and Available

When something new is introduced to the team, it takes time to work out the kinks. Expect things to be a little rocky at first. Check in with employees regularly to see how things are going and be available to answer their questions. Your presence can ease the transition, so reassure everyone they’re doing great and make them feel comfortable in their new groove.

Change is a crucial part of growing your company. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at

Career success doesn’t happen by accident.You need a solid plan to work your way up the ladder, so be honest with yourself about what you want and where you currently stand.

Many companies require employees to perform a self-assessment on an annual basis — at minimum — which is often viewed as a taxing formality. In reality it’s anything but. This activity can prove invaluable, so take time to evaluate yourself, even if it isn’t mandated by your boss. Many people who complete this task don’t take it seriously, so you’ll gain a competitive advantage by taking the time to do it right.

Gauge Your Strengths and Weaknesses

Your best career choice is something you’re good at, that you also enjoy. Find your niche by taking inventory of your strengths and weaknesses. Individually, these qualities might not be too surprising, but when put together on the same page, they’ll tell a story. This can provide clarity on career paths you should consider pursuing and those that might not be in your best interest.

You might find the direction you thought you were headed isn’t the right match for your strengths. It’s much better to realize this now, so you can readjust and focus your efforts on an area where you can really make a difference.

Set Career Goals

After you’ve assessed your talents, you can make a well-informed decision about your future. Instead of basing your career plan on a job that sounds good on paper, feel confident in knowing you’ve chosen something you’re passionate about that also plays to your best abilities.

Now that you’ve established an end goal, start laying the groundwork to make it happen. Create a roadmap detailing how you’ll move up the ladder. For example, you can’t shift directly from entry-level to CEO, so identify the types of opportunities you’ll need to obtain to achieve your goals. Moving aimlessly between jobs will result in nothing but a whole lot of useless experience, so get on track and stay there.

Fill the Gaps

Now that you know where you’re headed, use your self-evaluation to figure out what skills you’ll need to acquire to advance in your field. This may involve heading back to school, asking your boss for more responsibility, or even finding a new job.

Being able to admit you need to learn and grow your skills is a huge step, because you won’t get very far in your career — or life — if you’re not willing to admit you don’t know everything. It might take years to acquire the knowledge needed to land your dream job, so sit back and enjoy the journey. When you choose a career path you truly enjoy, learning feels very fulfilling.

Your career is on the rise, so consider teaming up with a partner who has your best interests in mind. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at

Everyone doesn’t have a job history that flows perfectly from one position to the next, and that’s okay. Employment gaps happen for plenty of reasons — e.g., getting fired or laid off, caring for a family member, tending to an illness, traveling the world — so this is something hiring managers come across on a regular basis.

A resume gap is something that will never go untouched in a job interview because employers want to hire reliable, hardworking people they can count on. It doesn’t matter if your period of unemployment is currently happening or ended 10 years ago, plan to talk about it. As long as you’re prepared with a solid response, it shouldn’t hurt your chances of getting hired.

Tell the Truth

In life and business, lying will get you nowhere. Be honest about the reason for your resume gap, because the truth will come out eventually. Even if you were fired, it’s much better for the hiring manager to hear it straight from you rather than finding out through other channels. Any boss you want to work for understands that people make mistakes and learn from them.

Maintain a Positive Attitude

If the reason for your employment gap was beyond your control, talking about it might bring feelings of resentment to the surface. Push your emotions to the side and put on a happy face for the interview. No one wants to add a bitter, angry person to their team. Explain what you learned from the situation, and how it made you stronger.

Share Relevant Skills Learned During Your Break

You were out of work for a period of time, but that doesn’t mean you weren’t learning. If you did anything remotely applicable to your professional life during the break, this can help boost your candidacy. Activities like furthering your education, doing relevant pro bono work and even gaining relevant life lessons are worth mentioning.

Continued growth during your time away from the labor force demonstrates initiative and a true passion for the work, since your efforts were entirely voluntary. If you’re currently trying to make a comeback, this can reassure the hiring manager your skills haven’t gone rusty.

Display Enthusiasm to Get Back to Work

Some people return from an employment break because they want to, while others do so for solely financial reasons. If this will be your first job post-unemployment, the hiring manager will want to make sure your heart is in the right place. Ease their mind by making it clear work is where you belong. For example, if you took time off to care for your young children, explain you cherish the time you had at home with them, but felt unfulfilled without a professional life.

A resume gap should never curtail your future career success. If you would like to learn more about how we can help you find your next behavioral health position, contact us today at (513) 651-9500 or by email at

The unemployment rate is declining at rapid pace. In April 2017, it tumbled to a 10-year low of 4.4 percent. This is great for the economy, but not for your candidate pool. Over the past decade, you’ve grown used to having top talent at your disposal, so you’re going to have to adjust your hiring strategy.

Partnering with a recruiter is the best way to enjoy uninterrupted access to the best and brightest candidates. More than an extracurricular activity, networking is part of the job, so their talent pools are always full.

Get Unlimited Access to Top Talent

Recruiters network constantly. Whether they’re attending events, searching for prospects online or touching base with existing contacts, cultivating relationships is what they do. Consequently, their reach extends far and wide, so when you need to fill an open position, you can count on them to have someone waiting in the wings.

Quality always takes precedence over quantity, so top recruiters aren’t stressed about the tumbling unemployment rate. Staffing professionals largely focus on passive candidates — those gainfully employed, but willing to entertain the right opportunity — which has nothing to do with the current rate of joblessness.

When you enter a partnership with a recruiter, their contacts become yours. When you need to fill an open position, simply dip into their candidate pool to find the right fit.

Set Your Own Employment Terms

Every job on your roster doesn’t require a permanent employee. Whether you need someone to fill in during a busy vacation season or require a worker with a certain skill set for a project, you might not need to bring the person on as a regular full-time employee. Traditional candidate pools are filled with standard job seekers, but recruiters work hard to make sure theirs includes a mix of professionals.

Your staffing partner will help assess your business needs to determine the best way to fill the position. Since their networks include candidates searching for temporary, temp-to-hire and direct hire candidates, you have plenty of options. This allows you to choose the right fit for your business, instead of feeling obligated to hire a permanent staffer you don’t need and can’t afford.

Fill Open Positions Faster

As a busy professional, you don’t have much time to nurture your candidate pool. Oftentimes, when you have someone in mind for a job opening, you find out they accepted a job elsewhere months ago. Not knowing exactly who to turn to when you need to hire slows the process down.

This doesn’t happen when you work with a recruiter. Since they’re always checking in with their contacts, they know exactly where to turn when a position opens up. Candidates are pre-vetted, so they can be passed along to you right away for interviews with confidence. This makes it possible to fill openings very quickly, so being short-staffed is no longer an issue.

A declining unemployment rate doesn’t have to shrink your candidate pool. Shift your hiring strategy to include a recruiting partnership and enjoy more high-quality prospects than ever. To learn more about how we can help you find top behavioral health talent, contact us today at (513) 651-9500 or by email at

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