Mike D. – Appleton Construction Office

Mike started with Trillium on 11/30/2020. “He came into the office to do all his paperwork and pick up his PPE the day after thanksgiving to ensure he could go out the next Monday. Right away I knew he had the drive to get to work,” stated Ryan Thomas, Appleton Branch Manager.

• Perfect attendance
• Been with the same client the entire time and rated well above average
• Zero accidents/incidents
• Worked for multiple different foremen – all who have asked to have him back on their crew specifically
• Worked on multiple different locations so far this year, both locally and traveling
• Leads safety initiatives on site, refers new employees to the branch as well as contractors he sees on site working with us

• Comments from his foreman check ins:
  • “Mike is the first guy on the site every morning, ready to go and willing to do whatever is asked of him. No issues ever and is the easiest going guy on the site”
  • “Most dependable and long term addition to their crew”

Joe “Scott” E. – Cleveland Construction Office

Scott has been working for Trillium since 2019. He started working for the Cleveland branch in 2020 and has been working for the same client ever since.

• “Scott has been a model employee in not just his high-quality craftsmanship that he shows every day, but, his integrity and respect for his coworkers as well by leading by example on quality and safety to the point that he has been made a team leader for the same contractor for us. He has not missed one day or ever been late in the 2 years that he has been working for the Cleveland branch,” stated Walt Jones, Cleveland Branch Manager.

Joey H. – San Bernardino Construction Office

Joey started with Trillium in May 2020. His first assignment was as a Laborer and is now a Solar lead. Joey’s assignments have taken him to Oklahoma, Texas and Wisconsin installing solar systems all over.

• Craig D. – Owner
  “I have been working with Joey for a while now training him in the Supervisors position. It has been a pleasure working with Joey. He always answers my calls or calls me back right away. He has a positive, will-do attitude and always responds well to suggestions and feedback. He is reliable and has a calm demeanor with the crew. I believe he has the potential to grow into a solid trustworthy Supervisor”.
• Sabine S. – Human Resources
  “Joey is a polite, trustworthy employee, he has been working for us since May 2020, and went through the up and downs of many projects not only in California but also worked on out-of-state projects. He climbed the ladder from starting as a solar installer to team lead to foreman and is currently in the Supervisor training position. He is taking care of the people he’s working with, he will become a great leader.”

Joe H. – Denver Construction Office

“Joe has been the go to guy for us!  Joe has been the foundation of our project team, and has been a great leader in our combined effort to complete a very complex project.  Our customer has asked for Joe specifically to come back and help with additional work and Joe has proven to be a top talent in the electrical industry with his skills and customer relationships,” stated Brian, Senior Superintendent.

“I am grateful for receiving the employee of the year award. I thank the amazing team at Trillium for their incredible support. Without them, this achievement would not be possible. I also recognize the accomplishments of my fellow tradesmen and tradeswomen and supervisors, many of whom personally contributed to my success and professional growth. I look forward to another exciting year. Cheers to the #1 Staffing Agency!”  – Joe H.

Leon M. – Baltimore Drivers Office

Leon Marks started with Trillium in April of 2018.  Leon has always been dependable, hardworking, and honest in everything he does to represent Trillium. While working with trillium Leon did face a serious health concern but he still managed to keep in contact with his managers every day to give updates. Everyone wanted the best for Leon and couldn’t wait for him to come back to work because he was that great of an employee.

• “There was no replacing Leon, he is the best. If Leon has a day off, he is always the first to ask ‘if you need me, I’m available,’ even when I asked him to drive an hour for a night run, Leon said ‘of course’ with no hesitation,” stated Lindsay Strohman, Recruiting Manager.
• “Leon is one of my favorites. He does everything I have asked him to do.” Michael J. current manager at client location.

Each winner will receive a YETI backpack cooler and an award commemorating their accomplishments over the past year. Thank you so much for your amazing hard work, dedication and loyalty!

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 35th Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2020 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

In order for any machine to keep running in an efficient and profitable manner, all aspects need to work together. Having one gear out of place, especially a substantial gear, can cause slowdowns and even breaks in the process. This, in turn, can ultimately effect overall profitability and production.

With that said, all people should be given the opportunity to alter their behavior. Bring the issues to the employee’s attention and set forth goals in order to get them on track with the rest of the team. If the issues persist, it’s time to move on. It is much easier to replace one person that an entire well-oiled team. The less your team has time to focus on a hostile or toxic working environment, the more time can be spent on improving production and inefficiencies. It’s proven that the more an employee feels comfortable and happy at work, the more they are inclined to perform better with the job at hand.

With the advent of AI and Machine Learning, technical skills among employees are becoming more and more standardized. As technology continues to improve, employers are going to begin looking at a prospective employee’s emotional intelligence to see how they fit within the team. Because emotional intelligence is hard to quantify, companies need to start looking at their teams differently. Instead of simply focusing on sales and numbers, look at how each employee works with other team members. If someone has lower sales numbers but appears to be the person that their peers turn to for advice or issues within the workplace, their worth may be more than what shows on paper. In these instances, your employees with high emotional intelligence could be the glue that holds the team together. In essence, these team members may be what keeps the team running smoothly through times of profitability and loss.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, and Trillium Technical. With approximately 100 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a 2017 and 2018 winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

What does this mean exactly? The idea is that instead of your work life and home life competing with one another, they should be reciprocal in nature.

“If I am happy at home, I come into the office with tremendous energy,” said Bezos. “And if I am happy at work, I come home with tremendous energy. You never want to be that guy — and we all have a coworker who’s that person — who, as soon as they come into a meeting, they drain all the energy out of the room … You want to come into the office and give everyone a kick in their step.”

This ideal is something that Bezos strives to instill with all of his new Amazon employees and even Senior Executives to try and ensure that they stop looking at the relationship between work and home as a strict trade-off and more of a harmonious cyclical concept. The main idea is simple; if you’re happier at home, this opens up your ability to happier at work and visa versa. Coming into work or going home with a positive outlook can transfer to those around you and ultimately create a much healthier and happier environment at home and at work.

The Trillium brand of companies is privately owned by René Poch and provides more than 30 years of industry leading recruitment and staffing services through its divisions including: Trillium Staffing, Trillium Construction Services, Trillium Driver Solutions, Trillium Marine, Trillium Technical, Trillium Environmental, Trillium Hospitality and Trillium Techs. With approximately 98 offices nationwide and nearly 400 internal recruitment professionals, the Trillium brand is proud to be recognized by Staffing Industry Analysts as a Top 25 Largest Industrial Staffing Firm in the U.S., a Top 100 Largest Staffing Firm in the U.S., a Top 100 Fastest Growing Staffing Firm in the U.S., and a winner of National Best and Brightest Companies to Work For. For more information please visit www.trilliumstaffing.com.

Employees who struggle to find balance between their professional and personal lives can suffer from poor work performance, stress, exhaustion, illness, and depression. Often times employees who are unhappy with the balance between their work and personal lives are likely to experience turnover in their careers. Finding a suitable balance for yourself and your employer may be easier to do than you think. Here are a few tips to get you started:

• Have a clear understanding of your professional obligations. Make sure that you are aware of what your employer expects of you and what they consider as above and beyond. Chances are some of the added stress and responsibilities that you find yourself overwhelmed with are not expectations for someone in your role.
• Find out what workplace flexibilities are available to you. Does your employer offer flex time? Do they allow employees to work remotely on occasion? Today’s workplace offers more flexibility than ever before. With the technology available, employers are able to allow more staff to work from home with the same capabilities and accountability as working in the office.
• Determine if you are working as efficiently as possible. Do you find yourself working overtime regularly? Chances are there are process improvements or delegations that could significantly cut down on your need to work over. The average worker spends as much as 28% of their day working on email! Set specific times of the day to check and respond to email, allowing you to be more efficient throughout the day. Unless your role requires you to be available after hours, consider turning off your email on mobile devices during your personal time. Remaining focused on your personal activities during your off time can help you make the most of your down time.
• Create and maintain priorities for yourself. Realize and accept that you can’t always be involved in everything. Determine work and personal life priorities and create a plan to help you accomplish those tasks before taking on additional obligations. Communicate to those around you that while you’d love to be involved in everything that’s not realistic for you right now, you are setting priorities that will allow you to dedicate yourself to certain important events or projects.

While admitting to yourself and others that you cannot do everything is difficult, the ramifications of a poor work-life balance can be far worse. Be honest with those around you about what you are available for and accept the things that you cannot handle at the moment. Remember to take time for yourself. Most positions provide  vacation or personal time off, taking the time off that you have earned is important and can allow you to return to work refreshed and refocused.

Are you a stand out professional, skilled trades person, or technical professional seeking contingent, temporary, or long term career opportunities?  Visit our job seekers section for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.

The first step to managing a poor performer is to identify who that person may be. Chances are if you haven’t heard complaints from others in their department, you will soon. Conducting regular employee performance reviews, spot checking their work, and communicating with your staff in regards to their role are great ways to ensure that you identify someone who is under performing before it becomes a major hardship. Poor performers often are distant from other team members, take longer to accomplish tasks, avoid accountability, and are not goal driven.

The next step is to determine the cause of the poor performance. Reasons for poor performance can range from situational such as those who are struggling personal life issues, health issues, or lack of focus to skills related such as training and development, under qualified for the position, or those with an overbearing workload. Take the time to communicate openly with your employee to help determine the cause for their lack of performance. Sometimes the solution may be as simple as providing additional training on a process or program. Keep in mind the longer you wait to begin communicating with the team member the less likely you are to remedy the situation.

The third step is to create an action plan. After openly discussing the performance issue with your employee and hopefully identifying some of the underlying causes, you need to communicate and employ a very clear plan of action. Provide your employee with clear and concise expectations and goals for their position and performance. Implement a plan that will help them achieve those goals that directly correlates to the cause of their poor performance. Solutions may include job shadowing another employee in the department, retraining on a specific job duty, or attending additional outside training. If the cause of the poor performance is due to non-work related factors you may allow them to use accrued personal time to address these factors or share with them any professional resources that are available through their benefits package. It is highly recommended that you document and both sign off on the proposed plan of action and schedule a time in the near future to discuss their progress.

Finally, you should review and come to a conclusion on their performance status. Meet with your team member to discuss and review what progress, if any they have made since the implementation of your action plan. If you find the employee is progressing at an acceptable rate, than you may consider setting further goals and additional review appointments to continue to monitor their progress. If you find the employee is not making improvements or their performance is regressing even further you may need to consider further options. Further options may include re-assigning the employee to another position within the organization, taking disciplinary action, or even terminating their employment.

Managing poor performers can be a difficult task but it is crucial to supporting employee morale, company productivity, client satisfaction, and providing a profitable service to your organization. You should always consult with your HR department or Labor and Employment Law adviser if you are unsure of your company policies, procedures, or rights when interacting with your staff members.

Are you a stand out professional, technical professional, driver, or skilled worker seeking contingent, temporary, or long term career opportunities?  Visit our job board  for more information!  Want to learn more about how you can gain access to Trillium’s national network of professionals and skilled workers? Contact us today!

Trillium, a national leader in staffing and recruitment is a valued staffing partner to over 5,000 companies nationwide. Trillium is privately owned by Oskar René Poch.