labor market

First Quarter Roundup: The Labor Market is Still Going Strong

labor market

Spring has finally sprung, and the first quarter of 2019 has come and gone. There was a lot of speculation that the labor market was going to slow down this year. However, the job market is still roaring, and we’ve had 102 consecutive months of job growth. In fact, job gains have averaged 180,000 over the past three months.

Average hourly wages also were much better than expected. Over the last 12 months, the average hourly earnings rose by 3.4 percent, a rate that we have not seen since April 2009. This drastic growth in wages illustrates that employers are still struggling to find qualified workers and that the market is getting even tighter.

If you’re still struggling to attract candidates in this tough market, here’s a few things you can do to improve your chances of finding top talent.

Candidates want a faster process

We cannot stress this enough. Regardless of where you’re located or what industry your organization operates in, you must streamline your hiring process. Identify and eliminate any unnecessary steps in your hiring process. With more job openings than unemployed people in the US, candidates have plenty of options to choose from.

The average hiring process in the US takes about 23.8 days. Take some time to examine your hiring process and see how the average length of your hiring process stacks up with the national average. If you’re dragging your feet or taking too long to contact, interview, or even onboard candidates, you may run the risk of being ghosted. Many candidates will choose whichever offer comes in first, which may even be your competition. Even if they have accepted your job offer, if you’re waiting weeks and weeks for their first day, you run the risk of losing them to another company who will start them immediately. To mitigate this, make your decisions quickly and reduce snags in your process.

Great company culture attracts candidates

Company culture is becoming more important for candidates. Employers need to demonstrate a great company culture to attract and retain great candidates. This is important to note because Millennials will soon be the largest demographic in the workforce. By 2025, Millennials will make up nearly 75 percent of the workforce.

With that being said, Millennials care more about company culture than any other demographic. In fact, on average, Millennials would be willing to take a $7,600 annual pay cut to work at a job with a more desirable culture. This generation wants better work-life balance and employers who are more involved in the community. To ensure you retain your younger employees, make sure you take a good look at your company’s culture; see if there are places where you can make changes to attract this demographic.

Work with a recruiter

If you are struggling to fill your critical positions or retain employees, it may be time to seek out some help. At JSG, we will take the weight off of your shoulders. Our comprehensive screening process thoroughly evaluates the candidate’s technical ability, interpersonal skills, and reliability to ensure each candidate we present to you is a perfect fit.

If you want some help navigating this competitive labor market, reach out to one of our professional recruiters today!

soft skills

What Are Soft Skills and Why Are They Important?

soft skills

If you are on the market for a new job, you are not alone. With roughly 7.6 million job openings across the US, people are leaving their jobs for better opportunities every single day. If you’ve been browsing potential new careers, there’s no doubt you’ve seen employers express interest in “soft skills.” So what are soft skills are why do employers care about them so much?

What Are Soft Skills?

Soft skills are a mixture of your social, people, and communication skills that, combined with your personality traits, allow you to understand an environment and work well with those around you. They contrast with “hard skills,” which are typically more technical in nature, specifically teachable and can be defined or measured. Think of a person’s writing ability or familiarity with a software program.

Soft skills are intangible and usually unteachable, meaning you can’t sign up for a class to acquire them. Common examples include:

  • Critical Thinking
  • Leadership
  • Time Management
  • Emotional Intelligence
  • Problem-Solving
  • Adaptability

Why Are They So Important?

Soft skills are important because of their rarity. Not everyone has the ability to think critically, the same way not everyone knows how to create websites. But it is often easier to teach someone to use a program than it is to change the way they interpret a problem. For this reason, managers are sometimes forced to pick between candidates who possess hard skills or soft skills, but not both.

One person may be gifted in the technical areas of a job description but is evidently a horrible communicator. Another may lack experience in the technical disciplines, but has a track record for creative problem-solving and leadership experience. Often, the latter candidate is more attractive, as hiring either person comes with the expectation of them learning the skills they lack. Because hard skills are easier to teach, employers look to hire those who will ultimately be successful with the right training from leadership.

To illustrate this point, LinkedIn’s Global Talent Trends 2019 report, 92% of talent professionals reported that soft skills are equally or more important to hire for than hard skills.

How Do I Showcase Them?

The hard thing about soft skills is demonstrating you possess them. Anyone can say they are a good problem solver and adaptable on their resume, but how do you prove this? The best opportunity you may get is in your cover letter. Use the cover letter to tell a story that lets these intangibles shine through your background and experiences. Give specific examples of a time or a project that was a success and connect it to a solution you devised.

This strategy is the same if you find yourself in an interview. List relevant experiences and connect your soft skills to why you were successful. If you can prove you have attained these skills, most hiring managers will be thrilled to speak with you!

good employees leave

Why Good Employees Leave

good employees leave

One of the biggest challenges businesses face is finding and acquiring the right talent. Leadership is tasked with developing employees and setting the groundwork for them to contribute and be successful. Ideally, the process is successful, and that entry-level new hire develops into one of your best employees. But then one day she tells you she is leaving. Leaving for another role, with a different company, and now you not only have to replace an employee – you must replace a key piece of your organization. So why do good employees leave, and how do we get them to stay?

Candidate-Facing Market

While the job market cooled down over the month of February, the last three months have seen an average of 186,000 jobs created. With these many opportunities, employers all over the country are searching for top talent that they can plug into their own organizations. Your best employees may not be actively looking for a new job, but you are still at risk of losing them.

Passive candidates are becoming quite the commodity, with recruiters leveraging online resources like LinkedIn to present them with new, often more financially-attractive positions. So how do you combat this and ensure your best employees stay?

Don’t Tolerate Laziness

One of the simplest ways employees begin to lose faith in their employer stems from a lack of accountability. Your best employees come to work, ready to work, every day. They strive to exceed expectations and meet deadlines. They help others and actively seek out new tasks once their previous responsibilities are met. If you have someone constantly going above and beyond, one of the quickest ways to ensure they stay is to tolerate laziness from others.

If your superstar constantly sees others doing much less with no consequences, where is their motivation to continue exceeding expectations? The lack of work reflects badly on their peers, but it speaks volumes about what kind of leader you are. If you ignore this, your employee will think you either don’t notice or worse, don’t care. Either will steer talent out of your office and into someone else’s.

Bad Mid-Level Managers

Company culture is a huge component of both why people choose to work somewhere and why they decide to stay. Often, managers have the largest hand in enforcing and promoting said culture. Bad management will have a negative effect on your company culture, which in turn has a negative effect on your employees. Employees looking to escape this often see switching jobs or employers as the only way out.

But what does “bad” management look like? While it varies based on the expectations an employee might have, over-bearing micromanagers are the first that come to mind. People don’t like to feel controlled and distrusted, and will leave for roles with more independence. Similarly, management that is uninspiring or underachieving doesn’t create the support system that most employees need to be successful. Ensure that whatever company culture you claim is reflected in the leadership styles and actions of managers, or your employees will find an organization that does.

If you are still struggling to fill the void of good employees leaving, you’re not alone. Partner with a recruiter that will help you find candidates that’ll make a lasting impact on your organization.

hiring process

How to Take the Luck Out of Your Hiring Process

hiring process

With St. Patrick’s Day around the corner, you’ve probably started seeing lots of four-leaf clovers, leprechauns, and pots of gold. However, with this candidate-driven market, you’ll need a little more than luck to ensure you’re hiring process is effective. Instead of relying on your good ol’ lucky charm, here’s how to streamline your hiring process to find the candidates your organization needs.

Pick up the pace

If you want to stop relying on luck, you have to stop dragging your feet. It’s a candidate-driven market. Do you know what that means? It means candidates have options (and lots of them!). You need to make hiring decisions quickly to ensure the candidates you’re interviewing don’t disappear into thin air.

You’ve probably heard the complaints of candidates “ghosting” employers. Without so much of a moment’s notice, candidates are vanishing; they aren’t calling back recruiters or HR, they’re not showing up to scheduled interviews, and even failing to show up on the first day of work.

If you don’t want this to happen to your company, you need to speed up your process. Try to identify some slack in your hiring process and eliminate it. The more you streamline your process, the better your chances of finding a great candidate on the other end of the rainbow.

Stop looking for that “leprechaun”

A great candidate is like a four-leaf clover: hard to find and lucky to have. In this tight job market, you don’t have the luxury of waiting for the perfect candidate, that magical leprechaun, to show up on your desk. According to the last JOLTS Report, there are a staggering 7.3 million job openings across the country! However, there is currently only 6.5 million unemployed persons. With open jobs substantially outnumbering people available to fill them, it’s getting harder and harder for employers to find that “perfect” candidate.

Instead of looking for a candidate that checks off all your boxes, look for a candidate that’s qualified, but maybe is missing a thing or two from your candidate wish list. Don’t just turn down a candidate because they don’t seem like a perfect fit. Invest some time and see if they have the potential to be a great addition to your team. They may not have all of the hard skills or years of experience you’d like, but unfortunately, in this crazy labor market, employers don’t have that luxury. If they have the soft skills needed and have a good attitude, the candidate may be a great fit for your team!

Team up with a recruiter

If you’re sick of relying on luck to fill your critical roles, why not team up with a professional? Working with a recruiter, like one from Johnson Service Group, will help you navigate this competitive labor market. We’ll help you streamline your hiring process and find you the candidates your team needs. Reach out to us today and lets Sham-rock and roll.

working with a recruiter

4 Reasons You’ll Love Partnering with a Recruiter

partnering with a recruiter

Many hiring managers and HR professionals have misconceptions about working with a recruiter. A common misunderstanding is that recruiters only care about filling jobs for our clients. That’s simply not true. It’s just as important to us to find qualified candidates that will add value to your organization!

Working with a recruiter takes stress off of your plate and allows you to focus on what’s truly important: your job. And since Valentine’s Day is right around the corner, here are four reasons why you’ll love partnering with a recruiter.

Recruiters are (professional) match-makes

Recruiters don’t just find any candidate for your open position. We work diligently to find candidates that are a perfect match for both the position and your organization. We take the time to truly understand your needs and find you candidates that will make a significant impact within your organization. And we don’t just find candidates that look good on paper. JSG takes pride in ensuring that it will be a perfect match for both you and the candidate.

We do the heavy lifting for you

We get it, you’re busy. Let us take some of that stress off your plate. We know how stressful it is to find a talented candidate for your open positions AND continue all of YOUR day-to-day duties. And with 304,000 jobs created in the month of January, you are probably one of the numerous organizations that are dealing with staffing shortages. Allow us to help you find the candidates you need so you can focus on your job.

We can help find a diamond in the rough

Did you know the best candidates are the ones that aren’t even looking? That’s right. Passive candidates are the ones your company wants to hire. They are good at their jobs and happily employed elsewhere. And since they are not actively looking, you probably won’t find their resumes hitting your desk. However, recruiters have strong relationships with candidates that are casually open to new opportunities. We can help find you the “best of the best.” Let us work our magic and help you find those hidden gems that your team would likely never be able to locate.

Recruiters are experienced in your industry

And finally, recruiters have experience in your industry. Yes, you heard that right. We know the Staffing & Recruiting industry well, but we know the ins and outs of your industry, too. We understand that needs, challenges, and hurdles you face. That’s why working with a recruiter is great! We won’t just send you bodies to fill jobs; we care about your needs and want to help match candidates that can fill those needs. By truly understanding your struggles and your industry, we can help find you candidates that are qualified and competent. It’s a match made in heaven.

If you’re ready to fall in love with a recruiter, let’s work together today.


3 Ways to Be Happier at Work


Although the majority of Americans (51%) report that they are satisfied with their jobs, what does that mean for the other 49%? Considering that employee happiness can be directly tied to employee productivity, the quality of our work is affected by how you feel on any given day. This can become even more problematic during the winter months when Seasonal Depression is at its highest and our jobs are especially demanding with the start of a new year. So, what can you do at work to be happier and as a result, more productive?

Start the Day Off Right

How you start your day matters. In this study, researchers observed the moods and productivity of customer service representatives. Those who had positive interactions with customers were in better moods in the morning and went on to champion more productive days. So, do whatever you need to do before work to get yourself in this mindset. For some, it may be eating a full, nutritious breakfast. It is hard to stay focused if your stomach won’t stop growling.

For others, it may be taking a walk before work, or even walking for your commute to the office. Studies have shown that as little as 20 minutes of walking can leave you with a greater sense of positivity and energy – two things that can be likened to a happier start to your day and more productivity in the office. Even an act as simple as listening to your favorite music while enjoying a cup of coffee can shift your mood into a happier, more productive place.

Begin your day with whatever works for you and get your mind right. The day infinitely times harder when you show up to work with a sense of dread, rather than a smile.

Minimize Controllable Stresses

Stress is one thing that can bury a person’s happiness, which in turn shrinks productivity. Stress is a normal part of life and experienced by everyone; however, some have a better handle on stress-management than others. If you are stressed out before you even sit down at your desk, you are setting yourself up for a miserable day. We control the things we can control. If you are constantly barely on time to work, consider leaving about ten to fifteen minutes earlier. This extra time will ease your mind of tardiness as a result of unexpected delays along your commute, like traffic.

If you manage others, check-in with them in the mornings so you know exactly what they are doing. If you don’t, you may spend part of your day concerned with what others should be working on. Put this out of your mind by communicating early, so you can focus on your tasks for the day.

Take Care of Yourself

This one sounds so obvious but is often the most neglected by professionals of any field. We all tend to get caught up in our work. Often this is because we are proud of what we do, we want to be successful, it’s busy, or you may be short staffed. Whatever the reason, failure to take care of your personal needs will undoubtedly decrease your happiness and likely your productivity.

You are a person, not a machine. People need exercise, healthy foods, socialization, relationships, and sleep to reach their maximum potential. The time demanded of these things is often sacrificed in favor of more time in the office, working on the weekends, or company travel. But failure to address your basic needs will lead to more stress and feeling burnt out of your job.


How to Millennial


This is nothing new. As one generation moves closer to retirement, a crop of new, young professionals enters the workforce. So why has there been so much emphasis on the millennials in the workplace lately? You’ve seen the headlines or read the articles about millennial laziness, narcissism, and wavering loyalty. You may have also seen statistics like millennials making up 35% of the workforce by 2020, or 75% by 2025. So, what are you supposed to do as an employer or manager when those you will be working with, leading, and hiring have such negative stereotypes?

You make an effort to understand them better because while stereotypical millennials exist, they are not the rule. Overcoming these stereotypes and reaching a common understanding of workplace expectations and long-term goals is key to leading a successful team. Especially with teams becoming increasingly more “millennial-heavy.”

Work-Life Balance, Reimagined

A common topic up for discussion in the workplace is around the traditional 8-hour work day. Millennials have grown up in a world where their parents typically worked between the hours of 8 am and 5 pm, spending large chunks of their time in between commuting.

With the rise of technology in business, people are realizing there may be other options available. Between cell phones, tablets, and laptops we have never been more connected. Web conferencing has become more stable and consistent, allowing for meetings across vast distances.

The need to be physically present in the office has become smaller recently; more employers should be offering options like working remotely or from home. Employees should obviously reciprocate and ensure work is being completed, well and on time, communicating the necessary details, but this change can both save money, and keep your millennial employees happy.

Loyalty on Both Sides

Millennials and serial job-hoppers normally go hand-in-hand. Stereotypically, they move from one job to the next, only looking to further their own careers. As an employer, you want to hire people who will stay. You invest a lot of time and money into this process, from the job search to their training. All of this is lost when someone walks out the door for another role. How do you avoid the revolving door that is so commonly associated with millennial employees?

You treat them like a person, and not a number. A study by Capital Group revealed that 67% of millennials say being loyal to their employer is important to them, a figure that lines up previous generations. Millennials are more likely to stay long-term when their employer shares their values and desires for long-term personal development. If your business struggles to retain young talent, it may be less about their work ethic and loyalty, and more so a testament to how you treat your employees.

They Want Benefits, Not Foosball Tables

During the late 2000s and early 2010s, the office landscape began to undergo a certain change. Companies like Google started sharing new office concepts, with open layouts and bright colors. Some companies looked to transform offices further, ditching cubicles for beanbag chairs, adding giant slides instead of stairs, always having an assortment of snacks in the breakroom or areas dedicated to employee ping-pong or foosball.

While these are all fun ideas, millennials don’t want them as much as they want benefits; they want benefits like health or dental insurance, steady retirement plans, and help. The stress associated with being unable to pay their debt or retire one day hang heavily on a millennial’s mind. Solutions to these problems will attract and keep top talent, as opposed to that foosball table in the break room.


A Lesson in Leadership from a Four-Time World Champion


We are midway through this year’s NFL playoffs; a few weeks away from the NFL’s February 3rd Super Bowl matchup. While we are unsure who will be playing in the big game, one player seems like a safe bet, but not because of a record-shattering offense or a standout defense. No, that player is 41 years old, in his 19th year in the league, and his name is Tom Brady.

While Tom may be a four-time NFL MVP and the rest of us haven’t played organized sports since childhood, we can learn a lot about what it takes to be a leader from the example he’s been setting for nearly two decades. The “Super Bowl” in Brady’s life is just that, a win at football’s highest level – but what is your “Super Bowl?” For those of us with jobs that take place in offices, as opposed to the gridiron, the “Super Bowl” could be meeting projections or a large project. In whatever challenge we may face, the culminated effort of a group of people or team is often what determines whether you succeed or fail. Leaders affect outcomes. It’s what they do. Brady is no exception, and you can improve your own leadership skills by taking a page from his playbook.

Leaders Come from Anywhere

What holds many of us back in the realm of leadership is our own self-confidence. Often, people don’t view themselves as leaders, and because of this, are content to let others take charge. We all have a preconceived idea of how a leader looks, acts, talks, works and dresses like. If we don’t fit the charismatic mold or speak in the way we feel a leader should, many never consider the positives that they bring to the table.

Out of college, Tom Brady did not fit the mold of a typical NFL quarterback. His scouting report dogged him for having a weak arm, and emphasized his lack of athleticism, citing his 5.28 40-yard dash time. Intangibles like these dropped Brady to the 199th pick in the 2000 NFL draft – an experience he’s said, that made him cry.

Almost twenty years later, who would have thought that the same former 6th round pick would lead the New England Patriots into the conversation of greatest NFL franchise of all-time, and five Super Bowl rings.

Leaders Overcome

Whether the main tool you use at work is a computer or a football helmet, you will face challenges in your career. Sometimes, approaching deadlines can feel an awful lot like an approaching defensive lineman, closing in for a sack to end the game. Sometimes, someone on our team drops the ball, whether that be losing a sale or in Tom’s case, literally fumbling the football. Unexpected events in the workplace happen. It’s how you react to them that defines you as a leader.

Next time you face an unfortunate event in the workplace, channel your inner Tom Brady under duress. Down 28-3 midway through the third quarter of the 2017 Super Bowl, it looked like Brady and his Patriots had finally met their match. The remainder of the game is a testament to the leadership of Brady, who would go on to force overtime and then a win in the greatest comeback in Super Bowl history.

In recent seasons, Brady and the Patriots have battled injuries to players who were key to the Patriots success. Competing and winning with an incomplete team is a sign of a great football team. Good leaders dig deep with themselves and bring out the best in others when situations are less than ideal. In the workforce, unexpected departures are a common occurrence too. Leaders pick up the slack and encourage those around them when times are less than ideal.

Leaders Sacrifice

Often, the hardest part of leadership is taking the things that you don’t want to do and doing them anyway. Things like working weekends, coming in early and leaving late are never popular. You will be far more respected for making these sacrifices, as opposed to forcing them on someone else. It will show that you hold yourself responsible for both the successes and failures of whatever organization you are leading. You allow those under you to learn this responsibility so that when they are leading, they remember the example you’ve set.

Tom Brady exemplifies this most notably through his bank account. At this point in his career, Brady is often regarded as the greatest to ever put on an NFL uniform. Over his career, he has never been the highest paid player in the NFL. And his 2018 salary isn’t in the top half of the entire league. But this is how Brady wins championships in a league that caps the salaries of players. Tom has regularly sacrificed his own salary, so the Patriots have more money to spend on other players.

hiring trends

Hiring Trends to Watch Out for in 2019

hiring trends

As we begin our journey into 2019, it is important to remember that with a new year come new challenges. In the world of hiring, staying on top of these new hiring trends is imperative for your organization to remain competitive in your industry. Regardless of trade, businesses will always need new people. You, of course, want to attract and hire the most talented and best fitting employees. But how do we gain an edge in such a candidate-driven job market?

Speed Up!

As mentioned above, the job market capped off a strong run in 2018 by adding 312,000 jobs in December, with wages posting its highest annual gain since 2008. With so many opportunities available, both active and passive candidates have a wealth of options when looking to switch careers. Tools like LinkedIn make these options much more visible and allows for quick and easy connections between you and prospective employees.

In order to gain an edge and stand out from competitors, you must act quick! Speeding up your hiring process allows you to stand out if the candidate is receiving multiple job offers. Review the current hiring process in place and remove any unnecessary steps that could lengthen the process.

One Size Does Not Fit All

Branching off our last point, the purpose of the hiring process (resumes, interviews, etc.) is to find and place the best candidate available. Many organizations use the same process when hiring a position, regardless of what the position entails. While structure and consistency is a key value of almost any business, it doesn’t always provide the most beneficial means of getting to know a candidate. The key skills demanded of a graphic designer and an HR manager have night and day differences.

While these differences may be reflected in the job description, the interviews themselves should stress the specific traits the position requires. “What is your biggest failure?” and “Where do you see yourself in ten years?” are decent ways to gauge a person. However, we need those nitty-gritty details that will determine if a candidate is a right (and a smart) hire. For this example, it would be more efficient to ask our design candidate a question like, “How do you get unstuck creatively?” When reviewing potential HR managers, questions about creativity may provide some insight into their problem-solving ability. But in reality, it would be more beneficial to present them with a more general problem-solving test.

Work with a Professional

Sometimes, your best option is asking for someone’s help. Third-party recruiting firms, like Johnson Service Group, take the leg-work out of the hiring process. If some of the suggestions listed above sound too time-consuming, leaning on executive recruiters may be your best option. Partnering ensures your company will be interviewing are qualified; vetted candidates that are wanting to work for you!

Finding and vetting candidates is often the most time-consuming part of the hiring process. Plus, it does not always translate into a successful hire. Working with an industry leader like JSG ensures the person you are interviewing is already sold on components like salary and location, is equipped with the necessary skills, and will be a good fit for your company’s culture.

New Year

How to Start the New Year Off Right

New Year

A new year is always an opportunity for a fresh start. Whether that’s kicking a bad habit, starting a new one, or even finding a new career that you’re passionate about, the New Year is a great time for a new beginning.

But developing these new habits and changing your daily routines can be challenging. Unfortunately, it’s not as easy as setting a New Year’s resolution and watching the magic happen. You have to work for that change. And here’s how you can start the New Year off the right way.

Figure out your goals for the New Year

For some people, setting goals is easy. For others, it can be difficult to sit down and figure out what you want to accomplish. However, whether your goal is big or small, your goals you set must be S.M.A.R.T.

What are S.M.A.R.T. goals?

You may have heard of these, but a S.M.A.R.T. goal is one that is Specific, Measurable, Attainable, Relevant, and Time-Bound. Essentially, you must set specific goals that you can measure. Whether that’s losing 15 pounds or making 60 more sales calls per week, your goals must be measurable, so you can track your progress. You also need to set goals that are actually attainable and meaningful or they won’t be accomplished.

To successfully accomplish your goals for the New Year, you must set timelines to your goals. You can’t just say I want to make 60 more calls per week; you have to set a timetable to help keep yourself accountable. So instead of saying you want to 60 more calls each week next year, you can, for example, give yourself a 3-month timeline to accomplish this goal. That allows you to break down your goal.

So, for this example, you can increase your monthly phone volume by 20 calls per month to gradually reach that 60-phone call mark by the end of March. This will all you to track your progress and hold yourself accountable throughout the New Year.

The 5-Second Rule

Have you heard of Mel Robin’s 5-Second Rule? If you haven’t, this tool is a great resource to help train your brain to stop overthinking. Instead of dwelling on something that makes you feel uncomfortable and talking yourself out of action, the 5-Second Rule helps you think less and do more.

Whether it’s having that difficult conversation with your boss about a raise or making one more sale call to land that deal, this tool will help you from talking yourself out of action. Unfortunately, we are often our own worst enemies and our biggest roadblocks. In just five seconds, we can come up with a million excuses to talk ourselves out of anything. While 5 seconds may not seem like much, it can be the difference between you reaching your goals.

The value of mentorship

You may already have a mentor or someone you’re close with that you can rely on to keep you on track. But if you don’t, I highly recommend finding someone you can turn to when things get tough. Whether it’s your boss, a colleague, or a family member, it’s beneficial to have someone you can rely on for advice and encouragement.

And do you know what’s the best part about having a mentor in your life? Having someone who will hold you accountable and keep you on track. It can be hard to hold ourselves accountable for our goals. However, a mentor will keep you focused on your goals and be there when it gets tough.

Hopefully, this helps you set yourself up for success for next year. If you follow these simple steps, you’ll be able to set yourself up for success next year and accomplish more than you ever thought you could. Happy New Year!