Tips for Staying Focused Working Remote

Are you considering accepting a remote position, but you are unsure how it will impact your productivity? Environments can majorly impact how you work and interact with your coworkers. Keep reading for a few tips on how to focus and perform well remotely.


If you feel it would be helpful to have some accountability system in place to keep you on task, create one! Set hourly goals with rewards if that motivates you to get things done. Work alongside a friend, spouse, or coworker, virtual or in person. Set a specific place in your home that is “office space.” It can be challenging to get work done in a space usually intended for play and relaxation. Having a designated workspace allows you to get into work mode and get things done.


Setting rigid boundaries for yourself when it comes to work-life balance in a remote position is essential. Because you work in the same place you live and relax, it can be easy to go back to work just to check your email quickly or shoot an IM to your boss about the project you have been working on. RESIST THE URGE. If you have pretty hard-set work hours (8-5, 9-6, etc.), stick to those unless otherwise absolutely necessary. Set boundaries, turn off your computer, and live your life outside of work too!


If you need something to improve your work experience, say so! Maintain communication with your coworkers throughout the day. If you never go into the office, this can help you build and grow relationships with your coworkers that you might have if you did go into the office. In addition to basic communication, it is crucial to communicate your needs to your supervisor. If your equipment is not working properly or you need additional resources to work more efficiently, share this with them. It never hurts to ask, even if the answer is “no” or “wait.”

Working remotely can be a fantastic experience. It allows for flexibility and comfort. Keep up the good work, and put these tips to use!

The Perks Your Employees Actually Care About

While hunting for a new job, you may have seen companies offer some unordinary or even bizarre perks. Whether that is unlimited snacks, regular happy hours, or a gaming center, these perks may sound attractive, but they’re not precisely what job seekers desire. Recent studies have revealed that employees 35 years old and under place more value on respect than these “fun” benefits. But what exactly do job seekers (and your current staff members) care about when it comes to job perks? Here are four perks that employees actually care about and why they are important to them. 

Health insurance

One of the most important perks employees care about is their insurance plans. Although this may sound dull, attractive insurance policies are the best way to care for your employees. Insurance plans can be costly with lackluster coverages. Offering solid insurance plans with partial or complete contributions, especially after a global pandemic, is quickly becoming a high priority for employees. Insurance plans that support medical, dental, and vision plans are a huge plus. This perk may not be as quirky and fun as an office ping pong table in the break room but is by far one that your employees actually care about.

Professional Development

Another great perk your employees care about is an investment in professional development. Just because employees graduated college with a degree doesn’t mean there isn’t more to learn. Most of your staff wish to acquire more skills, earn new certifications and training, and become better, more well-rounded people. These perks can also make your employees better assets to your company by gaining more valuable skills that help them excel in their positions. So, it is safe to say that investing in your people through professional development initiatives is an excellent way to keep your staff feeling happy and fulfilled.

Work Flexibility 

If there was one thing employees learned from COVID-19 is that being flexible is the new norm. This pandemic has also caused an urge from employees to have more work flexibility in their jobs as we look to the future. A recent poll shows 78% of people believe having work flexibility options is one of the most appealing perks to have within a job. This can include work-from-home options, hybrid schedules, mental health daysor other accommodations. Offering flexible working environments is one of the best ways to take care of your employees (and attract new job seekers to your organization!).

Other Basic Perks

It’s essential to offer meaningful perks, like the ones mentioned above; however, there are plenty of basic perks your team can offer that can be just as fulfilling for many employees. Developing robust PTO policies and encouraging your staff to take advantage of them is an excellent incentive for employees to stick around. Even fostering a better overall work environment and healthy company culture can make a significant difference. Building a desirable workplace includes effective leadership and strong communication. Finally, offering competitive compensation can also help incentivize employees to be more effective at their jobs. These perks are not too crazy but provide attractive incentives to make your staff feel more appreciated and respected.

Still not Perk-fect? 

Perks can be hard to design and implement, especially since there are so many factors to consider. Here at JSG, we want to provide you with the best tools to help you implement successful hiring strategies. If your hiring team is searching for more advice to keep your staff satisfied, review our Client Resources! We have tons of helpful tips and tricks to boost your employee retention rates and foster a better working environment.

How To Offer Sustainable Workplace Perks

“Workplace perks” have been a long-standing topic in the world of hiring. During the candidate-driven market of 2016-2020, they became a last-ditch effort for many companies to secure talent from a limited pool. However, when the Coronavirus pandemic hit in early 2020, and the world came to a halt, work perks were turned completely upside down. Suddenly, no one cared about free snacks or foosball tables. This rapid shift has left managers scratching their heads, wondering what they can offer employees to attract top talent and remain sustainable through economic and cultural changes. Here is a quick glimpse into the workplace perks that today’s candidates are looking for.


If the COVID-19 has taught us anything, it’s that flexibility is king. As millions of workers worldwide were thrown into remote-working situations and difficult decisions, a company’s ability to be flexible became invaluable. Company leaders such as Simon Berg, CEO of software company Ceros, understands this new demand better than ever. “I was an everyday-in-office kind of guy, and it felt like that was how I’d build culture and connectivity between myself and the team.” However, now that he can spend more time with his family, his company’s values have shifted. He wants the company culture to hinge on allowing employees more “autonomy, mastery, and freedom in their life.”

To attract top talent moving forward, companies will need to examine the flexibility of their work environments. Can you offer remote working options, even just a couple of days a week? Do you allow your employees to make exceptions for extenuating circumstances (i.e., kids at home sick, doctor’s appointments, etc.)? Most importantly, do your employees feel trusted and empowered to make the right decisions for themselves and your team?

Cash Stipends

Some of the most popular workplace perks of yesteryear revolved around food and beverage options: in-house baristas, extensive cereal bars, unlimited snack options, and even catered lunches. However, with the shift to remote working, these perks were instantly irrelevant and foolishly surface-level. But, everyone loves free food, right?

Instead of focusing on providing an unlimited stream of snacks, consider offering your employees a cash stipend for lunch. It’s still a fun perk, but it gives your employees more freedom with how they use it. Or, seek out a local coffee shop to partner with and coordinate an employee discount. This is a great way to ensure you’re stimulating the local economy while keeping your team caffeinated.

Wellness Reimbursements

The past year has left employees feeling anxious and depressed. Investment in your employee’s mental and physical health is a workplace perk that will pay dividends. Amidst the pandemic, companies are putting the focus on mental health to try and combat feelings of isolation and depression. For example, Starbucks is giving employees and their family members 20 free counseling sessions per year. And Target is offering free access to both mental and physical health-focused apps such as DaylightSleepio, and Wellbeats.

Offer your employees reimbursements for the health resources they need. From counseling to gym memberships, that may look different for everyone. Providing a wide array of options shows employees that you care not only about their work but also about them as a person. Can you partner with a local gym to provide discounted memberships for employees? Or offer a reimbursement for virtual memberships while we are all cooped up at home. 

Still unsure of which workplace perks are the best fit for your company? Ask your employees. Conduct a company-wide survey asking people for feedback, or task a small focus group with coming up with innovative ideas. Your perks are only valuable if your employees deem them so!

For more hiring tips, explore our client resources.

How to Attract Job Seekers During COVID-19

Jobless claims in the United States jumped yet again today. On Thursday, the BLS reported another 1.9 million Americans applied for unemployment benefits, bringing the total number of unemployed to 43+ million. Yet employers that are hiring are struggling to attract the right candidates. This rift is perplexing with so many people out of work. Some workers that are laid off are enjoying their newfound free time, some are making even more money on unemployment than when they were working, and others are just difficult to find. If you are one of the many employers that need talent, here is how your team can attract job seekers during COVID-19.

Share your benefits and perks

With an extra $600 per month on unemployment, thousands of workers are making more than they were while employed. So, how do you attract those people that are making extra money each week while enjoying a little free time? Your organization should make your company’s benefits and perks transparent. In your job descriptions, layout the benefits you offer, as well as the perks your team gets to have. Offer occasional remote work or have an outstanding 401(k) program? Share that early (and often) in your recruitment efforts! These perks are challenging to come by for many job seekers, so sharing your benefits will be your secret weapon.

Share a glimpse of your culture

Another excellent way to attract top-notch job seekers is to share a glimpse of your company culture. Culture is huge right now, and job seekers want to work for an employer that aligns with their values and beliefs. When you write your job descriptions, add a section that briefly discusses what it’s like to be part of your team. Include links to videos, social media posts, or sections of your website that illustrate your culture.

If your new employees will be working remotely at first or even temporarily, ensure you make them feel welcome from their first day. It can be challenging to build a strong culture remotely. If you are looking for ways to create a positive employee experience for your remote team, here are a few things you can implement to help you attract and retain your staff.

Referral programs

Do you offer a referral program? If you have a teammate that refers a candidate to an open position of yours, reward their efforts! If that referral leads to a hire, give that employee a nice thank you and a small token of your appreciation. Whether it’s a gift card or even a cash bonus, creating a referral program is a great way to attract qualified candidates, even during a global pandemic. If you have a program, ensure your entire staff knows about it so they are incentivized to send over great resumes!

Work with a recruiting firm

These are just a few things your team can do to attract job seekers during COVID-19. But if your team is still struggling to attract candidates during the pandemic, don’t give up hope. Work with a recruiting firm, like Johnson Service Group, that can help you source the right candidates for your team. We have a pipeline of excellent candidates that are ready to get back to work now.

What Today’s Talent Really Wants

talent in this candidate-driven market

In today’s candidate-driven market, the competition for top talent is fierce. When a professional candidate puts the feelers out for jobs, they’re often receiving multiple offers in a matter of weeks. As a result, companies are finding themselves laying out more robust offers than ever before. When thinking about your recruiting strategy, be sure to push the boundaries of “standard” job offerings by incorporating some of the following elements:

Work-Life Balance

You may think “work-life balance” refers strictly to flexible working schedules and environments when in reality, it’s so much more. Candidates are on the hunt for positions that complement their personal lives in a sustainable way. Think outside the box for perks such as gym memberships, childcare, and opportunities for training and education.

Strong Leadership

You’ve probably heard the old adage, “people leave managers, not jobs.” This rings especially true now that candidates have more career opportunities available to them. In a candidate-driven market, constant change is inevitable. Top talent is seeking out leaders that will challenge yet support them while navigating uncharted waters.

Commitment To Technology

Technology is advancing so rapidly, it can be hard to keep up. However, organizations must commit to making strides in technology or talent will be drawn elsewhere. Focus your efforts on things that will make your employees’ every day easier. Consider HR software, computers, mobile devices, and CRMs.

Opportunities For Advancement

Of course, employees want the opportunity to climb the ladder. Moreover, have you considered the skills and traits they’ll need when they reach their goals? Providing proper training for leadership makes all the difference in your company from the top-down. When you have leaders that are committed to your team AND possess rockstar management skills, you’ll strengthen your department from the inside-out.

A Sense Of Purpose

Last, but certainly not least, candidates are moving on to opportunities that give them a sense of purpose. This can be a result of their job function or even a simple sense of belonging to a great team. When employees are emotionally invested in their job, it shows in both their performance and the atmosphere. And it will really show during interviews as your best team members share their infectious passion with impressionable candidates.

We know how tough it can be to compete in a tight labor market. Partnering with a professional staffing firm will give your organization the extra boost it needs to secure the best candidates. Contact us today and let’s find you the candidates your team needs!

Why Job Hopping Isn’t as Bad as People Think

job hopping

The stereotypes of job hopping include people who are only out for the money, lack reliability and think they’re better than they are. Well, that’s normally what you hear, right? The thing is though, this normally isn’t the case.

Most people are wanting to find a job and company they’d love to stay with. It’s not always about making more money or moving around every chance you get. So here are some reasons why job hopping isn’t as bad as people think.

Help People Grow Their Expertise

When people move to a different company, they take skills from their previous position, but they also learn new ones. It’s one of the fastest ways for an employee to grow their portfolio, knowledge, and experience. It helps them hone their skills but also learn new ways of approaching projects, people, and different tasks.

As someone grows in their career, it’s important to make moves to other companies. This helps them move forward and climb up the ladder of command. Fearing leaving a job that doesn’t give you that same opportunity is only holding great employees back from achieving a management position and great pay raises.

Know What They Want from a Job and Company

The one thing job hoppers understand is what works and what doesn’t when it comes to a well-run company. They know what they want in a manager as well as the type of environment they work best in. When they are looking for a move, it’s to find an even better company as well as a chance to move up and gain more responsibility.

You’re always told your first job won’t be your last but when it comes to jobs you shouldn’t be staying with a company or position you’re not happy with. So, before thinking people are just job hopping for selfish and money-driven reasons, remember, chasing happiness in a position is also a big reason why people are doing it now.

Find Their Passion

With job hopping people are searching for that one position that makes all their work experience and passion click. When you find that position, you do everything in your power to keep it because happiness at work turns into happiness at home. Passion at your job should be everyone’s goal and if that means job hopping until they find that position, that should be okay.

More Money

And of course, when changing companies and positions, you’re likely to get a higher pay raise! And so yes, job hoppers may be seen as money hungry but it’s just a part of the process. When it comes to finding a new job, everyone is hoping for a little more money and when you have the experience, that’s what you get paid off of.

And who is going to say no to an average 10% – 20% salary increase when you find a new job? Exactly!

When it comes to being a “job hopper” just make sure you’re doing it for the right reasons. If you’re wanting to move up, be happier, gain more responsibility, or find a better company fit, then it may be time to find a new job. And as we all know, today’s job market is the perfect time to do it!

How Millennials are Benefiting Our Corporate Culture


Born between the years of 1981 – 1996, Millennials are probably the most talked about generation. Well, in a more stereotypical way. But, they are adding some great benefits to our corporate culture that you may not know about.

Work-Life Balance

Millennials are adamant about having a life outside of work. And compared to generations past, they are willing to take pay cuts for it. But with this must have, they are also helping every other employee enjoy the perks. They’re also getting more flexibility in the work environment and more time off to spend with their family and friends.

The emphasis on a good work-life balance to Millennials probably comes from them watching their parents. They saw them sacrifice family time in return for career advancement. Which they don’t necessarily see as a bad thing… It just makes them realize what they want to prioritize, which is family time over work advancement or more money.

They Value Company Culture

Almost anyone you ask would say having a good company culture helps them feel appreciated, important, and that they are making a difference. But each generation is different on how highly they weigh culture fit when accepting a job offer. But, Millennials rate this as one of the most important things to them when searching for new opportunities.

On average, they are willing to take a $7,600 cut in salary, each year, to work in an environment that fits well with their morals and makes them excited to go to work. This may seem like a crazy pay cut, but it’s one of the huge reasons why Millennials, you could say, are improving the corporate culture.

They are emphasizing the need for good morals, ethics, and community outreach. Which, with the current job market we’re in, is putting companies in the hot seat, not candidates searching for jobs.

Millennials Want Feedback and Growth

Millennials want recognition, but not without putting in the work. They are changing the way managers and owners communicate with their employees by pushing them to give more feedback and acknowledgment. This may come from the want/need to be recognized. Although, it is affecting the corporate world in a manner that helps everyone know what they can improve on or what they are doing well at. It helps employees feel more appreciated by the company they are working for.

Overall, the largest generation is making big impacts on our corporate world, in a way that is benefiting everyone else positively. They are helping put a priority on a great work environment and reminding us to focus on our lives outside of work. So even though we know the millennials for all of the stereotypes, we also know them to be improving our ever-changing work culture too.


It’s That Time Again! 2018 Contractor Benefits Open Enrollment


It’s that time of the year again, Johnson Service Group’s (JSG) annual contractor open enrollment. JSG is excited to announce that we will continue to provide five Affordable Care Act (ACA) compliant medical plan options and supplemental benefits (dental, vision, short-term disability, and optional life) through Century Healthcare.

Read all the details below to make sure you select the best choice for your benefit needs!

When is JSG’s open enrollment?

JSG’s annual open enrollment is November 6, 2017, to November 24, 2017. During this time, employees can add, drop, or make changes to existing coverage or enroll for the first time.

What date will the benefits selected during this year’s open enrollment be effective?

Any changes or additions made during this time will apply effective December 25, 2017.

What medical plans are offered?

Century Healthcare continues to provide five ACA Compliant medical plan options that all satisfy your individual responsibilities under the ACA.

  • MEC Basic — The most affordable way to satisfy your individual responsibilities under the ACA. This plan covers a list of Preventive Services covered at 100% through in-network providers. Some of these services include routine physical exams, annual well women exams, well baby/childcare exams, routine lab and x-rays, immunizations, cancer screenings and more.
  • MEC Plus (Value, Select and Premier) — The Value, Select and Premier MEC Plus plans have been offered by JSG for several years now. These limited fixed indemnity plans are designed to help take care of the basic medical care needs of insured employees and their families. These plans also cover preventive care at 100% when using an in-network provider.
  • MEC Enhanced — Designed to cover only the benefits that the vast majority of the population use regularly, excluding hospitalization. This allows for a cost savings while still receiving a rich benefit for non-hospitalization type services. Preventative care is 100% covered when using an in-network provider.

Century Healthcare offers a package of services and fixed indemnity benefits that pays benefits for specified medical services and is designed to help take care of the basic medical needs of the insured employees and their families. This plan pays in addition to any other insurance in force and is not a Medicare Supplement plan. All premiums for benefits are deducted from paychecks on a weekly pre-tax basis.

What supplemental coverage is offered?

Century Healthcare oversees all supplemental coverage. Options include: MetLife Dental Insurance, Davis Vision Insurance, Short Term Disability Insurance, and Optional Life Insurance. Supplemental coverage is offered “a la carte” style meaning you have the ability to enroll in just one of the options or all of them!

How do I enroll?

Call Century Healthcare’s Enrollment Center during the open enrollment window at (888)232-9431 between the hours of 7:00 AM and 7:00 PM Central Standard Time (Monday – Friday).

Click here for more information on JSG’s plans and for pricing information!

Know all your options!

We’ve told you when JSG’s annual open enrollment takes place and have given you the details, BUT did you know that JSG also has portable major medical insurance available through Healthcare Solutions Team? There is no waiting period to enroll and these plans are individually tailored to your personal needs! For more information, contact Healthcare Solutions Team directly at (866)-934-9013.

Don’t forget about the Marketplace Open Enrollment too! Marketplace Open Enrollment begins November 1, 2017, and ends December 15, 2017.  For more information, check out:

Does JSG offer Minimum Value Plans?

Employees considered Full-Time Eligible (FTE) as defined by the Affordable Care Act will be eligible for a Minimum Value Bronze medical benefit through Century Healthcare. Full-Time Eligible employees are defined as those employees who have completed a twelve-month measurement period and have worked a total of 1,560 hours or more. (Break in service guidance does apply.) FTE employees will be notified of their status via US mail. Any Full-Time eligible employee who does not wish to enroll in the MV Bronze plan must submit a waiver via fax (630-655-4689) or email ( If you have not received a Full-Time Eligible mailing prior to the start of open enrollment and you believe you may be eligible, please contact HR at

What Are Candidates Looking For In A Great Company?

What Are Candidates Looking For In A Great Company?, Johnson Service Group, Johnson Search Group, jobs, candidates, clients, firms, company, vision, security, stability, growth, culture, benefits, innovation

We spend a lot of time talking about how candidates can impress employers: “How You Answer This One Question Could Make Or Break Your Interview,” “The Best Soft Skills To Include On Your Resume,” and “10 Things You Should Never Say In An Interview.” But it is just as important that we talk about what candidates are looking for in a great company, especially in this candidate-driven market.

  1. Stability

Everyone wants their life and job to feel stable, especially if it involves a major change in life such as relocation or an industry jump. Candidates will look at the history of the organization: Are they financially stable? Do they have a high turnover rate? With the accessibility of information courtesy of sites like Glassdoor, Indeed, and LinkedIn, employees have more access to company history than ever before. Make sure your story is a great one!

  1. Security

With everything going on in the world, employees want to know that they are safe. Make sure your company is an environment that makes employees feel joy instead of fear. Transform your office into an inviting setting where candidates and employees feel comfortable. Foster an environment that becomes an extension of their home.

  1. Opportunities For Growth

In a candidate-driven market, candidates are overwhelmed with wonderful opportunities. So what’s the one thing that will keep them at your organization and not have one foot out the door? Opportunities for growth. Starting as early as the interview, speak often about the trajectory of each position and the possibility for advancement.

  1. Vision

Employees want to work for companies that have a clear future. They want to know your five-year plan and where their position fits into that puzzle. Candidates see the vision of a company as their driving force to keep moving and accomplish goals together.

  1. Culture

Culture has become such a big factor for happiness at work. Culture isn’t just going out as a team to a baseball game or having dinner after a hard day at work. It is about what the organization stands for, what employees want and care about in life, and how they view the world. Do you make it clear to potential and current employees what your company culture is?

  1. Benefits

Of course basic benefits have always been important: health care, dental, vision, 401K etc., but candidates are looking for even more these days. With how busy everyone is juggling home and work life, flexibility has become a priority for many candidates. Companies that offer flex or work-from-home opportunities are rising quickly to the top of everyone’s “dream job wish list.”

  1. Innovation

Everyone wants to know how their company is better than everyone else. What does your company do to challenge the norm and think outside of the box? Be open and transparent with your current and potential employees about the awesome things that your company is doing!

Keep in mind that your employees are giving so much time and energy to your company and goals. You need to support them as much as they support you. This doesn’t always mean unlimited vacation or huge concerts… but if they’re having a rough day or just need a little push towards a new skill, it can be monumental if they have their leaders and company to fall back on.

2017 Contractor Benefit Highlights

JSG benefits allow you the flexibility to subscribe to a plan that makes sense with your budget, goals, and preferences. JSG benefits include comprehensive medical and non-medical benefits. For a complete JSG benefits guide, hop over to our employee toolbox.

JSG Contractor Benefits