The last several weeks have been a trying time for our nation. With so many businesses closed and all of us sheltering at home, it’s natural to be concerned about the future.

As part of our Green Key Resources community, I want you to know, as we go about filling the needs of our clients and working to ensure the health and safety of our employees, we are also looking forward to the time when the crisis is over.

When that time comes, and hopefully it will soon, we will be ready to meet the need to get everyone back to work and transition back to business as usual.

In the meantime, our entire team continues to work remotely, with full, secure access to all our systems. Though our physical offices remain closed nationwide, we’re still answering the phones, filling positions and staffing jobs.

We shared our initial steps with you two weeks ago, when the Centers for Disease Control and Preparedness declared the coronavirus a pandemic and advised all those who could to stay home:

  • We immediately transitioned all of our personnel to work from home.
  • To protect employees working in temporary positions, we contacted our clients to assist them in making remote work arrangements wherever possible.
  • We encouraged all interviews to be conducted remotely and communicated with candidates and clients about safe procedures in cases where that was not possible.

Our efforts to limit exposure and avoid in-person contact are also continuing. Recruiters are conducting interviews exclusively by video conferencing or phone. Our team is reaching out to clients, temporary employees and candidates on a daily basis to check on your well-being and offer help with remote work and staffing needs.

And because working remotely and managing remote teams is new to so many and takes a different approach, we’ve supplemented our blog with articles on the topic. We hope this offers you valuable information as you transition to this new normal.

We have also heard from many of you, particularly from those in healthcare where the need for workers is especially critical. As Brett Braterman of our healthcare division noted last week, “We are seeing a huge uptick in requests from our hospitals for staff to work in all different departments.” Our specialists are tireless in their efforts to fill the need, contacting retired professionals as well as those in less hard-hit areas

Our pharmaceutical/life sciences team is diligently working with pharmaceutical and biostat companies to ensure we continue to deliver top talent as the development and testing for drugs has become more crucial than ever. Our IT, Accounting, Finance and Office Support teams continue to support clients with their hard to fill roles and continue to be a trusted advisor on their hiring needs.

If there is any way Green Key Resources can help you, know that we want to and we’re here for you. Our main number is 212.683.1988.

This is a difficult time for our country, for our businesses, and especially for our families and loved ones, but we are all pulling together.

As we approach the holidays with Passover, Easter and Ramadan around the corner, I want to extend my personal thoughts for your health and well-being. Together we will get through these challenging times.

Andrew Chayut / Managing Partner

Photo by Tim Mossholder on Unsplash


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Green Key

Do You Really Want to Be a Manager?

It’s flattering to be offered a management promotion. It shows the confidence your boss has in you, and the bump in your paycheck would certainly be welcome.

But before you say yes, take a deep breath and think about what it means. Not everyone wants to be a manager. Not everyone who is a manager should be one.

Being a manager comes with dramatically different responsibilities. Instead of being responsible only for yourself, as a manager you’re responsible for the work of a team. You’ll be dealing with different personalities and styles. You’ll face pressure from your boss to meet a whole range of new measures. Besides getting projects done on deadline, there will be budget considerations and quality standards. At the same time, you’ll hear from your reports about being pushed too hard or not getting the resources they insist they need.

You’ll be expected to coach your team, supporting them and giving them the feedback they need and want. At times, that means delivering feedback about poor performance. As a CNN Business article points out, you have to sometimes be willing to be seen as the guy delivering bad news.

Says Leigh Steere, co-founder of research group Managing People Better, “The No. 1 task that managers shy away from is confronting poor performance.

“They may be conflict avoidant. Some say ‘I’m not comfortable judging others.’ Or they want to be viewed as a nice manager. [But] it is not nice to withhold feedback from somebody that they need to learn and grow.”

The skills it takes to be a great manager are far different from those of being a great worker. Too often companies promote great workers because they perform at the top of the curve, only to discover that as a manager their performance is lacking at which point their rise in the organization halts — or worse.

While management training can make a difference, too often this training is limited to legal issues and administrative procedures. Even when the training includes coaching and feedback and similar matters, it takes constant reinforcement and personal commitment to be effective.

So when the opportunity comes along, think it through. Ask managers you respect for advice. Discuss with your boss the changes you’ll need to make. Then ask yourself, are you willing to give up what you do in order to manage others? Is that you?

Photo by Austin Distel on Unsplash


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Green Key