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Understanding Company Culture: How to Spot Red Flags Before Accepting a Job Offer 

Getting a job offer is exciting; it means a company sees your value and potential. But before saying yes, take a moment to consider whether this workplace truly feels right for you. This is especially true here in Flagstaff, where businesses often feel like extended families. So, finding a workplace where you will look forward to spending your days matters as much as the role itself. 

Let us walk you through some practical ways to evaluate if a workplace is the right fit for you. As your neighbors who’ve helped hundreds of local professionals find their ideal roles, we will share honest insights about spotting signs that a company’s values and work environment align with what you are looking for. 

Why Your Workplace Experience Matters 

Finding the right workplace is not just about the job description. It is also about being part of a team where you can thrive. When you spend 40+ hours a week with your coworkers, your day-to-day work experience shapes your career and overall well-being.  

Recent research by the Society for Human Resource Management (SHRM) confirms what we have seen locally: 49 percent of people leave jobs because the workplace doesn’t feel right.1 Meanwhile, teams that enjoy coming to work are 71 percent more productive.2 

But the impact goes beyond your workday. The American Psychological Association found that when people do not feel comfortable at work, 77 percent experience increased stress that affects their overall well-being.3  

And in Flagstaff, your coworkers are also your neighbors, the folks you will see at First Friday Art Walks or bump into at Pay n’ Take. Finding a workplace where you genuinely connect with your team is not just about the job but about being part of a community where work and life naturally blend. 

Your Pre-Hire Checklist: Getting to Know a Potential Workplace 

Getting an honest picture of a company culture requires active research. This is your chance to uncover unfiltered insights before committing to a role. Here’s how to do that: 

What Local Reviews Can Tell You 

Websites like Glassdoor, Indeed, and even community-specific platforms such as Flagstaff business directories can provide insight into a company’s reputation. Do not stop at glowing or scathing reviews; instead, look for patterns: 

  • Are there recurring mentions of poor communication or a lack of transparency? 
  • Are there patterns about stress levels or work-life balance?” 
  • Are complaints balanced by detailed praise, or do they reveal underlying warning signs? 

For example, if several reviews mention the company’s failure to acknowledge employee contributions, that could indicate a lack of employee engagement or appreciation. 

Tap Into Your Local Network 

Flagstaff thrives on personal connections, so attend local professional meetups or leverage LinkedIn to ask people you trust about the company. Many Flagstaff professionals share their experiences openly, offering valuable insights into the culture, leadership, and overall environment. 

See How They Show Up in Our Community 

Actions speak volumes about culture. Does the company support local causes, sponsor community events, or engage in ethical business practices? Companies that align with Flagstaff’s environmental care and community involvement values are more likely to provide a supportive culture. 

Use publicly available resources, such as social media profiles or press releases, to gauge their genuine commitment to values beyond profit. 

Ask the Right Questions During the Interview 

Many candidates forget that interviews are a two-way street. They are not just there for the employer to evaluate you. It is also your opportunity to assess whether the work settings suit your needs. Asking well-crafted questions can uncover red flags of a toxic workplace while clarifying the company’s values. Here’s how you can do that: 

Get to Know the Team Leaders 

Leadership plays a pivotal role in defining culture. Ask questions that offer a glimpse into their priorities: 

  • “How does the company recognize and reward employee contributions?” 
  • “Can you provide examples of how feedback is encouraged and addressed here?” 

Pay attention to the depth of the responses. Leaders with genuine commitment to a healthy culture will share detailed examples, while vague answers might be a red flag, hinting at a lack of focus on employee growth. 

Dig Into Team Dynamics 

Understanding how teams’ function within the company can give you a sense of day-to-day life. So, during the interview process, ask clarifying questions like: 

  • “How do teams collaborate on major projects?” 
  • “Can you describe a recent team success and what made it possible?” 

If the interviewer struggles to highlight positive team dynamics, it might suggest dysfunction or isolation within the workplace. 

Sometimes, interviews may be conducted in-house at the company’s office, as opposed to virtually. This creates a unique opportunity for you to assess the work environment firsthand.  

What to Notice During Your Visit 

When walking through the office or during introductions, observe how employees engage with one another: 

  • Do they seem comfortable, enthusiastic, and collaborative? 
  • Is there visible camaraderie, or do individuals appear disengaged? 

Pay attention to how the team interacts. In our community-focused culture, positive team connections often extend beyond the workplace. You might spot colleagues making weekend hiking plans or organizing carpools. These natural interactions can tell you a lot about the workplace dynamic. 

Office Layout and Conditions 

The workspace can say a lot about the company’s priorities: 

  • Is it clean, welcoming, and organized? 
  • Are there areas where employees can recharge, such as a break room or outdoor seating for lunch breaks? 

As simple and inconsequential as these may seem, the company’s stance on employee well-being and care can be reflected in the workspace design. 

Make Sure the Job Offer Works for You 

Once the job offer is on the table, you still have time to evaluate if the company truly aligns with your values. Beyond salary, focus on elements that reveal the company’s commitment to a positive culture: 

  • Do the benefits package support work-life balance with flexible schedules or generous PTO? 
  • Are there clear pathways for professional development, such as training programs or mentoring initiatives? 

Ambiguities in the job offer, such as undefined reporting structures or vague responsibilities, might suggest the workplace is still figuring out its structure and processes. 

Lastly, it is essential to trust your intuition. It is worth reflecting if interactions with the company leave you uneasy, such as evasive answers during interviews or rushed responses from the hiring manager. Ignoring your instincts could lead to regret later on. 

Read More: Building Trust with Employers: 8 Key Steps for Strengthening Professional Relationships and Advancing Your Career 

Find Your Next Work Family with Performance Staffing 

Every day, we help Flagstaff professionals find workplaces where they truly belong. As your neighbors who know our community and local businesses, Performance Staffing can help you find a role where you’ll thrive. Let us talk about what you are looking for in your next workplace – we’re here to help you find it. Contact us today! 

References 

  1. Future of Talent Retention: Understanding Why Employees Leave and Why They Stay. (2024, November 14). Society for Human Resource Management. https://www.shrm.org/mena/executive-network/insights/future-of-talent-retention-report-why-employees-leave 
  2. SHRM Report: Workplace Culture Fosters Employee Retention Worldwide: Discover the five key elements that are universally linked to positive organizational culture across the globe. (2024, December 12). Society for Human Resource Management. https://www.shrm.org/mena/executive-network/insights/shrm-report-workplace-culture-fosters-employee-retention 
  3. 2023 Work in America Survey: Workplaces as engines of psychological health and well-being. (2023, July 11). American Psychological Association. https://www.apa.org/pubs/reports/work-in-america/2023-workplace-health-well-being 
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A group of people sitting around a laptop computer.

The Top Priorities Job Seekers Have and What They Expect from Employers 

Have you ever felt like you are missing something in your job applications, even when your skills seem to check all the boxes? You are not alone. 

Many job seekers find that, despite having the right experience, they often do not get even an interview. While technical skills and work experience are essential, many hiring managers look beyond these qualifications. 

Flagstaff employers look beyond qualifications to find team members who truly fit their culture. They seek candidates who understand what working in this community means – from embracing its seasonal nature to understanding the community’s needs. To help you stand out in your job search, let us explore what employers really look for when reviewing resumes. 

What Employers Want When Reviewing a Candidate’s Resume 

Here’s how you can showcase the key traits employers want on your resume to land the right opportunities. 

1. Demonstrate Problem Solving Skills 

Employers, especially in close-knit communities like Flagstaff, value candidates who show they have critical thinking skills, can solve problems independently, and add immediate value. Each employee’s ability to tackle challenges head-on can make a noticeable impact, especially in smaller teams. 

However, highlighting when you highlight that you can solve problems, you are not just listing achievements on your resume, but showing how you approached and overcame specific issues. 

For instance, if you have led or contributed to projects requiring creative solutions, include briefly mentioning these experiences. This could be as simple as noting how you handled a customer service escalation or streamlined a previously bottlenecked process. 

If you work in a professional role, describe an instance where you reduced project costs or improved workflow efficiencies. A hiring manager will likely recognize the value in a candidate who can be resourceful and proactive—leadership skills that are essential in a tight-knit team where each member’s actions matter. 

Also, instead of a general statement about resolving issues, mention specific outcomes, such as: “Reduced processing time by 20 percent by identifying and eliminating redundancies.” This helps employers see the tangible difference you can make. 

Read More: Building Trust with Employers: 8 Key Steps for Strengthening Professional Relationships and Advancing Your Career 

2. Highlight Adaptability 

Adaptability is the ability to effectively adjust to new conditions, challenges, or changes in the environment. According to the Society for Human Resources (SHRM), 60 percent of U.S. employers consider adaptability essential in today’s workplace, especially in roles where demands often change.1 

This quality is particularly valuable in Flagstaff, where business activity changes with the University schedule and tourist seasons. 

For example, if you have worked in customer service during busy seasons, managed changing priorities, or helped your team navigate hectic periods, these experiences show that you can adapt when needed. The key is to describe these situations clearly on your resume. Consider highlighting times when you: 

  • Learned new skills to help your team 
  • Handled seasonal rushes successfully 
  • Took on different responsibilities as needed 
  • Worked effectively with diverse groups of people 

Use action-oriented language that reflects flexibility, such as “Adapted to new project software,” or “Took on additional responsibilities to support team changes.” This language shows you are skilled and quick to respond to business needs as necessary. 

3. Show You are a Good Team Fit 

Hard skills can be taught, but attitude and work ethic make someone a true team player. When employers review resumes, they look for signs that you can work well with their existing team and care about the same things they do. 

You can demonstrate this fit on your resume through your community involvement and volunteer work, which shows what you care about. For example, if you volunteered at the local food bank, mention how you coordinated with other volunteers to serve hundreds of meals, showing your commitment to the community and ability to work as part of a team.  

The language you use matters too. Look at the company’s job posting and website. Do they emphasize teamwork? Community service? Use similar terms in your resume to show you share these priorities. 

Remember, Flagstaff businesses often seek people who understand and appreciate the local community. Whether you have participated in winter festivals or helped with trail maintenance, these experiences can show you fit right in with a company’s culture. 

4. Showcase Communication Skills 

Technical skills might get you noticed, but your ability to work well with others makes you stand out. Research shows 81 percent of HR professionals prioritize employee morale and team dynamics when hiring.2 Moreover, workers who do not fit well with their team’s culture are twice as likely to leave within a year. 

Employers highly value soft skills like communication, emotional intelligence, teamwork, and reliability. Think about times when you helped create a positive work environment. Maybe you were the person who helped resolve conflicts between departments or the team member others counted on during stressful situations.  

These experiences matter because they show you can build strong working relationships – something that is just as valuable as your technical abilities. 

When describing these skills on your resume, focus on real examples. Instead of just saying you are a “team player,” share when you coordinated with different departments to complete a project on time. You could write something like, “Ensured smooth handovers by supporting communication across shifts, contributing to a 25 percent boost in team productivity.” 

Hiring managers will appreciate examples demonstrating your ability to enhance team dynamics. Your resume should show potential employers that you can do the job well and help maintain a positive workplace. 

5. Display Proactivity and a Growth Mindset 

While skills matter, your attitude toward learning and growth can set you apart. Research shows that while over 90 percent of HR professionals value employees who focus on developing their skills, only 15 percent place high importance on credentials alone when considering candidates.3  

This means showing initiative and eagerness to learn could make you more attractive than candidates who just list certifications. 

On your resume, highlight how you have shown initiative in past roles. Did you take extra training to improve your skills? Did you learn a new software system to help your team work better? Or maybe you spotted a problem and suggested a solution before anyone asked? These examples show you look for ways to improve and grow. 

Instead of just saying you “completed training,” mention: “Earned a customer service certification to better assist Spanish-speaking clients.” Or if you learned new skills, explain how they helped your team: “Learned new scheduling software that reduced booking errors by half.” Adding these details shows you are looking for ways to develop your skill and make meaningful contributions.  

Related Reading: Maximizing the Value of Employee Performance Reviews: How to Use Feedback for Career and Skill Development 

Ready to make your resume stand out? Let’s work together! 

At Performance Staffing, we have years of experience connecting candidates in Arizona with the right roles and know what local employers prioritize. We are here to help you create a resume that highlights your unique qualities, making you a strong contender for the best opportunities in town. 

Reach out to us for a personalized resume review and job search guidance. With our tailored insights and expert guidance, you will be well-positioned for your next big opportunity! 

References 

  1. Talent scarcity, skills gap challenge recruiting. 12 April 2024. Society for Human Resource Management. https://www.shrm.org/topics-tools/news/talent-acquisition/talent-scarcity-skills-gaps-challenge-recruiting 
  2. Gurchiek, Kathy. “SHRM Research Delves Into State of the Workplace.” SHRM, 21 June 2024, www.shrm.org/mena/topics-tools/news/research-state-of-workplace-report-inflation-talent. 
  3. Making the Case for Skills-First Hiring and Advancement to Hiring Professionals. SHRM Foundation, www.shrm.org/content/dam/en/shrm/foundation/cpr-240355-foundationreport-makingthecaseforskills-firsthiring-r4-1.pdf. Accessed 28 Oct. 2024. 
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A woman wearing a hard hat and safety vest.

Building Trust with Employers: 8 Key Steps for Strengthening Professional Relationships and Advancing Your Career 

Trust makes the difference between staying stuck and moving forward in your career. Most professionals have experienced it: watching others advance while feeling stuck in place, missing out on exciting projects and promotions despite working hard. The difference often comes down to trust. 

Without it, managers hesitate to delegate important tasks, share growth opportunities, or champion your advancement. This guide shares practical steps to become trusted professional managers rely on first and open doors to meaningful career advancement. 

Better Relationships, Better Career: Here’s How 

Building strong relationships at work is one of the most effective ways to advance in your career. When your employer trusts you, they are more likely to offer you growth opportunities, take your ideas, and rely on you for important tasks. 

A good professional relationship is built on reliability, clear communication, and mutual respect, which can lead to a stronger reputation and a more satisfying career path. If you are just starting or looking to reach the next level, here’s how focusing on better workplace relationships can set you up for long-term success. 

1. Be Reliable and Consistent 

Consistency builds trust. According to SHRM research, workplaces with high trust levels see 50 percent higher employee productivity, starting with individual reliability.1 When you meet deadlines and maintain high standards, your employer begins to see you as someone they can count on. 

When a manager needs an urgent report for an upcoming meeting, they will likely trust you to pull together the necessary information quickly and accurately if you consistently meet deadlines and handle tasks carefully. Over time, by consistently managing these types of responsibilities, you build a reputation as a go-to person for urgent tasks, leading to more projects and opportunities and even career advancement opportunities. 

2. Communicate Openly and Transparently 

Open communication is key to preventing misunderstandings and establishing mutual respect. In fact, SHRM research shows that employees in high-trust environments are 23 percent more likely to offer ideas and solutions.2 This makes sense – when people feel trusted, they feel more confident speaking up and contributing to the team’s success. 

If you face challenges meeting a deadline, for example, communicate it early and offer solutions or revised timelines. When your employer sees you are willing to share successes and setbacks honestly, it shows maturity and dedication to maintaining integrity in the workplace. 

Being proactive shows your commitment to the team’s success, not just your focus on your tasks. This open approach shows you prioritize clear communication and solutions even when challenges arise.

3. Seek Feedback and Act on It 

Proactively asking for feedback signals to your employer your dedication to growing in your role. Rather than waiting for a performance review or for issues to arise, you take the initiative to understand where you can improve. It shows that you are genuinely interested in becoming a better asset to the team, which helps set you apart as someone with a growth-oriented mindset. 

Also, the true value of feedback lies in your response to it. When you seek feedback and implement suggested changes, you demonstrate adaptability and willingness to make meaningful adjustments. If your manager advises you to improve your time management and you actively work on these areas, it sends a strong message. You are not just gathering information but applying it to produce real results. 

4. Show Initiative and Problem-Solving Skills 

Employers appreciate team members who can identify and address issues before they escalate. If you consistently bring solutions to the table—whether proposing a process improvement or suggesting a new approach to a recurring issue—it shows that you are not just there to do the minimum. It shows you are invested in the company’s success and are willing to go the extra mile. 

When you proactively identify the issue and propose a tangible solution, you show you are not just clocking in and out but working to improve the experience and streamline the workflow. 

5. Stay Professional and Positive Under Pressure 

High-stress moments are inevitable in any job, and how you respond during these times can shape your employer’s perception of your professionalism and resilience. When pressure mounts, deadlines loom, or unexpected problems arise, keeping a calm and positive demeanor shows your team and supervisors that you can handle more significant challenges.  

A composed response in tense situations communicates stability and reliability, showing that you focus on finding solutions rather than letting stress derail your performance. 

If a sudden influx of work or a critical issue needs immediate attention, staying level-headed and maintaining a solution-focused attitude can positively influence others on the team. When you remain calm and carry out your duties effectively, you become a source of reassurance, encouraging others to stay composed. 

This does not mean ignoring pressure or avoiding difficult emotions; it means taking charge of your reactions to deliver steady performance, even in less-than-ideal conditions. 

6. Practice Empathy and Understand Their Perspective 

Putting yourself in your employer’s shoes is a powerful way to deepen your understanding of the workplace and establish a more supportive relationship. By considering their perspective—the pressures they face, the objectives they strive to meet, and the obstacles they encounter—you gain insight into why certain decisions are made or why specific priorities are emphasized.  

This empathy can transform the way you approach your role, helping you respond more thoughtfully to expectations and align your efforts with the company’s broader goals. 

This approach helps you establish yourself as a proactive, valuable team player—someone who completes tasks and understands and supports the bigger picture. Employers recognize and appreciate team members who “get it, ” meaning you are not just carrying out instructions but investing in the company’s success.  

7. Be Accountable for Your Mistakes 

Everyone makes mistakes; it is an inevitable part of being human, especially in a professional setting where the pace is fast, and the stakes can be high. But, how you respond to those mistakes sets you apart from your peers. Instead of avoiding responsibility or making excuses, owning up to your errors demonstrates a level of maturity that is highly regarded in any workplace. 

Acknowledging a mistake is not just about admitting fault; it’s also about recognizing the impact that error may have had on your team and the organization. 

Apologizing, when appropriate, demonstrates that you respect your colleagues and the work you all contribute to. After acknowledging the mistake, the next important step is to shift your focus to corrective actions. 

8. Respect Boundaries and Build Healthy Work Relationships 

While building a strong rapport with your employer is undoubtedly important, maintaining professionalism and respecting workplace boundaries is equally important. Striking this balance demonstrates maturity and an understanding of the dynamics of professional relationships.  

Becoming friendly with coworkers and supervisors is easy, but maintaining a professional demeanor ensures you are taken seriously. 

While it is great to engage in friendly conversations, there are times when maintaining a level of professionalism is also important. Sharing personal stories and engaging in light-hearted banter can build rapport, but it is also important to be mindful of the appropriateness of the conversation. You do not want to cross lines that could make others uncomfortable or blur the lines of professional interaction. 

Your Career Deserves a Partner You Can Trust, and at Performance Staffing, We’re Here to Help You Reach Your Full Potential 

At Performance Staffing, we know that a successful career is built on trust, opportunity, and a commitment to growth. When you partner with us, we take the time to understand your unique strengths and goals, connecting you with roles that offer real potential for advancement and personal fulfillment. 

Trust us to provide the tools, connections, and encouragement you need to succeed. Let’s take your career to new heights together—reach out to us today and see how we can help turn your career goals into reality! 

Reference 

1., 2. “How a Lack of Trust Undermines Employee Engagement.” SHRM, www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/lack-of-trust-undermines-engagement.aspx. Accessed 25 Oct. 2024. 

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Two women sitting at a table looking at a laptop.

Facing Rising Health Care Costs: 7 Proactive Steps Employers Can Take to Balance Benefits and Budget 

Healthcare costs are hitting Flagstaff businesses hard. Over 50 percent of local small business owners have taken financial losses in the past five years just to keep providing health benefits. The burden extends to employees too – across Arizona, 25 percent of small business workers pay more than $12,000 each year for health coverage.1 

With limited medical facilities in our area, providing good healthcare is not just about numbers – it is about taking care of the people who make our community strong. Let us share some practical ways to provide quality healthcare benefits that work for everyone. 

The State of Healthcare in Flagstaff 

Healthcare access in Flagstaff has reached a critical point. Our city’s only medical center regularly runs over capacity, forcing some patients to travel to Phoenix for care. After voters rejected plans for a new medical facility in 2023, Flagstaff Medical Center – which cannot undergo further renovations – continues to struggle with growing patient demands and long emergency room wait times.2 

The strain on our local healthcare system is clear. Northern Arizona Healthcare lost $44 million last year, and while showing some improvement, still faces significant financial challenges.3 With our current medical center unable to expand and our growing population’s needs rising, Flagstaff employers and their employees face increasing uncertainty about local healthcare access. 

These challenges directly affect how employers approach healthcare benefits. When local medical facilities are strained, employees face longer wait times, potential travel for care, and possibly higher costs. This makes it more important than ever for Flagstaff businesses to explore innovative healthcare solutions that ensure employees can access care when they need it most. 

7 Ways Flagstaff Employers Can Provide Better Healthcare While Managing Costs 

With healthcare challenges mounting in our community, local employers need practical solutions that work for their businesses and employees. Here are seven strategies to help Flagstaff businesses provide quality healthcare while managing costs. 

1. Embrace Wellness Programs  

Preventive care makes a real difference in employee health and work life balance. According to SHRM, 97 percent of employers include wellness programs in their health coverage – and for good reason.4 Employees with access to regular health screenings, fitness programs, and preventive care stay healthier and more energized at work. 

Consider programs that fit different roles in your organization. Office employees might benefit from standing desks or ergonomic assessments to prevent back pain, while warehouse staff could use injury prevention workshops. Simple additions like offering healthy snacks or organizing group walks during breaks can encourage participation and build a culture of wellbeing. 

2. Explore Alternative Health Plans That Match Employee Needs 

Different employees have different healthcare needs, and a one-size-fits-all approach rarely works best. According to SHRM, 82 percent of employers offer traditional PPO plans, while 63 percent provide high-deductible health plans paired with health savings accounts (HSAs). This variety allows employees to choose coverage that fits their situation.5 

For example, some employees prefer lower monthly premiums with an HSA they can contribute to over time, while others value predictable costs through traditional plans. Employees can select coverage that works for their health needs and budget by offering choices. Remember, the goal is to ensure every team member has access to care that makes sense for them. 

3. Make Healthcare More Accessible Through Telehealth Services 

Telehealth services bring quality healthcare directly to your employees. When team members can consult healthcare providers from home or during lunch breaks, they get care when they need it most. This is especially valuable in Flagstaff, where medical facility access can be limited, and some patients face long wait times or travel to Phoenix for care. 

Virtual consultations work well for routine health needs – from quick medical questions to mental health check-ins. They also make healthcare more accessible for employees with busy schedules or those who live farther from medical facilities. Including telehealth in your benefits package ensures your team has convenient access to medical care that fits their daily lives. 

4. Support Employee Mental Health with Comprehensive Programs 

Mental health support is becoming essential in today’s workplace. According to SHRM, 90 percent of employers now offer mental health benefits, recognizing their crucial role in employee wellbeing.6 This shift shows how important it is to provide resources that help team members maintain good mental health and work-life balance.  

Consider offering a mix of support options. This could include confidential counseling services, stress management workshops, or meditation apps. Regular mental health days and flexible scheduling can also make a difference. Creating an environment where employees feel comfortable discussing mental health helps build a more supportive, understanding workplace. 

5. Create Physical Health Programs That Work for Everyone 

A healthy workplace starts with programs that support physical wellbeing. According to SHRM, 88 percent of employers consider health benefits “very important” or “extremely important” for employee satisfaction.7 This shows how important it is to create inclusive health programs that work for your entire team. 

Start by looking at your employees’ different needs and schedules. This might mean offering flexible gym memberships, organizing lunch-hour walking groups, or providing ergonomic workplace assessments. Small changes like these help create an environment where staying active and healthy becomes part of the workday, not an extra task to manage. 

6. Develop Smart Time-Off Policies That Prevent Burnout 

Rest and recovery are important in maintaining employee health and wellbeing. When team members have time to recharge, they return to work refreshed and better able to handle daily challenges. Strategic paid time-off policies do more than prevent burnout – they show employees that their work-life balance matters. 

Every business has unique demands, but the principle remains the same: employees need regular breaks to stay healthy. This could mean implementing summer Fridays, offering mental health days, or creating flexible PTO options that let people rest when they need it most. Building these breaks into your workplace culture helps create a more sustainable and supportive environment. 

7. Partner with Staffing Experts to Maintain Balance 

Building a sustainable workplace means understanding when your team needs extra support. In Flagstaff, where healthcare access can be limited, and employee well-being is crucial, having the right staffing strategy helps prevent your core team from becoming overwhelmed. A balanced workforce creates space for everyone to use their health benefits effectively. 

At Performance Staffing, we understand Flagstaff’s unique challenges and can help create staffing solutions that support your healthcare goals. Whether you need temporary support during busy periods or help managing employee schedules to accommodate medical appointments, we work with you to maintain a healthy work environment that benefits everyone. 

Let’s create a healthier Flagstaff together 

The health of our workforce is the health of our community. As you explore these healthcare solutions for your team, remember you are not alone in facing these challenges. At Performance Staffing, we are part of the Flagstaff community and understand our unique local healthcare landscapeLet us talk about how we can help support your team’s well-being. 

References 

  1. Preparing for Rising Health Care Costs. Morgan Health, www.morganhealth.com/assets/documents/preparing-for-rising-health-care-costs.pdf. Accessed 28 October 2024 
  2. Golightly, Chase. “Northern Arizona Healthcare Now Looking for Locations to Build New Hospital after Prop. 480 Failed to Pass.” 12 News, 8 Nov. 2023, www.12news.com/article/news/health/northern-arizona-healthcare-now-looking-for-locations-to-build-new-hospital-after-prop-480-failed-to-pass/. 
  3. Fox Graham, Christopher. “CEO David Cheney Addresses Northern Arizona Healthcare’s Finances, Income, Audit.” Red Rock News, 22 Jan. 2024, www.redrocknews.com/2024/01/22/ceo-david-cheney-addresses-northern-arizona-healthcares-finances-income-audit/. 
  4. “2024 SHRM Employee Benefits Survey: Health and Flexible Work Benefits Remain High, Menopause-Related Benefits Conversation is Growing.” SHRM, www.shrm.org/about/press-room/2024-shrm-employee-benefits-survey–health-and-flexible-work-ben0. Accessed 28 October 2024 
  5. Stanchak, Jesse. “Health Benefits Rebound in Popularity but Look Different in a Post-Pandemic World.” SHRM, www.shrm.org/enterprise-solutions/insights/health-benefits-popularity-2024. Accessed 28 Oct. 2024. 
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Preparing for Next Year’s Minimum Wage Hike: What Arizona/Flagstaff Businesses Must Do Now to Stay Profitable and Compliant 

On January 1, 2025, Flagstaff’s minimum wage will increase from $17.40 to $17.85 per hour. For local businesses, this update means reviewing operations and finding ways to grow alongside their teams. 1 As Flagstaff’s dedicated staffing partner, across the city navigate similar changes successfully. Here are strategies to help you prepare for this transition. 

Why Is the Minimum Wage Increasing? 

Since Flagstaff voters passed the Minimum Wage Act in 2016, regular wage updates have helped local workers meet the city’s higher living costs – which run 30 percent above the national average. This latest adjustment continues that commitment to supporting working families while maintaining a strong business community. For tipped employees, the minimum wage will rise to $16.85 per hour.2 

This means reviewing how you operate and serve your customers. Early planning helps you manage costs while keeping your experienced team members who know your business and customers best.

What This Means for Compliance 

The Minimum Wage Act covers anyone working 25 hours or more per year within Flagstaff city limits, including part-time and seasonal workers. As an employer, you need to ensure: 

  • All regular employees earn at least $17.85 per hour 
  • Tipped employees receive a base wage of $16.85 per hour 
  • Combined tips and base wage meet or exceed $17.85 per hour 
  • These rates apply even for employees who occasionally work outside city limits 

The law affects various payment structures – hourly wages, salaries, commissions, piece rates, and any combination of these methods must meet minimum wage requirements. 

Meeting Compliance Requirements 


To stay compliant with Flagstaff’s minimum wage law, focus on these key areas: 

Record Keeping 

Proper documentation is essential for wage compliance. This includes tracking daily hours worked, including overtime. As an employer, you must document all wages paid, including tips, commissions, and piece rates. For tipped workers, maintain daily tip reports. Keep these records, along with copies of posted minimum wage notices, for at least four years. 

Workplace Notices 

Current minimum wage information must be visible to all employees. Your notices should display both regular ($17.85) and tipped ($16.85) wage rates in clear, readable format. Remember to update these when rates change. 

Payroll Systems 

Update your payroll systems by January 1, 2025, to reflect the new rates. This includes reviewing employee classifications, whether regular, tipped, or commissioned. For tipped workers, ensure your system can track that combined earnings meet minimum wage requirements. 

If managing these payroll changes feels overwhelming, Performance Staffing’s payroll service program can help. We handle administrative and payroll matters while ensuring compliance with Flagstaff’s wage requirements. 

Practical Strategies for the 2025 Wage Update 

As Flagstaff’s minimum wage rises to align with local living costs, this is a chance for businesses to support their employees while setting themselves up for growth. Here are some smart adjustments to consider: 

1. Update Your Prices 

As rising labor costs become a reality, there may be the need to adjust your prices so you can continue to contribute to your team’s well-being while maintaining business growth. Here are a few practical tips to consider: 

Be Open About Price Updates 

If higher wages affect your costs, communicate changes clearly with customers. Many local businesses find success by explaining price adjustments directly. For example, local service providers often send a simple note: ‘To maintain our quality service and support our team, our rates will increase by [amount] starting [date].’ 

This approach works across industries – whether you’re adjusting service fees, hourly rates, or product prices. Most customers appreciate honest communication and want to support businesses that take care of their employees. 

Plan Around Seasonal Demand 

Flagstaff’s $563 million tourism industry brings a summer surge in visitors.3 This allows businesses to adjust for seasonal demand differently: manufacturing facilities might use shift scheduling to manage costs, professional services could review billing rates, tourism-related businesses can plan for seasonal staffing, and tech companies might set flexible contractor rates.  

This helps balance costs while keeping the service efficient during peak periods. By showing how price changes directly support local employees, you help customers see their role in strengthening the local economy.  

2. Rethink Your Staffing Plan 

A flexible staffing plan helps you manage higher wages while also keeping your employees happy and secure, and your business profitable. When your employees feel secure and valued, they are less likely to leave, which saves you from costly hiring cycles and helps your business stay strong all year long. 

Offer Consistent Work Opportunities 

Instead of cutting jobs during slower months, try adjusting hours to give employees more predictable schedules. For example, a local manufacturing business might reduce shifts slightly in off-peak times instead of laying off workers.  

This helps keep employees secure and loyal, which is essential for maintaining a strong, committed team and it shows your dedication to supporting the Flagstaff community. 

Cross-Train Employees 

Cross-training employees to handle multiple roles helps you stay nimble and avoid layoffs. For instance, a local warehouse business could train employees in both logistics and inventory management. 

This makes it easier to adjust to changes in demand while keeping employees engaged. It is a way to show your employees you are invested in their growth, which builds stronger ties within the local community. 

Use Temporary Staff 

During Flagstaff’s busy seasons, like the summer tourism rush, bringing in temporary staff can ease the pressure on your full-time team. By offering fair wages and treating temporary staff with respect, you support your core team and show your commitment to the local community, creating a positive reputation for your business. 

A positive workplace reputation helps you keep both full-time and seasonal workers happy, making it easier to manage peak demand without sacrificing long-term employee satisfaction. 

3. Boost Efficiency to Manage Labor Costs 

Managing increased wages does not mean sacrificing service quality or employee satisfaction—it is about finding smarter ways to work that benefit both the business and the team. Here are practical ways you can do that: 

Use Technology to Streamline Processes 

Technology can be a game changer for businesses that want to save time and increase productivity. Automating repetitive tasks, like scheduling or payroll, allows managers to focus on what really matters: their employees and customer service. 

Local businesses can implement simple software tools to streamline these processes, freeing up hours each week. This extra time can be used to engage employees more deeply, leading to higher morale, improved productivity, and a better overall work culture – key tools for achieving profitability in any business. 

Use Data to Plan Staffing

 Understanding when and how many people to schedule is essential for managing labor costs effectively. Many Northern Arizona business owners—whether in retail, services, or manufacturing—can benefit from tracking customer traffic, order volumes, or production cycles to adjust staffing levels more accurately. 

For instance, a local retail store can use sales data to predict busier times of day, ensuring they have the right number of employees without overstaffing, or being understaffed. This kind of strategic scheduling helps prevent unnecessary expenses while ensuring you can maintain excellent customer service without burning out employees. 

Available Local Programs and Incentives 

The Work Opportunity Tax Credit (WOTC) offers up to $9,600 in tax benefits when you hire qualified candidates like veterans or long-term unemployed workers. These savings can help manage increased wages while bringing valuable talent to your team. 

Flagstaff also offers Neighborhood Sustainability Grants of up to $7,500 for projects that promote community sustainability.4 For example, a local business could use the grant to start a workplace recycling program or install water-saving fixtures. These initiatives can reduce operating costs while supporting Flagstaff’s environmental goals. 

Prepare for the Minimum Wage Increase by Investing in Your Team 

Preparing for Flagstaff’s 2025 minimum wage increase starts with keeping your team strong. When you offer growth opportunities, foster a positive culture, and support employee well-being, your staff sees value beyond just higher wages. This stability reduces hiring costs and helps your business thrive through change, creating lasting connections within the Flagstaff community. 

Ready for the 2025 Wage Update? 

At Performance Staffing, we have helped businesses across Flagstaff adapt to changes through smart staffing solutions. Whether you need temporary staff during busy seasons, help with payroll management or guidance on building a stable workforce, we are here to help. Contact us to discuss how we can support your business’s specific needs. Schedule a Consultation today! 

References 

  1. Minimum Wage. (n.d.). City of Flagstaff. Retrieved November 1, 2024, from https://www.flagstaff.az.gov/3520/Minimum-Wage 
  2. Neighborhoods, Housing, & Urban Conservation. (n.d.). Flagstaff Chamber of Commerce. Retrieved October 31, 2024, from https://www.flagstaff.az.gov/DocumentCenter/View/64818/Neighborhoods-Housing-and-Urban-Conservation-XIII-PDF 
  3. Flagstaff’s Leading Industries. (n.d.). Choose Flagstaff – the City of Innovation. Retrieved October 31, 2024, from https://www.chooseflagstaff.com/doing-business-here/leading-industries/ 
  4. Sustainability Office Grants, Incentives & Rebates. (n.d.). City of Flagstaff. Retrieved October 31, 2024, from https://www.flagstaff.az.gov/5024/Sustainability-Office-Grants-Incentives- 
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