Podcasts about Employee retention

What if the missing link to scaling your business isn't strategy or hustle—but buy-in?In today's episode, I sat down with Dave Garrison—Harvard MBA, former CEO, leadership strategist, and author of The Buy-In Advantage. Together, we unpack the real reason so many businesses struggle to scale: a lack of authentic team engagement and aligned leadership. From culture-building to communication, this episode is a masterclass in how to create a team that moves fast, works well, and stays committed—because they believe in the mission as much as you do.Whether you're a team of one or one hundred, these insights will reframe how you lead.What You'll Learn in This Episode:Why buy-in is more than just agreement—it's heart, gut, and brain alignmentThe hidden costs of poor team culture (and how it's secretly draining your business)Why most delegation fails—and how to fix itHow to ask better questions to unlock your team's geniusThe 7 ingredients of a sustainable, values-driven cultureHow to build trust, accountability, and performance—without micromanaging Key Takeaways:✔️Buy-in starts with you: Authentic leadership means modeling the culture you want to see.✔️Three is greater than seven: Too many priorities means no priorities. Focus is freedom.✔️Meetings should energize, not drain: Start with expectations, end with feedback, make space for participation.✔️Delegation requires clarity: Define the desired outcome, success criteria, and escalation agreements up front.✔️Culture already exists—you're either shaping it or letting it shape you.✔️Curiosity beats control: Great leaders ask questions. Let your team show you how they think. Timestamps:[00:00] – Introduction to Dave & the concept of buy-in[03:00] – What buy-in really means (and where it gets lost)[07:00] – How leadership is evolving post-pandemic[12:00] – Signs your company lacks buy-in[17:00] – Why entrepreneurs sabotage their own teams[23:00] – Questions that build buy-in and culture[30:00] – Delegation that actually works[37:00] – Prioritization: why less is more[44:00] – The secret to powerful employee reviews[48:00] – Defining and living your company values[55:00] – Seven key ingredients to building a buy-in culture[01:02:00] – Practical advice to start creating buy-in today[01:07:00] – Final wisdom: humility, curiosity, and co-creation Connect with DaveGet Dave's book: The Buy-In AdvantageBonus resources when you buy: 45 powerful questions to drive buy-inJoin The Alliance – The Relationship Beats Algorithms™ community for entrepreneurs scaling through connectionApply for 1:1 Coaching – Ready to build your business with sustainability, impact, and ease?Attend Live Events – Get in the room where long-term success is built: https://mindofgeorge.com/event/

Are toxic behaviors holding your organization back? In this impactful episode of the Leadership Sandbox, Tammy J. Bond reveals the crucial link between addressing workplace toxicity and cultivating a thriving, healthy culture. She highlights the astounding financial and productivity benefits of actively eliminating negativity – showing that eliminating toxic behaviors can save two to four times more than hiring a superstar! Tammy champions the power of a "call-out culture" (in the best sense!) where leaders proactively address issues, establish clear ground rules, and reclaim valuable time lost to managing unproductive conflict. Learn how this direct approach not only boosts employee retention and team morale, but also leads to significant returns on investment, including improved organizational health and performance improvement. It's time for leaders to measure the cost of inaction as carefully as sales targets, ensuring a truly engaged and productive workplace. Key Takeaways for Leaders: Massive Cost Savings: Discover that eliminating toxic behaviors can yield financial returns 2-4 times greater than hiring a top performer. Productivity & Retention Boost: Understand the direct correlation between a healthy workplace culture and significantly improved productivity and employee retention. Strategic Ground Rules: Learn the importance of establishing clear ground rules as a proactive measure to foster a positive work environment. Reclaim Time: See how actively addressing toxic behaviors allows managers to reclaim valuable time previously lost to unproductive issues. Morale Multiplies: Recognize that high morale is directly linked to increased productivity and employee engagement. The Power of "Call-Out" Culture: Embrace a constructive call-out culture that promotes accountability and drives performance improvement. Measure Inaction: Challenge yourself to measure the cost of inaction regarding toxicity with the same rigor as you track sales targets. In This Episode, You'll Learn: The tangible financial impact of toxic behaviors on your organization's bottom line. Why leaders must actively engage in improving workplace culture to boost employee retention and morale. Strategies for establishing clear expectations and ground rules to address and prevent workplace toxicity. The connection between a healthy culture and overall organizational health and productivity. How a proactive call-out culture can transform workplace dynamics and drive positive change. Chapters: 00:00 Introduction to Negative Behaviors in the Workplace: Tammy sets the stage, highlighting the pervasive nature and cost of toxic behaviors. 04:16 The Cost of Inaction and Call-Out Culture: Diving into the financial implications of ignoring toxicity and the transformative power of a direct call-out culture. Ready to stop the drain of toxicity and unlock your organization's full potential? Tune into this vital episode of the Leadership Sandbox with Tammy J. Bond! Listen or Watch Now: https://www.bondgroupenterprises.com/podcast

Like the show? Show your support by using our sponsors. Promotive can help you find your dream job. Touch HERE to see open jobs. Need to update your shop systems and software? Try Tekmetric HEREIn this episode, Jeff Compton sits down with technician Bryan Bueckert to talk through career challenges and the realities of working in the automotive repair industry. Brian shares his journey of entering the trade later in life, including the financial sacrifices and steep learning curve involved in switching from a call center job to turning wrenches. The discussion highlights key issues like low shop door rates and reluctance to charge for diagnostic labor, which make it difficult for technicians to earn a livable wage.00:00 "Subaru Enthusiast's Job Search"05:39 Skilled Trade Pay Disparity Debate13:47 Mastering European Car Systems20:00 Space Dilemma and Hiring Needs21:55 "Challenges of Small Auto Shops"29:51 Proper Oil for Euro Cars33:44 "No Tolerance for Customer Abuse"41:41 Final School Day in Windsor43:11 Subaru Salary Insights49:42 Oil Change: More Than Routine55:45 Revamping Traditional Auto Service Methods01:00:27 Quality Parts Ensure Trust01:06:57 Subaru CVT Fluid Maintenance Advice01:10:48 Car Service Decisions Explained01:18:08 Spare Key Programming Challenges01:22:40 Efficient Airbag Installation Story01:28:57 Considering Teaching High School Shop01:33:10 Pursuing Passion After Mortgage Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Achtung (Werbung in eigener Sache):  Jetzt mein neues Buch (in Co-Produktion mit Prof. Dr. Friedrich Villhauer): "Die perfekte Employee Journey & Experience" vorbestellen (Lieferung im September 2025): Springer: https://link.springer.com/book/9783662714195 Amazon: https://bit.ly/44aajaP Thalia: https://www.thalia.de/shop/home/artikeldetails/A1074960417 Dieses Fachbuch stellt die wichtigsten Elemente der Employee Journey vor – vom Pre-Boarding bis zum Offboarding – und erläutert, wie Verantwortliche in Unternehmen eine gelungene Employee Experience realisieren und nachhaltig verankern können.   Friedrich Villhauer (Mitgründer und CEO von become.1) Friedrich Villhauer ist Mitgründer und CEO von become.1. Der berufliche Weg von Friedrich war von Anfang an klar ausgerichtet. Geboren in Heidelberg, hat er in der Nähe studiert und frühzeitig seinen Fokus auf betriebswirtschaftliche Steuerlehre und Wirtschaftsprüfung gelegt. Nach ersten prägenden Erfahrungen, unter anderem bei PwC im M&A Tax-Team, entschloss sich Friedrich bewusst, gegen eine klassische Karriere in der Steuerberatung. Stattdessen gründete er become.1, wo er sein steuerliches Fachwissen und moderne Technologie vereint, um Unternehmen den Umgang mit Mitarbeiter-Benefits zu erleichtern. Gemeinsam mit seinem Mitgründer David bringt er seine Expertise in Steuerrecht und Technologie zusammen, um Benefits flexibel, individuell und steuerlich konform zu gestalten. Wir sprechen heute darüber, wie Unternehmen durch bedürfnisgerechte Benefits die Mitarbeiterbindung erhöhen können – ein Thema, das immer mehr an Bedeutung gewinnt.   Themen Mit Friedrich Villhauer (Mitgründer und CEO von become.1) habe ich in der GainTalents-Podcastfolge 410 darüber gesprochen, wie Unternehmen mit bedürfnisgerechten Benefits die Bindung von Mitarbeitenden erhöhen können. Bei Friedrich bedanke mich recht herzlich (habe wieder wahnsinnig viel gelernt!) für die sehr gute Podcastfolge und auch für die differenzierten Einblicke ins Thema. Außerdem bietet Friedrich ein Special für alle GainTalents-Hörer:innen: https://become1.de/ese/ Viel Spaß beim Reinhören! Was sind bedürfnisgerechte Benefits? tatsächlich auf die Bedürfnisse von Mitarbeitenden ausgerichtete Benefits steuerbegünstigte Benefits (für Mitarbeitende und den Arbeitgeber!) - die Top drei sind: Sachbezug (z.B. über ein Gutscheinportal, z.B. Firmenfitness) Essenszuschuss (Mittagessen im Rahmen der Arbeitszeit) Mobilitätsbudget (für die Fahrten zwischen zu Hause und erster Arbeitsstätte - Deutschlandticket, etc.) Individualisierung ist wichtig für die Bindung der Mitarbeitenden welche Art von Benefit passt gerade besonders gut zur Lebenssituation der Mitarbeitenden? Achtung: erst eine Analyse/Umfrage zu Benefits bei allen Mitarbeitenden machen, dann den Benefitskatalog definieren Für Unternehmen zu berücksichtigen: es muss nicht immer ein neues Budget für das Thema kreiert werden Flexibilisierung des Angebotes sind heute bereits wirklich alle Steuervergünstigungen ausgeschöpft? Gehaltsumwandlung anstatt klassische Zusatzbenefits (z.B. Leasing für Dienstrad, Electronics, etc.) idealerweise werden Benefit-Plattformen an führende Systeme (z.B. ERP oder HRM) mit Standardschnittstellen angebunden Reporting über Benefit-Nutzung kontinuierlich anfertigen und Benefit-Portfolio kontinuierlich überprüfen, ggfs. erweitern Die Kommunikation des Benefitangebotes ist extrem wichtig für den Erfolg eines Benefit-Programmes Integration ins Onboarding von neuen Mitarbeitenden  neue Benefitangebote immer an alle kommunizieren Kommunikation der Ergebnisse zur Nutzung der unterschiedlichen Benefits im Unternehmen (ggü. Geschäftsführung aber auch an alle Mitarbeitenden) Studien belegen, dass die Bindung von Mitarbeitenden in Unternehmen, die gezielte und bedürfnisgerechte Benefits anbieten, signifikant höher sind (z.B. Gallup Engagement Index 2023)   #Mitarbeiterbindung #Benefits #steuerbeguenstigt #sachbezuege #Employeeretention #talentgewinnung #GainTalentsPodcast    Shownotes Links - Friedrich Villhauer LinkedIn: https://www.linkedin.com/in/friedrich-villhauer/  Webseite: https://become1.de/ Neues Produkt: https://become1.de/mitarbeiter-pc-programm-mpp/ Rabatt für die GainTalents-Hörer:innen: https://become1.de/ese/   Links Hans-Heinz Wisotzky:  Website: https://www.gaintalents.com/podcast und https://www.gaintalents.com/blog Podcast: https://www.gaintalents.com/podcast Bücher: Neu (jetzt vorbestellen): Die perfekte Employee Journey und Experience https://link.springer.com/book/9783662714195 Erste Buch: Die perfekte Candidate Journey und Experience https://www.gaintalents.com/buch-die-perfekte-candidate-journey-und-experience LinkedIn https://www.linkedin.com/in/hansheinzwisotzky/ LinkedIn https://www.linkedin.com/company/gaintalents XING https://www.xing.com/profile/HansHeinz_Wisotzky/cv Facebook https://www.facebook.com/GainTalents Instagram https://www.instagram.com/gain.talents/ Youtube https://bit.ly/2GnWMFg

Welcome to another insightful solo cast of the Build a Better Agency podcast! This week, host Drew McLellan takes you deep into a cornerstone topic for agency owners: building, retaining, and growing an exceptional team. Drawing on real-world conversations with agency leaders and years of industry experience, Drew breaks down the full lifecycle of stellar employee management that every agency needs to thrive. Drew starts by revealing why agencies often miss the mark with generic job descriptions and lays out a compelling case for comprehensive, forward-thinking job documentation. He shares tips for crafting descriptions that not only clarify day-to-day expectations but also highlight growth opportunities, career paths, and clear metrics for success. You'll discover why this clarity is key to motivating employees—and how it can help you retain top talent for the long haul. The episode then explores the critical steps beyond hiring: thoughtful onboarding, regular one-on-one meetings, and a robust review process that supports ongoing professional growth. Drew demystifies quarterly mini-reviews and annual evaluations, emphasizing the power of frequent feedback and targeted growth goals. He also shares actionable ideas for establishing genuine personal connections, such as his “Dinner with Drew” tradition, fostering a culture where employees feel truly seen and valued. If you're looking for practical, actionable strategies to level up your agency's employee experience and unlock deeper value from your team, this episode is a must-listen. Drew's step-by-step ecosystem will not only help you develop happier and more loyal employees but will also empower you to drive agency growth from within. Don't miss the downloadable resources mentioned in the show notes—your roadmap to a more engaged, high-performing agency starts here! A big thank you to our podcast's presenting sponsor, White Label IQ. They're an amazing resource for agencies who want to outsource their design, dev, or PPC work at wholesale prices. Check out their special offer (10 free hours!) for podcast listeners here. What You Will Learn in This Episode: Crafting detailed, future-focused job descriptions to attract and retain top talent Driving employee engagement and growth through thoughtful career pathing Redefining onboarding with a deliberate, month-long approach Empowering employees and supervisors via structured biweekly one-on-one meetings Shifting from annual to quarterly reviews for real-time feedback and development Fostering deeper connections through intentional, informal social interactions   Sharing professional development as a mutual responsibility between agency and employee  

Are toxic behaviors silently draining your organization's energy and budget? In this episode of the Leadership Sandbox, Tammy J. Bond passionately confronts the severe impact of toxic leadership on workplace culture and productivity. She highlights why leaders, particularly at the C-suite level, must address negative behaviors that can cost organizations billions annually in lost employee retention and plummeting team morale. Tammy dives into the startling financial implications of ignoring toxicity – from high turnover rates (54% of employees are likely to quit due to toxic leaders!) to significant operational delays. This episode isn't just about identifying the problem; it provides crucial insights and strategies for cultivating a healthier work environment, including establishing clear ground rules and tackling difficult issues directly.  Discover how confronting negativity can transform your workplace dynamics and boost overall organizational health. Key Takeaways for Leaders: The Alarming Cost of Toxicity: Learn the staggering financial impact of toxic behaviors in leadership, including billions in annual losses for organizations and $12,000 to $13,000 per toxic employee each year. High Turnover Risk: Understand that a significant 54% of employees are more likely to quit their jobs due to the presence of toxic leaders or workplace toxicity. Operational Drag: Recognize that toxic behaviors can cause operational delays to increase by 15%, directly impacting productivity. Beyond the Numbers: Beyond financial costs, toxic leadership severely damages team morale and overall organizational health. Leaders Must Act: It is imperative for leaders, regardless of their title (especially at the C-suite), to confront toxic behaviors head-on. Design Your Culture: Learn the importance of establishing clear ground rules and boundaries to actively combat and prevent workplace toxicity. Communication is Key: Effective communication and direct addressing of issues are vital for resolving problems stemming from negative leadership. In This Episode, You'll Learn: The direct link between toxic leadership and decreased employee retention and productivity. The profound financial and human costs of ignoring negative behaviors in the workplace. Why C-suite leaders have a unique responsibility to model and enforce positive workplace culture. Practical strategies for establishing clear expectations and ground rules to foster a healthy work environment. The critical role of communication and direct confrontation in conflict resolution related to toxic behavior. How addressing negativity can lead to significant improvements in team morale and organizational health. Chapters: 00:00 Addressing Toxic Leadership: Tammy introduces the urgent need to confront negative leadership and its widespread impact. 11:49 Strategies for Cultivating a Healthy Work Environment: Practical advice on establishing boundaries, communication, and taking action against toxic behavior. Ready to confront negativity and cultivate a truly healthy, productive workplace? Tune into this essential episode of the Leadership Sandbox with Tammy J. Bond! Listen or Watch: bondgroupenterprises.com/podcast

Join Megan Antonelli and Carly Marino-Healy, founder of Marino Wellness, as they reveal how a precision approach to wellness is revolutionizing corporate culture. Discover why leading digital health companies like Headspace and Talkspace choose Carly's marketplace model over traditional wellness vendors, and learn the strategic framework that transforms employee wellbeing from cost center to profit driver. As healthcare costs rise and talent retention becomes critical, workplace wellness technology is shifting from nice-to-have perk to essential business infrastructure. Learn how to position your organization ahead of this transformation.Master the specific metrics that prove recruitment, retention, and productivity gains from wellness technology investmentsMaintain effective wellness initiatives during economic uncertainty while demonstrating measurable business value to leadershipSeamlessly incorporate mental health platforms into existing wellness infrastructure to capture growing employer investmentsDeliver personalized wellness experiences across global workforces using marketplace models versus traditional point solutionsIdentify which emerging health technologies will drive next-generation workplace wellness and employee engagement strategiesCarly Marino-Healy, Founder & CEO, Marino WellnessMegan Antonelli, Founder & CEO, HealthIMPACT Live 

Get registered for the ASTA Expo 2025 at the Raleigh Convention Center: https://geni.us/ASTA2025 Don't get to the end of this year wishing you had taken action to change your business and your life.Click here to schedule a free discovery call for your business: https://geni.us/IFORABEDon't miss an upcoming event with The Institute: https://geni.us/InstituteEvents2025Shop-Ware gives you the tools to provide your shop with everything needed to become optimally profitable.Click here to schedule a free demo: https://info.shop-ware.com/profitabilityMake sure you mention: CTISUMMER to get FREE data migration!Transform your shop's marketing with the best in the automotive industry, Shop Marketing Pros!Get a free audit of your shop's current marketing by clicking here: https://geni.us/ShopMarketingPros Shop owners, are you ready to simplify your business operations? Meet 360 Payments, your one-stop solution for effortless payment processing.Imagine this—no more juggling receipts, staplers, or endless paperwork. With 360 Payments, you get everything integrated into one sleek, digital platform.Simplify payments. Streamline operations. Check out 360payments.com today!In this episode, Lucas and David are joined by Nate Winston, who shares the story of leaving a long-term business partnership to open his own shop. Nate discusses the challenges and emotional toll of a toxic partnership, the importance of having clear roles and written agreements in business relationships, and the remarkable improvements in his well-being and shop success after going solo. 00:00 Affordable Custom Clothing Solutions09:14 "Business Partnership Gone Wrong"13:59 Missing Documentation Dilemma16:46 Unexpected Lawsuit Loss: $15K Withdrawn26:01 Banter Over Responsibilities with Juan32:00 "Rarity of Genuine Selflessness"35:11 Father's Resilience in Adversity40:24 Increased Work Hours Achieved46:19 Argument Led to Tragic Outcome53:49 Goal-Setting Through Strategic Planning54:52 Effective Goal Management01:04:23 "Processing Loss and Grief"01:08:19 Documenting Family Memories Intentionally01:13:08 Trusting Independence at Age 10

SUMMARY: In this episode, Aaron and Terryn dive into the fascinating world of oil and gas operations with special guest Greg Thomas, President of Delta Oil and Gas. Broadcasting from Fort Worth, Texas. Greg shares his journey from geology and finance to leading a thriving company with field offices in Breckenridge, Texas, and a geologic office in Boulder, Colorado. With a unique perspective on operational excellence, Greg reveals how his team has achieved remarkable 98% efficiency through the implementation of Standard Operating Procedures (SOPs) and Key Performance Indicators (KPIs), transforming the company over the past five years.   The conversation explores the universal truths of operations across industries, emphasizing the critical role of people in driving success. Greg discusses his approach to retaining talent by fostering loyalty through innovative incentives, such as allowing technical team members to invest in projects, aligning their success with the company's growth. Also discussed is the importance of institutional knowledge, the value of long-term employees, and strategies for keeping retirees engaged through consulting roles. Along the way, they touch on the challenges of managing visionary expectations, the pitfalls of micromanagement, and the delicate balance of performance-based pay structures.     Minute by Minute: 0:00 Introduction 2:26 Let's meet Greg Thomas 5:29 Layoffs during the rise and fall of oil prices? 8:09 Managing people and projects is the same  14:25 Performance pay structure based on KPIs 18:51 How can we all win 20:13 My team all wants to stay

Learn why the restoration industry struggles with employee retention and how you can fix it. This episode of Ask the Expert features expert insights from REINS founder Chris Buttenham on culture, incentives and career growth. 

In this soul-nourishing conversation, Lindsey Fuller is joined by strategist, storyteller, and founder of the Leaving Well framework, Naomi Hattaway. Together, they unpack what it means to lead with intention, especially when it comes to rest, sabbaticals, and workplace transitions that truly center people.From micro-sabbaticals to full-scale cultural shifts, Naomi shares wisdom for how organizations can operationalize rest as a core value—not just a perk. You'll hear powerful insights on how to care for your team through change, reimagine wellness in the workplace, and create brave space for transitions that honor the past and make room for what's next.This episode is a reminder that we don't have to choose between humanity and productivity—we can hold both. And it starts with rest.Affirmations: You deserve a workplace that values your humanity as deeply as your contributions.Rest isn't a luxury—it's leadership.Every transition is an invitation to honor what was and imagine what's possible.Episode HighlightsThe Importance of Rest as Policy (02:40)Somatic #1 (02:56)Operationalizing Rest in Organizations (05:52)Deceleration and Onboarding (11:42)Embedding Wellness in Workplace Culture (14:28)Sabbaticals and Employee Retention (17:16)The Ripple Effect of Sabbaticals (20:19)Navigating Sabbaticals in Nonprofits (25:27)Advocating for Rest and Well-being (31:35)Somatic #2: Middle Path Meditation (34:42)The Impact of Transitions on Organizational Culture (37:17)Resources Mentioned: Individual Workplace Transition Nssessment (Naomi Hattaway)Organizational Workplace Transition Assessment (Naomi Hattaway)Episode Shownotes: www.weareforgood.com/episode/leavingwellrestsabbaticalhumancenteredtransitionSupport the showBecome a Member and Get All-Access to Everything We Are For Good!Experience the Impact Uprising Membership by We Are For Good: an ecosystem to learn, connect + grow in the power of a value-aligned community. Members gather monthly with Jon + Becky at exclusive members-only meetups + get video access to all new podcast episodes in an ad-free experience + so much more! Learn more + join us at weareforgood.com.Say hi

Ryan Drake is the Vice President of J.F.D. Landscapes, Inc., a family-owned and operated full-service landscape company based in Northeast Ohio. Founded in 1989 by his parents, Joe and Natalie Drake, J.F.D. Landscapes has grown into a trusted name in the industry, combining expertise with a deep commitment to quality and community. Ryan's journey in the landscape industry began early, spending summers and winter breaks working for the family business from 2007 to 2014. After earning full-time industry experience, including a tenure with a large national landscape firm, he returned to J.F.D. Landscapes at the end of 2014, bringing fresh insights and a passion for the family legacy. Dedicated to advancing the industry, Ryan has served on the Ohio Landscape Association board since 2020 and currently holds the position of President-Elect. His leadership reflects a strong commitment to innovation, collaboration, and the ongoing success of landscaping professionals across the region.

This week, the Operators are joined by Mehtab Karta, to discuss hiring strategies, remote work dynamics, product development, compensation philosophy, and market dynamics. The hosts share insights on the importance of hiring A-players, and the challenges of remote work. They also discuss strategies for smoothing revenue through product development and the significance of having a clear compensation philosophy to attract and retain talent. Additionally, the conversation touches on the current state of retail and e-commerce, emphasizing the need for businesses to adapt to changing market dynamics.00:00 Introduction05:56 Hiring Strategies for A-Players09:10 Recruitment Techniques and Inbound Hiring14:47 Remote Work Dynamics and Team Management18:08 Global Hiring Trends and Talent Acquisition30:12 The Psychology of Fraud and Controls33:55 Building a Talent Pipeline39:48 Employee Retention and Career Growth47:41 Compensation Philosophy and Transparency50:05 Building a Data-Driven Business58:10 Using Product to Smooth Revenue01:00:08 Diversification Strategies in Product Categories01:03:21 Leveraging Partnerships for Revenue Growth01:06:04 Innovative Product Development and Market Expansion01:10:54 Navigating Retail Challenges in a Changing Landscape01:16:54 The Importance of Market Size in Product StrategyPowered By:Fulfil.io.https://bit.ly/3pAp2vuThe Only Cloud ERP Designed to Efficiently Scale 8 and 9-Figure Brands. Northbeam.https://www.northbeam.io/Postscript.https://postscript.io/Richpanel.https://www.richpanel.com/?utm_source=9O&utm_medium=podcast&utm_campaign=ytdescSaras.https://saras-analytics.typeform.com/to/T8jpuAEb?utm_source=9operator_lp&utm_medium=find_out_moreSubscribe to The Marketing Operators Podcast here: https://www.youtube.com/@MarketingOperatorsSubscribe to The Finance Operators here: https://www.youtube.com/@FinanceOperatorsFOPS Sign up to the 9 Operators newsletter here: https://9operators.com/

In this thought-provoking episode, Suzan Chin-Taylor sits down with Daniel Dominguez from the WHY Institute to discuss how discovering your WHY can revolutionize how you hire, retain, and promote talent—regardless of the industry you're in.

http://www.TimeManagementRevolution.com - In this episode of the Time Management Revolution podcast, Helene Segura and Francie Jain explore various aspects of #professionaldevelopment, including its impact on #employeeretention, #organizationalperformance, and the systemic nature of #burnout across different industries. Francie also shares her insights on career transitions, #timemanagement strategies, and the importance of documenting progress. About Francie Jain: She believes happy and productive communities are made up of people who strive and receive support to become their best selves. She founded Terawatt to create an impactful, affordable, and intellectually honest way to help everyone thrive. For other podcast episodes, visit: YouTube: https://youtube.com/playlist?list=PLAU3o93PRjlW9lca-YT38dVMADSARXUtK&si=CZWm8QGem-vc9R0l Apple Podcasts: https://podcasts.apple.com/us/podcast/your-time-management-revolution-productivity-tips-from/id1046485977 Audible: https://amzn.to/3T21QkK …or wherever you get your podcasts! Connect with @FrancieJain of @Terawattgroups: Website - https://terawatt.co/ LinkedIn (Francie) - https://www.linkedin.com/in/franciejain/ LinkedIn (Terawatt) - https://www.linkedin.com/company/terawattgroups/ Get your FREE Productivity Kickstarter Kit at http://www.TimeManagementRevolution.com ! Time management keynote speaker Helene Segura also provides individual consulting and onsite or virtual productivity packages for companies. Contact Helene today to check availability and start your time management revolution! https://www.HeleneSegura.com/speaking/

In preparing for this recording, it just gave me a total PTSD flashback to the pandemic. And we had the Great Resignation. Oh, my goodness. At the time of this recording, it's 2025. I was just thinking about that, and I was also thinking about this idea that once we find a great teammate—a great team member—we want so badly to keep them. I think about the NCAA collegiate coaches right now and what they're having to do, working so hard not just to find new talent, but to keep the talent they already have. It's so easy for these players to go back and forth. So let's talk about this idea of retention in your business so that you can make sure to retain the right talent—the talent that is really offering a lot of value not only to the business and the mission itself, but also to the actual team members. They're finding joy in their work. So let's see if we can liberate you from chaos by helping you retain the right talent. It's Scott Beebe with Business On Purpose again. Go check out the Dickie and Donnie Show on this thread, that wonderful podcast that Shawn and Brandon, two of the coaches here at Business On Purpose, have been building for you. We've got a lot of people listening to it. Super fun. Alright, let's talk about retention. To retain talent, you've got to learn to invest time in deep, meaningful conversations. Now, I realize I've just lost a lot of you. Some of you might just turn this podcast off because you're thinking, That is not within my wheelhouse. Listen—people crave attention. You do, too. I do, too. We crave connection. When we feel disconnected, we're likely to go look somewhere else, no matter how rewarding the work itself might be. You might go, Well, this is my ideal job. Yeah, but it's not my ideal culture. So one effective way to foster connection is through what we call the Big 5 Feedback Loop. It's a concept you've heard me mention before on this podcast, and it's inspired by the Big Five safari animals in Africa. And to be honest, I don't really remember what they are—I'm sure there's probably a lion and a giraffe and an elephant or something like that—but you can look them up. The Big 5 Feedback Loop consists of five elements that are crucial for small business success. Just imagine a loop with five points on it. 1. Team Meeting This is a weekly, one-hour gathering led by a leader with a set agenda. It's not new—but it's intentional. One hour, agenda-driven, leader-led. During this meeting, you celebrate big wins, review what we call the "anchor" (the essential culture-building elements in your business), do training, give handbook reminders, celebrate birthdays and anniversaries, and review the upcoming 4, 8, 12, and 16-week calendar. Most people forget to do all that because we get too busy talking about daily tasks and sales. You also discuss your 12-week goals—three quarterly objectives—and you touch briefly on each business system (Marketing, Sales, Operations, Admin) at a high level. This is NOT the time for project-level problem solving. That comes later. 2. Departmental Meetings These are weekly, one-hour sessions focused on specific business systems or departments—Marketing, Sales, Ops, Admin. If you need to combine Marketing and Sales because you're small, that's okay. These meetings dive into repetitive elements and results. In your Operations meeting, for instance, this is where you talk job-by-job and get into production details. But this is the only place to do that. 3. Executive Meeting This meeting is for your high-level leadership team. Even in a small business, it's valuable to zoom out and take a bird's-eye view of things once or twice a month. You talk about strategy, big-picture issues, and alignment. 4. One-on-One Check-ins These are short, 15-minute meetings with each team member, ideally once or twice a month. They follow a five-question format: What big win do you have from this month? What are you seeing and thinking right now? What blind spots do I have? What do you need from me? Here's what I see and what I need from you. (Note: The fifth one is a statement, not a question—this is where you provide feedback.) 5. Annual Performance Review This happens once or twice a year. What makes it work is that it's two-way. Half the review is your evaluation of the team member, and the other half is their self-assessment. You can use the same set of questions for both, usually delivered in a form ahead of the meeting. If you'll implement the Big 5 Feedback Loop—Team Meetings, Departmental Meetings, Executive Meetings, One-on-One Check-ins, and Annual Reviews—you create multiple intentional touchpoints for communication and connection. When you do that, you build a strong, engaged team that feels valued and understood. And when people feel seen and heard, retention becomes less of a challenge. Yes, there will always be challenges—we're working with people, after all—but you can reduce turnover, increase trust, and ultimately improve your business performance. Got questions about the details? Head to businessonpurpose.com/ask. If you're a business with three or more employees and a million dollars or more in revenue, and you really want to grow, go there. Each of our coaches sets aside 15–20 minutes a week to answer your questions—no strings attached. And if you want to know how to work with us? Just ask. businessonpurpose.com/ask To check the health of your business, visit mybusinessonpurpose.com/healthy today! SIGN UP for our Newsletter HERE➡️ https://www.boproadmap.com/newsletter For blogs and updates, visit our site HERE ➡️ https://www.mybusinessonpurpose.com/b... LISTEN to the Business On Purpose Podcast HERE ➡️ https://podcasts.apple.com/us/podcast... SUBSCRIBE to our YouTube channel HERE ➡️    / @mybusinessonpurpose6352  

What Makes a Workplace Truly Attractional? What sets apart the organizations top talent lines up to join and what makes others struggle to attract anyone at all? In this episode, we sit down with Eric Albert, Senior Executive Search Consultant at Vanderbloemen, to talk about what really makes a workplace stand out. Spoiler alert: it's not the stocked snack fridge or the trendy job title. We explore what makes a culture truly attractional, the hidden factors that push candidates away, and why mission statements don't mean much without action. Eric shares practical ways leaders can create a healthier workplace culture and tells a powerful story of a church that recognized its unhealthy staff environment and turned things around. Whether you're hiring now or preparing for the future, this conversation is full of insights on how to build a team people want to join and stay on.

Nathan brings Mac Prichard back to discuss the evolving landscape of workplace culture, particularly in the context of remote work and AI. Mac emphasizes the need for clear communication of mission and values during recruitment and the significance of investing in management training to foster a healthy team culture. The conversation also touches on the challenges faced by startups in building teams and the impact of AI on job roles.   

Summary In this episode, Andy interviews Dave Garrison, author of The Buy-In Advantage: Why Employees Stop Caring and How Great Leaders Inspire Everyone to Give Their All. We've all faced moments where our team seems checked out or disengaged. But what if the real issue is that they don't feel invited to care? Dave challenges conventional approaches to engagement and offers practical, actionable strategies for fostering true buy-in. In this conversation, Dave shares the difference between engagement and buy-in, how traditional methods like bribing or badgering can backfire, and how leaders can use curiosity, clarity, and inclusive decision-making to fuel commitment. You'll learn how to better structure meetings, make feedback more meaningful, and identify red flags that indicate declining motivation. If you're leading teams and looking to create cultures where people don't just show up but they fully buy in, this episode is for you! Sound Bites “It's not about satisfaction. It's about whether people are bringing their head, heart, and gut to work.” “Leaders go last all the time. Except when it comes to vulnerability. Then leaders go first.” “You don't know how you land unless you ask. And you can't ask in a way that intimidates.” "People support what they create." “PB&J? It stands for 'patiently badger and jam it down their throat.' And that doesn't work.” “Three is greater than seven when it comes to priorities. Seven is not a priority list.” “Done with, not done to.” Chapters 00:00 Introduction 01:40 Start of Interview 02:00 What's the Difference Between Engagement and Buy-In? 04:20 Why Are We Facing a Perfect Storm of Low Buy-In? 07:00 What Leaders Do That Actually Makes Buy-In Worse 08:25 The Meaning of PB&J (Patiently Badger and Jam It) 10:26 How Leaders Unintentionally Undermine Buy-In 12:00 Warning Signs of Low Buy-In on Your Team 14:37 Debunking the Myth That Money Is the Main Motivator 15:42 The Difference Between Collective Genius and Consensus 18:00 A Structured Approach to Inclusive Problem Solving 19:58 The Role of Curiosity in Performance Reviews 21:40 The Power of Pre-Reading and Slowing Down for Better Thinking 24:20 How to Prioritize What Matters—From Ideation to Internalization 27:10 Simplifying and Clarifying Priorities 29:40 Ideas for Celebrating in Ways That Actually Matter 31:44 Why Specific Recognition Matters More Than General Praise 34:40 What Cornhole and Cookouts Have to Do With Buy-In 35:20 Applying These Ideas at Home: Buy-In in Parenting 36:49 End of Interview 37:15 Andy Comments After the Interview 42:29 Outtakes Learn More You can learn more about Dave and his work at BuyInBook.com. For more learning on this topic, check out: Episode 428 with Rich Diviney, a former Navy SEAL commander, on unlocking optimal team performance. Episode 94 with Heidi Grant and Tory Higgins, sharing deep research on the science of motivation. Episode 31 with Adam Grant—his first-ever podcast interview! Hear insights from Adam before the world knew him. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Leadership, Team Engagement, Motivation, Organizational Culture, Buy-In, Decision Making, Psychological Safety, Project Management, Recognition, Meetings, Communication, Employee Retention The following music was used for this episode: Music: Summer Morning Full Version by MusicLFiles License (CC BY 4.0): https://filmmusic.io/standard-license Music: Synthiemania by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

QFF: Quick Fire Friday – Your 20-Minute Growth Powerhouse! Welcome to Quick Fire Friday, the Grow A Small Business podcast series that is designed to deliver simple, focused and actionable insights and key takeaways in less than 20 minutes a week. Every Friday, we bring you business owners and experts who share their top strategies for growing yourself, your team and your small business. Get ready for a dose of inspiration, one action you can implement and quotable quotes that will stick with you long after the episode ends! In this episode of Quick Fire Friday, host Michael Denehey interviews Joey Coleman, Chief Experience Composer at Design Symphony, shares insights on how business owners can design their first 100 days to foster momentum, clarity, and joy. He highlights the value of taking extended breaks, recommending at least two weeks to recharge and prevent burnout. Advocating for personal growth, Coleman encourages reading fiction and scheduling time for self-care to prioritize well-being. Additionally, he emphasizes celebrating achievements and maintaining a balance between work and personal life as key strategies for sustaining long-term success. Key Takeaways for Small Business Owners: Design Your Own First 100 Days: Apply the same strategic thinking you use for customers and employees to yourself—plan your first 100 days of any new business phase with intention and clarity. Take True Time Off to Reset: Even a 10+ day break (ideally more) away from work and tech can dramatically reset your energy, creativity, and focus. You're not just resting—you're recharging your leadership capacity. Celebrate Small Wins Regularly: Don't wait for big milestones to celebrate—acknowledge small victories to boost motivation and prevent burnout. Even a solo movie or walk can be a powerful reward. Our hero crafts outstanding reviews following the experience of listening to our special guests. Are you the one we've been waiting for? Grow Yourself, Not Just the Business: Set personal growth goals with the same focus you give business metrics. A stronger, wiser version of you is needed to lead the next stage of your company. Protect Appointments with Yourself: Treat time with yourself as sacred. If you wouldn't cancel a client meeting, don't cancel on yourself. Your well-being directly impacts your business health. Rediscover Joy Through Non-Business Activities: Read fiction, take a dance class, explore hobbies—doing things that have no direct business ROI can reignite creativity and emotional resilience. One action small business owners can take:  According to Joey Coleman, one action a small business owner should take is a 10-day (or longer) true break from work—completely unplugged from emails, calls, and business tasks—to reset, gain clarity, and return with renewed energy. Do you have 2 minutes every Friday? Sign up to the Weekly Leadership Email. It's free and we can help you to maximize your time. Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.

Your hosts Mark Anderson, Sharon Cowan, CBSE, and Ed Selkow dive into the third pillar of your Business Planning Strategy—Service Delivery—in this high-impact episode of our 4-part series, “Simplify Planning & Boost Results.”If you've ever lost a client over a small mistake, this one's for you.We're breaking down customer satisfaction, employee retention, training systems, quality control, and the one-liner that sums up the entire service game:“One Oh Sh*t erases three Attaboys.”

Send us a textIn today's fast-paced world where remote work, global teams, and data-driven strategies rule—graphology offers a unique human insight that can truly propel growth. And for Gen Z entrepreneurs and young professionals eager to stand out, knowing about this tool could be a game-changer.So grab your headphones, because today, we are decoding How Graphology Powers Business Growth Connect With Kapeel Guptaor Click on the link: http://bit.ly/4jlql8sWhat You May Learn0:00 Introduction2: 58 Mission Statement3:15 Scipe in India & Abroad5:15 What do Graphologists do?7:57 Business Benefits9:54 Examples & Insights11:10 Skills to be a Graphologist12:36 Witty Takeaways for Gen Z13:27 Conclusion14:55 Call to ActionSupport the show

Key Takeaways for Retention and Workplace Wellness:How mental health impacts employee engagement, retention, and workplace culturePractical leadership strategies to create a mentally healthy environmentWhat leaders, managers, and peers can do to support each otherHow local governments can address burnout—and prevent it from driving people away Featured Guest:Adrienne Wise – CEO of Wise Choice Counseling and Consulting Services; trauma-informed care consultant, emotional wellness expert, and global public speaker Voices in Local Government Podcast Hosts:Joe Supervielle and Angelica WedellResources:Mental health services from ICMA affinity partner, Cope Notes.ICMA Annual Conference, October 25-29 in Tampa. With sessions on mental health in the workplace and more. Registration opens June 25.Voices in Local Government: Mental Health Ask Me Anything with Johnny Crowder

Struggling to manage a remote team spread across time zones? This episode dives into the real challenges and solutions of leading from a distance, with a focus on trust,communication, and culture.Laurie, our Director of Operations, shares how she builds high-performing remote teams without micromanaging. From setting clear expectations to fostering real connection across borders, you'll hear how strong leadership can drive accountability and loyalty—even when your team is never in the same room.If you're running a remote or hybrid team and want to strengthen performance without sacrificing culture, this conversation offers the insight you need.

Like the show? Show your support by using our sponsors. Promotive can help you find your dream job. Touch HERE to see open jobs. Need to update your shop systems and software? Try Tekmetric HEREIn this episode, Jeff talks with Donald Tyrone to discuss burnout in the auto repair industry. Donald shares his experiences working for a large rental fleet in Savannah, Georgia, contrasting it with his past life at Toyota dealerships and the struggles he's faced finding fulfillment in his work. Together, they examine issues like toxic workplace culture, the pitfalls of flat-rate pay systems, and the importance of genuine recognition and mental health among technicians.00:00 Inefficiency and Transparency in Work06:46 Finding Reliable Service Managers13:04 "Dealerships: Profit Over People?"16:00 Automated System Challenges at Work23:27 Service Department Concerns30:35 "Job as Retreat from Home"36:15 Work Smarter, Not Harder38:07 Aftermarket Parts: Worth the Hassle?46:01 Brake Wear and Rotor Issues51:01 Struggling to Find Balance53:38 Teaching Barriers in Automotive Education01:02:21 Confidence, Questions, and Feedback Dynamics01:06:13 Overworked Saturdays, Unappreciated Efforts01:13:15 Seeking Understanding and Purpose01:14:10 Reach Out with Good News Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

In episode 55, Tamara Kocharova delves into the evolving intersection of AI and L&D with Josh Cavalier, generative AI pioneer and author of the upcoming book Applying AI in Learning and Development.From CD-ROM training in the ‘90s to today's AI-powered learning ecosystems, Josh shares his remarkable journey and the pivotal moments that shaped his views on human-machine collaboration. Learn how L&D professionals can move from prompt to automation, build AI fluency across organizations, and embrace AI as a strategic thought partner—not just a tool.But the conversation goes beyond tech. Josh opens up about balancing innovation with empathy, the emotional impact of change, and why mentoring and human connection are more vital than ever in the age of automation.Explore his signature Human-AI Task Scale and get a sneak peek into the frameworks that could define L&D's next chapter. How do we build learning that's both high-tech and deeply human? Let's find out—together.Tune in now!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-55-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

In this episode of Grow a Small Business, host Troy Trewin interviews John Abrams, founder of South Mountain Company, shared his remarkable journey from launching a small six-person architectural construction firm in 1973 to growing it into a thriving 40-employee solar business generating $20 million in annual revenue. A strong advocate for employee ownership, Abrams highlighted the advantages of worker cooperatives and Employee Stock Ownership Plans (ESOPs), emphasizing their positive impact on productivity and employee retention. In his new book, From Founder to Future: A Business Roadmap to Impact, Longevity, and Employee Ownership, John Abrams explores the critical topic of succession planning for aging business owners, offering insights on preserving company values, fostering effective communication, and achieving a sustainable work-life balance. He also reflected on navigating challenges like the 2008 financial crisis and underscored the importance of community engagement in building a resilient and purpose-driven business. Other Resources: Companies We Keep: Employee Ownership and the Business of Community and Place, 2nd Edition by John Abrams The Company We Keep: Reinventing Small Business for People, Community, and Place by John Abrams Why would you wait any longer to start living the lifestyle you signed up for? Balance your health, wealth, relationships and business growth. And focus your time and energy and make the most of this year. Let's get into it by clicking here. Troy delves into our guest's startup journey, their perception of success, industry reconsideration, and the pivotal stress point during business expansion. They discuss the joys of small business growth, vital entrepreneurial habits, and strategies for team building, encompassing wins, blunders, and invaluable advice. And a snapshot of the final five Grow A Small Business Questions: What do you think is the hardest thing in growing a small business? According to John Abrams, the hardest thing in growing a small business is getting everyone aligned behind a single mission—what he describes as “getting all the wood behind a single arrow”—while also maintaining core values in the face of numerous external temptations. He emphasizes that as a business grows, staying true to its founding principles becomes increasingly difficult, yet it's essential for long-term success and integrity. What's your favorite business book that has helped you the most? John Abrams' favorite business book that has helped him the most is Managing Transitions by William Bridges. He values it for its insights on how to effectively move from one stage of business to another, emphasizing that it offers guidance on navigating all kinds of changes within a company. Are there any great podcasts or online learning resources you'd recommend to help grow a small business? John Abrams recommends several alternative sources of learning rather than traditional business media. He highlights The Ink and The Contrarian as valuable platforms, along with communicator Anat Shenker-Osorio for her insights on messaging and influence. While not all are strictly business-focused, he finds them powerful for understanding communication, leadership, and societal context—all of which he sees as essential to growing a meaningful small business. What tool or resource would you recommend to grow a small business? John Abrams recommends strong communication tools—both written and spoken—as the most important resource for growing a small business. He believes that clear, effective communication is the key to building relationships, aligning teams, and driving a business forward successfully. What advice would you give yourself on day one of starting out in business? John Abrams would advise himself on day one of starting out in business to recognize that it's going to be an incredible ride, to enjoy every minute of it, and to stay conscious and aware of how he builds relationships with people, as they are the true key to success. He reflects that in his early years, he focused too much on product quality and not enough on the importance of people, which he later realized is what small business is really about. Book a 20-minute Growth Chat with Troy Trewin to see if you qualify for our upcoming course. Don't miss out on this opportunity to take your small business to new heights! Enjoyed the podcast? Please leave a review on iTunes or your preferred platform. Your feedback helps more small business owners discover our podcast and embark on their business growth journey.     Quotable quotes from our special Grow A Small Business podcast guest: When people are truly part of something, they give it everything they've got – John Abrams Growth is overrated and often the cause of trouble rather than triumph – John Abrams Communication is the key to small business — writing, speaking, and being transparent – John Abrams  

Career progression is a significant thing to consider for most people - whether they could develop as much as they'd like at their current job, or if they would need to look elsewhere. So how can employers spot and support an employee who wants to progress? LISTEN ABOVESee omnystudio.com/listener for privacy information.

In this episode, host Randy Goruk talks integrated compensation strategies with Scott Trumpolt, a compensation expert with 30 years of experience. They discuss strategic approaches to compensation in the workplace and how to create effective compensation strategies that attract, engage, and retain employees. You will learn: How integrated compensation strategies go beyond competitive wages. How compensation should align with the company's business model and specific needs. Why customized pay strategies are more effective than copying from a competitor. Younger workers value pay transparency and how to deliver it. Why effective balanced incentive plans include individual objectives and team bonuses. Why a total compensation approach includes base salary, health insurance, 401K matches and training opportunities for career advancement. How to include career development in the compensation conversation. Successful compensation strategies are holistic, transparent, and aligned with both employee aspirations and business objectives.  Scott Trumpolt Website: www.hrcompensationconsulting.com Scott Trumpolt LinkedIn Profile: https://www.linkedin.com/in/scott-trumpolt-m-a-g-r-p-257a6b317

In Episode 54, Tamara Kocharova sits down with Cam Brewer, CEO of Key Learning LLC and a visionary in the world of corporate learning and development.Discover how Cam turned a childhood side hustle into a global business serving giants like Netflix, Pepsi, and L'Oréal. He shares his unique approach to blending design, storytelling, and technology to create training programs that don't just educate—they captivate.Cam reveals practical strategies for making corporate training stick. Plus, he opens up about the human side of leadership, the lessons learned from building a 50-person team, and how his missionary work in Georgia shaped his philosophy on service and business.This episode is a masterclass in innovation, creativity, and the future of workplace learning. You'll walk away inspired to reimagine what learning can be.Tune in and get ready to see training in a whole new light!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-54-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

NATIONAL RECRUITING and RETENTION SYMPOSIUM RECAP  #NRRS2025 #transportation #recruiting #retention #eventrecap Get the inside scoop on the latest NATIONAL RECRUITING and RETENTION SYMPOSIUM! In this recap episode, we're covering all the highlights, surprises, and must-know moments you might have missed. From keynote speakers to panel insights, we've got you covered. Stay ahead of the curve and catch up on all the action that went down at this year's National Recruiting and Retention Symposium! Learn more about future events at www.transrep.ca  This episode is sponsored by Bison Transport with many opportunities for truck drivers in their fleet across Canada. At Bison – they put Safety First Bison's “Right to Decide” Policy gives every Driver their ultimate protection. Drivers make the final decision if it is safe to drive and Bison actively encourages Driver's use of this policy.    You can learn more about Bison and the opportunities available at www.bisondriving.com   or call 1-800-527-5781 @BisonTransport #bisontransport   This episode is also sponsored by Ontario Truck Driving School has a number of courses to help you be successful when starting a career in transportation from heavy equipment to over the road trucking. You can learn more about starting your career at www.otds.com   This episode is sponsored by Rosedale Transport offering career opportunities for truck drivers with their large network. You can learn more at www.rosedalegroup.com   This episode is sponsored by C.A.T. Transport offering flexible work options, pet friendly programs, and is one of the Best Managed Carriers in Canada. Learn more at www.cat.ca  or call 1-800-363-5313   About the Podcast The Lead Pedal Podcast for Truck Drivers helps truck drivers improve their truck driving careers, trucking businesses as owner operators, CDL skills, find trucking jobs, and offer trucking tips. Learn about the trucking benefits and salaries as a professional truck driver through interviews and tips related to the North American Trucking Industry. The Lead Pedal Podcast is a Canadian based trucking podcast focused on trucking in Canada. LISTEN TO THE PODCAST- The show is available at www.theleadpedalpodcast.com , Apple Podcasts, Spotify, iHeartradio, SoundCloud, and other popular podcast platforms. Thanks for listening JOIN THE LEAD PEDAL PODCAST FAN CLUB  www.LeadPedalFanClub.com  LISTEN TO LEAD PEDAL RADIO at www.LeadPedalRadio.com  The Lead Pedal Podcast for Truck Drivers talks all things trucking for people in the transportation industry helping them improve their business and careers. Interviews with industry professionals and truck drivers, trucking information, and other features on the industry are meant to be helpful for truck drivers and those in transportation. The Lead Pedal Podcast for Truck Drivers has main episodes released every Monday, Wednesday, and Friday with bonus material on other days. You can learn more about the host and show on our website and make sure to SUBSCRIBE to the show on your favourite podcast platform. www.theleadpedalpodcast.com  What does The Lead Pedal Podcast mean? The Lead (pronounced - Led) stands for acceleration or fast-track of your career or business. It is a play on words and we certainly are not here promoting speeding in the industry. We are hoping this information will help you become a professional driver faster than if you didn't know about many of these topics. Are you enjoying the show? If so we would appreciate you leaving us a rating and review on your favourite podcast platform. www.theleadpedalpodcast.com  Join The Lead Pedal Fan Club where are loyal fans get first chance at specials, discounts on merchandise and much more.The club is free to join and you can learn more at www.theleadpedalfanclub.com   

In this episode of Restoration Pros Unplugged, hosts Clinton James and Bobby Thomas tackle one of the biggest challenges facing restoration business owners today: hiring and retaining skilled technicians in an increasingly competitive labor market.Bobby, CEO of Extreme Services, shares what's actually working for his team—from creative recruiting tactics to culture-building strategies that keep employees loyal and motivated. This isn't theory—it's a behind-the-scenes look at how a successful restoration company is navigating the real-world hiring crunch in 2025.Whether you're struggling to fill open roles, dealing with high turnover, or just trying to future-proof your workforce, this episode delivers field-tested strategies and honest insight that every restoration leader needs right now.What You'll Learn:What's changed about hiring in restoration post-2020—and why it's not going backWhere to find quality candidates (including some overlooked channels)Why company culture and flexibility now matter more than compensation aloneHow to build a team that actually wants to stayThe #1 hiring mistake Bobby sees—and how to avoid itPractical advice any owner can implement this week to boost hiring resultsWhat the restoration labor market might look like in 2030 (and how to prepare now)If building a reliable, high-performing team feels harder than ever, this episode is your blueprint for doing it better.If you're interested in learning how Water Restoration Marketing can help you overcome the challenges discussed in this episode and get more water jobs, book a free strategy session with our team today!https://www.waterrestorationmarketing.net/schedule

In this episode, we're joined by Jessica Calzaretta, President of Insight Global Health, to discuss the critical role onboarding plays in employee retention. Jessica shares common onboarding pitfalls, how to create programs that keep new hires engaged, and why company culture must be communicated from day one.This episode is sponsored by Insight Global Health.

Welcome to the Build A Vibrant Culture Podcast, where clarity, energy, and results collide! This week, Nicole Greer dives into the world of compensation with Jason Smith, Principal Compensation Consultant at Gallagher's Compensation and Rewards Consulting practice. With a career journey that started behind the bar at Applebee's and led to becoming a recognized expert in compensation strategy, Jason is here to pull back the curtain on the complex world of pay structures, transparency, and fairness.In this high-energy conversation, Jason shares how to balance internal equity with market competitiveness, the critical difference between pay equity and pay equality, and the evolving trends in compensation strategy post-pandemic. Whether you're an HR leader, business owner, or team leader, this episode is packed with actionable insights to help you pay your team right.Highlights from this episode:[00:09:52] Pay Equity vs. Pay Equality Explained: Jason clearly defines the difference between pay equity (eliminating wage disparities) and pay equality (ensuring no discrimination). Understanding these concepts is critical for fair compensation practices.[00:19:08] Evolution of Compensation Strategy Post-Pandemic: Jason discusses how compensation strategies have evolved over the last five years, from remote work challenges to pay transparency becoming an industry standard.[00:27:41] Navigating Pay Transparency Laws: Jason provides practical advice for HR professionals preparing for pay transparency regulations, including the importance of maintaining accurate and up-to-date salary ranges.[01:03:31] Don't Try to Do It All Yourself: Jason's closing advice to HR professionals is powerful—don't be afraid to ask for help. Whether navigating compensation strategies, compliance, or pay transparency, experts can provide the support you need.Connect with Jason:Email: jason_smith@ajg.comLinkedIn: https://www.linkedin.com/in/compenjason/Listen today at www.vibrantculture.com/podcast or your favorite podcast platform!Learn more about Nicole Greer, the Vibrant Coach: https://www.vibrantculture.com/

In this episode, with employee retention on the forefront on everyone's mind, host Randy Goruk has a conversation with social Impact Leader Mai Moore about leadership and Generation Z employees.   In the leadership and learning podcast episode, Randy Goruk and Mai Moore discuss the challenges of retaining Generation Z employees in various industries, emphasizing the need for a collaborative and inclusive leadership approach.  Mai Moore, an expert in social impact and intergenerational leadership, shares her extensive experience working with youth and advocating for a more connected and empowered workforce.  She highlights the importance of work-life balance, equitable wages, and purpose in the workplace. Moore also stresses the significance of middle management in bridging generational gaps and the necessity of addressing mediocrity to foster a culture of continuous learning and growth. In this episode you will learn:  The needs and wants of Gen Z employees. The ways in which leadership must evolve to retain Gen Z employees. The role of middle management in bridging generational gaps. Strategies leaders can take to embrace Gen Z employees. The importance of adapting leadership styles for future organizational success. Continuous learning and growth are essential for leaders of all ages.  You can get in contact with Mai at mai@maimoore.com  

Like the show? Show your support by using our sponsors. Promotive can help you find your dream job. Touch HERE to see open jobs. Need to update your shop systems and software? Try Tekmetric HEREIn this episode, Jeff is joined by Lisa Coyle and Joelle Pollak from Promotive! Lisa emphasizes the importance of choosing a workplace based on people and culture, not just pay, while Joel shares insights on the multi-step vetting and placement process Promotive uses to ensure strong fits between shops and technicians. Jeff also reflects on his career journey, highlighting how finding the right shop culture made all the difference in his job satisfaction and performance.We're so thankful for the support of Promotive as a sponsor of the podcast! Show your support for this show by thanking them for their sponsorship. And use them if you're looking for a job!00:00 Work's Impact on Personal Life06:09 Discover Interests Beyond Resume11:20 "Impact of Declining Practical Skills"19:47 "Challenges in Attracting Talent"25:58 "Unicorns: The Elite Problem Solvers"27:31 Value Beyond the Job37:11 Rejecting the Flat Rate Work Model39:03 Unicorn Diagnostic Tech Traits47:07 "Work Boot Replacement Benefits"49:54 Beer Exchange Rumor at Shops56:31 "Challenges of Working Interviews"01:00:53 "Honeymoon Phase in Dealerships"01:07:17 "Quirky Industry Changes"01:09:09 Consider Job Fit Before Switching01:17:30 "Tire Tech Job Dilemma"01:19:42 Mechanic's Seasonal Job Struggle Follow/Subscribe to the show on social media! TikTok - https://www.tiktok.com/@jeffcompton7YouTube - https://www.youtube.com/@TheJadedMechanicFacebook - https://www.facebook.com/profile.php?id=100091347564232

Unlock the secrets to keeping your top talent on your team—even in today's cutthroat job market. In this jam-packed episode of SoTellUs Time, Trevor and Troy Howard dive deep into proven, actionable retention strategies that cost far less than recruiting replacements. Learn how to craft an onboarding journey that wows, build clear paths for career growth, foster a culture of recognition, support employee well-being, and leverage stay interviews to catch issues before they become exits.

Let's be real. Excuses are easy, ownership is hard. In this episode, Kevin and Chris dive into the raw truth about what's really holding most entrepreneurs back: themselves. From blaming lowballers and labor shortages to avoiding tough conversations about culture and leadership, this is a wake-up call for anyone who's serious about growth. It's not your market. It's not your team. It's the habits and blind spots you've allowed to stay. ✅ Learn how to: Stop handing your power away with excuses Take extreme ownership of your outcomes Build a company people actually want to work for Make consistent progress with just 60 minutes a day Recognize how your actions today shape your future   This episode is the reminder every entrepreneur needs: real success starts when the excuses stop.   Ready to level up with serious entrepreneurs who are done making excuses? Join Board Room Elite - our private group for business owners committed to growth, accountability, and big wins.   If you're ready for real conversations, proven strategies, and a network that pushes you higher, this is where you belong.   Get in the room now: BoardRoom Elite

The latest Journal of Accountancy podcast episode is a wide-ranging conversation with two likely familiar names to listeners. April Walker, CPA, CGMA, AICPA & CIMA lead manager–Tax Practice & Ethics, and author John Garrett joined the show to discuss employee engagement in the hybrid and remote era, the importance of sharing and asking about hobbies, and why they are less likely these days to carry business cards to events such as conferences. Walker is the host of the Tax Section Odyssey podcast and the Reimaging Your Tax Practice webcast series. She has also been a host of tax-focused episodes on the JofA podcast. Garrett is a speaker, corporate consultant, and former Big Four accountant-turned-stand-up comedian. In previous episodes of the podcast, he has shared presentation tips and explained why our passions are essential to work success. What you'll learn from this episode: ·         Reviewing the concept of “bringing your whole self to work.” ·         Why, in Garrett's mind, employers should “value the worker as much as you value the work.” ·         Should you start a virtual team meeting with an icebreaker question? Why Walker says “yes.” ·         The speakers' opinions on business cards. ·         Words that could create “stronger and deeper connections” on a business card. ·         Why we should “shine a light” on outside interests.

Learn how to automate tasks, save time, and increase your profit.No coding required!

In this episode of Blue Is The New White, Ryan Englin returns with a powerful reminder: leadership isn't about control, it's about connection. We talk about what it really means to care for your team, why emotional intelligence is the future of skilled trades leadership, and how to build a business people actually want to work for. Whether you're struggling to hire, retain, or inspire your people, this episode is your wake-up call.

Long time leader and author William C. Davis stops by the Leadership Lounge to discuss his recent career move and his recently released book. Relationships have driven success for him throughout his career and he shares the valuable lessons they have taught him. Give it a listen and enjoy.

That "pretty good" hire you just made? It could be costing you 3X their salary in hidden losses. April reveals why most businesses accidentally hire for failure, and the exact framework she uses to build teams that 10X company value. Key Insights:

Generosity has some great emotions. And humans are emotional beings. The way you use yours can dictate the health of your work experience. No one wants to be overwhelmed by their emotions and it's also not good to suppress them completely. So how you do you handle them well on the job? You identify the good ones and lean in. I have some thoughts to share with you about how powerful certain emotions can be for building a healthy work experience, and of course, generous culture. Have an emotionally generous rest of your week.

Caregiving in the workplace is a conversation too few leaders are having—and it's costing businesses more than they realize. Hidden behind turnover rates, disengaged employees, rising healthcare costs, and inconsistent performance is a workforce silently struggling to manage dual roles. Employees at every level, from entry-level staff to the C-suite, are balancing the demands of their careers while caring for aging parents, children with special needs, or loved ones facing health challenges. Yet most organizations aren't equipped to support them, and many employees never speak up. Sue Ryan, Chief Inspirationalist and a strategist for workplace caregiving solutions, brings this challenge into sharp focus. Drawing from over 30 years of personal caregiving experience and professional leadership, Sue shines a light on what she calls the workforce blind spot—an exponentially growing crisis that's costing U.S. businesses an estimated $33 billion annually in lost productivity and turnover. The issue isn't just personal—it's systemic. And it's avoidable. As the U.S. population ages rapidly, with those over 65 set to outnumber those under 18 by 2030, the pressure on working caregivers is increasing fast. The fastest-growing demographic in the country is now adults over 85. This demographic shift is creating ripple effects in every industry, affecting employee well-being, engagement, and long-term retention. Leaders who ignore this trend risk falling behind—not just in compassion, but in performance. Supporting caregiving in the workplace doesn't mean overhauling business models or adding burdensome policies. In fact, many solutions already exist within organizations; they just haven't been adapted to meet this need. Sue breaks down how simple shifts in culture—starting with top-level leadership—can make a meaningful difference. It begins with normalizing the conversation. When employees feel safe acknowledging their caregiving responsibilities, it opens the door to flexibility, planning, and improved collaboration. Business leaders often assume caregiving is an HR issue. That's a costly mistake. When the executive team leads with clarity and openness, human resources can activate systems, provide training for managers, and integrate caregiving into team planning and scheduling. But without visible, top-down acknowledgment, the conversation stalls before it ever starts. Employees who can't speak up often leave, taking their skills and institutional knowledge with them. Sue also draws attention to what she calls the “sandwich generation”—employees, often in their 40s or 50s, who are supporting both aging parents and dependent children while maintaining full-time roles. These team members bring valuable experience and insight to their companies, but their capacity is being stretched thin. Ignoring their reality leads to burnout, disengagement, and missed opportunity. Normalizing caregiving in the workplace can be as straightforward as updating onboarding conversations, creating safe spaces for disclosure, and encouraging leadership to model openness. Organizations like Deloitte, Starbucks, and Amazon are already seeing measurable results from acknowledging and addressing this reality—improvements in productivity, employee satisfaction, and retention. The shift doesn't require large financial investments—it requires intention. Companies already have many of the operational, legal, and financial structures in place to support this evolution. The missing piece is leadership. When executives set the tone, the culture follows. It becomes easier for teams to adapt, cross-train, and collaborate in ways that support both business goals and employee well-being. This is more than a human resources initiative—it's a business growth strategy. Addressing caregiving in the workplace is about keeping your best people, increasing engagement, and reducing the hidden costs of turnover. With the right awareness and tools, organizations can create environments where employees bring their full selves to work—without hiding a critical part of their lives. Watch the full episode on YouTube. Don't miss future episodes of Fordify LIVE! every Wednesday at 11 AM Central, streaming on your favorite social platforms. Catch new episodes of The Business Growth Show Podcast every Thursday for a weekly dose of business growth wisdom. About Sue Ryan Sue Ryan is a speaker, strategist, and Chief Inspirationalist dedicated to transforming how organizations support family caregivers in the workplace. With over 30 years of experience navigating her own caregiving journeys while maintaining a professional career, she equips business leaders with the tools and insights to turn caregiving from a hidden liability into a competitive advantage. Sue helps organizations reduce turnover, improve engagement, and build cultures of empathy and performance. Learn more at SueRyan.Solutions. About Ford Saeks Ford Saeks is a Business Growth Accelerator who has helped generate over a billion dollars in sales for companies ranging from startups to Fortune 500s. As President and CEO of Prime Concepts Group, Inc., he focuses on customer acquisition, brand visibility, and innovation. With over 20 years of experience, Ford has founded more than ten companies, authored five books, and holds three U.S. patents. His expertise also extends into AI-driven content strategy, showcased at the Unleash AI for Business Summit. Learn more at ProfitRichResults.com and watch his TV show at Fordify.tv.

In this episode of the Wealthy Woman Lawyer® Podcast, I tackle one of the most pressing issues law firm owners face today: employee retention.If you've ever wondered how to create a firm culture that attracts and keeps top talent, this episode is for you.You'll hear about five high-impact strategies that can transform the way your team engages with your firm—and why the best firms are rethinking how they define success, support professional growth, and structure flexibility.Whether you're looking to strengthen your leadership or elevate your firm's internal culture, this episode delivers the insight you didn't know you were missing.Tune in and discover how a values-driven approach can do more than retain—it can inspire.LINKS TO LOVE: Want to leave us a review on Apple Podcasts? We'd love it! Here's the link.Ready to scale your law firm and build a practice that aligns with your values? Book a call with Davina.

I'm Josh Kopel, a Michelin-awarded restaurateur and the creator of the Restaurant Scaling System. I've spent decades in the industry, building, scaling, and coaching restaurants to become more profitable and sustainable. On this show, I cut through the noise to give you real, actionable strategies that help independent restaurant owners run smarter, more successful businesses.In this episode, I break down why the old-school mentality of treating your team like “family” is actually holding you back. Look, I love my people, but a real family won't fire you for showing up late. A restaurant, on the other hand? It's a business. And if we want to build sustainable, profitable businesses, we need to stop running our teams on emotions and start leading with clarity, accountability, and mutual investment. I'll walk you through the leadership shifts that changed everything for me—how setting clear expectations, constantly recruiting, and focusing on performance over sentiment will transform your restaurant from a revolving door into a powerhouse of talent. If you're tired of losing good people and constantly hiring, this one's for you.Takeaways80% of restaurants barely break even.If you can't keep people, the problem might not be them.Great restaurants aren't a family. They're a high-performance team.A players do not elevate the performance of B and C players.People don't leave places that invest in them.We need to be recruiting all the time, not just when we're desperate.Set clear expectations from day one.Externalize the rules and accountability.Lead from the front and invest in your team's goals.Build relationships with potential hires before you need them.Chapters00:00 Introduction to Restaurant Profitability Challenges02:15 The Leadership Problem in Restaurants03:44 Building a High-Performance Team06:40 Mutual Investment in Employee Growth09:34 The Importance of Constant RecruitmentIf you've got a marketing or profitability related question for me, email me directly at josh@joshkopel.com and include Office Hours in the subject line. If you'd like to scale the profitability of your restaurant in only 5 days, sign up for our FREE 5 Day Restaurant Profitability Challenge by visiting https://joshkopel.com.

In this episode of Leadership is Feminine, Kris Plachy simplifies the hiring process with a tactical, no-nonsense approach. If you've ever felt overwhelmed by recruiting, this episode will change the way you hire—fast. Kris walks through a step-by-step system to define the role you need, create clear objectives, and attract the right candidates. She highlights the importance of clarity—knowing exactly what success looks like for a position before you even post a job. And the best part? You don't have to do it alone. Kris shares how AI tools like ChatGPT can help craft job descriptions, job postings, interview questions, and even onboarding plans—saving you time and energy. But hiring isn't just about filling a role. The real work is in assessing talent, setting expectations, and ensuring alignment with your business. Kris reminds us that the hardest part of hiring is the human part—connecting with candidates, reading their energy, and making sure they fit your culture. If you've been stuck overthinking hiring, this episode is your fast-track to getting it done. Grab a pen and paper (or just hit replay), because Kris is laying out everything you need to make hiring easy. Key Takeaways From This Episode Define the Role Before Hiring: Clearly outline what the position needs to achieve, and set measurable objectives for success. Use AI to Streamline the Hiring Process The Hardest Part of Hiring is the Human Element: Assessing talent, setting expectations, and ensuring a cultural fit require human judgment and intuition. Onboarding Should Be Intentional and Goal-Oriented: A structured 30-60-90 day plan helps new hires integrate effectively and ensures they meet key milestones. Know When to Move On: Identifying red flags in the first 90 days prevents keeping the wrong hire too long and ensures your team stays aligned with business goals. Hiring Doesn't Have to Be Overwhelming: Leveraging available tools allows leaders to focus on what truly matters—building a strong team. Contact Information and Recommended Resources If you want to become a well-resourced woman, subscribe to the Well-Resourced Woman Limited Series Private Podcast. Visit www.thevisionary.ceo/asagewoman to learn more. The first episode is waiting for you! Linkedin Instagram Facebook Pinterest

➡️ Like The Podcast? Leave A Rating: https://ratethispodcast.com/successstory  In this Lessons episode, we uncover the secrets to building a powerhouse team with hiring and retention expert Natalie Dawson. Learn how to attract top-tier talent, cultivate a workplace that keeps A-players engaged, and implement strategies that drive long-term loyalty. Plus, discover why the right hiring decisions can determine your company's growth trajectory and overall success.➡️ Show Linkshttps://successstorypodcast.com  YouTube: https://youtu.be/fKDh23TE6CQApple: https://podcasts.apple.com/us/podcast/natalie-dawson-co-founder-of-cardone-ventures-how/id1484783544Spotify: https://open.spotify.com/episode/4b3Fyo2vJfFsu9uL7qIwCt➡️ Watch the Podcast On Youtubehttps://www.youtube.com/c/scottdclary