Podcasts about Employee retention

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.

Want to dive deeper into topics like this? Master your journey with Physician Empowerment's Masterclass Membership—your gateway to exclusive content, expert-led sessions, and actionable strategies to elevate your personal and financial well-being. Learn more and join us today! https://www.physempowerment.ca/masterclass—In this episode, Dr. Kevin Mailo welcomes back Kate Post, Chief Operations Officer for a multi-location dental practice. Kate has a lot of practical experience and insight in maintaining efficient medical offices. In this conversation, she and Kevin discuss the challenges of managing employees in medical and dental practices. They talk about addressing conflicts or tensions with employees, documenting performance-related meetings, and the need for ongoing communication and adaptation as a practice grows.Kevin and Kate emphasize the importance of understanding different employee personalities and how to look for a balance between delegating control and maintaining standards. Kate Post highlights the need for clear expectations, documentation, and addressing performance issues promptly. She notes that most employees improve with proper guidance, while only a small percentage may not be a good fit long-term. Kate also addresses how to handle conflicts respectfully and professionally, as well as the legal requirements for documentation in performance management. This episode focuses on the realities of managing employees in a successful medical practice, shining a light on key topics and advice that will assist all dental and medical practice owners.About Kate Post: Kate Post is highly skilled at streamlining operations, increasing revenue and reducing costs to maximize business profits. A decisive and strategic leader with a demonstrated track record of success in single-owner multiple dental practice environments, Kate has successfully worked in a variety of dental practices throughout Ontario over the past 22 years with over 1500 team members.Kate has the ability to adapt to the varying needs of entrepreneurs and a variety of business types with previous experience in retail start-ups, the service industry and the dental business. With the complement of recently completed Project Management courses, she has the skills to work with entrepreneurs in planning out their future goals, guiding teams towards the future and achieving quantifiable results.Kate Post on LinkedIn__Resources discussed in this episode:Episode 62: Optimizing Your Office-Based Practice with Kate Post__Physician Empowerment: Attend an upcoming Empowerment RetreatJoin the Physician Empowerment Masterclass nowWebsite: PhysEmpowerment.ca

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  

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.

In Episode 53, Tamara Kocharova welcomes Viktor Lindblom, Vice President of Global Learning & Development, whose strategies have transformed businesses from New York to Amsterdam.Dive into a masterclass on bridging the gap between L&D and business impact. Viktor reveals how he shifted from fixing internet connections in the early 2000s to designing learning ecosystems that drive revenue—and why traditional metrics like NPS scores often miss the mark.You'll Discover, why problem-solving beats “check-the-box” training— and how to align L&D with real business KPIs (like sales ramp-up time). You'll get culture hacks: How his “Radical Candor” training sparked a feedback revolution across continents.Whether you're an L&D leader, a people strategist, or a future-focused executive, this episode will challenge you to rethink how learning drives growth.If you believe L&D should solve puzzles — not just deliver courses — hit play 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-53-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

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.

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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.

In episode 52, Tamara Kocharova sits down with Tiffany Odutoye, founder of Virtual Partner LLC & a powerhouse leader on a mission to empower 1 million women by 2028.Discover the transformative journey of a lady who is reshaping women's leadership development. Tiffany shares her deeply personal story of overcoming dyslexia, her passion for mentorship, and her groundbreaking "She Leads" program that addresses critical challenges facing women in the workplace.Dive into a candid conversation about emotional intelligence, breaking through toxic work cultures, and the importance of preparing the next generation of women leaders. This episode is more than just a discussion — it's a rallying cry for connection, courage, and collective growth. Learn how one woman's vision is creating ripple effects of change, one leader at a time. Get ready to be inspired, challenged, and empowered!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-52-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

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.

In episode 51, Tamara Kocharova explores the transformative world of learning with Clain Udy, VP of L&D at Fortidia. Dive into a conversation that goes beyond traditional training approaches. Clain shares his innovative strategies for franchise-based learning, revealing how AI and technology are revolutionizing employee development. From global training consistency to personalized learning experiences, we uncover the secrets of creating impactful, adaptive learning environments. But this episode is more than a professional journey - it's a deeply personal story. Clain opens up about his mission to reframe autism through a strengths-based perspective. Reimagine what learning can be! Tune in!  Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-51-episodeListen 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

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 episode 50, Tamara Kocharova welcomes Phil Rhodes, the award-winning Chief Learning Officer at Phillips 66, a Fortune 20 company renowned for its multi-billion-dollar transformations.Join us for a deep dive into culture, leadership, and the future of learning as Phil shares his extraordinary journey—from serving in the Peace Corps in Lesotho to coaching leaders through some of the most significant cultural shifts in corporate history. Discover how he balances people-first strategies with high-stakes operational demands and why democratizing learning is key to organizational success.Together we will speak about the power of storytelling in driving cultural change, building trust and accountability in teams, AI and coaching: How technology enhances (but doesn't replace) human connection, leadership development that delivers 95% retention rates, humility and ambition.Bonus: Learn about Phil's unexpected passion—rescuing plants and fostering growth both at work and in his garden! This episode is packed with actionable insights on creating inclusive, high-performance cultures. Tune in! 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-50-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 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.

In this episode of Workforce 4.0, host Ann Wyatt speaks with Scott Silknitter, VP of Strategy at Motion Controls Robotics, Inc. about the entrepreneurial spirit, the importance of positivity, and navigating the changing landscape of manufacturing. They discuss strategies for near-shoring and re-shoring, the significance of building partnerships, and the need for tailored training to address the skills gap in the workforce. Scott emphasizes the importance of attitude in both personal and professional settings, and the need for companies to adapt to the evolving employment landscape. In this conversation, Scott Silknitter discusses the importance of strategic growth planning for companies, emphasizing the need for automation and technology, particularly AI, to enhance workforce efficiency and predictive maintenance in manufacturing. He highlights the significance of company culture and employee engagement, offering valuable advice for the new generation entering the workforce. The discussion also touches on the impact of AI innovations in supply chain management and the necessity of maintaining a positive outlook in the workplace.In This Episode:-00:00: Introduction to Scott Silknitter and Workforce 4.0-03:06: The Entrepreneurial Spirit and Overcoming Challenges-06:00: The Importance of Attitude in Karaoke and Life-09:07: Navigating Economic Changes in Manufacturing-11:46: Proactive Strategies for Near-shoring and Re-shoring-15:02: Building Partnerships for Sustainable Manufacturing-18:02: Addressing the Skills Gap in the Workforce-20:55: Tailored Training for Workforce Development-23:52: The Future of Employment and Employee Retention-25:26: Strategic Growth Planning for Companies-26:50: The Role of Automation in Workforce Efficiency-32:31: Predictive Maintenance and Its Impact-36:35: AI Innovations in Supply Chain Management-41:51: Advice for the New WorkforceMore About Scott:With over 25 years of diverse industry experience in Enterprise Business Development, Sales Management, Marketing and Operations, Scott is a patent holding, entrepreneurial leader who can formulate, implement, coach and drive strategies to achieve growth. Scott has diverse industry experience in robot automation, contract manufacturing, distribution, e-learning, and capital equipment sales and product development. Currently the VP of Strategic Development with Motion Controls Robotics, Scott's mission is to help his company and his company partners reach their full potential and deliver value to the industry at scale. Learn more about Scott here. The Future of Work (and this Episode) Is Brought To You By Secchi:Secchi is a revolutionary workforce engagement tool created for organizations to make data-driven frontline decisions in real-time. By measuring and combining multiple people-related lead indicators, Secchi provides in-the-moment visibility into individual frontline employee performance, team performance, engagement/turnover risks, and positive employee behaviors all while removing the traditional barriers of administrative burden on leaders. To learn more about Secchi, check them out here.

In episode 49, Tamara Kocharova sits down with Dr. Jolene Church, the Wall Street Journal bestselling author who's on a mission to spark a connection revolution in leadership.Dive into a transformative conversation about ditching the "superhero leadership" persona and embracing authentic, vulnerable leadership. Dr. Church shares her incredible journey from forensic auditor to leadership coach, revealing how changing schools 33 times shaped her understanding of human connection.We explore critical insights such as why vulnerability is a leadership superpower, overcoming imposter syndrome, the importance of deep human connections at work and how emotional intelligence drives real leadership.Bonus: Learn about her unexpected passion — riding a Harley-Davidson motorcycle!Whether you're an L&D professional, a leader, or someone passionate about workplace transformation, this episode offers game-changing perspectives on creating genuine, empowering work environments.If you believe leadership is about human connection, not superhero myths, this episode is your must-listen! Tune in now and revolutionize your leadership approach!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-49-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

Employee turnover sucks. But it doesn't have to…in fact, it doesn't even have to be a thing. I like to think of it as opportunities for all parties. When someone leaves: That person gets a chance to be in a different and better position. A new person gets a chance in the vacant role. The company gets a new perspective. I'm not saying there aren't some bad things but I am saying that it can be good. Either way, you don't want a lot of people leaving and new people coming in faster than they can be trainined. This is why a generous workplace culture is so valuable. It will retain great people and attract them if needed. This episode will address the reasons (the real ones) people leave your company. Have a generous rest of your week.

summary In this episode of the Customer Service Revolution Podcast, John DiJulius discusses the critical role of employee feedback in shaping company culture and improving customer experience. He emphasizes the importance of encouraging outspoken employees, differentiating between divine discontent and negative attitudes, and the necessity of effective employee engagement surveys. DiJulius also highlights the significance of investing in employee development, creating a culture of accountability, and understanding the dynamics of employee turnover. The conversation touches on innovative training approaches and the impact of generational differences in the workplace, ultimately advocating for a holistic view of employee experience. takeaways Outspoken employees can provide valuable feedback. Complaining customers act as free consultants. Employee engagement surveys must be acted upon. A strong company culture reduces turnover. Investing in employees leads to better performance. Caring for employees enhances retention. The Disney boss concept highlights superficial engagement. Emotional intelligence is crucial in leadership. New employees often feel lost and unsupported. Understanding turnover helps improve hiring practices.

Send us a textIt's not enough to build a dream team - you've actually got to make them stay…How exactly do you retain your talent? Ditch the HR manuals and get to the heart of what REALLY matters to your top team, as we return for another coveted ‘Walk & Talk' episode of The Company Doctor Podcast!Key takeaways from this episode:Treat your team like you'd want your kids treatedBe the best boss you've ever hadPeople leave because of their bosses, they stay because of the peopleLinks & references: https://www.thecompanydoctor.com/Gary Gamp: https://www.linkedin.com/in/garygampGeorge Clode: https://www.linkedin.com/in/georgeclodeGary's new book, Career Catalyst - available online now: https://www.amazon.co.uk/Career-Catalyst-Secret-Skills-School-ebook/dp/B0DFYVG6XY/ref=tmm_kin_swatch_0?_encoding=UTF8&qid=&sr=

In episode 48, Tamara Kocharova sits down with Laura Bartos, a seasoned L&D executive leading learning initiatives at Humana's CenterWell Pharmacy. Laura's journey from high school teacher to corporate training leader is a story of passion, adaptability, and a deep commitment to helping people grow.We dive into what makes learning truly impactful — not just for employees, but for business success. Laura shares how she and her team align training with key business goals, the role of storytelling in corporate education, and why measuring learning outcomes is more critical than ever. We also explore the shift towards hybrid and remote learning, the importance of well-being in leadership, and how companies can navigate the upskilling vs. reskilling dilemma in the age of AI.Laura brings both strategic insights and personal wisdom to the conversation, making this episode a must-listen for L&D professionals, HR leaders, and business executives looking to build a thriving learning culture.If you're passionate about the future of learning, this episode is for you. 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-48-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

Summary In this conversation, Sean and Catherine discuss the evolution of WoodBully's construction business, focusing on growth, delegation, and hiring practices. They explore the importance of company culture, the challenges of firing employees, and the realities of working in the trades compared to office jobs. The discussion also touches on education and career choices, emphasizing the risks and rewards associated with different paths. In this engaging conversation, Sean Catherine and WoodBully explore the complexities of career choices, particularly in the trades, the importance of effective communication in construction management, and the realities of scheduling in the industry. They discuss the challenges of transitioning from hands-on work to management roles, the significance of passion in one's career, and the hard truths about hard work. The dialogue emphasizes the need for flexibility, decision-making, and the value of experience in shaping a successful career.

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.

Emotional Intelligence for Organizations is possible! Balancing work, leadership, and family can feel overwhelming leading to burnout and turnover. Emotional Intelligence (EI) helps you lead effectively—at work and at home. As the founder of HT Compassion, Hiba Tanvir specializes in Emotional Intelligence solutions that Enhance Leadership & Productivity (EI-driven teams are 25% more productive), Improve Work-Life Balance (EI reduces burnout & improves overall well-being by 67%), and Strengthen Communication at Home (EI reduces family stress by 40%). Hiba offers tailored talks, consulting services, and hands-on workshops in achieving workplace success. Her approach helps leaders foster emotional intelligence and create a positive emotional environment, reducing turnover and driving long-term retention. By equipping leaders with the tools to manage emotions effectively, she empower teams to thrive both personally and professionally. In episode 552 of the Fraternity Foodie Podcast, we find out why Hiba chose UT Dallas, how college students can make their application stand out for Graduate School, what is Emotional Intelligence and why it is important for college students, how we can make our organizations Emotionally Intelligent, why compassion is so important in leading organizations, how we can remove "clutter" in our communication styles, how we can reduce burnout and cultivate self-compassion, and how she developed the "Man Up" program specifically designed to teach Emotional Intelligence to youth in Nigeria. Enjoy!

Send us a Message!In this episode, we explore 3 questions from listeners and conversations with clients:  1.      What Do You Do When The Founder Is Too Stressed To Invest In Solving Business Issues?   2.     How Do We Build Trust With Employees?   3.     What is The Connection Between Customer Retention and Employee Retention? Our prescription for this episode: Understand how vital elements like employee retention, trust, and workplace culture are to business outcomes and sustainability.Past Episode  Referenced:S3 E13: What Is Transformation Fatigue And How Do We Overcome It?S2 E21: What Is The Technical Founder Paradox?You can reach out to us to talk more about any of these topics, contact us at info@roman3.ca or through our LinkedIn page at https://www.linkedin.com/company/roman3Don't forget to sign up for our New Quarterly Newsletter that launched in 2024.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacity. For a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.

In this episode of the HR Leaders Podcast, we sit down with Neeraj Tandon, Head of People Insights and Analytics at Syngenta Group, to discuss how predictive analytics, cultural transformation, and employee insights are reshaping HR strategies. Neeraj shares impactful stories and practical approaches from his experience at Novartis and Philips, highlighting how analytics can dramatically improve employee retention, business outcomes, and overall organizational effectiveness.

In this episode, Ray Sclafani discusses the critical importance of structured career paths in advisory firms. He outlines five key reasons why career paths matter, including employee retention, skill development, stronger client relationships, succession planning, and enhanced firm value. Ray then presents seven actionable steps to build effective career paths for team members, emphasizing the need for clear definitions, mentorship, measurable milestones, and ongoing conversations about career development. He concludes by addressing common challenges faced by advisors in implementing these strategies and encourages leaders to cultivate talent within their firms for long-term success.Key TakeawaysCreating structured career paths boosts employee satisfaction.94% of employees are willing to stay longer with career development.Firms with strong career development report higher client retention.Career paths enhance firm value during ownership changes.Compensation should align with career growth.Encourage ongoing career conversations for continuous development.Click here for the CFP Board Financial Planning Career Paths downloadFor more information click here to visit The ClientWise Blog.Find Ray and the ClientWise Team on the ClientWise website or LinkedIn | Twitter | Instagram | Facebook | YouTubeTo join one of the largest digital communities of financial advisors, visit exchange.clientwise.com.

In episode 47, Tamara Kocharova had the absolute pleasure of speaking with Kimberley Fernandes, VP and Head of Learning & Organizational Development at The Wonderful Company. Kimberley has spent years shaping high-performing teams and leadership programs at top organizations like Warner Media and Accenture, and she brings a fresh, no-nonsense take on what's really driving success in Learning & Development today.Tamara and Kimberley dove into some big questions: How do leaders balance authenticity and responsibility? Why is executive buy-in the key to making L&D initiatives stick? How is AI changing the way we train and develop teams? And most importantly, how do we build trust and foster empathy in a rapidly evolving workplace?Kimberley doesn't just talk theory — she shares real, actionable insights that L&D professionals, HR leaders, and business executives can use right now. If you're passionate about the future of learning, leadership, and creating a thriving workplace, this episode is for you.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-47-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 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

In this episode of the Vanderbloemen Leadership Podcast, William dives deep into the art of building, running, and keeping a great team by tackling one of today's most pressing challenges—turnover. He shares candid insights and real-world anecdotes on why people join a cause and why they leave, emphasizing that it's rarely the company or mission at fault—it's often the leadership. Key discussion points include: Vision vs. Management: How a compelling vision can attract talent, but a poor management approach drives them away. Realistic Expectations: The importance of setting clear, honest expectations during hiring to prevent disillusionment and turnover. Understanding Your Team: Strategies for learning how each team member is “wired,” and adapting your communication and leadership style accordingly. The Human Element: How genuinely connecting with employees—making them feel seen, known, and valued—can significantly boost retention. Practical Retention Tactics: From setting short-term goals to effective delegation, discover actionable tips for creating an environment where great teams flourish. Whether you're leading a church, a nonprofit, or a corporate organization, this episode provides actionable strategies to ensure your team not only stays but thrives under your leadership.

In this short segment of the Revenue Builders Podcast, we revisit the discussion with Mike Earnest from Wiz to discuss the critical topic of retaining top sales talent. Mike shares his philosophy on building a culture of buy-in rather than compliance, the role of authenticity in leadership, and how sales leaders can help their teams see a clear future within the company. He also highlights the importance of transformational management, showing how investing in employees' growth leads to long-term loyalty.KEY TAKEAWAYS[00:01:08] Understanding Employee Motivations – Retention starts with knowing what employees want to achieve both personally and professionally.[00:02:15] Creating a Culture of Buy-In vs. Compliance – Employees who believe in the process stay longer than those who are forced into it.[00:03:02] Transactional vs. Transformational Leadership – Developing employees and helping them grow outweighs short-term financial incentives.[00:03:50] Helping Employees See Their Future – Retention is at risk when employees cannot envision their future within the company.[00:04:12] Taking Ownership of Employee Development – Sales leaders, not just enablement teams, must actively guide career growth.QUOTES[00:01:55] “If you're authentic and genuinely care about your team, they're not going to leave. They won't chase a shiny object because they're already in one.”[00:02:37] “There's a difference between adhering to a sales process and wanting to adhere to a sales process because it adds value.”[00:03:02] “When you help someone develop skills they never thought they could master, they're not leaving for another $10,000.”[00:03:50] “One of a leader's greatest traits is helping people see themselves in the future.”[00:04:37] “Retention isn't just about the company's reputation—it's about whether employees see a clear future for themselves.”Listen to the full conversation through the link below.https://revenue-builders.simplecast.com/episodes/revenue-retention-and-recruiting-with-mike-earnestEnjoying the podcast? Sign up to receive new episodes straight to your inbox:https://hubs.li/Q02R10xN0Check out John McMahon's book here:Amazon Link: https://a.co/d/1K7DDC4Check out Force Management's Ascender platform here: https://my.ascender.co/Ascender/Force Management is hiring for a Sales Director. Apply here: https://hubs.li/Q02Zb8WG0Read Force Management's eBook: https://www.forcemanagement.com/roi-of-sales-messaging

A strong company culture doesn't happen by accident—it takes intention, leadership, and consistency. In this episode of Remodelers on the Rise, Kyle Hunt talks with Danielle Russell, President of Builder Funnel, about creating a culture that attracts top talent, fosters growth, and keeps teams engaged. They explore the impact of core values, leadership strategies, and creative ways to build team morale! We also have a slide from Builder Funnel outlining their core values—check it out here. Whether you're looking to strengthen your existing culture or start defining it for the first time, this conversation offers practical insights to help you build a thriving, purpose-driven business that top talent will be excited to join! ----- Today's episode is sponsored by Builder Funnel! Click here to learn more about how Builder Funnel helps remodelers and home builders grow through strategic digital marketing. ----- Explore the vast array of tools, training courses, a podcast, and a supportive community of over 2,000 remodelers. Visit Remodelersontherise.com today and take your remodeling business to new heights! ----- Takeaways Culture is what happens when leaders are not in the room. Core values should be lived by and communicated regularly. A clear core purpose attracts growth-minded individuals. Celebrating wins fosters a positive team environment. Setting clear goals helps align team efforts and accountability. Open communication is essential for remote teams. Quarterly themes can keep the team engaged and focused. Shouting out team members for living core values builds morale. Investing in team growth leads to higher retention rates. A strong culture can lead to a team of A players. ----- Chapters 04:39 The Importance of Company Culture 12:38 Core Values as the Foundation of Culture 19:33 Fostering Growth and Team Development 20:46 Empowering Teams Through Scorekeeping 21:56 Quarterly Themes and Open Book Management 23:29 Injecting Fun into Company Culture 25:27 Celebrating Wins and Core Values 28:01 Building a Culture of Celebration 31:00 Scaling Culture as You Grow 34:14 The Importance of Positivity in Culture 37:01 The Business Case for a Strong Culture

This episode is all about navigating HR in the nonprofit sector. We're discussing the importance of onboarding, building a supportive work culture, employee retention and more with Dr. Tiffany Slater.Tiffany is the founder and CEO of HR Tailormade and is here to help nonprofit leaders and small business owners navigate the complex world of HR with heart and expertise.She is a trailblazing entrepreneur who built her business from the ground up, offering HR solutions that not only ensure compliance, but also foster thriving workplace cultures. Tiffany has so much practical advice to share with us today.In this episode:[04:04] Understanding human resources[06:38] Cultivating culture within an organization and prioritising feedback[11:44] The critical role of the onboarding process[17:15] When to hire HR in-house versus a consultant[18:50] Approaching difficult conversations with empathy and professionalism[22:36] Building an inclusive work environment in the nonprofit space[32:00] The key to employee retention in nonprofits and investing in employee well-beingCONNECT WITH TIFFANYLinkedIn: Tiffany E. SlaterInstagram: @hrtailormadeWebsite: https://hrtailormade.com/Send Haley a suggestion or request via text HERE!My book, Sow, Grow, Lead is live on Amazon! It shares my journey of starting a nonprofit in Malawi and offers practical strategies to help nonprofit leaders turn visions into reality, and create meaningful impact As the fundraising engine of choice for over 80,000 organizations in 90+ countries, Donorbox's easy-to-use fundraising tools help you raise more money in more ways. Seamlessly embed a customizable donation form into your website that reduces donor drop-off with a 4x faster checkout, launch a crowdfunding or peer-to-peer campaign, sell event tickets, raise funds on the go with Donorbox Live™ Kiosk, and much more. Learn more at donorbox.org The EmC Masterclass by Dr. Lola Gershfeld will help you enhance your communication skills to raise more revenue for your mission. This groundbreaking Emotional Connection process has been integrated into top universities' curriculum and recognized by international organizations. Use code LEADWITHHEART to enjoy a -10%.CONNECT WITH HALEYHaley is a Certified Fund Raising Executive (CFRE), Stress Management Coach, and EmC trainer. She founded The Savvy Fundraiser, a nonprofit consulting and coaching business, and has experience with nonprofits in human services, homelessness, and youth sectors. Specializing in EmC, leadership, board development, and fundraising, Haley is dedicated to empowering nonprofit leaders to create thriving organizations.Instagram: @thesavvyfundraiser LinkedIn: Haley Cooper, CFREWebsite: thesavvyfundraiser.comProduced by Ideablossoms

➡️ 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

In this episode, host Randy Goruk emphasizes the importance of employee retention and provided strategies to improve it, including creating an inspiring workplace culture, prioritizing employee engagement, and investing in skill development. He also highlighted the value of showing appreciation to employees and warned against common mistakes like premature promotions and ignoring engagement metrics. Randy stressed that retention should be a strategic leadership priority, not just an HR issue, and that respect, trust, and consistent leadership are crucial for retention.

SummaryIn this episode of The Daily Groomer, I chat with Jose Rodriguez, who's bought not one, but three pet care businesses in just two years! We dive into his incredible journey from techie to dog business owner, and why he chose to buy existing businesses instead of starting from scratch. Jose drops some insider tips on spotting a great business deal and getting your business ready to sell. Whether you're thinking about buying or selling, Jose's got some awesome advice that'll help you on your pet care business journey!Timestamp06:05 Exploring Opportunities in Business Acquisition11:29 Evaluating Business Ownership and Management16:37 Consider Business Margins Before Buying21:07 Cost-Cutting Strategies for Businesses25:01 Employee Retention in Business AcquisitionsStay connected with our guest speakers! Follow them on their social media - https://www.facebook.com/seattlecanineclub/For more grooming tips, insights, and stories, check out our website at ⁠⁠⁠The Daily Groomer⁠⁠⁠ - https://www.thedailygroomer.com/ Join the pack and be part of ⁠⁠⁠⁠The Daily Groomer Community⁠! - https://www.facebook.com/groups/thedailygroomer/

How can organizations adapt to employees' growing preference for stability? In this episode, host David Rice sits down with Ashley Avanzato, VP of HR at ADP, to explore key insights from the ADP Pay Insights report and what they mean for employee retention and engagement.They discuss the power of trust, empathetic leadership, and strategies like transparent communication and mentorship programs to keep employees motivated. Tune in for actionable advice on building a workplace where employees don't just stay—they thrive.Related Links:Join the People Managing People community forumSubscribe to the newsletter to get our latest articles and podcastsConnect with Ashley on LinkedInCheck out ADPADP's HR Trends for 2025 reportSupport the show

Join Dave Molenda this week as he chats with Steve Preda about the reasons companies fail. Steve shares his journey from Europe to America, reflecting on the valuable lessons he's learned along the way. Together, they discuss how to empower employees, execute effective plans and develop differentiation strategies to ensure a company's success.

Adam Malone is a renowned keynote speaker, leadership consultant, and a father of five. In this episode, he shares insights on developing practical authenticity as a leader. Malone discusses how he learned to balance his inner drive for success with empathy and emotional intelligence, taming his "inner jerk" to become a more effective and respected leader. He covers topics such as building trust and empathy, managing teams across time zones, and the importance of soft skills for long-term success.   Bio: Adam Malone is a keynote speaker, leadership consultant, and father of five. He is known for his expertise in helping leaders and teams develop resilience, tenacity, and grit to achieve sustained high performance. Malone's insights on practical authenticity, emotional intelligence, and building trust-based cultures have made him a sought-after speaker and advisor. Resources: Text OPERATOR to 33777 website: https://thetenaciousoperator.com/profile/posts LinkedIn:  https://www.linkedin.com/in/adam-malone-a9100ba/ Leadership, Learning, and Team Building Adam and Michael discussed the differences between being learned and being taught, with Michael emphasizing the importance of practical application in leadership roles. Adam shared his background in the corporate world and his transition into leadership consulting, citing his realization that he couldn't sustain his current pace and needed to build stronger teams. The conversation was described as organic and conversational, with Michael planning to sprinkle in topics about retention and culture. The meeting was expected to last about 20-25 minutes. Transitioning From Individual to Leader Adam and Michael discussed their personal journeys and the challenges of transitioning from individual contributors to team leaders. Adam shared his realization that he had been putting himself at the center of every decision, rather than empowering his team. He emphasized the importance of building trust and understanding that leadership involves delegating tasks and empowering others. Michael agreed, noting that many leaders struggle with this transition due to a lack of training and support. Both agreed that this shift in mindset and approach is crucial for effective leadership. Leadership, Trust, and Employee Retention Michael and Adam discussed the importance of leadership and trust in retaining employees and achieving success in organizations. Michael emphasized the need for leaders to understand their teams and provide them with the necessary tools and support to excel. He also highlighted the significance of having a strong operations leader who can see the big picture and make informed decisions. The conversation also touched on the challenges of retaining employees and the need for leaders to trust their people. The discussion concluded with a light-hearted reference to the upcoming Super Bowl. Employee Retention and Economic Uncertainty Michael and Adam discussed the importance of retention in organizations. Michael emphasized the need for action beyond just caring for employees, and highlighted the role of trust, communication, and empowering employees to be their best. Adam shared a Gallup statistic indicating that the number of employees looking to leave their jobs is still high, suggesting that companies are not yet fully recovered from the Great Resignation. He also expressed his opinion that companies are still cautious about posting roles due to economic uncertainty. The conversation ended with a sense of anticipation for potential future challenges in employee retention. Hybrid Work Models and Employee Trust Adam and Michael discussed the challenges organizations face in determining their hybrid work model. They agreed that organizations must be clear and consistent in their messaging about whether they are in-office, remote, or hybrid. They also highlighted the importance of avoiding hypocrisy in leadership, as it can erode trust and create resentment among employees. Michael further emphasized the need for organizations to consider their employees' financial well-being, as financial stress can lead to high attrition rates. Adam concluded by stressing the importance of organizations figuring out who they are and being consistent in their approach to work models. Building Trust and Employee Growth Adam discussed the importance of trust in organizations, emphasizing that it cannot be forced but rather earned through traits like empathy, authenticity, and logic. He highlighted the significance of understanding employees' needs, such as income stability and growth, and validating their feelings. Adam also stressed the importance of promoting employees based on their readiness and development of necessary skills, rather than just granting raises or promotions. He concluded by emphasizing the need for leaders to invest in their employees' growth and future opportunities. Investing in Employee Development for Retention Adam and Michael discussed the importance of investing in employee development to improve retention rates. Adam emphasized that simply offering more money when requested is not a sustainable solution. Michael used the analogy of Christmas presents to illustrate how short-lived the satisfaction from a salary increase can be. They agreed that investing in employees' professional development, such as pairing them with mentors and working on projects, can lead to better prepared and skilled employees who are more likely to stay with the organization. Adam also shared his personal experience of having a successful team member who was offered a promotion elsewhere, but chose to stay due to the opportunities provided by the organization. Work Culture's Impact on Retention Adam and Michael discussed the importance of a supportive work culture and the impact it has on employee retention. Adam shared his personal experience of choosing to stay in a company he loves over a potentially lucrative offer elsewhere, emphasizing the value of a positive work environment. Michael echoed this sentiment, recalling his own experiences during the dot-com era and the importance of finding a company that offers growth opportunities. They concluded the conversation by discussing how to find more information about Adam's work and his company, The Tenacious Operator. Addressing Debt and Retention Challenges Adam and Michael discussed the challenges faced by many Americans due to high levels of debt and the subsequent impact on their quality of life. Michael highlighted the importance of retention in organizations, as poor retention can lead to a decline in product and service quality. They also discussed the difficulties faced by certain industries, such as grain elevators and health insurance underwriters, in attracting and retaining younger generations.

Cara Silletto - Reducing Turnover by Rethinking RetentionIs your team turnover causing disruption to your business? Are you thinking about why your staff might be leaving voluntarily? In this episode, Cara Silletto and I explore the myths around employee retention and share insights on reducing turnover by bridging generational gaps and enhancing communication. Discover how viewing your workforce through a fresh lens can change the way you retain talent and make your workplace more attractive.Listen to this new episode for strategies to make your organizational culture stickier and your leadership more responsive to upcoming trends in workforce management.About Cara: Workforce thought leader and keynote speaker Cara Silletto, MBA, CSP, works with organizations to reduce unnecessary employee turnover. Workforce Magazine in Chicago named Cara a “Game Changer” and Recruiter.com listed her in their “Top 10 Company Culture Experts to Watch.” She is also the author of the book, "Staying Power: Why Your Employees Leave & How to Keep Them Longer."If you have any questions about anything in this, or any of my podcasts, or have a suggestion for a topic or guest, please reach out directly to me at Alan@WeddingBusinessSolutions.com or visit my website Podcast.AlanBerg.com Please be sure to subscribe to this podcast and leave a review (thanks, it really does make a difference). If you want to get notifications of new episodes and upcoming workshops and webinars, you can sign up at www.ConnectWithAlanBerg.com  View the full transcript on Alan's site: https://alanberg.com/blog/Mon. Feb. 17th, Las Vegas, NV - Save $100 with this link: https://tinyurl.com/LVMini100Mon. Feb. 24th, Miami, FL - https://events.humanitix.com/nawp I'm Alan Berg. Thanks for listening. If you have any questions about this or if you'd like to suggest other topics for "The Wedding Business Solutions Podcast" please let me know. My email is Alan@WeddingBusinessSolutions.com. Look forward to seeing you on the next episode. Thanks. Listen to this and all episodes on Apple Podcast, YouTube or your favorite app/site: Apple Podcast: http://bit.ly/weddingbusinesssolutions YouTube: www.WeddingBusinessSolutionsPodcast.tv Spotify: https://spoti.fi/3sGsuB8 Stitcher: http://bit.ly/wbsstitcher Google Podcast: http://bit.ly/wbsgoogle iHeart Radio: https://ihr.fm/31C9Mic Pandora: http://bit.ly/wbspandora ©2025 Wedding Business Solutions LLC & AlanBerg.com

00:00 Introduction to Steve Cadigan and His Journey02:04 Discovering a Passion for HR and Recruiting05:40 The Human Element in Recruiting07:34 Leveraging Technology in Talent Acquisition10:37 Reimagining Recruiting for Future Needs12:42 Creating a Culture of Growth and Learning15:24 The Challenge of Experience vs. Potential17:14 Every Business as a Learning Environment19:52 Steve's Personal Journey to LinkedIn25:12 Understanding Employee Commitment and Retention27:04 Navigating Leadership and HR Dynamics29:58 Innovating Performance Management Practices36:41 The Impact of Remote Work on Feedback37:37 The Pros and Cons of Remote and Hybrid Work43:25 Shifting Expectations in the Workplace46:53 The Importance of Reflection and Work-Life Balance48:14 Reimagining Employee-Employer Relationships49:41 Magic Johnson: Lessons from a Keynote Experience53:01 Building Trust and Leadership at LinkedIn56:09 The Role of Education in Business Culture57:54 Embracing Change and the Future of Work01:01:00 Navigating Generational Differences in Leadership01:02:21 The Conversation on Artificial Intelligence01:04:24 Surrounding Yourself with Greatness01:06:14 Defining Success in a Complex World  

Want to offer better employee benefits but think your small business can't afford it? Think again! This episode breaks down creative ways to provide meaningful benefits that can help you attract and retain top talent - without breaking the bank. We'll show you how small businesses can actually have an advantage over big corporations when it comes to flexible benefits. Key Quote: "Building a strong benefits package isn't about matching big corporations dollar for dollar - it's about creating flexible solutions that meet your team's real needs." What You'll Learn: Why traditional retirement plans might not be the best fit for your team How to use Section 162 Bonus Plans to create flexible benefits Creative ways to structure benefits that serve both current and future needs Real examples of small businesses winning the talent war with smart benefit strategies Want to dive deeper into implementing these strategies? Get our free Bonus Plan Details and Implementation Guide at wealthwisdomfp.com/community. Join a community of business owners who are revolutionizing how small businesses approach benefits. Don't let limited resources stop you from building a competitive benefits package. Listen now to discover how to create benefits that actually work better for your team than traditional corporate offerings! 00:00 Introduction to Smart Employee Benefits 00:45 Welcome to Wealth Wisdom Financial Podcast 01:26 The Story of Jen: Struggling with Employee Retention 02:08 The Importance of Appreciation in Retention 03:42 Three Core Principles for Retaining Top Talent 03:58 Professional Development Opportunities 06:27 Building Meaningful Connections at Work 08:40 Showing Value to Your Team 10:34 Financial Recognition and Bonuses 13:16 Introducing the Section 162 Bonus Plan 16:39 Jen's Success Story and Final Thoughts 18:11 Join the Wealth Wisdom Financial Community 18:46 Conclusion and Call to Action   Watch on YouTube: https://youtu.be/R5_57qf7OlM  SmallBusiness #EmployeeBenefits #BusinessGrowth #TeamRetention

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/IFORABEShop-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/profitabilityUtilize the fastest and easiest way to look up and order parts and tires with PartsTech absolutely free.Click here to get started: https://geni.us/PartsTechTransform 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 In this episode, Lucas and David are joined by Jason Quillin, owner of Top Notch Auto. Jason discusses the challenges of managing a shop with two separate buildings, emphasizing the inefficiencies and added costs it brings. He also shares his journey from dealership technician to shop owner, highlighting the struggles with employee management and the importance of creating a cohesive team. They delve into the evolving automotive landscape, particularly the challenges with advanced driver-assistance systems (ADAS) and the reluctance of many shops to adapt to new technologies.If you're navigating the complexities of shop ownership or grappling with technological advancements in the industry, this episode is a must-listen for you!00:00 Old Dealership Dilemma10:09 Audi Calibration and Alignment Issues13:00 Entitled Mindset at Dealerships19:02 Insurance Claim Plan Discussion22:56 Progressive Salary Plan Negotiation30:50 Forklift Speed and Skill35:02 Perpetual Budget Inflation Cycle38:01 Revamping Vocational Education Focus45:50 "Turn Signal Communication Spy"51:29 Rural Ingenuity: Self-Reliant Rebuilding55:03 Opposition Silenced by Authorities01:00:32 "Young Farm Kid's Work Ethic"01:03:25 Self-Reliance in Modern Society

On this episode, Kortney Harmon dives into the transformative journey of Aaron Opalewski, CEO and founder of Spark Companies. We explore how Aaron, with his dynamic entrepreneurial spirit, has redefined the business model of his staffing and recruiting company, achieving impressive growth while remaining committed to creating opportunities for others. We discuss the strategic shift to a centralized model, the art of maintaining client relationships in a digital age, and the relentless pursuit of excellence that defines Spark Companies. Whether you're facing challenges or riding the wave of success, this episode offers insights into navigating the evolving landscape of the talent industry. Tune in for a conversation filled with valuable lessons and forward-thinking strategies, as Aaron shares his unique approach to leadership and business innovation.________________Follow Aaron on LinkedIn: LinkedIn | Aaron OpalewskiWant to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Do your employees have a clear path for growth within your agency? Do they feel supported, empowered, and fulfilled in their role? Today's featured guest shares insights from his journey transforming his agency team structure that resulted in thriving for the business, his team, and himself. After years of struggle, this agency CEO took ownership of his role and developed a strategic approach to employee motivation and development. By reimagining annual reviews and creating meaningful growth opportunities, he shifted from an environment of stagnation to one of continuous improvement. In this interview, learn the benefits of offering a clear path for growth within your agency, and how to improve your team's experience during annual reviews. He also shares how to get yourself out of sales — if that's something you want — and why you need to keep doing what you love. Warren Wilansky is the president and founder of Plank, a Montreal-based digital agency specializing in arts and culture, nonprofit, and higher education projects. He shares his agency ownership journey and discusses the challenges of navigating the early days of the agency, including the learning curve of running a business and the evolution of his role as a sole owner. In this episode, we'll discuss: The mindset shift that allowed for team retention and growth. Redefining employee reviews and how to have them review you. Maintaining purpose as your agency grows. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. A Traditional Story of Accidental Agency Ownership Warren's journey is a pretty traditional accidental agency owner story. Starting with a communications degree, he transitioned from freelance website design to founding an agency with two partners. However, the partnership proved unstable—one left after six months, and the other departed after five years, ultimately leaving Warren as the sole owner for years, until his first employee became his current partner. Initially, Warren viewed his agency more as a collaborative collective among friends rather than a structured business. This perception shifted dramatically when his second partner departed, forcing him to fully embrace his role as a CEO. For the first time, he recognized the need to take complete responsibility for every aspect of the agency. While continuing to engage in website design—his original passion—Warren realized that his most critical project was the company itself and its strategic development. A Mindset Shifts that Allows for Employee Retention and Growth As he navigated the early stages of his agency, Warren quickly recognized the importance of hiring people who could outshine him in their respective roles. For instance, the agency hired its first creative director once he discovered someone who was a better designer than he'd ever be. This realization marked a turning point in his business strategy. Instead of attempting to be the best at every task, Warren embraced the idea that the success of his agency depended on assembling a team of skilled professionals who could bring their expertise to the table. Another important milestone in his hiring structure was the introduction of director-level positions. Initially, Warren adopted a model where all team members were viewed as equals, believing this would promote collaboration and creativity. However, he soon realized that this lack of hierarchy left employees with limited opportunities for advancement. Without clear pathways to grow within the organization, talented individuals often felt stagnant, leading to disengagement and, ultimately, turnover. A structured hierarchy with a path for career progression allows individuals who excelled in their roles to take on new challenges and responsibilities. It also serves as a chance for team members to figure out whether they liked the feeling of running a company, fostering a sense of ownership and accountability among team members. Redefining Employee Reviews - and Having Them Review You Most employees have a love-hate relationship with the annual review. On the one hand, they fear the feedback but on the other they also await the meeting in order to discuss a raise. At Warren's agency, the team conducts annual and quarterly reviews for more regular check-ins. Although they're still called “reviews” at Warren's agency, Jason's advice is to change the term to something that doesn't evoke feelings of judgment and scrutiny, redefining this process by labeling it as a "coaching session." This emphasizes the supportive nature of the interaction, framing it as an opportunity for development rather than an evaluation of past performance. Overall, the biggest challenge is finding the right balance of positivity while still offering areas of improvement without demotivating employees in the process. As Warren points out, traditional reviews often begin with critiques, which can overshadow positive feedback. By reorienting the conversation to highlight accomplishments first, followed by constructive suggestions for improvement, employees are more likely to retain and act upon the feedback provided. In addition to reviewing your team, as a CEO or founder you should also want to know your areas of improvement. It can be hard getting that information out of employees, who might feel intimidated. A good framing to get the information you want is to ask "What do you want me to start doing?" "What do you want me to keep doing?" and "What do you want me to stop doing?" In this way, you will get provide enough context for valuable insights without putting your team in the awkward position of formally reviewing you. Agency Sales: Freeing the Founder & Empowering the Team As CEO, Warren's current role is mostly looking for ways to support his strategy team, tapping into his network to bring more opportunities for the agency, and being the face of the agency. The CEO is also the person who has all the relationships and all the stories that shape an agency's identity and are a great tool to converting a new client. Having all the stories can lead a CEO to believe no one could possibly replace them in sales, after all, only they have the necessary narratives to engage clients. However, then the agency would fall apart if the founder ever decided to retire. Instead, if you can share those stories with your team to use on different case scenarios, you will free up your time to focus on the agency's growth and empower your team to  share their own client success stories. In the end, are the stories from 10 or 20 years ago the only ones worth telling in your agency? For Warren, the stories being created today are just as important and even more so. Instead of romanticizing old stories, give your team the chance to use them to engage clients as they gain experience instead of just selling on features. Eventually, they'll have stories of their own and they will take full ownership of sales, which in turn will free you up as agency owner to dedicate to the business' growth. How to Maintain Purpose as Your Agency Grows As CEO you should do what you love and delegate or eliminate the things you don't. In Marc's case, he enjoys sales, which he views as relationship building rather than a transactional process. He advocates for founders to carefully distinguish between tasks they love and those they want to delegate. Completely removing yourself from sales can lead to professional dissatisfaction, so Marc recommends creating processes flexible enough to allow strategic involvement. While the team should be capable of handling most sales independently, founders can still contribute by joining initial or final calls to add depth and personal connection. Just be mindful of the things you hate doing and want to delegate and the things that really bring you joy and wish to keep doing. Only with that clarity you'll be able to prioritize and choose a path that won't kill your love of the work. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Brenda Johnson. She is the CEO of the Collaborative Training Company, an Atlanta-based management and professional services consulting firm founded in 2018. She has over 30 years of experience in the corporate and nonprofit sectors, serving in various management and senior leadership roles. Following a 15-year career as a licensed Civil Engineer, Brenda pivoted to the nonprofit sector where she focused on addressing social, racial, and economic injustice. As a former Regional Director of Year Up and former Manager Director of the OneTen Coalition, she worked to expand access to wealth-building opportunities for under-represented populations and historically excluded communities across the country. Brenda earned a Bachelor of Science in Civil Engineering from Purdue University and is a Certified Corporate Trainer, Certified Scrum Master, and alumna of the McKinsey Black Executive Leadership Program. A native of Indianapolis, Indiana, she has enjoyed the lovely weather and southern hospitality Atlanta offers for over 25 years. Company Description * The Collaborative Training Company (CTC) is a professional services consulting firm providing professional development and career readiness training. CTC supports human resources business units by designing and delivering customized workshops that increase employee retention - maximizing human capital investments. #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.