Podcasts about PTO

In this episode of the HVAC Know It All Podcast, Host Gary McCreadie talks with Josh Zolin, CEO of Windy City Equipment (WCE, Inc), Founder of Blue Is The New White, and Director Board of Directors in CFESA, about leadership, accountability, and building a strong culture in the trades. They discuss the difference between being nice and being kind, and how leaders can have hard conversations while still showing care and respect, in Part 2. Josh shares his approach to handling poor behavior, setting clear expectations, and knowing when to let someone go. Gary and Josh also explore flexibility, leverage, motivation, and why increasing your value through soft skills can create more opportunities. The episode highlights how strong leadership is built on communication, honesty, and the smart use of soft skills. Gary and Josh discuss leadership in the trades and how to handle tough situations with employees. They talk about the difference between being nice and being kind, and why hard conversations should be clear, direct, and rooted in care. Josh shares how setting expectations early helps hold people accountable and explains when it makes sense to let someone go, especially when trust is broken. The conversation also covers flexibility, time off, and how company culture can impact honesty and performance. They finish by exploring how building value through soft skills and personal growth can create leverage, motivation, and stronger teams. Expect to Learn: How to handle difficult employees while staying firm and kind at the same time. Why setting clear expectations early makes accountability easier later on. When it makes sense to give someone another chance and when it is time to let them go. How flexibility, time off policies, and culture impact honesty and performance. Why increasing your value through soft skills can create leverage, motivation, and stronger leadership. Episode Highlights:  [00:00] - Intro to Josh Zolin in Part 02 [00:57] - Being "kind" vs. being "nice" as a leader  [03:21] - The magic phrase: "You're better than this"  [05:31] - Debating the "Fire fast" philosophy  [08:13] - Red flags: trusting your gut instinct on new hires  [12:02] - Flexibility & leverage in the workplace  [14:30] - Josh's PTO policy & flexibility value  [18:00] - The power of soft skills in leadership  [21:42] - Wrap-up & guest contact information This Episode is Kindly Sponsored by: Cintas: https://www.cintas.com/ Cool Air Products: https://www.coolairproducts.net/ SupplyHouse: https://www.supplyhouse.com/tm Use promo code HKIA5 to get 5% off your first order at Supplyhouse!   Follow the Guest Josh Zolin on: LinkedIn: https://www.linkedin.com/in/joshzolin/   Windy City Equipment (WCE, Inc): https://www.linkedin.com/company/wcecommercial/   Blue Is The New White: https://www.linkedin.com/company/blue-is-the-new-white/   CFESA: https://www.linkedin.com/company/cfesa/  Website:  Windy City Equipment (WCE, Inc): https://wcecommercial.com/   Blue Is The New White: https://www.blueisthenewwhite.com/   CFESA: https://cfesa.com/  To learn more about Josh Zolin, BITNW Academy, or his podcast "Everything They Don't Tell You", visit https://joshzolin.com/    Follow the Host: LinkedIn: https://www.linkedin.com/in/gary-mccreadie-38217a77/  Website: https://www.hvacknowitall.com Facebook: https://www.facebook.com/people/HVAC-Know-It-All-2/61569643061429/   Instagram: https://www.instagram.com/hvacknowitall1/

If you're the one always delivering bad news, rejecting PTO requests, and handling every performance issue — even for people who don't directly report to you — there's a problem. Your managers are avoiding the hard conversations by passing the uncomfortable stuff up to you, which means you're stuck doing everyone's job instead of actually leading your business. This episode is about why difficult conversations keep landing on your desk, and how to shift that responsibility back to where it belongs: with your managers.Listen in to hear:Why copying someone else's leadership style makes you less effective in the moment.The three questions every manager should be able to answer without hesitation.Why PTO approvals are a capacity planning tool, not an admin task. What bottom-up accountability actually looks like in practtice.The real cost of managers who dodge difficult conversations.

This week 3 Beer Zach and JCB talk some wrestling with Bill enjoying some PTO. The 1 count is WWE. The road to WrestleMania has gotten bumpy as Bron Breakker is out with injury for the foreseeable future. LA Knight/Randy Orton win men's Elimination Chamber matches. Tiffany Stratton/Rhea Ripley win the women's Chamber matches. The boys discuss what they think is wrong with Giulia in WWE and Jade finally has another title match. The 2 count is AEW. Two title changes on Dynamite; one leading to intense stakes for Grand Slam Australia. FTR finds out who their next opponents are for the AEW tag titles. Swerve Strickland and Kenny Omega boil over to throwing hands. Roderick Strong leaving Orange Cassidy out to dry during a tag match and a wild Parking Lot match on Collision. The 3 count is a new segment from JCB; gotta listen to find out! NXT odds and ends to close the pod! Available on all audio podcast platforms. Listen Share Subscribe Repeat! Rate and review on Apple and Spotify! WWE AEW 33:22 Surprise 1:20:33

A Profit First Journey: Confessions of a First-Year Practice OwnerStarting a private practice can feel equal parts exciting and overwhelming—especially when it comes to money. In this episode of Therapy for Your Money, Julie sits down with Alex Antonucci, a first-year practice owner who isn't afraid to share the honest, behind-the-scenes reality of building a financially sustainable practice from the ground up.Alex opens up about student loan debt that rivaled the cost of his home, feeling unsure about retirement savings, and the mental load that comes with not quite knowing where your money stands. He also shares how implementing Profit First before opening his doors gave him clarity, confidence, and a financial system that now supports both his business and his life.If you're a solo practice owner—or dreaming about growing into a group practice—this conversation is a powerful reminder that you don't have to have it all figured out to start. You just need a system that helps you make clear, values-aligned decisions along the way.3 Things to Listen for in This EpisodeWhat it really feels like to start a practice with debt and uncertainty. Alex shares candidly about student loans, financial anxiety, and why he didn't want money stress to follow him into practice ownership.How Profit First reduced decision fatigue.  Instead of constantly wondering “Can I afford this?”, Alex explains how letting the numbers guide decisions freed up mental energy and reduced stress.Planning for growth before hiring. From building buffers to offering generous benefits like PTO and retirement contributions, Alex walks through how he's preparing to hire sustainably—without panic or guesswork.Resources & MentionsBilling Assistant Pro by Productive TherapistVirtual Assistant Support – Productive TherapistProfit First for Therapists (my book!)Profit First AcademyTherapy For Your Money websiteGreenOak Accounting - www.GreenOakAccounting.comTree Pittsburgh - non-profit mentioned by Alex Alex Antonucci, LPC's practice page - https://www.waxwingwellness.com/about Podcast, YouTube,  and Other Written Assets Produced by James Marland 

Während Nick in Köln mit den Karnevalswahnsinn genießt, kämpft Nils in Hamburg immer noch mit dem "Kälte-Schock" nach seiner Rückkehr von den Kanaren.Sportlich geht es diesmal ans Eingemachte: Nick hat beim Wiedereinstieg ins Krafttraining einen klassischen Anfängerfehler gemacht und kann kaum noch unfallfrei auf die Toilette gehen. Nils erklärt, wie man es besser macht und warum man manchmal auch mit Muskelkater Bestzeiten aufstellen kann. Das bestimmende Thema der Woche ist jedoch der Einstieg der PTO bei der Challenge Family. Was bedeutet das für die Rennlandschaft, die Preise und den Klassiker in Roth?Viel Spaß mit der Episode!

This week 3 Beer Zach and JCB talk some wrestling with Bill enjoying some PTO. The 1 count is WWE. The road to WrestleMania has gotten bumpy as Bron Breakker is out with injury for the foreseeable future. LA Knight/Randy Orton win men's Elimination Chamber matches. Tiffany Stratton/Rhea Ripley win the women's Chamber matches. The boys discuss what they think is wrong with Giulia in WWE and Jade finally has another title match. The 2 count is AEW. Two title changes on Dynamite; one leading to intense stakes for Grand Slam Australia. FTR finds out who their next opponents are for the AEW tag titles. Swerve Strickland and Kenny Omega boil over to throwing hands. Roderick Strong leaving Orange Cassidy out to dry during a tag match and a wild Parking Lot match on Collision. The 3 count is a new segment from JCB; gotta listen to find out! NXT odds and ends to close the pod!Available on all audio podcasts platforms. Listen Share Subscribe Repeat! Rate and review on Apple and Spotify!WWE AEW33:22 Surprise 1:20:33

This week 3 Beer Zach and JCB talk some wrestling with Bill enjoying some PTO. The 1 count is WWE. The road to WrestleMania has gotten bumpy as Bron Breakker is out with injury for the foreseeable future. LA Knight/Randy Orton win men's Elimination Chamber matches. Tiffany Stratton/Rhea Ripley win the women's Chamber matches. The boys discuss what they think is wrong with Giulia in WWE and Jade finally has another title match. The 2 count is AEW. Two title changes on Dynamite; one leading to intense stakes for Grand Slam Australia. FTR finds out who their next opponents are for the AEW tag titles. Swerve Strickland and Kenny Omega boil over into throwing hands. Roderick Strong leaving Orange Cassidy out to dry during a tag match and a wild Parking Lot match on Collision. The 3 count is a new segment from JCB; gotta listen to find out! NXT odds and ends to close the pod! Available on all audio podcast platforms. Listen Share Subscribe Repeat! Rate and review on Apple and Spotify!WWEAEW 33:22Surprise 1:20:33

This week 3 Beer Zach and JCB talk some wrestling with Bill enjoying some PTO. The 1 count is WWE. The road to WrestleMania has gotten bumpy as Bron Breakker is out with injury for the foreseeable future. LA Knight/Randy Orton win men's Elimination Chamber matches. Tiffany Stratton/Rhea Ripley win the women's Chamber matches. The boys discuss what they think is wrong with Giulia in WWE and Jade finally has another title match. The 2 count is AEW. Two title changes on Dynamite; one leading to intense stakes for Grand Slam Australia. FTR finds out who their next opponents are for the AEW tag titles. Swerve Strickland and Kenny Omega boil over to throwing hands. Roderick Strong leaving Orange Cassidy out to dry during a tag match and a wild Parking Lot match on Collision. The 3 count is a new segment from JCB; gotta listen to find out! NXT odds and ends to close the pod!Available on all audio podcasts platforms. Listen Share Subscribe Repeat! Rate and review on Apple and Spotify!WWE AEW33:22 Surprise 1:20:33

Während Nick in Köln mit den Karnevalswahnsinn genießt, kämpft Nils in Hamburg immer noch mit dem "Kälte-Schock" nach seiner Rückkehr von den Kanaren.Sportlich geht es diesmal ans Eingemachte: Nick hat beim Wiedereinstieg ins Krafttraining einen klassischen Anfängerfehler gemacht und kann kaum noch unfallfrei auf die Toilette gehen. Nils erklärt, wie man es besser macht und warum man manchmal auch mit Muskelkater Bestzeiten aufstellen kann. Das bestimmende Thema der Woche ist jedoch der Einstieg der PTO bei der Challenge Family. Was bedeutet das für die Rennlandschaft, die Preise und den Klassiker in Roth?Viel Spaß mit der Episode!

On today's show.... Would a Vday weekend be better than a Vday day? The most attractive colours on a woman There’s a new 6-7 dating trend? Have you heard of PTO for broken hearts?? Weird ways to get better zzzzzzz's Studies find that men sleep better beside a woman, BUT women sleep better beside ?

David C. Baker recently published a fascinating thought experiment about what he’d do if starting an agency from scratch today—and it’s packed with provocative ideas worth serious consideration. His article offers a comprehensive blueprint covering everything from organizational structure to compensation philosophy, and much of it aligns with how Chip and Gini think about building sustainable agencies. But the most interesting conversations happen when smart people disagree, which is why this episode focuses on the handful of points where Chip and Gini see things differently. Not because Baker’s ideas are bad, but because they expose the tension between aspirational agency management and the messy realities of running a business with real budgets, real people, and real client demands. In this episode, Chip and Gini tackle mandatory one-month sabbaticals for every employee, open-book finances published on your website, 360-degree reviews, and incentive compensation structures. They dig into why ideas that sound compelling in theory often create unintended consequences in practice—like how retention-based bonuses can fuel scope creep, or why forced sabbaticals don’t actually solve the single-point-of-failure problem they’re designed to address. The conversation reveals thoughtful nuance on both sides. Gini shares her brutal experience with anonymous feedback that backfired when presented poorly. Chip explains why he sees most performance measurement systems as “performance theater” while still advocating for more financial transparency with teams. They discuss the logistical nightmares of scheduling multiple month-long absences and why backup systems for unexpected departures matter more than planned time off. Throughout, they return to a central theme: what works brilliantly at one stage of growth can be completely wrong at another. The goal isn’t to declare Baker’s ideas right or wrong, but to test assumptions and recognize that even the most well-intentioned frameworks deserve scrutiny before implementation. Key takeaways Chip Griffin: “Really to deal with single points of failure, you need to be able to handle those unexpected absences, right? Someone has a family emergency, someone has a health issue. Those are the kinds of things that you wanna make sure you’ve handled.” Gini Dietrich: “When you’re constantly slacking or texting or calling while on vacation, and we don’t give you a response, it makes people angry. But what I’m trying to do is give you the time off because you deserve it and I want you to come back refreshed and ready to work.” Chip Griffin: “When you have incentive compensation, whether that is commissions or for hitting profit targets, the problem that you run into is people tend to focus on the thing that gets them the commission. It doesn’t mean that it’s good revenue. It doesn’t mean that it’s profitable.” Gini Dietrich: “I subscribe to give ongoing feedback. You get feedback consistently. And when we’re in a meeting and I see something that you did really great or I see something that could use some work, I tell you that immediately.” Turn Ideas Into Action Read Baker’s full article and identify your three favorites. Don’t just focus on the disagreements—pull out the ideas that resonate most with your vision for your agency and commit to implementing one of them this quarter. The value in thought experiments like this isn’t picking sides, but using them to clarify what you actually want to build. Spend 30 minutes reading, then schedule time to test one concept that genuinely excites you. Identify your true single points of failure. List every critical role in your agency, then honestly assess what would happen if that person disappeared tomorrow without warning. Focus on unexpected absences—not planned sabbaticals—because those expose the real vulnerabilities. For each critical role, document who could cover the basics for 1-2 weeks while you figure out a longer-term solution. This takes less than an hour and protects you better than mandatory vacation policies. Replace annual reviews with ongoing feedback. If you currently do annual or 360-degree reviews, shift to giving immediate feedback when you observe something—positive or negative. Make it a two-sentence conversation: “That client presentation was excellent because you anticipated their objections” or “When you miss that deadline without communication, it creates problems for the team.” Save annual conversations for compensation changes and goal-setting, not for dumping a year’s worth of stored-up feedback all at once. Resources David C. Baker’s article If I Started A New Firm, Now Related Starting your own agency Should you force employees to take time off? Setting your agency's PTO, vacation, and leave policies Employee compensation essentials for agencies View Transcript The following is a computer-generated transcript. Please listen to the audio to confirm accuracy. Chip Griffin: Hello, and welcome to another episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: And I’m Gini Dietrich. Chip Griffin: And Gini, we’re going back to a place that we’ve used for inspiration before. And no, I’m not talking about Reddit this time. Oh, I’m, I’m sorry. Dear listeners, this is not one of our Reddit episodes. Gini Dietrich: I, I’m always scared of the Reddit episodes. Chip Griffin: The Reddit episodes are always, they’re interesting. We’ll leave it at that. Gini Dietrich: Yeah. I saw one the other day that I was like, oh boy, okay. In the real world… Chip Griffin: Sometimes I just, I read those posts in the, in the agency subreddit, and I just, I wonder if, if they’re actual, real people posting about real stuff, because some of it just seems so insane that it just couldn’t be real. Gini Dietrich: Yes. And some of it is very junior level entitled frustrations who don’t understand how a business operates. And so some of it you’re just like, Ugh. Okay. Chip Griffin: Yep. But I mean, we were all once those people sort of a little bit Gini Dietrich: Fair, true. Chip Griffin: At one point in time. Gini Dietrich: Yes. So absolutely. Chip Griffin: But that is not what this episode is. We are going to use another source of inspiration for us that we’ve used in the past, and that is David C. Baker. And, in this case, he had a post in his newsletter recently about what he would do if he was starting his own agency today. And it’s a lengthy article that walks through all of the different choices, that he would make strategically and tactically for the business. And there’s a lot of good food for thought in there. It’s, mm-hmm. It’s probably gonna inspire a few additional episodes, down the road as we dig deeper into some of the specific topics there. But, one of the things that I did on LinkedIn was I broke out into four buckets, my perspective on it, and broke it into things that I agree with, things that I agreed to disagree with. It depends because, hey, that’s our motto here, so why not? It does depend. Yes. Yep. And then of course, food for thought. So, there are far too many points for us to cover in a reasonably length podcast episode. So. I figured why not be controversial? Let’s deal with the disagrees that I had on my list and, use that as our jumping off point. And we’ll of course include a link to the article in the show notes that you can go read the full article as well as additional context around what we’re gonna talk about today because there is a lot to, to explore here. Gini Dietrich: And I think the buckets that you, you broke it into are really good. And for the most part I agree with how you’ve compartmentalized them all. But there are some interesting ones on the agree to disagree bucket. So let’s, let’s do that. Let’s start there. Chip Griffin: Alright. Do you have, do you have one that you would like to start with or do you want me to just start calling ones out? Gini Dietrich: Let’s see. Yeah, there’s, well, yes I do. That we require one month annual sabbatical to eliminate single points of failure. Sounds lovely. I would also like a one month sabbatical every year. Chip Griffin: It’s as, as I understood the article, and it is possible, I misunderstood the intent in the article, but as I understood it, he was suggesting that every year, every employee. Gini Dietrich: Everyone. Yes. Chip Griffin: Had to take a full one month sabbatical. Gini Dietrich: Yes. That’s how I read it as well. Chip Griffin: That is, I mean, it’s a nice idea. I think it is highly impractical for most organizations. And look, I think the, stated intent here is truly a good one, which is to avoid those single points of failure, over reliance on any individual team member. Yeah. ’cause this is a giant problem for agencies, honestly, of most sizes until you get to be giant. But it is something that, that you need to be conscious of. I don’t know that you need a full one month sabbatical for every employee every year in order to get there. Gini Dietrich: Yeah, and I mean, truth be told, like if you’re designing in the agency of the future and you’re starting from scratch today, I don’t know how you do that. I mean, to your point, even in a large organization, I don’t know that how, you do that because it costs a lot of money. Not just resources and time, but it costs money to have people out. And so, you know, if you’re a, you’re an agency of three people or you’re an agency of 50 people, or you’re an agency of hundreds of people, it still costs money. And so requiring that I think is a bit too much. And also, I will say that as somebody who has an extraordinary flexible and generous paid time off plan. There are people who take advantage of those things and you have to adjust to that, unfortunately. And I just don’t think it’s realistic. I don’t think it’s something that you could actually do. I don’t think it’s something you could enforce. I think it would be extraordinarily stressful for the person and for their team, even though it might be nice in writing. I don’t think it’s, realistic in practice. Chip Griffin: Well, I, think you, I mean, you, have a number of logistical issues that come into play here in addition to everything else. And particularly because one of the other, tenants in there that I, disagreed with was, that you would require all employees to take four one week vacations. Over the course of the year. So now you’ve, essentially got all employees out for two out of 12 months. Gini Dietrich: Two outta 12 months. Yes. Chip Griffin: And, that is logistically challenging because how do you do this and make sure that you don’t have too much overlap because inevitably there are certain times where people are going to prefer to do this. I mean, absolutely. If you want to take a one month sabbatical, most people are probably gonna want to do that over the summer months. Yes. When perhaps, you know, family members have access to vacation or those sorts of things. Gini Dietrich: Yep. Chip Griffin: Or they may want it end of year around the holidays and those kinds of things. So you, have collisions between people wanting the same time. If, they, can’t get what they want now, they may be frustrated that I gotta, you know, I have to take off a month in February. What good is that gonna do me? I mean, it’s cold, it’s snowy outside. My family can’t take the time off. My significant other won’t go. Like, Gini Dietrich: yeah, Chip Griffin: so what am I just gonna sit around in my house all day for the month. so I think there are some logistical challenges. So I guess what I, this is one of those ones where I’d say the ideal is nice. I’m not sure that it is practical to implement in the vast majority of firms. I would encourage instead that owners look and try to identify single points of failure and make sure that you have backups. Yes, yes. And frankly, those are important, whether you have someone taking a month off or a week off. And my view is that every employee should have a backup who can at least do the, minimum required for that role while they’re out. Particularly if they’re out suddenly, right? Because being able to plan for it. You’ve got a sabbatical, it’s on the calendar, six months ahead of time. You can get some stuff done early, you can push off some deadlines. There’s a lot of things you can do, but really to deal with single points of failure, you need to be able to handle those unexpected absences, right? Someone has a family emergency, someone has a health issue. Gini Dietrich: Yep. Chip Griffin: Someone gets an opportunity to go on a game show, I don’t know, whatever it is, that takes them away suddenly. Those are the kinds of things that you wanna make sure you’ve, handled, with single points of failure. So. Nice idea. I just, I, don’t think it’s practical for most firms. Gini Dietrich: Yeah. And the other thing I’ll say on the single point of failure piece is one of the things that I experience as an agency owner quite often is that my certain members of my team will take time off, but they can’t… They can’t allow themselves to take time off. So they’re constantly checking in and they’re constantly asking for updates and they’re constantly, and so one of the things I do with them is. You know, ensure A, that you have some backup, and B, that when you’re asking for updates or you’re constantly slacking or texting or calling, that we don’t, we don’t give you a response. And, it makes people angry. But what I’m trying to do is A, give you the time off because you deserve it and, I want you to come back refreshed and ready to work. And B, well, I’ll say C. Actually there’s three, three things, B there, nothing’s going to burn down while one person is out because we have backup and we do have places where there is not a single point of entry. And lastly, it’s really demeaning to your team, like it’s demeaning. And even me as the owner sometimes I’m like, well, don’t you trust me to fall to take care of your clients while you’re gone? Like, come on, seriously. Right. That’s how it makes you feel. So I would say that it’s important from a single point of entry perspective as well to ensure that on the opposite side, that the team feels comfortable taking time off, that they don’t feel angst about taking the time off, that they can take the time off, and that the team behind them is, feels empowered and ready and trusted to do the work. Chip Griffin: Spot on. Alright, well there’s, there’s a lot on this list. So let’s move on to, to something different. How about we talk about open book finances, because this is, one that, I, will say that I disagree with an asterisk. So I, what he’s advocating in his piece is open book finances, including public disclosure of finances on the agency’s website. Gini Dietrich: Nope. Chip Griffin: So, and in general, I am not a fan of full open book either internal or external. Gini Dietrich: Nope. Chip Griffin: However, I do believe that most agency owners would be better off being more transparent than they currently are with their teams. That doesn’t mean being complete open book, but it does mean at a minimum, sharing with them more specifically the trends that are going on with the agency. You know, Even if you take actual numbers out, I like to show charts that show the directionality of revenue, the directionality of expenses. You know, so that you can kind of see those mapped up against each other so that as an employee, you start to understand more about the fundamentals of the business. Gini Dietrich: Yep. Chip Griffin: And it starts to make you less surprised when you’re seeing growth and less surprised when you’re seeing, you know, a narrowing of the gap, say, between revenue and expenses. So therefore, profit is shrinking. I, think that there does need to be more communication about that with, as I always say, education. You can never provide numbers, whether that’s percentages or charts or actual numbers to your team without helping them to understand the economics of the business. Because otherwise you’re just giving them numbers that they will interpret however they want. But I do think the smarter you make your team about these things, the better they can help to manage project budgets, the better and more realistic they can be about compensation and bonuses. All of these things, information helps, but not in my view all the way to full open books, either internal and certainly not external. No, definitely not. I don’t see enough upside doing it external. Gini Dietrich: Definitely. I, can’t imagine doing it externally because all that does is open up the, an invitation for your clients to say, well, you don’t really need to be that profitable, so let’s, take some, let’s take a percentage off like the No, no, no, no, no. And I also think, if I read it correct, his article correctly, he was advocating for open book on everyone’s salaries too. And no, I mean, we do salary bands, but you, do not know exactly how much every person makes. That’s not, that does not contribute to any sort of morale building inside a culture. Absolutely not. Chip Griffin: Yeah. I mean, the only thing I will say to that is that, I, agree with you. However, the reality is that most people have a pretty good idea of what everybody else in the business except the owner is making anyway. And perhaps other select senior level people depending on, how your organization is structured. But pretty much all the juniors know what all every other junior makes. They all talk. Gini Dietrich: Well, and that’s why we have salary bands ’cause everybody pretty much makes the same Chip Griffin: right Gini Dietrich: amount. Right? Like they all make the same, but I’m still not publishing it. Chip Griffin: Exactly. And salary bands, you know, protect you. On that. And so, I mean, you could make the, case as long as you have tight salary bans. Gini Dietrich: Yep. Chip Griffin: Disclosure actually isn’t a problem. But you know, I don’t, I think as long as you have salary bands, you don’t need that. Obviously a lot of states are in here in the US are now requiring more disclosure around salary bands and that kind of stuff. So, you know, we’re headed there as an industry one way or the other. but I do think that salary bands are probably sufficient and, we don’t need to share actual salaries with team members. Gini Dietrich: Yeah, I totally agree with that. Chip Griffin: You know, that said, I will say that all of your employees think you make far more than you do. We’ve talked about this before, so there may actually be an upside for, most owners to share what their actual take home is because Gini Dietrich: that like 10 people actually make more than I do. Chip Griffin: Yeah. Yeah. I mean, I know a lot of agencies where the owner is making less than team members. Gini Dietrich: Yes. Chip Griffin: Which is wild to me, but. Gini Dietrich: There’s also the upside on that though, if, you’re profitable and you make enough money at the end of the year, you get, you get that. But yes, from a salary perspective. Chip Griffin: Right, right. Alright, how about, 360s? My, one of my pet peeves. I consider it performance theater. I think most KPIs and OKRs and all these things, I think it’s all performance theater. I think it has very little to do with what actual performance outcomes you get from your team. But, 360s, you know, they’ve been popular for a couple of decades now. I don’t understand them. You know, I’ve been in organizations that, have done them. I will confess that, that, you know, at various points in time, my own businesses have experimented with them, and most of the feedback that you get from them is borderline worthless. Because most of it falls into the category of nobody wants to say anything really bad about anything else, it’s, you know, at worst it’s lukewarm. But then of course, you always get the random ones who just, they have an ax to grind Gini Dietrich: Yep. Chip Griffin: And they’re gonna use the 360 Yep. As their way to grind an ax against a colleague. Yep. Or, or another department. Yep. Or whatever. Gini Dietrich: Yep. Chip Griffin: And I, I’ve yet to see any, that actually helps to provide good feedback from the employees to the owner themselves. That’s just, I mean, you can tell people it’s anonymous. You can use an outside advisor to organize it, but people are not gonna put in writing. Even if they think it’s anonymous, any perspective about the owner, it just, it doesn’t happen in, the real world. Gini Dietrich: Yeah. I agree with you. The only time I’ve, and it this happened to me, the only time I’ve seen it be effective is I, early in my agency life, business life, I hired somebody externally to do interviews. It was all anonymous, it was all verbal, nothing was recorded, and people were absolutely brutal. And the way he presented it to me made me so defensive that I couldn’t take even the kernels of feedback that I needed to hear. And there was some in there, but it was so brutal. And he, the way, and he presented it, I, in retrospect, I think he embellished some of it to make me, I, to make it like more jarring and alarming. Because he thought that that would make me wake up and pay attention. And in fact, it had the opposite effect. It was not, not good at all. And then I didn’t feel good about the people I had hired. Because it was, it was brutal. So I agree that, they’re not great. I subscribe to the give feedback, ongoing feedback. And so I don’t do annual reviews, I don’t do 360 reviews. You get feedback consistently. And when we’re in a meeting and I see something that you did really great or I see something that could use some work, I tell you that immediately. When I’m trying, when I want to coach you on something, I do that immediately and I ask my team to do the same with their team. So there’s, we have the ongoing feedback and then the annual review, quote unquote, is, Hey. We met our goals, we did really, really well. Here’s a raise, or you know what? This year was shitty and it sucked. You did your part in trying to make it better. I’m gonna give you a cost of living raise or whatever it happens to be, right? But it’s not a, here’s all the shitty things that your clients say, and here’s all the shitty things that your colleagues say and more about, I, you already know that you’re doing a great job in these areas. You already know that these are areas that need to be worked on, and we just continue to move forward. Chip Griffin: Yeah, I mean, I’ll say from, an owner trying to get, you know, feedback and perspective from the team there. You know, you, I wouldn’t do it through a, you know, a normal 360 review process, but you know, what, you’ve described part of it, I think the, whoever you hired got it right in having, you know, very anonymous conversations with team members. And I think that bringing an outside advisor who has those kinds of conversations, nothing in writing, it’s just it, you know, it’s dialogue back and forth. I do those for my clients from time to time. I’ll be honest, I, you know, I would say it’s maybe 50/50 whether I feel like I’m truly getting candid feedback. Gini Dietrich: Sure. Chip Griffin: from the team members, because usually I don’t have any prior relationship with them, so they don’t know whether they truly can trust me or not. But you know, it’s, I mean, even 50% in most cases is enough to start, you know, pulling some common threads. But the whole, the way you use that information as an outside advisor, the way you present that. Matters a lot. And so you need to really understand how is it gonna land best with the owner that has hired you. And is that by being blunt, is that by sort of internalizing the knowledge and sometimes I’ll just use it in my ongoing conversations to try to steer things. Yes. To address some of that feedback. Sure. Without even explicitly saying, well, Gini Dietrich: yes, Chip Griffin: you know, the whole team said you’re very bad at X, Y, and Z. Gini Dietrich: Brutal. Chip Griffin: But instead, try to find other ways Yes. To, achieve the same outcome, because then the team starts to feel like it was useful to talk with me, and the owner then starts to feel good about the way the team starts to pull together and all that kind of stuff. But it, is, delicate and, I would say that, you know, the, typical 360 process where it tends to be, you know, written survey feedback form type things, I, just, I think that’s, it’s very difficult to see that working in most cases and in my own experience, it has rarely worked out, the way people would like it to. Gini Dietrich: Yeah, totally agree. Chip Griffin: All right. let’s see. We have time probably for at least one more, or maybe just one more here from the list. I don’t know if there’s something that, that jumps out at you that you would like to have, covered. Gini Dietrich: Let me look, let me look. Uh, maybe we can mush board of advisors and direct access to CEO together. Chip Griffin: Sure. Although they’re, well no, because the direct access to CEO is the CEO of the client. Gini Dietrich: Oh, oh, got it, got it, got it. Chip Griffin: So they, they are, they are separate issues. Got it. But I, mean, I think either, either board of advisors, the other one I would throw out there is a possible one is the, tying all, employee comp to have an incentive component. Oh, yeah. I, think either one of those would be good. So I’ll let you pick between board of advisors or employee comp. Gini Dietrich: Employee comp. Chip Griffin: So, this is, this is one of my pet peeves. And I’m sure that David doesn’t know this, and, if he did that… Gini Dietrich: Ha! He wrote it just because he knew it was your pet peeve. Chip Griffin: But, but his argument was that every employee should have at least some of their compensation effectively at risk as part of a, an incentive compensation plan. And I hate this idea. I hate formulaic, incentive-based compensation for virtually all employees. And I’ll be controversial here, it doesn’t really apply to most agencies, but I don’t think it should apply to most sales reps either. Because I think that when you have incentive compensation, whether that is commissions or for hitting profit targets or you know, other things, the problem that you run into is people tend to the extent that they pay attention to it at all. Right? So. You’ve got a couple of risks here. One is that you’re paying people for things they don’t even care about. Right? Right. You know, I mean, I’ve had sales reps they were gonna sell or not sell, and it had nothing to do with the commission they were getting. Gini Dietrich: Fair. Chip Griffin: Now that’s rare. Most sales reps are incented by their commission and, so they will try harder to get it, but what are they doing? They’re, focused on the thing that gets them the commission, which is the actual signature on the contract and the revenue. It doesn’t mean that it’s good revenue. It doesn’t mean that it’s profitable. It doesn’t mean that it’s a good client. It doesn’t mean you can get results for them. It doesn’t mean any of those things. And you’re now creating tension because if you have more than one sales rep, nobody wants to help each other because then they gotta split the commission. And so, but this goes beyond, you know, sales and other ways of doing incentive compensation. You still have, it’s very difficult to craft a plan. Gini Dietrich: Yeah. Chip Griffin: That doesn’t have unintended consequences. Yeah. And particularly when you’re outside of the sales realm, my experience is that most employees are not truly motivated to hit specific targets for their incentive comp. They’re either gonna do a good job or they’re not. And it has nothing to do with you saying if you hit this target, you’ll get a little bit extra. But to the extent that it is, it does have those unintended consequences because now they’re fixated on, I mean, let’s say it’s client retention. So now what if, if you’ve got a client retention target and if you have a client retention over 85%, you get a bonus. Sounds great. Right? Because we’re, retaining clients. Except that what are we doing to retain those clients? Right? Oftentimes that means we’re going to go way down the, rabbit hole of scope creep. Yep. And, we’re just gonna be giving them all sorts of freebies to keep them around. And so those are the things we need to think about. And it’s, why in general, I’m opposed to all forms of incentive comp. Gini Dietrich: Yeah, I agree with you. I mean, one of the things that we do do is we say you can earn up to a certain percentage of your salary in bonus. It’s the end of year bonus. And here are the, gates, like revenue, profitability, all the things. But most of it is not reliant on the individual. Most of it’s reliant on the company as a whole. And so we all have to work together to achieve those goals. And then they sort of know like, okay, well this, this is where we are, so I’m gonna make 90% of that percentage or whatever it happens to be. So they are they are clear about those kinds of things and they tend, because of that, they tend to ask… They tend to be more engaged and ask more strategic questions about work, and they’re more thoughtful about it. But to your point, we don’t reward scope creep. We don’t reward, you know, keeping a client longer than we should. Those kinds of things. Those, like, we take those pieces out. So we, do it based on, we don’t do it commission or incentive based, but we do do it based on a certain percentage of your salary if we meet certain objectives as an organization. Chip Griffin: I mean, that’s better, but I’ll be honest, I still don’t like it. Gini Dietrich: Yeah. It works for us. It’s highly motivating for us. Chip Griffin: And that’s, the thing. I mean, the, as we say at the end of every, episode, it depends. So even these things where Gini Dietrich: mm-hmm. Chip Griffin: You know, we may disagree, you know, where David has different ideas than we do, that doesn’t mean that, that none of them can work in your agency. Right. and I think that it’s, that’s a point that, that he made in a LinkedIn conversation that, that we had, recently as well. You know, some of these may be good ideas, some of them may be bad ideas. Some of them may be good ideas, but you know, wrong place, wrong time or wrong agency, wrong time. And, some of these ideas are good at different stages of the lifecycle of even your own agency. So something that works when you have two employees may not work when you have 20 or 200. Right. And so, you know, I just, I, love articles like this though, because it gives you that food for thought. It makes you think, it makes you, you know, to test your assumptions. You know that I’m a huge, advocate of curiosity generally. And so, you know, making you think about things is helpful. And so hopefully we’ve made you think just as David made us think. And, so we, appreciate that and, we hope that we’ve given you those insights here that may help you think through decisions for your own agency. And of course, you know, check out the full article for many, many more ideas beyond what we were able to cover today. Gini Dietrich: Yeah, absolutely. It was a really good, really good article. Chip Griffin: Absolutely. So thank you all for joining us. That will conclude this episode of the Agency Leadership Podcast. I’m Chip Griffin. Gini Dietrich: I’m Gini Dietrich, Chip Griffin: and it depends.

Challenge Family's wedstrijden worden onderdeel van PTO's Triathlon World Tour, Supertri gooit haar eigen format volledig om: er gebeurt héél veel in de triathlonwereld. Hoe kijken Hans en Tim naar al deze ontwikkelingen? Daarnaast kijken we onder andere naar de mogelijkheid dat Jelle Geens het WK IM 70.3 én WK op Kona wint en dromen we zelfs van een NL-BE battle op het vulkanische eiland.

Brian Bates and his wife Anne run Bear Creek Organic Farm in Petoskey, Michigan. A little over a decade after starting their farm, they are grossing over $1.5 million from their on-farm store- which is surprising considering that before COVID, their farm was mostly wholesale, whereas now most of their sales come from on-farm retail. In retrospect, it's easy to think the last decade was an uninterrupted period of growth; however in this interview, we'll talk about the bumps along the way and how they overcame them. We also talk about the big pivot that changed their farm from wholesale to retail, how they have used smart borrowing over the years to grow their business, and how they farm year-round and take direction from their customers to make sure they're providing what their customers want. Connect With Guest:Website: bearcreekorganicfarm.comInstagram: @bearcreekorganicfarm Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: Farmhand is the virtual assistant built for farmers—helping CSAs scale sales, run error-free fulfillment, and deliver 5-star service. Whether you're at 100 members or 1,000, Farmhand helps you grow without burning out. You've heard us—and our farmers—right here on the Growing for Market Podcast. Explore more stories and learn more at farmhand.partners/gfm. Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com. There are a lot of farm sales platforms out there, but there's only one that's cooperatively owned by farmers. That's GrownBy — your all-in-one solution to simplify farm sales. GrownBy makes online farm sales easy and affordable; setting up your shop is free, and you only pay when you sell. Join over 900 farms who have already signed up for GrownBy, at grownby.com. Nifty Hoops builds complete gothic high tunnels that are easy to install and built to last.  Their bolt-together construction makes setup straightforward and efficient, whether it's a small backyard hoophouse, or a dozen large production-scale high tunnels- especially through their community build option, where professional builders work alongside your crew, family, or neighbors to build each structure -- usually in a single day. Visit niftyhoops.com to learn more. This episode is brought to you by Tend, the all-in-one, AI-powered farm management platform trusted by modern growers. Tend helps you cut through the busywork, so you can focus on growing and selling what matters. With Tend, you can plan your crops, assign and track tasks, manage inventory, and handle your sales and accounting, all in one smart, easy-to-use platform. Whether you run a 1-acre farm or manage a large operation, Tend adapts to your scale and style, supporting everything from manual labor to fully mechanized workflows. Try it for free at Tend.com, no credit card required. BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial 

Our 2026 travel plan blends status goals, certificate plays, and a careful move toward cash back so we can travel better now and fund freedom later. Along the way we test gold reselling, protect 5/24, and hold out for premium flights that fit a family of five.• shifting from constant new cards to maximizing existing spend• step-by-step approach to buying and reselling gold with guardrails• Hilton Aspire to Surpass downgrade path for four free nights• prioritizing Hyatt Globalist for suites and breakfast value• trip plans for Thailand, London and Scotland, Switzerland plus Italy• strategy for holding out for business class returns• moving to shorter trips to save PTO and add flexibility• staying under 5/24 and timing future applications• adding cash back via business cards and bank bonuses• using Schwab or Morgan Stanley Platinum to cash out MR at 1.1 cpp• FIRE mindset and key takeaways from Die With ZeroSend us your gold reselling tips and questions on Instagram at travel party five

Believe it or not, a substitute teacher got verbally humbled by a fourth grader… and the class never let it go.   Did you get your tickets yet? The New Tour "Is it Friday Yet" dates in 2026 are available NOW!  Don't miss out on the Bored Teachers Comedy Tour coming to a city near you! Tickets going fast: https://bit.ly/TODBTCT    PLUS book your hosts for a speaking event at your school: https://teacherspeakers.com/    Check out our MERCH! https://shop.boredteachers.com    Subscribe to our newsletter: https://www.beacons.ai/teachersoffdutypod   Send us a voice message: https://bit.ly/3UPAT5a    Listen to the podcast anywhere you stream your favorite shows:  Spotify: https://open.spotify.com/show/3hHNybdOJb7BOwe0eNE7z6?si=840ced6459274f98  Apple: https://podcasts.apple.com/us/podcast/teachers-off-duty/id1602160612  _________________________________   Teachers get your perks!! This episode is brought to you by:    Mint Mobile | Go to MintMobile.com/TOD for a limited time get unlimited premium wireless for just $15 per month TODAY!   Better Help | Go to BetterHelp.com/TOD  Sign Up TODAY and get 10% OFF   Marley Spoon | Go to MarleySpoon.com/offer/TOD for 45% OFF your first order and FREE delivery   Q Bar | TEXT TOD to 64000 and GET 20% OFF ALL PRODUCTS TODAY! _________________________________ Get ready for Teachers Off Duty, the crew starts off with pure chaos: airport connections that feel like a survival game, Dallas airport train panic, and the kind of "murder hotel" layover story that makes you want to sleep standing up. Then it spirals into the modern annoyances nobody asked for, like updating your iPhone and suddenly every app decides it needs to re-download like it's starting a brand-new life. From there, the conversation turns into a full-on roast session about getting older: random injuries, gray chin hairs, knees that file complaints the second you try to play Barbies, and the very real realization that your body is disrespectful on purpose. But the main event is the episode's theme: substitute teaching. The hosts break down the different types of subs (drill sergeant, timid, overly-friendly, retired teacher legend), the schools subs learn to avoid, and why a good sub should be treated like VIP because the entire system depends on them. And yes, there's an unforgettable story about a fourth grader delivering a roast so brutal it belongs on the comedy tour. They also get real about teacher stress, using PTO without guilt, lesson plans that nobody actually follows, and why education has become so overwhelming that even "a normal day" can feel like chaos.  TIME STAMPS 0:00 – When Students Come Back With No Consequences 5:42 – Promoting the "Is It Friday Yet?" Comedy Tour 11:25 – Sunday Teacher Sweepstakes + Teacher Speakers 17:07 – The Reality of Substitute Teaching 22:49 – "I Subbed for 24 Hours and Quit" 28:32 – Why Fourth Grade Is Built Different 34:14 – When a Student Roasts the Substitute 39:57 – Schools Every Sub Refuses to Return To 45:39 – The Different Types of Substitute Teachers 51:21 – Lesson Plans, Burnout, and Teacher Shortages 57:04 – Internet Chaos, Kool-Aid Memories, and Teacher Life 1:02:46 – Final Thoughts + Follow the Podcast Listen now & don't forget to subscribe!  Follow your hosts:  Briana Richardson @HonestTeacherVibes  Jessica Hawk @MyTeacherFace Albraden Hills @atxhills Follow us on all platforms @TeachersOffDutyPodcast To advertise on the show, contact sales@advertisecast.com or visit https://advertising.libsyn.com/TeachersOffDuty _________________________________ Teachers Off Duty - A Bored Teachers©️ Podcast

Leaves of absence are complicated, highly regulated, and often misunderstood in dental practices. In this episode, Kirk Behrendt sits down with Alan Twigg, HR expert at Ben Erickson Administrative Services, to explain how leaves of absence actually work, why documentation matters, and how dentists can protect their practices while treating team members fairly. You'll learn how to identify protected leave, handle medical and mental health requests, manage return-to-work issues, and avoid common mistakes that lead to liability. Listen to Episode 1004 of The Best Practices Show!Main TakeawaysA leave of absence typically applies when an employee will be out for more than one week and may trigger state or federal protections.The reason for the leave determines which laws apply, so employers must clearly document whether the leave is due to pregnancy, medical conditions, mental health, or family care.Mental health conditions are medical conditions and may qualify for protected leave under disability laws.Every leave of absence should have a documented start date and an estimated return date to prevent confusion and legal risk.Medical certifications and job descriptions are essential tools for determining work restrictions and accommodations.Most leaves of absence are unpaid, but accrued PTO is usually used at the beginning of the leave as wage replacement.Employees on protected leave generally must be reinstated to the same role, pay, and hours unless the position is legitimately eliminated.Snippets00:39 What qualifies as a leave of absence versus regular sick time.02:06 Why state and federal leave laws vary by location and practice size.04:18 Mental health as a protected medical condition.07:38 Pregnancy and disability protections explained.10:40 Why every leave needs a defined return date.13:27 Risks of replacing an employee on protected leave.14:21 Medical certification and job descriptions.17:38 Accommodations and undue hardship.19:29 Health insurance and benefits during leave.20:55 Using accrued PTO during a leave of absence.24:27 Medical release and return-to-work requirements.27:33 When a leave of absence is not legally protected.30:40 Documentation tips to protect the practice.Guest Bio/Guest ResourcesAlan Twigg is an HR specialist with Ben Erickson Administrative...

Outspoken discusses a new survey that says employees would rather have more PTO from their job than a cash bonus. They also discuss a new video shared by Savannah Guthrie where she and her siblings plead with their mother's kidnapper to reach out to them.

In this episode, host Mike Opperman sits down with Ashley Nadeau, senior loss control consultant at Agri‑Services Agency, to chat about the big risk areas on a dairy – from machinery and PTO entanglements to confined spaces, parlor hazards, chemicals and animal handling injuries — and discuss why complacency can be a farm's biggest threat. This episode is sponsored by Agri‑Services Agency. Agri-Services Agency (ASA) specializes in providing customized insurance solutions for dairy farmers, ranchers and agribusinesses. Insurance offerings include health, dental, vision, life insurance, workers' compensation, and property and casualty insurance. ASA is committed to helping you access comprehensive insurance coverage at a price that fits your budget. 24/7 customer service center: 1-877-466-9089 Website: https://agri-servicesagency.com/

When employees hear “employee benefits,” they might think of healthcare, perks, wellness programs, PTO, 401(k) plans or disability coverage. But when HR professionals hear “employee benefits,” they're likely thinking about cost management, compensation strategies, open enrollment, and—most importantly—compliance. Compliance is a cornerstone of today's insurance landscape. With that in mind, let's dive into your February 2026 breakdown of Compliance in Minutes.

Luke Sheldrick and his partner Dana run Terramor Farm in Burnstown, Ontario, about an hour west of Ottawa. After a decade of growing vegetables and cut flowers for a CSA, local restaurants and retail as well as farmers markets, Luke uses a number of systems to plan out the farm year and keep the plan on track through the haze of the season. In addition to hearing about the farm, we'll discuss how this all comes together to plan crops, keep in touch with customers and keep track of employees.Luke is also a partner with the Market Gardener Institute, where he serves as a community expert in the Masterclass and teaches the Crop Plan Accelerator program. We also talk about Luke's three different bed preparation protocols including no-till, minimal-till and mow-till. So listen to this episode for tips on selling to restaurants, how to find the sweet spot between over-and-under diversification in markets and crops, plus market cards vs a traditional CSA and more.Connect With Guest:Website: terramorfarm.comInstagram: @terramorfarm Podcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: Seven Springs Farm Supply is a farm-based supply company focused on serving market gardeners and has been in business for 35 years. Our catalog includes a comprehensive selection of approved-for-organic fertilizers, pest & disease controls, growing mixes, cover crop seed, and more. We offer custom fertilizer blending and seasonal cooperative purchasing opportunities, and our experienced team is ready to help guide you to the best solution for your farm's needs. Request a free paper catalog and learn more at sevenspringsfarmsupply.com or give us a call at (540) 651-3228.  BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Farmhand is the virtual assistant built for farmers—helping CSAs scale sales, run error-free fulfillment, and deliver 5-star service. Whether you're at 100 members or 1,000, Farmhand helps you grow without burning out. You've heard us—and our farmers—right here on the Growing for Market Podcast. Explore more stories and learn more at farmhand.partners/gfm. Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com Nifty Hoops builds complete gothic high tunnels that are easy to install and built to last.  Their bolt-together construction makes setup straightforward and efficient, whether it's a small backyard hoophouse, or a dozen large production-scale high tunnels- especially through their community build option, where professional builders work alongside your crew, family, or neighbors to build each structure -- usually in a single day. Visit niftyhoops.com to learn more. There are a lot of farm sales platforms out there, but there's only one that's cooperatively owned by farmers. That's GrownBy — your all-in-one solution to simplify farm sales. GrownBy makes online farm sales easy and affordable; setting up your shop is free, and you only pay when you sell. Join over 900 farms who have already signed up for GrownBy, at grownby.com. This episode is brought to you by Tend, the all-in-one, AI-powered farm management platform trusted by modern growers. Tend helps you cut through the busywork, so you can focus on growing and selling what matters. With Tend, you can plan your crops, assign and track tasks, manage inventory, and handle your sales and accounting, all in one smart, easy-to-use platform. Whether you run a 1-acre farm or manage a large operation, Tend adapts to your scale and style, supporting everything from manual labor to fully mechanized workflows. Try it for free at Tend.com, no credit card required. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

New research shows offering more PTO time to employees increases their chances of staying with the company. We talked more about this with career strategist, Julie Bauke.For the original article: https://www.hrdive.com/news/how-much-pto-is-normal/810897/

We are back from PTO and boy do we have a ton to discuss! From a political hit the likes we haven't seen in ages to a phenomenal conspiracy theory on the last stops of a legend AND what a new elite acquisition means for AEW, Final Wrestling Place may have it all. Plus, your voicemails and a lean 15 minutes on Triple H's role in the Attitude Era. Spoiler alert, not good. Thank you so much for joining us again this week for Final Wrestling Place #338. Whether you found us on Spotify, Apple Podcasts, YouTube or through the Soon To Be Named Network we are glad you're with us. Go to the Final Wrestling Place Linktree to see where you can find us and follow us across the board, including Patreon! Leave us a voicemail or send us a text at any time! 757-354-3070! Support Jeff Cannonball and his family on his fight with ALS - https://www.gofundme.com/f/rgs2d8 Get your Soon To Be Named Network merch thanks to TeePublic! Check out our designs at here! - https://www.teepublic.com/user/longboxheroes

James Elvery is one half of the team behind Race Ranger, the biking draft zone innovation shaking up racing and bringing tech into the notoriously murky waters of draft monitoring.From PTO to Para Triathlon, Ironman to Paris 2024, the three-light system has helped clarify racing for athletes, officials and organising and Race Ranger now has set its sights and lights on an Age Group race near you. Eight years on from the first conversations with World Triathlon and at the centre of a major shift of Ironman rules into line with PTO, James Elvery reveals the labour of love and endless hours that have brought his vision into reality.

Cette semaine au Coin du Geek, on se penche sur deux études qui recencent les meilleures stratégies de pacing pour les Ultra-marathon.  

Nels farms corn and soybeans in Iowa, including seed beans for major companies, while running a diverse lineup of equipment and managing challenges like field fires, weather swings, and land access as a next-generation farmer. He shares what it was like returning to the family operation, starting on his own acres, and building a farm business one decision at a time.We also dive into:Why he started sharing farm life on social media in 2019How simple things like rain gauge updates connect farmers and non-farmers alikeWhat it's like raising kids who actively help on the farmLessons learned from Iowa Corn's I-LEAD program and international trade missionsWhy community involvement — fire department, PTO, Lions Club — still matters in rural AmericaThe reality of farming through tough seasons, including multiple field fires in one yearThis conversation is a reminder that farming isn't just about acres and yields — it's about people, perspective, and showing the real side of agriculture. Want Farm4Profit Merch? Custom order your favorite items today!https://farmfocused.com/farm-4profit/ Don't forget to like the podcast on all platforms and leave a review where ever you listen! Website: www.Farm4Profit.comShareable episode link: https://intro-to-farm4profit.simplecast.comEmail address: Farm4profitllc@gmail.comCall/Text: 515.207.9640Subscribe to YouTube: https://www.youtube.com/channel/UCSR8c1BrCjNDDI_Acku5XqwFollow us on TikTok: https://www.tiktok.com/@farm4profitllc Connect with us on Facebook: https://www.facebook.com/Farm4ProfitLLC/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Today on the Tales of a Nuffield Scholar series I had the pleasure of chatting with Jim Chapman

Nikhil Pal Singh joins PTO to discuss his recent article in Equator, titled Homeland Empire - in which Nikhil argues that from from Venezuela to Minnesota, Donald Trump is creating a borderless American power, collapsing the foreign and the domestic into a single domain of impunity. We talked about how the relative shift away from the preoccupation with the southern border towards the targeting of migrants across the United States is symptomatic of this collapse of the foreign and the domestic, and about how previous administrations laid the basis for the expansion of ICE. We also talked about the extent to which the second Trump administration represents a mere deepening of pre-existing trends in American state craft and the ways in which the MAGA movement is genuinely innovative. Finally, we talked about the weaknesses of the Trump administration and why Nikhil thinks it is fundamentally unable to construct a genuinely hegemonic project.

This week Seth Paridon, Jon Parshall and Shawn Bergstrom tackle more of your listener questions as we wade through round four of the Q&A episodes. Questions dealing with POWs, brutality in the PTO, who was replaceable, hidden conversations, and even the dreaded counter-factuals are tackled in this deep dive. Check it out, maybe your question made the cut.

We're called to steward everything God has entrusted to us—including our PTO days. In this episode, Art explains why not using your PTO can be costly and shares a simple strategy to help you maximize your time off. Plus, he answers a listener's question about maxing out an employer match. Don't miss it!Resources:8 Money MilestonesAsk a Money Question!

Fresh snow framed a tough confession: I set a smart career goal, then let a big project push it aside. When a new opportunity appeared, I didn't have the certification I'd planned to earn months ago. That single delay flipped the script—from confident “yes” to a scramble of midnight classes, rushed exams, and a hope that timing would still work. The lesson is simple and hard at once: when you delay your dream, life doesn't.We unpack how to protect your value at work without burning out or burning bridges. I share the arc from near-foreclosure and dead-end roles to earning a master's degree, doubling income, and learning to set clear boundaries—stating PTO, keeping scope sane, and declining off-topic conversations that erode respect. We explore how to turn any job into a ladder: use training budgets, align skills with long-term goals, and treat your calendar as a contract with your future self. When you hold your standard, people follow it.You'll also hear a practical system to beat procrastination: anchor goals on a vision board with dates that matter, break them into weekly moves, schedule study blocks like executive meetings, and track progress with visible wins. We talk about personal definitions of work-life balance, whether you're caring for family or protecting solo time, and why consistent, high-quality output pairs best with firm boundaries. If you've ever traded your goals for a “temporary” crunch, this story is your nudge to recommit.If this resonated, follow the show, share it with a friend who needs a push, and leave a quick review telling me one boundary or goal you're locking in this month. Your “yes” starts now.Thanks for listening coffee with a twist.Email me at: coffeewitatwist@gmail.com

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E a PTO mudou de novo mais uma vez: o ranking de 2026 tem nova fórmula de cálculo tentando acompanhar a nova dinâmica dos profissionais. Melhorou ou piorou? Neste episódio falamos também sobre:

Real estate didn't just change our income—it transformed our time, relationships, and what we believe is possible for our lives. In this episode, we share honestly about the lifestyle shifts we've experienced since becoming real estate investors: non-traditional work weeks, flexible days built around things we love (like pickleball, personal training, and slow Fridays), and the ability to travel or go home for weeks at a time without asking for PTO.We talk about how our social circles have completely changed as we've surrounded ourselves with ambitious women who talk about equity, mindset, and expansion. Amelia opens up about leaving a 9-year relationship, how having her own portfolio gave her the option to walk away, and why you can still invest even if your partner isn't on board.We also break down how real estate has made us financially stronger through debt paydown, equity, tax benefits, and the confidence that we can go out and make more money because we have the skills. If you're a woman who wants more freedom, alignment, and audacity in your life, this conversation will feel like a glimpse of what's possible for you, too.  Resources:Simplify how you manage your rentals with TurboTenantGet in touch with Envy Investment GroupMake sure your name is on the list to secure your spot in The WIIRE Community Leave us a review on Apple PodcastsLeave us a review on SpotifyJoin our private Facebook CommunityConnect with us on Instagram

Ready to make travel resolutions that stick? In this episode, we share practical tips for planning ahead, using your PTO, and building in breathing room—plus why trusting a travel pro beats AI every time. Whether you're dreaming of big adventures or cozy escapes, these resolutions are easy to keep and guaranteed to make your year […]

In this Formation Conversation, Kyle sits down with Charity Peter wife, mom, preschool teacher, and PTO president who's learning how to follow Jesus with boundaries, margin, and real joy. Charity shares what's been changing in her life through our Practicing the Way journey: learning that Sabbath is meant to be delight, not pressure; choosing rest with God instead of escaping; and creating space to hear God's voice by living with more intention (her word of the year: “no”). You'll hear Charity talk about: Why she deleted Instagram (and what it revealed in her heart) How to recognize when you're not resting, you're escaping “Spontaneous Sabbath” and learning to slow down without perfect prep Confession + Scripture as life-giving practices How God has been stirring her heart for the poor through her kids' school A simple challenge: offer God your favorite part of the day At White Oak, formation means being formed into the image of Christ for the sake of others and Charity's story is a grounded picture of what that can look like in real life. White Oak Christian Church Connecting people to Full Life in Jesus

This week as JCB enjoys his PTO in Puerto Rico Bill and 3 Beer Zach are left to pick up the slack. The 1 count is WWE where Drew McIntyre surprises the boys by winning the Undisputed Universal Title off Cody Rhodes. Adam Pierce finally blows his stack due to Bron Breakker. Gunther fakes out AJ Styles by tapping out on RAW. Carmelo Hayes has his 1st US Title Open Challenge match. Giulia regains the women's US title from Chelsea Green. The 2 count is AEW. Mercedes Mone loses her shit and declares she's taking some time off. Jay Briscoe retains the TNT Title vs Hechicero. Babes of Wrath team up with Kris Statlander before their Trios match loss vs the Triangle of Madness. PAC vs Darby Allin in a physical match on Dynamite. Kenny Omega continues his pursuit of the AEW World Title with Swerve and Hangman in ring. Fatal 4 Way where the winner gets an AEW tag title match. Powerhouse Hobbs rumored to be WWE bound. MJF vs Bandido for the AEW Title. Available on all audio podcast platforms. Listen Share Subscribe Repeat! Rate and review on Apple and Spotify! WWE AEW 43:00

Michael dives into the Somali daycare scam, election vouching insanity, and why small businesses like Ace Hardware are fighting for survival. Plus—Blockbuster nostalgia, Coca‑Cola’s greatest commercial, and the truth behind mental‑health PTO.See omnystudio.com/listener for privacy information.

Most PAs don't wake up one day hating medicine.Instead, they wake up tired. Numb. Disconnected. Still competent. Still caring. Still showing up — but quietly wondering where the spark went.In this episode of The PA Is In, Tracy speaks directly to the clinician who didn't fall out of love with medicine, but feels weighed down by how it's practiced today. She reframes burnout as information — not failure — and explains why self-care, PTO, and vacations can help temporarily, but won't fix a career that's structurally misaligned with your life.Tracy walks through the invisible work that drains clinicians, how values drift over time, and why so many PAs internalize system-level problems as personal shortcomings. She then offers a grounded, realistic four-step process to help you begin redesigning your career without blowing up your life, quitting tomorrow, or burning bridges.This episode is a reminder that you're not broken — and that you're allowed to evolve. You can love medicine and love your life. And you can practice in a way that feels like you again.Mentioned in this episode:Find Your Why by Simon SinekSPONSORS: ADVANCED PRACTICE PLANNING, LLC: advancedpracticeplanning.com/fiSERMO https://app.sermo.com:443/?sermoref=39d97a2c-f699-4f8b-b2f9-1eb131e18c75&utm_campaign=tell-a-friend CONNECT ⁠FREE 30-MINUTE COACHING CONSULT⁠ ⁠⁠https://calendly.com/the-pa-is-in/gen-call⁠ ⁠ ⁠1-ON-1 NEGOTIATION CONSULT ⁠https://calendly.com/the-pa-is-in/negotiate⁠⁠CONNECT WITH TRACY

Repeat after us: You can love your job and still be a workaholic. In this episode of Ambition 2.0, Amanda Goetz sits down with Dr. Malissa Clark, a professor at the University of Georgia, Director of the Healthy Work Lab, and author of Never Not Working: Why the Always-On Culture Is Bad for Business—and How to Fix It, to break down what workaholism can look like in real life (spoiler: it's not just about working long hours). They get into the sneaky “working light” tasks that we tell ourselves don't count as work (like sending emails while watching TV or checking Slack between errands), how leaders accidentally create always-on teams, and so much more.  If you've ever felt guilty while resting, struggled to stop thinking about work, or worried that your ambition is turning into something unhealthy, this episode is worth a listen.  In this episode, you'll learn:  00:00 Intro  01:33 What workaholism is (and the four components) 04:32 Early signs your work habits are becoming unhealthy 07:21 What to do if you think you might be a workaholic  11:23 How leaders unintentionally create “always-on” teams 13:26 How to bring boundaries up with your boss 20:46 Redesigning work culture 24:04 Surviving a 40-hour workweek without losing your life 32:56 Rapid fire: urgent emails, Slack, PTO, and commute baths GUEST LINKS Read Never Not Working: https://bookshop.org/a/116169/9781647825096  https://www.malissaclark.com/  FOLLOW THE PODCAST IG: https://www.instagram.com/girlboss/ | TikTok: https://www.tiktok.com/@girlboss  Amanda Goetz: https://www.instagram.com/theamandagoetz/  https://girlboss.com/pages/ambition-2-0-podcast  SIGN UP Subscribe to the Girlboss Daily newsletter: https://newsletter.girlboss.com/  For all other Girlboss links: https://linkin.bio/girlboss/  ABOUT AMBITION 2.0Powered by Girlboss, Ambition 2.0 is a podcast where we'll be exploring what it really means to “have it all” in work, family, identity, and self… and if it's actually worth it. Each week, you'll hear from hardworking women who've walked the tightrope of ambition. They'll share their costly mistakes, lessons learned, and practical tips for how to have it all and actually love what you have. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this eye-opening episode of Body Bangin', I sat down with Kevin Dunn (Founder/CEO) and Richie Seaberry (VP of Sales) from Decisely to discuss the "silent crisis" in collision repair… and the benefits strategy that is changing how we retain talent.Decisely has partnered with SCRS to bring big-business benefits to independent shops. In this conversation, we break down why the "tough it out" mentality is destroying shop culture, why employees in 2026 are demanding support over just "more money", and how offering the right plan can literally save a life.This episode is a wake-up call for every shop owner who thinks health insurance is just a line item expense, it is actually your first line of defense.What You'll Learn in This Episode:

Heirloom chrysanthemums fill an important role for local growers- as very late bloomers they can be one of the last flowers in the fall to keep cash flow going after others have succumbed to the cold. Our guest this week, Kate Dagnal of Goose Creek Gardens, grows thousands of bouquets every year for grocery stores, and heirloom chrysanthemums are the anchor flower she uses to finish out the season. In this interview we go deep on everything you need to know to grow great heirloom chrysanthemums, including propagation, growing, harvesting and postharvest.We discuss why new varieties of mums aren't being sold in the US (thus the term “heirloom”) and some important differences mums have from other flowers- they need to be propagated from cuttings, and day length is what triggers them to bloom. Heirloom mums come in a wide range of shapes and colors- from big focal flowers to delicate sprays- so they can play many different roles in late season design work. They also have excellent vase life if handled properly- listen to this week's interview for everything from how to propagate, what stage to harvest, how much frost protection they need, how to handle after harvest, favorite varieties and more! Connect With Guest:Website: goosecreekgardens.comInstagram: @goosecreekgardens Free companion article:All about chrysanthemums by Rebecca Kutzer-Rice from Growing for Market MagazineHuge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: This episode is brought to you by Tend, the all-in-one, AI-powered farm management platform trusted by modern growers. Tend helps you cut through the busywork, so you can focus on growing and selling what matters. With Tend, you can plan your crops, assign and track tasks, manage inventory, and handle your sales and accounting, all in one smart, easy-to-use platform. Whether you run a 1-acre farm or manage a large operation, Tend adapts to your scale and style, supporting everything from manual labor to fully mechanized workflows. Try it for free at Tend.com, no credit card required. Farmhand is the virtual assistant built for farmers—helping CSAs scale sales, run error-free fulfillment, and deliver 5-star service. Whether you're at 100 members or 1,000, Farmhand helps you grow without burning out. You've heard us—and our farmers—right here on the Growing for Market Podcast. Explore more stories and learn more at farmhand.partners/gfm. Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com. BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Nifty Hoops builds complete gothic high tunnels that are easy to install and built to last.  Their bolt-together construction makes setup straightforward and efficient, whether it's a small backyard hoophouse, or a dozen large production-scale high tunnels- especially through their community build option, where professional builders work alongside your crew, family, or neighbors to build each structure -- usually in a single day. Visit niftyhoops.com to learn more. There are a lot of farm sales platforms out there, but there's only one that's cooperatively owned by farmers. That's GrownBy — your all-in-one solution to simplify farm sales. GrownBy makes online farm sales easy and affordable; setting up your shop is free, and you only pay when you sell. Join over 900 farms who have already signed up for GrownBy, at grownby.com. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial

If your classroom feels unmanageable this year… these strategies will save your sanity.   Our brand new tour "Is it Friday Yet" is here! All dates in 2026 are available NOW! Don't miss out on the Bored Teachers Comedy Tour coming to a city near you! Tickets are going fast: https://bit.ly/TODBTCT    PLUS book your hosts for a speaking event at your school: https://teacherspeakers.com/    Check out our MERCH! https://shop.boredteachers.com    Subscribe to our newsletter: https://www.beacons.ai/teachersoffdutypod   Send us a voice message: https://bit.ly/3UPAT5a    Listen to the podcast anywhere you stream your favorite shows:  Spotify: https://open.spotify.com/show/3hHNybdOJb7BOwe0eNE7z6?si=840ced6459274f98  Apple: https://podcasts.apple.com/us/podcast/teachers-off-duty/id1602160612  _________________________________   Teachers get your perks!! This episode is brought to you by:    Mint Mobile | Go to https://mintmobile.com/tod to redeem your offer to get 50% any UNLIMITED Plan _________________________________ Classroom management feels different this year, and the Bored Teachers crew is saying it out loud. In this episode, Leslie, Bri, and Miss L break down the strategies that actually work when your students are loud, chaotic, unpredictable, and endlessly loveable. From resetting expectations to building routines that stick, they share real examples from their own classrooms — including PTO systems, class economies, workplace models, and the small changes that make a big difference. The conversation gets honest about the challenges teachers are facing right now: inconsistency, shifting behaviors, emotional exhaustion, and how hard it is to teach when your tried-and-true methods suddenly stop working. They unpack what it means to remove emotion, stay consistent, and set clear boundaries, all while laugh-crying through stories about messy desks, hallway chaos, and one truly iconic water-spill wardrobe change. Whether you teach kindergarten or high school, this episode gives you practical tools, new ideas, and the reassurance that you are not the only one feeling the shift this year. Drop your best classroom management strategies in the comments. Listen now & don't forget to subscribe!  Follow your hosts:  Briana Richardson @HonestTeacherVibes  Leslie Robinson @leslierobcomedy Shelby Lattimore @teachingwithmissl Follow us on all platforms @TeachersOffDutyPodcast

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com Takeaways- Recruiting success is measured by a percentage of wins.- Personal experiences can profoundly influence professional motivations.- Life's challenges can provide clarity on what truly matters.- Caring about your work leads to emotional investment in outcomes.- Resilience is key in navigating the ups and downs of business.- Perspective shifts can arise from significant life events.- The importance of providing the right solutions in business.- Emotional roller coasters are part of the people business.- Understanding losses is crucial for growth in recruiting.- Finding meaning in work can stem from personal experiences.Chapters  [00:01] Welcome + Why We're Here — Adam tees up the POZcast mission and today's focus.[00:01] Guest Intro: Jordan Gasparri — From growing up in recruiting to founding Exclusent and winning an Inc. Power Partner Award.[01:16] Warming Up — Jordan joins; mutual respect and setting the table.[02:16] Growing Up with a Recruiter Dad — Early exposure, high-school internship, and falling in love with the craft.[03:21] Thrill of the Hunt — Why negotiation hooked Jordan and how recruiters drive real comp outcomes.[04:19] Old-School Lessons — Pre-LinkedIn fundamentals: presentability, first impressions, and context by role.[05:41] Art vs. Science — Motivation mapping, relationship foundations, and what tech can't replace.[06:37] Founding Exclusent After Loss — Channeling grief into purpose, betting on yourself, and early survival.[08:08] Agency vs. Solo — The leap from desk to founder, support systems, and the “eat what you kill” mindset.[10:17] ‘Unhireable' Bias — The corporate return dilemma for entrepreneurs and what hiring teams miss.[12:13] Taking Bigger Swings — Compounding courage, offices, gear, and managing the losses (baseball analogy).[14:11] Handling Failures Fast — Day-of fury, next-day reset; contingency realities and resilience.[16:47] AI + Authenticity — What Exclusent automates (sourcing, verification, notes) vs. what stays human (relationships).[18:19] Tools in the Stack — Sourcing evolution, AI interviews for access + fairness, caution on agentic outreach.[20:08] New Roles in TA — Vendor bets, process owners, and the rise of AI/TA SMEs.[22:36] Volume, Speed, and CX — Instant assessments, fewer ghosted candidates, smarter human time.[25:28] Negotiation Masterclass — Real-market intel over Glassdoor, lever trading (base, equity, PTO), and tough love.[27:17] Salary Bands & Candor — Setting expectations, transparency on caps, and why companies pay for value.[29:16] The Negotiation Room — Jordan's new series: real back-and-forths, 3-minute breakdowns, teachable plays.[31:41] Offer Horror Stories — Sunday-night reversals, bonus games, and ethics fails caught on Gong.[36:23] The Next 5 Years — A tight team of 10 great recruiters, sensible AI, and protecting service quality.[37:58] Advice to Younger Self — Calm down, ride the waves, keep shipping good work.[38:52] Never Lift Off the Gas — Consistency lessons from dry spells; content + practitioner balance.[40:10] What Keeps Him Up — Housing hunt, macro uncertainty, and waiting for clearer signals.[41:33] Defining Success — Peace of mind over vanity metrics; doing work you're proud of.[42:48] Wrap + Calls to Action — Where to find Jordan/Exclusent and how to support the show.

In this episode, we dive into a game-changing Ivy Exec article exposing the gap between flashy workplace perks and what employees truly value for retention and satisfaction—think flexibility, mental health support, and financial security over office ping-pong tables. Core Shift in Benefits: Leaders waste budgets on trendy amenities while employees crave practical supports that ease daily stress, like usable PTO and hybrid work options. Top Used Benefits: Comprehensive health coverage, retirement matching, and simple-access mental health resources top the list, with high adoption when they're straightforward and stigma-free. Flexibility Wins: Predictable time off and work autonomy beat "unlimited PTO" policies that no one dares to use, directly impacting job choices. Key Takeaways Audit usage data to cut underutilized perks and fund high-impact areas like therapy stipends, debt assistance, and career coaching. Normalize mental health days and financial wellness programs to build loyalty amid burnout trends. Co-design benefits with employee input for relevance, plus clear communication to boost satisfaction.   Subscribe to The Breakfast Leadership Show for more on burnout-proof cultures. Share your top benefit in the comments—how does your workplace stack up? https://BreakfastLeadership.com/blog  https://FreeFromBurnout.com https://Community.BreakfastLeadership.com   Source: What Workplace Benefits Do Employees Actually Care ... https://ivyexec.com/career-advice/2025/what-workplace-benefits-do-employees-actually-care-about-and-use  

Send us a textKen and GLS break down New Year's resolutions—who actually sticks to them and who gives up by February. We also get into why you should use your PTO instead of letting it go to waste, because burnout isn't a badge of honor.Plus, we throw out some 2026 predictions, from everyday life to what we think is coming next, all with the usual laughs, hot takes, and relatable chaos.Whether you're setting goals, cashing in vacation days, or just here for the conversation, this episode proves some things never change—and that's perfectly fine.

How do you reduce turnover and retain your top household staff members? In this episode of the Easemakers Podcast, the team from Critical Path Advisors shares HR best practices for onboarding, benefits, PTO, and more — so you can set your team up for success. Hear from Co-Founder and President Reisa Diamond and Director of Employee Relations Lisandra Gatson on how they work with families and private clients, what leads to burnout, and how to navigate tough HR conversations.Subscribe to the Easemakers Podcast to hear from more experts in the private service industry, and join the Easemakers community to talk to other estate managers and PSPs on a regular basis.  Enjoying the Easemakers Podcast? Leave us a rating and a review telling us about your favorite episodes and what you want to learn next!The Easemakers Podcast is presented by Nines, modern household management software and services built for private service professionals and the households the support.

This week Michalina Hunter tells us how she got so interested in perennial vegetables that she started a seed company specializing in them, Cicada Seeds! In this interview with host April Parms Jones, we hear about the advantages of vegetables that you can plant once and harvest many times, including crops like skirret, spinach vine, perennial kale, perpetual leeks, perennial celery, sweet lettuce and more.They also talk about how to propagate perennial crops, since some of them involve techniques like cold stratification or vegetative propagation to get them going. Lastly, they discuss how to prepare ground for crops that are going to be there for the long haul, including the importance of soil health, and the participatory research project Michalina is starting to get feedback from growers on these perennial crops. Connect With Guest:Website: cicadaseeds.caInstagram: @cicadaseeds Podcast Sponsors: Huge thanks to our podcast sponsors as they make this podcast FREE to everyone with their generous support: Rimol Greenhouse Systems designs and manufactures greenhouses that are built to be intensely rugged, reliably durable, and uniquely attractive – to meet all your growing needs. Rimol Greenhouses are guaranteed to hold up through any weather conditions, while providing exceptional value and an easy installation for vegetable growers of all sizes. Learn more about the Rimol difference and why growers love Rimol high tunnels at Rimol.com. BCS two-wheel tractors are designed and built in Italy where small-scale farming has been a way of life for generations. Discover the beauty of BCS on your farm with PTO-driven implements for soil-working, shredding cover crops, spreading compost, mowing under fences, clearing snow, and more – all powered by a single, gear-driven machine that's tailored to the size and scale of your operation. To learn more, view sale pricing, or locate your nearest dealer, visit BCS America. Nifty Hoops builds complete gothic high tunnels that are easy to install and built to last.  Their bolt-together construction makes setup straightforward and efficient, whether it's a small backyard hoophouse, or a dozen large production-scale high tunnels- especially through their community build option, where professional builders work alongside your crew, family, or neighbors to build each structure -- usually in a single day. Visit niftyhoops.com to learn more. Seven Springs Farm Supply is a farm-based supply company focused on serving market gardeners and has been in business for 35 years. Our catalog includes a comprehensive selection of approved-for-organic fertilizers, pest & disease controls, growing mixes, cover crop seed, and more. We offer custom fertilizer blending and seasonal cooperative purchasing opportunities, and our experienced team is ready to help guide you to the best solution for your farm's needs. Request a free paper catalog and learn more at sevenspringsfarmsupply.com or give us a call at (540) 651-3228.  There are a lot of farm sales platforms out there, but there's only one that's cooperatively owned by farmers. That's GrownBy — your all-in-one solution to simplify farm sales. GrownBy makes online farm sales easy and affordable; setting up your shop is free, and you only pay when you sell. Join over 900 farms who have already signed up for GrownBy, at grownby.com. Farmhand is the virtual assistant built for farmers—helping CSAs scale sales, run error-free fulfillment, and deliver 5-star service. Whether you're at 100 members or 1,000, Farmhand helps you grow without burning out. You've heard us—and our farmers—right here on the Growing for Market Podcast. Explore more stories and learn more at farmhand.partners/gfm. Subscribe To Our Magazine -all new subscriptions include a FREE 28-Day Trial 

When employees hear “employee benefits,” they might think of healthcare, perks, wellness programs, PTO, 401(k) plans or disability coverage. But when HR professionals hear “employee benefits,” they're likely thinking about cost management, compensation strategies, open enrollment, and—most importantly—compliance. Compliance is a cornerstone of today's insurance landscape. With that in mind, let's dive into your January 2026 breakdown of Compliance in Motion.

Jared's answering Slack messages from a cabana in Tulum, mouse jiggler running, calendar blocked just enough to avoid suspicion. This episode of The Lonely Office explores the rise of “quiet vacationing,” why nearly half of workers admit to doing it, and what it reveals about trust, PTO, and modern workplace culture. Is this a clever workaround—or a sign something deeper is broken at work? Hosts: Matt Sunbulli ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.linkedin.com/in/sunbulli/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.firstdraft.vc⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Aaron Calafato ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Listen to Aaron's 7 Minute Stories Podcast ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Leah Ova ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Follow Leah on TikTok ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Editorial: Matt Sunbulli Brooks Borden Ken Wendt Senior Audio Engineer: ⁠⁠⁠⁠⁠⁠⁠⁠Ken Wendt ⁠⁠⁠⁠⁠⁠⁠⁠ Research: Matt Sunbulli Zaid Safe Aaron Calafato